IMPORTANCE OF QUALITY OF WORK LIFE IN SMALL SCALE INDUSTRIES FOR EMPLOYEES

Transcription

1 International Journal of Latest Research in Science and Technology Volume 2,Issue 2 :Page No.1-, March - April (2013) ISSN (Online): IMPORTANCE OF QUALITY OF WORK LIFE IN SMALL SCALE INDUSTRIES FOR EMPLOYEES 1 Nitesh Sharma, 2 Dr. Devendra Singh Verma, 1 Department of Mechanical Engineering, Institute of Engineering & Technology, Devi Ahilya Vishwavidyala, Indore (M.P), India Nitesharma02@gmail.com 2 Department of Mechanical Engineering, Institute of Engineering & Technology, Devi Ahilya Vishwavidyala, Indore (M.P), India Dev1_ver@yahoo.com Abstract - The focus of this paper concerns a study of quality of work life for the employees of small scale industries. The aim of study is to determine the existence of QWL (Quality Of Work Life) in small scale industries as per the view of employees. As the QWL is very essential for industries to continue to attract and retain employees. The presence of QWL in the industrial unit is beneficial to both employees and industries. Keyword - Employees, Small Scale Industries, Quality of Work life (QWL), Working Environment. 495

2 I. INTRODUCTION Work life is an important as personal life and the satisfaction of an individual in both aspects of life is very important.qwl is the quality of relationship between employees and the total working environment (Davis, 1983). QWL is about the betterment of the work, how the management thinks about its people and also how the people think about the industry. Quality of work life is a multi dimensional construct that includes concepts such as job security, reward systems, training and career advancements opportunities and participation in decision making (Saraji and Dargahi, 2006). Quality of work life has been defined as the workplace environments that promote and maintain employee satisfaction with an aim to improving working condition for employees. II. IMPORTANCE OF QWL IN SMALL SCALE INDUSTRIAL UNITS A small scale industry contributes greatly to the country s economy. It is one of the major means to overcome unemployment. It leads to improvement in job satisfaction of the employees and contributes to the overall performance of the industries. The contribution of small scale industries in total industrial output is 39.42%, 35% share in exports, 6.71% in gross domestic product and provide employment to about million percents ( According to ministry of SSI, ). The absence of QWL leads to the dissatisfaction in job, lack of motivation and moral. The reason to non-performance in SSI are many like lack of finance, technology, non availability of skilled labor, turnover, absenteeism etc. but the hidden cause for all these troubles is one and only Quality of work life. III. RELATED REVIEWS VARIOUS RESEARCHER AND THEIR INDICATORS OF QWL: Researcher Indices of QWL Walton (1975) 1. Adequate and fair compensation, 2. Safe and healthy working conditions, 3. Opportunity to utilize and develop human capacities, 4. Opportunity for continued growth and security, 5. Social integration in the work organization, 6. Constitutionalism in the work organization, 7. Work and total life space and 8. Social and relevance of work life Stein (1983) 1. Independence and autonomy, 2. Being outstanding and important, 3.Propertyandbelongingness,4. Development and progress, 5. outside rewards Levine, Taylor & Davis(1984) Cai Hui-ru (1994) 1. Esteem and confidence to staffs capabilities by directors. 2. Work change; 3. Work challenge; 4. Future development comes from current work; 5. Self-esteem; 6. Cohesion and interference of work and life; 7. share of work in enhance of society 1. Quality of life- reward of services, welfare, work security, work support; 2. social quality: relationship with superior, colleagues, and clients; 3. growth quality: participation management, rise, individual growth, selfesteem, work features Jia Ha wee (2003) 1. Need to surveillance; 2. Need to eagerness and desire; 3. Need to belongingness; 4. need to self Chen Jia-Sheng, Fan Jing-Li (2000) Qing Tao, Peng Tian-Yu & Lou Jian (2007) 1. Work environment; 2. Salary and allowances; 3. Welfare; 4. Rise; 5. Work nature; 6. Training and development; 7. Style of superior leadership; 8. Participation of colleagues; 9. Organization face; 10. Communications; 11. Organizational rules; 12. Organizational culture and atmosphere; 13. work time and work pressure 1. Work duties: work independence, importance of duties, work feedback, work importance; 2. organizational environment: team spirit, interpersonal relations, management style; 3. social psychology, psychic and social support, mutual esteem, social picture of organization, economical situation IV. OBJECTIVE Objectives of this research paper: 1. To find out in which service quality performance dimension the industry is 496

