This paper discussed broadly about the Quality of Work life and the factors contributing to quality of work life. Specifically the paper concentrated on the factors which influence the level of quality of work life among Gen Y HR executives. The researcher has used descriptive research design as it is concerned with describing the factors of Quality of work life and its level among the Gen Y HR executives and also adopted a standardized questionnaire for the data collection. The data were analyzed and found that the factors such as working conditions, employee engagement and job career satisfaction having an influence on the level of quality of work life in a constructive way. After the analysis, this paper suggested the ways to improve the quality of work life of the Gen Y HR executives who were in the below average level and who wants to improve their level of quality of work life. Keywords: QWL, GEN Y HR executives INTRODUCTION: QUALITY OF WORK LIFE. Quality of work life as “a process by which an organization responds to employees’ needs by developing mechanisms to allow them to share fully in making the decisions that design their lives at work” (Robbins ,1989).The term Quality of work life is all about the quality of association between employees and …show more content…
It is found from the study that majority of the HR executives are satisfied with their job and having a good quality work life. On the basis of above analysis, the researcher has also suggested suitable measures to improve the Quality of their Work Life of those who are having a lower level of Quality of their Work Life index level so as to improve their Quality of their Work
Workers feeling, which includes competitive compensation and reward strategies, professional growth and development, career paths and succession plans and the organizations leadership and culture are contributing factors of employee engagement
Job satisfaction is an important issue to address within a work force because it ensures that the employees’ care and value is considered. If the company puts effort into making their employees happy with their work, then this will produce positive outcomes. This includes having more people wanting to work for the company, the employees will want to stay longer, increased productivity and the company will gain an exceptional reputation. When employee satisfaction is not addressed, the ...
This paper will highlight the history of the company, followed by HR policies & practices that stand out and implications of HR policies when comparing to other companies. The paper will also explain why the HR policies and practices chosen are important.
The purpose of the study is to identify that whether ethical leadership and Human Resource Management (HRM), employee helping and the well-being. The researchers are interested in the relationship between the ethical leadership, employee well-being, and helping. Well-being is a combination of arousal and pleasure and illustrates an affective state ( Warr, 1987). Also, human resource management (HRM) that typically includes selection, training, teamwork, performance appraisal, and rewards ( Sun, Aryee, & Law, 2007). There are three reasons why researchers conducted this research. First, based on the Conservation of Resources (COR) Theory ( Hobfoll, 1989), job resources enhance well-being ( Salanova, Agut, & Peiro, 2005). The researcher suggested that ethical leaders provide job resources such as the emotional support, therefore, ethical leadership relates positively to employee well-being. Researchers conducted this research so as to prove that ethical leadership relates to employee well-being. Second, there are many studies lately have researched that ethical leadership relates to organizational citizenship behaviors (OCBs)(e.g Walumbwa et al.,2011), however, research has not yet examined well-being as a possible mediator. Thus, researchers added HRM as a moderator of the ethical leadership and well-being relationship and subsequently on helping behavior in order to improve the accuracy. Third, the research just focuses on the relationship between ethical leadership and in-role performance or OCBs at the moment. However, related leadership style such as ethical leadership, could also affect employee well-being, yet the research on this topic is lacking. Therefore, the researchers wanted to conduct this research to investigate the ...
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Human Resource Management is defined as the management of activities undertaken to attract, develop, motivate, and maintain a high performing work force in an organization. There are a lot of myths about the HR department, for example people just view HR as a “hiring department” and believe it has no major role in growth of an organization. Traditionally, HR function has been viewed as primarily administrative which was focused on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich 2001), with the assumption that improvements in individual employee performance would undoubtedly enhance performance of the organization. But in the 1990s, an emphasis on strategy and the importance of HR systems emerged with HR emerging today as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are aligned with each other and also with the overall strategy of the organization (Khatri et al, 2006).For making a successful transformation the HR department has to shed its traditional administrative, compliance, and service role and adopt a new strategic role concerned with developing the organization and the capabilities of its managers (Beer, 1997). Competition, globalization, and continuously changing market and technology are the principal reasons for the transformation of human resource management today (Beer, 1997). According to Beer (1997) following areas are needed to be improved in higher levels for a strategic approach towards Human Resource Management.
