INTRODUCTION:
Life is like a game and an individual has to play with work, family, health, friends and spirit. Industries have realized the importance of the above. Indian Organizations are setting up policies for maintaining a work life balance they are going in for innovative methods to keep their employees happy and satisfied, as it makes office a better place to work and also positively impact productivity. The concept of work-life balance (WLB) is not a new but with the changing pace of life and increase in stress levels, negatively affecting the quality of work, has made many organizations think about the strategies for maintaining a work life balance.
In general terms, Quality of Work Life (QWL) refers to the favorableness or un -favorableness of a job environment for people. QWL entails the design of work systems that enhance the working life experiences of organizational members, thereby improving commitment and motivating for achieving organizational goals. Most, often, this has been implemented through the design of jobs that afford workers more direct control over their immediate work environment. There is a strong link between work life balance policies and increased productivity.Other benefits also includes like improved recruitment and retention rates with associated cost savings, a reduction stress, greater levels of job satisfaction and loyalty and an improved corporate image.The work life balance strategy offers a variety of ways to reduce stress levels and increase job satisfaction of the employees. The fundamental principle of designing activities around the topic of work life balance is that work should be part of life.
Indian organisations are going for innovative practices to keep their employees happy. Even a business solution providing company promotes ROWE (Results Only Work Environment) culture within the organization.Some organizations have initiatives to provide timely assistance to the employees in a crisis situation rising out of financial or personal problems.
Major issues of QWL
Work at Indian organisations, has identified seven critical factors which will affect the quality of work life during the years ahead. More specifically, QWL may be set into operation in terms of employees' perceptions of their physical and psychological well-being at work. It includes virtually every major issue discussed here is that,managers,employees,workers and labor, has fought for during the last two decades. These are pay, employee benefits, job security, alternative work schedules, occupational stress, participation and democracy in the workplac
Pay:
QWL must be built around an equitable pay programs.so that in future more workers may want to participate in the profits of the firm.
Benefits:
Since workers are now better organized, educated and vociferous, they demand more from the employers all over the world-apart from the pay-in the form of social security and welfare benefits as matter of right which were once considered as part of the bargaining process.
Job Security:
Conditions in the work environment must be created by the employer which will give freedom to all the employees and free from fear of losing their jobs. A system must be created in such away which creates healthy working conditions with optimum financial security.
Alternative Work Schedules:
With a view to tackle job boredom, modern organizations have been experimenting with several forms of alternate work schedules such as four-day work week, flexi-time and part-time work. Compressed work week is a work schedule made between the number of hours worked per day, and the number of days worked per week, 10 hours each day or three days, 12 hours each day are examples of the QWL schedule. In India this is being implemented by a few companies successfully.
Participation and Democracy:
The Quality of Work life department implements programs and practices that encourage a positive and productive work experience at organization. QWL services address the key areas of Work-Life Balance such as Flexible working options, Flextime, Flexi place, compressed work schedules, job-sharing, staff recognition and awards, health and wellness workshops. Change and competition have dramatically increased the work demands in the environments. At the same time, these pressures have impacted the entire Indian organizations workforce.These are some points stressed as essential to improve the QWL in Indian organizations.Let us see how company's carried QWL programs to overcome crisis faced by members of organization. Some of the key area of work life balance is discussed below:
Flexible work options:
Flexible work options respond to significant changes at work and home during the past few decades. Examples of these changes are:
Women with young children are the fastest growing segment of the work force. Men are more involved in family and home care responsibilities. Eighty-five percent (85%) of all workers have family care responsibilities. Our society is aging. Twenty-five percent (25%) of all workers have elder care responsibilities.
Some flexible work options are:
Flextime:
The most requested, easiest to manage and the most affordable FWO is flextime which offers flexibility in arrival, departure and/or lunch times, typically with a designated core-time during which all staff are present. The Flextime in many companiesenhances recruitment, reduces stress through the ability to better balance work and personal responsibilities, reduces paid absences and tardiness, reduces turnover, where individuals faces a recurring, unresolvable conflict between work and a personal responsibility. Flextime may offer a solution that enables the individual to solve the problem at hand.
