Earlier people had sincerity and commitment in the work they do. But today an employee would
not believe in such values of work. He works very hard to get a handsome salary to sustain his
living. Along with this the most interesting motivation is the quality of working life which is a
systematic approach to design and a promising development in the broad area of job enrichment.
The criteria for measuring the quality of work life are Adequate and fair compensations, healthy
working conditions, Opportunity to use and develop human capacities, Opportunity for career
growth, Social Integration in the workforce, Work and quality of life, the Social relevance of
work etc. The study shows that when there is better quality at work the productivity of the
employees’ increases. Thus the quality of work life can lead to organizational effectiveness;
organizational commitment, job satisfaction, providing employee motivation; personal growth
and development enhance competencies which in turn would lead to increase productivity and
profit. It also becomes important that suitable working condition will definitely influence the
quality of work. The main aim of this research is to study the quality of work life of the private
sector employees. Interview scheduled and the objectives are to study the various issues of the
private sector employers and job satisfaction. 50 private service employees were selected
randomly for the research to ask their opinion and the issues. Both primary and secondary source
of information is used in the study.

AIM OF QUALITY OF WORK LIFE
(QWL)

The quality of work life (QWL) is a large step
forward from the traditional job designs of
scientific management, which focused mostly on
specialization and efficiency for the performance
of narrow tasks. As it evolved it used full
division of labor, raged hierarchy and
standardization of labor to rich its objective of
efficiency. The idea was to lower costs by using
unskilled, respective labor that could be trained
easily to do a small part of the job. A large
hierarchy that strictly enforced the one best way
of work as defined technical people controlled
job performance. The result was higher turnover
and absenteeism, quality declined and workers
became alienated, conflict arose as workers tired
to improve their conditions. Some of the criteria
for measuring the quality of work life (QWL)
are; Adequate and fair compensations: These are
different opinions about adequate compensation.
The committee on fair wages defined fair wage
as the wage which is above the minimum wage
but below the living wage. Safe and healthy
working conditions: Most of the organizations
provide safe and healthy working conditions due
to humanitarian requirements. Opportunity to
use and develop human capacities: contrary to
the traditional assumptions the quality of work
life (QWL) is improved to the extent that the
worker can exercise more control over his or her
work.

SPECIFIC ISSUES IN QUALITY OF
WORK LIFE (QWL)

Pay and stability of employment: Good pay still
dominates most of the other factors in employee
satisfaction. Various attractive means for
providing wages should be developed in view of
the increase in the cost of living index,
enhancing the facilities for human resource
management can provide stability to a greater
extent.
Occupational stress: Stress is a condition of
strain on one’s emotions, thought the process
and physical conditions, stress is determined by
the nature of work. Working conditions,
working hours, pause in the work schedule,
worker’s abilities and nature and match the job
requirements.
Organizational health programs: Organizational
health programs aims at educating employee
about health problems, means of maintaining
and improving health etc. Effective
implementation of these programs results in the
reduction in absenteeism, hospitalization,
disability, excessive job turnover and premature
death [10-12].
Recognition: Recognizing the employee as a
human being rather than as a labourer increases
QWL participative management, awarding the
rewarding systems, congratulating the employee
for their achievement, job enrichment, offering
prestigious designation and providing well
furnished and decent workplaces, offering
membership in clubs or association, providing
vehicles offering vacation trips are some means
to recognize the employs.

CONCLUSION

The term quality of work life is well-accepted
fact, that an employee spends one-third of their
life in the workplace. Whatever they do at their
workplace, they carry it back to their home and
the situation prevailing at their home affects
their performance at work. The study shows that
when there is better quality at work the
productivity of the employees’ increases. Thus
we can conclude that by increasing the quality of
work life, it can further lead to organizational
effectiveness, organizational commitment, job
satisfaction, providing employee motivation,
which in turn would lead to increased
productivity and profit. It also becomes
important that suitable working condition will
definitely influence the quality of work.