Many Christians believe that good works are not an important aspect in life because the most important thing is whether a person is saved or not However, there are many verses in Scripture that are very clear about the importance of good works in the life of a believer. It is important to stress that before good works are counted unto righteousness, the foundation of a relationship with Christ must be set. John 3:16 says “For God so loved the world that He gave his only begotten Son, that whosoever believeth in him should not parish but have everlasting life.” Without Jesus there is no foundation but there is much more to life than getting saved. After a person is born of the Spirit, their life will be examined and their works will be judged.
Job satisfaction, Attraction and engagement, Appraisal and Reward, Workplace health and safety, Workplace freedom and rights, Flexible working
When it comes to a work environment an employee should feel comfortable, and excited to go to work, especially because on average forty hours a week are surrounded by that environment. Management teams have challenging jobs to attempt to balance both what the organization needs and what is best for the employee. If the employers are not satisfied, then there is no chance for a successful work environment, and if the employees are not happy then there will not be a business. Both the employer and employees have their own opinions on what is important to them, but it is finding the proper line that makes the work environment a great place for everyone. There are multiple reasons that an employee may choose to work for a company, such as a
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.
In the past 20 years, the technology has been improving as well as the behavior of human. Another change that has been significant enough in the workforce is the generation. Since the baby boomers is reaching the retirement ages, the workforce changes its face. During the change of the pace there are many issues regarding the younger generation. Though, the unprepared new labor force brings another issues to the most company. As the new age begin, the company is struggling with the high demand of spending and low output level from the employees. This event challenges the human resource management on the search of potential employees. The consideration breed the pros and cons whether to keep, train and improve or recruit and change the force. The essay will provides the thorough exploration to oversee the positives of developing dedication of the employees. The method will be used are research and case discussion. The objective of the written report is to provide an insight of the importance of loyalty from the employees.
...mon practices by the department of human resources management of any development organizations. In addition, according to Seta et al., (2000) he found there are researchers was argued that proper training, work progress, and compensation could increase employees’ satisfaction toward their job and organization (Seta et al., 2000). So, by improving employees’ QWL is a prerequisite to increase an organizational productivity. High Quality of Work Life (QWL) organizations achieve better productivity and become highly competitive. Impact and effect of QWL toward workforce include reduced absenteeism, lower turnover and improved and employee job satisfaction (Mosadeghrad, Ferlie and Rosenberg, 2011). Satisfied employees are deemed to be an effective labour force and become as an important assets for the organization’s effectiveness for an organization (Masri, 2009).
The term work-life effectiveness has arrived from the concept of work-life balance. The concept however, has been established to be a myth as no person/employee can achieve the so called “balance” between work and life. Hence the term work-life effectiveness has come in consideration. The term suggests about the effectiveness of an employee regarding how well he/she can maintain the harmony at work and in his/her life. (Grywacz and Bass,
To achieve equilibrium, H&M encourages open communication and employee engagement within the company to satisfy both goal and needs. They came up with an “open book principle” granting every employee the right to express their thoughts on work related issues directly with management. They, too, reinforce the Human Resource Management system by having performance appraisal, a method to evaluate job performance. H&M has done it by using the method of providing feedback as they believe in learning through their own mistakes. Besides, to ensure workers’ work-life balance, the company strongly discourage overtime work and endorse flexible working hours. Everyone in the company is given the opportunity to schedule around their personal and working responsibility. The company also provide comprehensive fringe benefits for their worker which includes staff discounts, incentive bonuses, maternity leave and many more. This is because the Human Resources in H&M emphasise more on job satisfaction rather than title or pay structure. Analysis indicates that H&M has incorporated job enlargement into their business whereby they increase task variety by combining two or more task for more experience working. However, the volume of task to be done is too gruelling for employees causing their company to be listed as one of the highest employee turnover and lowest labour morale in 2008. This shows they have poor job
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)