QWL Case Study

The basics that are relevant to an individual’s quality of work life include the task, the physical work environment, social environment within the organization, administrative system and relationship between life on and off the job as stated by Cunningham and Eberle, (1990). According to Kirkman (1989) QWL is an integrated study to improve working environment and satisfy the employee’s individual needs. Hackman and Oldhams (1980) suggested that the work environment that is able to fulfil employees’ personal needs such as skill variety, task identity, task impact, autonomy and feedback, is considered to provide a positive interaction effect, which will lead to an excellent QWL.

Organization Culture and Climate

Resistance to any change and

Innovative modern companies have to undergo more change in terms of technology than mature product market-producing companies to remain spirited in their industry. However, there has been little effort to discern what dimensions of organizational culture relate to the implementation of such innovative or change programs (Detert, Schroeder, & Mauriel, 2000). It is known that incorporating healthy change can be positive if it leads to open discussion and debate. To overcome employees’ resistance to change, a business place or working place must educate and communicate with the people. Open minded participation is important as a company must build the support and commitment of its workforce. Organizations can select people who accept change but cost remains a significant obstacle for industries (Brower, 2014). These costs include implementing up to date training programs or hiring people open to change, but losing the knowledge of the aged workforce. Innovative organizations

The updated training is not only cultivating work knowledge and technical skills, developing productivity for the quality production and services, but rather impacts on modification of employees’ attitude and behavior for performing work. The wealth of organizations becomes explicitly dependent on the intellectual capacity of their employees and their ability to change and adjust to the dynamic industrial environment. Employee is a valuable resource (asset) of the organization. Study shows that through training, employee morale and satisfaction, organization productivity and service quality improves and also accelerates the individual and societal growth. These competent organizations understand that training helps them to remain competitive by continually educating their workforce. They understand that investing in their employees yields greater results. A unrelenting economy relies on the quality of training given to convert a worker into trained worker is key to boost growth. We look forward to what will be effect of technology on training in the coming times(Sonal Goyal et al.