QUALITY OF WORK LIFE AND JOB SATISFACTION : A CASE STUDY OF POLICE EMPLOYEES

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1 QUALITY OF WORK LIFE AND JOB SATISFACTION : A CASE STUDY OF POLICE EMPLOYEES Tiruke Shridevi Baburao, Research Student, Department of Commerce and Management, Shivaji University, Kolhapur Abstract Quality of Work Life (QWL) of Police employees is the worth studying subject for this research paper. The Police employees are for security and discipline of the society who are under tremendous stress and QWL is not up to the mark. It is observed that 60% of sample respondents have not able to maintain QWL where they themselves and their family members. It is observed that vertical and horizontal relationship is not up to the mark due to lack of QWL. The research paper has focused on relationship among employees, working environment, working condition, job satisfaction, job stress, etc. Majority of the Police employees have been working more than hours per day, sometime 24 hours duty without having rest, holiday and leave. It is also noted that the health has been adversely affected due to lack of QWL. Key words: Health, No leave, QWL, Relationship, Security, Stress. Introduction In the year 1970, first time introduced the term QWL in USA, afterward it appeared in various research journals and press. It has got momentum during So the QWL concept is not new. Today, organizations of all types, nature, sizes have to pay a serious attention towards improving QWL. It has universally recognized and acknowledged fact that QWL has profound impact on the developmental process of an organizations. QWL means the quality of relationship between employees and the total working environment. The relationship can be approached from divergent viewpoints, including the man, the Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 15

2 organization and the society. The term refers to favourableness or unfavorableness of a job environment for people. Concept of QWL The term QWL has different meanings of different people. Some has considered it industrial democracy or codetermination with increased employee participation in the decision making process, happiness programmes for others, particularly for managers and administrators. The term denotes improvement in the psychological aspects of work to improve productivity. The labour unions feel that it is a subtle employee incentive or just another productivity device. The term QWL represents a concern for human dimensions of work. It is worldwide problem and concern for improving it. The concept QWL originated in India in the mid 1970s when the country was passing through a phase of intense labour unrest. However, it failed to take roots. Chakraborty highlights the Indian approach to QWL and work ethics through a spiritual, metaphysical dimension to the personality of the worker. QWL has the quality of relationship between employees and total working environment. The researcher has studied that the QWL of Police employees is not up to the mark. Review of literature The researcher has taken reviews from various Journals, Articles, Newspapers etc. a. Paradigms of QWL, Shoeb Ahmed April : In this article the researcher has focused on various paradigms of QWL. He also proposes some strategies to improve QWL in organizations that focus on different areas of organizational functions. It is argued that one has to pay attention to improve all functions and strike a balance among them to make effective QWL. b. 40 percent Police unfit, Lokmat Feb : Medical examination of Kolhapur Police have brought in front that more than 40% of Police and officers are physically unfit. The most of them have become victims of blood pressure and psychological illness. Overburden of work, irregular meal timings, and prolong, uncertain working hours are the main causes for this unfitness. Police start finds it difficult to perform their duties like case investigation, catching accused, etc. Government should concern about it and needs to take immediate action. The situation of Police quarter is so worst. Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 16

3 c. The role of Work Life Balance (WLB) as a workforce management tool, Debabrata Mitra 4 : The study is based on a survey of 100 employees in siliguri based private telecom companies. In order to make a comparison between the attributes, which play an important role in balancing work and life, simple percentage method has been used. While the chi-square test is used to describe the magnitude of discrepancy between theory and observation. The weighted average method is used for checking the importance of different items. The study has revealed that healthy practices, like career break, flexible work, flexible time sharing of workload, maternity leave, adoption leave, parental leave and time off for dependants and child care facilities should be provided by the employer as per the customized needs of the employees for better productivity. Studying QWL of Police employees is the worth studying subject for this research paper. Research Methodology: The present study has to examine the QWL of Police employees in Taluka Karveer of District Kolhapur, Maharashtra. The QWL of employees means the quality of relationship between employees and total working environment. The present study has to emphasis on the working conditions, job satisfaction, job stress, job security, job status etc. As per structure there are 558 employees in 5 Police stations in Taluka Karveer of Kolhapur District. Among them 85 employees has taken as sample for the study. The researcher has discusses here the dimensions of QWL which adversely affects the work environment. Dimensions of QWL are also called constructs of QWL and Hackman and Oldham (1980) highlights the constructs of QWL in relation to the interaction between work environment and personal needs. Data analysis and Interpretation: QWL is the backbone of the employee-employer relationship. The researcher has covered compensation, accommodation, working condition, welfare facilities, career opportunities, future benefit, job status, etc., QWL measuring parameters in this study. Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 17