3 performing well and in which dimension it needs improvement. 2. To find various QWL factors. 3. To know employees requirement. 4. To prevent stress. V. FACTORS THAT AFFECT THE QUALITY OF WORK LIFE: Objectives of this research paper: 1. To Achieving some level of personal growth may be quite related to the quality of communication in the industry. Communication plays vital role to achieve results in priority area. Industry can improve the quality of working life through improving the nature and quality of communication of the mission and vision through the use of team as a first step the process of employee participation. 2. Career development and growth- The purpose of career planning as part of an employee development program is not only to help, employees feel like their industry are investing in them but also help people manage the many aspects of their lives. 3. Flexible work arrangement- Flexible work arrangements are thought to contribute to job motivation and dedication. They also enable the employee to use time more effectively by scheduling activities in a way that suits his or her situation best. 4. Family- responsive culture- the industry and culture toward combining work and family roles is important for employees seeking work-family balance. 5. Employee motivation- The money is not the only motivation, where as other environment also plays very vital role for employee motivation and performance. 6. Industrial climate- Various facts of industrial climate have been measured and previous researches on QWL. Three of them are- affective, cognitive and instrumental. The affective facet of industrial climate primarily comprises of the quality of relationships in the industry. The cognitive climate facet consists of a sense of deriving intrinsic reward from one s work comprising of meaningfulness, competence, selfdetermination, impact and work-family interference. The instrumental climate facet is defined as follows: work process, structure and extrinsic rewards including access to resources and time control. 7. Job satisfaction- Job satisfaction is one of the central variables in work and is seen as an important indication of working life quality. 8. Industrial support- Industrial support is defined as the extent to which employees perceive that the industry values their contributions and cares about their wellbeing. Variables Job security Justice Skills improvement Employees participation VI. VARIOUS VARIABLES OF QWL AND THEIR INDICATORS Quality Of Work Life Indicators -Future guarantee -Another job rather than the present one -Existence of job -Paying the fair reward -Paying rewards based on level of attempts -Promotion based on merit -Learning the skills -Chance of improving skills -Growth of abilities -opportunities to participate -Opinion polling in decisions RESEARCH METHODOLOGY The study is an attempt to identify the existence of QWL in small scale industries with regard to employees and to find out important QWL factors. The detail about the various concepts and terms used in questionnaire was identified with the help of reviews of previews studies. Major Area of QWL: Good working environment Chance of growth Fair compensation Job satisfaction Employees motivation Communication flow Flexible or suitable working time 497

4 VII. SAMPLING The existence of quality of work life in the SSI has been measured on the basis of variables related to QWL. The employees are asked to rate these variables. To find out quality of work life in small scale industries of Indore, a survey is conducted on 70 employees of industries. VIII. DATA ANALYSIS Total no. Employees (Respondents) = 70 Sr.no 1. Working environment Highly satisfied Satisfied Average Dissatisfied Highly Dissatisfied Total 7% 16% 34% 29% 14% 100% 2. Safety % 19% 39% 21% 10% 100% 3. Job Security % 24% 43% 16% 3% 100% 4. Stress % 16% 28% 30% 16% 100% 5. Motivated by superior 16% 26% 36% 14% 8% 100% 6. Job allow to use my skills 14% 29% 40% 10% 7% 100% 7. Promotion opportunities 7% 16% 33% 28% 16% 100% 8. Provide enough % 29% 44% 10% 3% 100% 9. Treated with respect 11% 27% 47% 12% 3% 100% 10. Working hours % 26% 41% 12% 4% 100% 11. Job allow to be productive 7% 16% 33% 28% 16% 100% 12. Is training opportunities helpful 13. Salary Satisfaction 14. Employee Motivation 15. Proud to be part of industry % 25% 50% 10% 1% 100% % 24% 44% 16% 6% 100% % 27% 46% 7% 3% 100% % 20% 50% 21% 7% 100% IX. RESULT AND DISCUSSION It is inferred that 29% of the respondents (Employee) are dissatisfied with the working Environment. It is inferred that 26% of the employees are satisfied with the working hour. It was found that only 24% of employees are satisfied with the salary. It is inferred that 28% of the employees are dissatisfied with promotion opportunities. It is inferred that 19% of the employees are satisfied with the safety provided. X. SUGGESTIONS The quality of work life is very essential for the employees of small scale industries to get the quality output from them. So to improve QWL in an industry following QWL program should be used: 498

5 Flexi time- A system of flexible working hours, flexi time serves as a work scheduling scheme allowing individual employees, within established limits, to control and redistribute their working hours around organizational demands. Job Enrichment- a program for redesigning employees jobs to allow greater autonomy and responsibility in the performance of work tasks. Management by objectives- Participation of an employee with his superior in setting employee goals that is consistent with the objectives of the organization as a whole. MBO is viewed as a way to integrate personal and organizational needs. Job Rotation- A program in which employees continue their present jobs, but duties are added with the intent of making the job more rewarding. Employee Participation- A program aimed at a greater sharing of responsibility for decisionmaking. XI. CONCLUSION The study examined the QWL existence in small scale industries. Study revealed that QWL is not highly prevalent as per the view of employees. As we know that SSI plays as very important role in the growth of Indian economy, the industries employers should take consistent and steadfast measures to improve the Quality of Employees. REFERENCES [1] S. A. Stephen, D Dhanapal (2012) ; Quality of work life in small scale industries units: Employers and Employees Perspectives. [2] G Nasl Saraji,H Dargahi (2006); Study of Quality of Work Life (QWL). [3] Chandranshu Sinha (2012); Factors Affecting Quality of Work life. [4] David Lewis, Kevin Brazil, Paul Krueger, Lynne Lohfeld and Erin Tjam (2001); Extrinsic and intrinsic determinants of Quality of work life. [5] T S Nanjundeswaraswamy, Dr Swamy D R (2012); A Literature Review on Quality of work life and Leadershipstyles. [6] Blegan, M., (1993); Nurses Job satisfaction: a meta-analysis of related variables. [7] Casper, W. J., Weltman, D., & Kwesiga, E. (2007); Beyond familyfriendly: The construct and measurement of singles-friendly work culture. Journal of Vocational Behavior. [8] Devis, L. & Cherns, A.(Eds)(1975); The Quality of Working Life. 492