Flex place:
This arrangement allows for a portion of the job to be performed off-site, on a regular, recurring basis. The majority of work time is spent at the office and the off-site work typically is done at home. It may be the most complicated flexible work option to arrange since it generally requires electronic equipment and technological support. Based on operational needs, a Flex place arrangement is most appropriate for work with clearly defined tasks, measurable work activity, and the individual's presence is not required in the work place. The advantages are can improve the morale, productivity, commitment and retention is possible.
Compressed Work schedules:
Compressed Work schedules have been promoted as a way to extend service hours, reduce shift turnover, or maximize an investment in expensive equipment or high-priced office space. Additionally, these arrangements have supported time off during summer months in order to offer employees more week-end leisure time. More recently, these arrangements have been seen as a way to comply with corporate support for reduced traffic and pollution. A traditional 35-40 hour work week is condensed into fewer than five days of work. This option is more easily applied to non-exempt (weekly paid) staff for whom maximum work hours are identified, but it is not ruled out for monthly paid staff who may work more than 40 hours during the work week.
Part - time work:
Is a regular arrangement for between 17.5 and 28 hours a week. This is different from a temporary work assignment where an employee is expected to have a temporary, non-recurring relationship to the workplace and does not receive paid time off.
Job Sharing:
The time can be split evenly or unevenly depending upon the demands of the job or the needs of the sharing team. The company allows two staff members to share the responsibilities of one full-time position. Each staff member shares a specific proportion of a full-time position. Creative and innovative schedules can be designed to meet the needs of the job sharers and the office. A Job Share arrangement is different from a Part-time position which has a workload that can be managed within 17.5 to 28 hours a week. Working in a shared job also differs from a Part Time arrangement in the following ways:
v OPPORTUNITY FOR CAREER GROWTH:
The work should provide career opportunities for development of new abilities and expansion of existing skills on a continuous basi
BALANCE OF WORK AND PERSONAL LIFE
There should be proper balance between work life and personal life of workers. The demands of work such as late hours, frequent travel, and quick transfers are both psychologically and socially very costly and detrimental to QWL.
SOCIAL RELEVANCE OF WORK:
Work should not be a source of material and psychological satisfaction but a means of social welfare. An organization that has a greater concern for social causes like pollution, consumer protection, national integration, employment, etc., can improve the QWL.
SOCIAL INTERGRATION IN WORK FORCE:
The worker should be made to feel a sense of identity with the organization and develop a feeling of self-esteem, Openness, trust, sense of community feeling, scope for upward mobility, equitable treatment are essential for this purpose.
CONSTITUTIONALIZATION IN WORK ORGANIZATION
QWL provides constitutional protection to the workers. Management action can be challenged. Constitutional protection is provided to workers on such matters like free speech, equity and due process.
INDIVIUALISM AND DEMOCRACY:
This means greater authority and responsibility to workers. Meaningful participation in the decision – making process improves the QWL.
Conclusion
Today, an employee is not looking at their employer just a job but they want the company to care for their work life balance and their well being.Employees tend to feel motivated when they feel that the organization is putting extra effort in providing a healthy balance between work and life.Motivated employees not only enhance the productivity but also help creating a positive work environment at office. Some organizations have initiatives to provide timely assistance to the employees in a crisis situation rising out of financial or personal problems. Flexible work options is one of the key tools for attracting and retaining employees especially women employees. Our employees have the flexibility to exercise a need based work from option as it helps them more in maintaining balance between work and home. This benefits includes increased productivity, lower attrition, less number of leaves taken, cost savings on infrastructure and of course an extremely happy workforce.If a company addresses these needs, in addition to providing great career opportunities, they can be very successful in providing job satisfaction to the employee
Name:T.Meharajan Date of Birth: 07.jan.1980 Educational Qualification:M.B.A.,M.Phil Address: 2-4-10.D.Church St, Pattiveeranpatti, Dindigul dt. Tamil Nadu. India. Pin Code – 624211
