ISSUES IN QWL
QWL as an abbreviation means Quality of Work Life in a business or Industrial organization. Trade unions claim that they are responsible for the improvement in various facilities to workers whereas management takes credit for improved salaries, benefits and facilities. However, P/HR manager has (identified) specific issues in QWL besides normal wages, Salaries; fringe benefits etc. and take lead in providing them so as to maintain higher order QWL. Klott, Mundick and Schuster suggested major QWL issues. They are:
1. Pay and Stability of Employment: Good pay still dominates most of the other factors in employee satisfaction. Various alternative means for providing wages should be developed in view of increase in cost of living index, increase in levels and rates of income tax and profession tax. Stability to a greater extent can be provided by enhancing the facilities for human resource development.
2. Occupational Stress: Stress is a condition of strain on oneâ€™s emotions, thought process and physical condition, Stress is determined by the nature of work, working conditions, working hours, pause in the work schedule, workerâ€™ abilities and nature and match with the job requirements. Stress is caused due to irritability, hyper-excitation or depression, unstable behavior, fatigue, stuttering, trembling, psychosomatic pains, heavy smoking and drug abuse. Stress adversely affects employeeâ€™s productivity. The P/HR manager, in order to minimize the stress, has to identify, prevent and tackle the problem. He may arrange the treatment of the problem with the health unit of the company.
3. Alternative Work Schedules: Alternative work schedules including work at home, flexible working hours, staggered hours, reduced work week, part-time employment which may be introduced for the convenience and comfort of the workers as the work schedule which offers the individual the leisure time, flexible hours of work is preferred.
4. Recognition: Recognizing the employee as a human being rather than as a laborer increases the QWL. Participative management, awarding the rewarding system, congratulating the employees for their achievement, job enrichment, offering prestigious designations to the jobs, providing furnished and decent work places, offering memberships to clubs or association, providing vehicles, offering vacation trips are some of the means to recognize the employees.
5. Congenial Worker Supervisor Relation: Harmonious supervisor-worker elations give the worker a sense of social association, belongingness, achievement of work results etc. This in turn leads to better QWL.
6. Adequacy of Resources: Resources should match with stated objectives otherwise, employees will not be able to attain the objectives. This results in employee dissatisfaction and lower QWL.
7. Seniority and Merit in Promotions: Seniority is generally taken as the basis for promotion in case of operating employees. Merit is considered as the basis for advancement for managerial people whereas seniority cum-merit is preferred for promotion of ministerial employees. The promotional policies and activities should be fair and just in order to ensure higher QWL.