Quality of Worklife in Cement Industry

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Volume : 2 | Issue : 1 | Jan 2013 • ISSN No 2277 - 8179

Research Paper

Commerce

A study on Quality of Work Life of Cement
Industry in Ariyalur District
G. Susila
Dr. R. Mathivanan
K. Maruthadurai

ABSTRACT

KEYWORDS : Quality of work life, Total
life space, social relevance, Quality of
work life feeling, stakeholders.

Research in commerce, Bharathiar University,Coimbatore.

Principal , Bharathiar University college Arts &Science, Sivagiri , Erode (DT)638109 Assistant professor, Department of Business Administration, Thanthai Hans Roever College, Perambalur(DT) 621212

Quality of work life is an important indicator and yardstick for any organization to measure its overall performance and overall satisfaction of its stakeholder’s .Quality of work life is comprising of several factors which are influencing the quality of work life in different dimensions. Quality of work life of this industry is concerned the safety, healthy work environment, adequate and fair compensation and social relevance are undedicated by the internal stakeholders (Employees). Also the lower level workers don’t have ,that much amount of quality of work life that is why they don’t have that much level of involvement in their company. Hence to bring-up the expected level of involvement of the employees they must be provided enough amount of training and they must be given on –par treatment while compare with the rest of the level of employees of their organization.

Introduction
Historically, cultural values about work have shifted greatly over the years. In ancient time work was performed only by slaves, The Renaissance and Reformation brought great
changes in prevailing attitude towards work. Work acquired
a moral dignity of its own. Work serves many purposes. The
economic function of work for producing goods and services is its most obvious value. In return form of production the work is paid wages that enable the purchase of good, shelter, plus other needs and luxuries of life. But work serves other values as well. As part of social needs people are supplied at the work place, were they meet, and converse and share experiences.

Ones job connotes a certain social status both for the worker and his or her family. Work also contributes to an employees self esteem by reflecting a contribution to the work group, department and company. If a person is competent and meets his own personal and the boss’ satisfaction expectations, this contributes to a sense of personal worth. Quality of Work Life (QWL) is a relatively new concept. It refers to the favorableness or unfavrableness of a job environment for people (Davis and Newstrom, 1985).

Evolution of quality of work life
Walton attributes the evolution of QWL to various phases in
history. Legislation enacted in early 20th century to protect employees from job-injury and to eliminate hazardous working conditions, followed by the unionization movement in the 1930s and 1940s were the initial steps. Emphasis was given

to ‘job security’, due process at the work place and economic gains for the worker’. The 1950s and the 1960s saw the development of different theories by psychologists proposing a ‘positive relationship between morale and productivity’, and the possibility that improved human relations would lead

to the enhancement of both. Attempts to reform and to acquire equal employment opportunities and job enrichment schemes also were introduced. Finally, in the 1970s the idea of QWL was conceived which according to Walton, is broader

than these earlier developments and is something that must
include ‘ the values that were at the heart of these earlier reform movements’ and ‘human needs and aspirations’(Walton, 1973).
The modern interest in the quality of work life was stimulated through efforts to change the scope of people satisfaction job in attempting to motivate them (Tyagi 1997). The jobs should seek to employ higher skills of workers, improve their skills, and...
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