Benefits of qwl programs

Progressive companies have promotion-from-within programs, which means that open positions are filled, whenever possible, by qualified candidates from within the company. Those companies typically hire at entry level and then train and develop personnel to promote them to higher levels of responsibility. People are hired at entry-level positions based on their potential for advancement within the company and on their having the right values.

Research has shown that companies that have policies to promote from within have employees who are more productive and satisfied with their jobs than companies that do not have such policies.

Also, progressive companies provide educational and training resources to help employees identify and develop their potential. This may be accomplished with programs of career planning, company internships, and tuition assistance. There are many incentives plans that organizations use to reward their employees and satisfy employee needs for self-actualization, self-esteem, and social recognition.

These include individual incentive programs, group incentive programs, profit-sharing plans, and gain-sharing programs. Research has shown that these programs do play a significant role in employee productivity and job satisfaction. The goal of alternative work arrangements is to minimize work-family conflict and help employees balance the demands of their work and family lives. The most common type of work-family conflict is time-based conflict experienced when the time devoted to one role makes the fulfillment of the other difficult.

Common programs that manipulate work arrangements include full-time work-at-home, part-time work-at-home, flextime, compressed workweek, and part-time work arrangements. Alternative work arrangements typically affect job satisfaction by reducing work-family conflict.

With respect to employment benefits, many firms offer at least basic employment benefits to their employees, which play an important role in employee productivity and job satisfaction.

Furthermore, there are many ancillary programs described in the QWL literature designed to meet employee nonwork needs.

These include child care programs, elder care programs, fitness programs, social programs and events, employee assistance programs, educational subsidies, counseling services, credit union, and others. Among the lesser known QWL programs are lakefront vacations, weight loss programs, child adoption assistance, company country club memberships, tickets to cultural activities and events, lunch-and-learn programs, home assistance programs, subsidized employee transportation, food services, and executive perks.

While an economic orientation may remain a necessity for business organizations, it need not preclude a focus on overall employee well-being. QWL programs are organizational development efforts that result not only in job satisfaction but also life satisfaction. Thus, much research has been conducted to understand how specific QWL programs influence employee life satisfaction.

Specifically, this line of research has examined the spillover between job satisfaction and life satisfaction. Substantial research has documented the fact that job satisfaction is positively correlated with life satisfaction. People segment their feelings or compensate for divergent affective reactions across life domains work life, family life, social life, etc. Also, people experience reciprocal spillover between job satisfaction and life satisfaction.

That is, employees who have a higher level of organizational commitment tend to experience a greater spillover effect than those who expressed lower levels of commitment. Interestingly, both job and life satisfactions share a substantial dispositional component.

A top-down approach to the study of job and life satisfaction suggests that common traits e. In fact, although personality removes a huge chunk of the variance from the job-life satisfaction relationship, the link still remains.

Such traits may gauge the broader construct of life satisfaction. Life satisfaction is a higher order concept that encompasses domain satisfactions. It is interesting to note that situational influences on reports of life satisfaction—the bottom-up approach to the study of life satisfaction—have been found to account for a significant amount of variance in life satisfaction.

QWL research based on the quality-of-life perspective has indicated that a number of organizational factors can explain the job-life satisfaction link. One such factor is organizational structure. Bureaucratization is associated with an increase in job dissatisfaction and life dissatisfaction. That is, workers in a decentralized bureaucracy experience a greater spillover between job satisfaction and life satisfaction than workers in a centralized bureaucracy.

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Carousel Previous Carousel Next. Jump to Page. Search inside document. The importance and advantages of improving the quality of worklife I. Introduction to quality of work life II. Definition and concept of quality of work life III. Methods to improve QWL A. The role of the supervisor in QWL V.

Key supervisory role A. Employee participation in management IV. Empowerment A. Autonomous work teams III. Flexible organisation structure IV. Socio-technical systems V. Data analysis and interpretation VII. Findings of the study VIII. Limitations IX. Suggestions and recommendations X.

Questionnaire Abstract : Research paper It was around that F. Tags: Importance of quality work life, Advantages of quality of work life, Quality work life in the present situation More abstract from The importance and advantages of improving the quality of worklife [ Samuel Susanth Prabhu Bethapudi.

Naresh Kumar. Ravi Jaiswal. Raj Kumar. Facebook Twitter YouTube Instagram. Latest News. Engage and empower our union! To volunteer in Community Outreach programs, click here. Home Services Special Programs Quality of Work Life Program Special Programs Quality of Work Life Program The Quality of Life Program is a joint labor-management program that was established to bring together representatives of city agencies and union members in a cooperative setting to address worksite improvement and empowerment issues.