4 Table 1: Eleven Attributes measurement with five point scale Respondents Sr. Attributes Highly Satisfied Average Not Can t No. satisfied satisfied say Total 1 Compensation 4 (5%) 21 (25%) 34 (40%) 23 (27%) 3 (3%) 85 (100) 2 Accommodation Facilities 2 (2%) 11 (13%) 28 (33%) 35 (41%) 9 (11%) 85 (100) 3 Working Conditions 1 (1%) 20 (24%) 29 (34%) 31 (36%) 4 (5%) 85 (100) 4 Welfare Facilities 1 (1%) 17 (20%) 34 (40%) 29 (34%) 4 (5%) 85 (100) 5 Career Opportunities 3 (4%) 15 (18%) 35 (41%) 22 (25%) 10 (12%) 85 (100) 6 Future Benefits 2 (2%) 20 (24%) 36 (42%) 19 (22%) 9 (10%) 85 (100) 7 Job Security 2 (2%) 10 (11%) 21 (25%) 37 (44%) 15 (18%) 85 (100) 8 Job Status 3 (4%) 26 (30%) 26 (30%) 20 (23%) 11 (13%) 85 (100) 9 Employee participation in 2 (2%) 10 (12%) 27 (32%) 28 (33%) 18 (21%) 85 (100) Management 10 Communication Process 4 (5%) 38 (45%) 27 (32%) 13 (15%) 3 (3%) 85 (100) 11 Any other 2 (2%) 17 (20%) 28 (33%) 18 (21%) 20 (24%) 85 (100) 1. Compensation: This is a fundamental aspect of QWL. Human beings have work totally for the livelihood of himself and his family. Therefore success of the fulfillment of the initiatives depends upon fulfillment of this. However important thing is that compensation offered to employees must be adequate and proportionate. The Police employees are for security and discipline of the society. They having a tremendous stress and work load. As compare other professions Police employees didn t get fair and adequate compensation. Out of the total samples 27% respondents are not satisfied with their compensation. The average numbers of employees i.e. 40% employees are on yes- no situation, and 3% respondents are not ready to say about their compensation. The research says that most of the respondents are unsatisfied with their compensation structure. They are unable to fulfill their needs with present compensation due to the higher prices of everything. 2. Accommodation facilities: Another important aspect is that the organization has to provide fair and convenient accommodations to their employees. The Police employees have tremendously unsatisfied with present accommodation facilities. On an average 85% respondents are having question mark on their face about their accommodation which is so small and without fulfillment of facilities. Only 15% respondents have not any problem with their accommodation facilities. 3. Working condition: The employees must get fair working atmosphere. The unsafe and unhealthy working atmosphere can cause problematic. The employees cannot work with great interest. The Police employees have to do field work but this time they suppose to spend in there stipulated Police station where proper working condition is required. It is Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 18

5 observed here that 36% respondents are directly agreed about the unhealthy working condition. Only one respondent is highly satisfied with present working condition. Out of total respondents 34% respondents an averagely and 5% respondents are not ready to say anything about their present working conditions. They are ready to make adjustment on present situation. 4. Welfare facilities: Another important aspect of QWL is the facilities providing to the employees for their welfare. There are various facilities can be provide to the employees which can improve the level of job satisfaction. The researcher has studied that rarely Police employees are getting welfare facilities, and it has various limitations on it. Out of the total respondents only 1% respondents are highly satisfied, 20% respondents are satisfied and 34% respondents are not satisfied with their present system of provision of welfare facilities. The 40% employees are averagely satisfied with present welfare facilities and 5% employees are not ready to say anything about it. 5. Career opportunities: The jobs have become routine work situation. The organization should provide opportunities to their employees to develop their future career. The efforts should make to increase the autonomy, perspective and exposure to multiple skills. The researcher has observed that due to the 24 hours on duty situation unable to provide the career opportunities to the Police employees. The government provides various facilities to develop their future but Police employees are unable to acquire these opportunities due to higher time pressure of work. The provision of advancement of opportunities plays a central role in QWL. 6. Future benefits: This is the supportive aspect of QWL which provide relaxation in future to the employees. It is observed that the Police employees are agree with fulfillment of future benefits but they again say that these benefits are not getting in time. So out of total samples 2% respondents are highly satisfied, 24% respondents are satisfied, 42% respondents are on yes-no situation, 22% employees are not satisfied with the present system of future benefits and 10% respondents are not ready to say anything about this attribute. After the year 2005 the government has not offered any future benefit to the Police employees (e.g. provident fund). 7. Job/employment security: QWL is determined that the employees should feel secure about their jobs. Employees thus regard employment security as a crucial channel towards understanding their current position in the organization, which takes them to another level of contribution. Employment security represents the true capacity of the organizations to provide permanent and secure job options to its employees, irrespective of the various changes occurring continuously in the work environment. From the last few years there is a drastic decline in employment security. So the organization should give the 100% security of their job. As we know the Police employees job is totally unsecured. There has not any security of their job because the Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 19

