Quality of work life is integral to any organization towards its wholesome growth. This is attempted on par with improved strategies of Customer Relation Management. Over the years, since industrial revolution, much experimentation has gone into exploiting the potential of human capital in work areas either explicitly or implicitly. Thanks to the revolution in advanced technology, the imperative need to look into the QWL in a new perspective is felt and deliberated upon. Major companies are tirelessly implementing this paradigm in Human Resources Development (some call it People's Excellence). Globalization has lowered national boundaries, creating a knowledge-based economy that spins and spans the world. Through good Human Resource Management and practices this self-motivation chip can be instilled in the organizational behaviour leading to excelling performance. The HR department can develop a bundle of systems that can together create a highly motivational culture. The move to improve the quality of working life is not just a humanistic cause or productivity campaign. Rather, it indicates a growing belief that the future of any industry lies in finding more effective and democratic ways of supporting and using skills, energy and ideas of people. Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. In this process, organizations are coming up with new and innovative ideas to improve the quality of work and quality of work life of every individual in the organization.
Herzberg when conducting a research on job satisfaction and job dissatisfaction on a sample of 1,685 employees, had found out that that their satisfaction is derived from ‘a job related’ factors that are directly influencing their feelings (81%) and only (69%) of their job dissatisfaction is caused by ‘job context’ factors such as the style of management, policies and procedures, the workplace, and the members of the team. This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. To satisfy the new generation workforce, organizations need to concentrate on job designs and organization of work. Further, today's workforce is realizing the importance of relationships and is trying to strike a balance between career and personal lives. Successful organizations support and provide facilities to their people to help them to balance the scales. Various programs like flex time, alternative work schedules, compressed work weeks, telecommuting etc., are being adopted by these organizations. Technological advances further help organizations to implement these programs successfully. The future work world will also have more women entrepreneurs and they will encourage and adopt QWL programs.
Questions.
1. How Quality of work life is a motivating factor for the employees?
2. What is it’s link with Herzberg theory?