6 department is fully restricted with law and order. So the 44% respondents have not satisfied with the present situation of the job security in Police department. Adequate security of the job is a high priority of employees. 8. Job status/human Relation: The relationship among the employees is an indicator of healthy organization. In the human relation refers to participation, discussion and openness as the means to improve employee morale. So, if the human relations cannot be ignored in QWL, it is the counterproductive for both the employees and the organization. In the present study it is observed that the average respondents are satisfied with their present status in an organization, which is dependent on the relation among the employees, society and department. 9. Employee participation in management: In recent days the importance of employee participation in management has drastically increased. Employee participation is a psychological contract between the management and the employees. Under this concept the management provides an opportunity to his employees in various decisions related to job and employment conditions. The most important thing is that the employee can identify himself with his job, which will lead to an improved performance, using the full potential of the employee. The Police employee has rarely get chance to participate in management procedure. In the present study it is observed that the respondents are averagely happy with the present system. 10. Communication process: The present research observed that the Police department is totally depended on the process of communication. The departmental communication system is good and then only 15% respondents have not agreed with present communication process. 11. Any other: In this aspect it includes various points which are related with the field work. It is observed that, majority of the Police employees have to work on road. The adverse thing is that, the Police employees have to work in all conditions, in various situations and with limited sources. The Police employees are not happy with the field work because they have limited sources. There has not any facility provided to the Police employees. Conclusion The main aim of QWL is to create a healthy work environment. Any initiative towards improving QWL depends on Top management of the organization because they are ones who shapes the destiny of the organization. Besides it, every individual employee has an important role in improving QWL. QWL should be directed towards improving the basic elements of QWL. In this study, the researcher has proposed some areas for improving QWL, which are based on some facts and view of people. To improve QWL, job design and work organization is to be improved and this is a first step. Job design is the most common interface that is related to the improvement of employees QWL and productivity. A job design that is able to attain high employee satisfaction is set to be more productive. Sherman Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 20

7 et al (1988) state that job should be designed in such a way that it reflects both technological and human considerations. They also stress that job design is an outgrowth of job analysis and is concerned with design of jobs in order to improve organizational efficiency and employee job satisfaction. The department should provide adequate security of the job. It is the first priority should be provided to the Police employees. The Police Department should provide an opportunity to his employees to participate in adequate managerial decision making procedure. To improve QWL, it is necessary for the management to consider the attitude and approach of the employees before implementing any QWL programmes. The effectiveness and impact of each and every QWL programme should be explained to employees beforehand by the management. Management should also take initiatives towards career development activities, such as developing career path for employees, implementing training and assessment programmes, etc. These career development opportunities will provide the employees with better and new skills to cope with any changes in their career and hence will contribute to the improvement of QWL. Another factor that contributes to improvement in QWL is to maintain the group relationships. Groups are basic fundamental units of an organization that can accomplish more work in less time than a number of people working individually. Quality is largely determined by the opportunity to capitalize on one another s strength to produce bigger outputs that meet organizational demands in a group. The most important concept to improve QWL is reward for good work. The rewards in QWL can to some extent meet the needs of the employees. Maslow (1943) explained in his hierarchy of needs because in reality what is important to some employees may not be important to others, although they are being treated equally in the same organization. The QWL approach in a rewards system can satisfy the employee; it can also be used to minimize the mistrust between the employee and the employer Every organization has its own culture and values that reflect the past, present and future standing of the organization. A strong organizational culture not only gives direction to the behavior of the people but also makes them feel better about what they do and encourages them to work harder. An organizational culture with high human values is more adept at successfully attracting and retaining the employees than the corporate culture that seem to devalue people and create barriers to the use of individual capabilities. An organizational Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 21

8 culture that supports change, learning and improvement is an important predictor of ensuring high QWL to its employees. On the basis of above discussion, it can be concluded that in the present scenario the Police employees should get above explained workflow. Finally the researcher has conclude that excellent QWL will result in happy and healthy employees who will provide better turnover, make sensible decisions and contribute towards organizational productivity. References: 1. paradigms of QWL Shoeb Ahmed (April2013) Journal of Human Values Vol.14 No.1 April 2013) % Police unfit (Feb 2014) Lokmat publications 3. worst conditions/ situation of Police quarters(feb2014) Lokmat publications 4. The role of WLB as a workforce management tool Debabrata mitra:the Indian journal of commerce Vol-05 No.2 April June 12 Prime International Research Journal, Vol. III, Issue 3, June, 2016 Page 22