quality of work life

INTRODUCTION

Prior research has recognised the association between Quality of Work Life (QWL) of the service providers and the quality of service offered. Studies have also found QWL to be an important factor influencing organisational commitment and turnover intentions, which has led to assumptions an employee attaches great importance to their work and work life and joins an organisation with certain expectations. But employee expectations are not static and understanding their perception of HR policies is crucial to understand. It has been long recognised that the environment provided by the organisation has an important influence on the psychological health of its employees, and, therefore, the health of the organisation itself . The resourcefulness of the employees in an organisation depends largely on the environment at the workplace.

an employees perceive an organisation as offering a good work environment in return for their contribution to an organisation, then it is likely that employees will report higher levels of performance and job involvement. Employee satisfaction facilitates superior performance and also greater attraction and retention of the best employees,Work as a source of livelihood has branched out from this meaning and advanced over to cover and create diverse meaning in an individuals lived experience in the workplace as well as in life, encouraging creativity and self expression apart from being a source of satisfaction . Conversely, research on work and stress suggests that the workplace can be a major source of stress and ill health Even though the term QWL has been widely used the conceptualisation of the phenomenon is still unclear., Researchers have found that an individuals QWL is influenced by his or her work experience and future career expectations Expectation is a belief about the probabilities associated with a future state of affairs and the anticipation of what will happen (Websters 1995). Often employees start jobs with expectations based on their life experiences, career aspirations, and personal characteristics (Woods 1993). Research has found variation between relevant work expectations and the actual experienced states of these performed states to be an important factor influencing employee turnover (Pearson 1995). In addition, work relevant expectation has been linked to satisfaction by expectation-confirmation theory (Oliver 1980). Moreover, studies have confirmed that satisfied employees are more likely to be highly motivated, have a good morale at work, and given the opportunity can work more effectively and efficiently (Eskildsen & Dahlgaard 2000), and in teams are more productivework fields peaceful and pollution-free atmosphere and self-disciplined working times, the industrial workers enters into a new unknown workplace faces given tasks to be completed in a given time and has a fixed way of doing it thrust upon him.rest follows, dissatisfaction and meaninglessness originate. The worker feels nostalgic about his previous culture and craves to go back to the village and celebrate the festivals with which they can identity themselves. Work no more remained as worship; it became a meaningless exercise, the outcome of which remained unknown to the workers themselves. As a result, efficiency decreased and absenteeism increased.What is QWL?The term Quality of work life has different meaning to different people. Some think of it as happiness programmes; other, especially the labour unions, feel that it is a subtle employee incentive or just another productivity device. Terms lime work improvement workers participation, work humanization, industrial Democracy and job enrichment have been widely used to mean QWL>Concept:Quality of Work Life is multifaceted concept the premises of QWL is having a work environment where an employee activities become more important. This means implementing procedures or policies. That makes workless routine and more rewardingfor the employee. This procedure includes autonomy recognition belonging progress and external rewards.Quality Of Work Life has been defined as Quality of relationship between employees and a total working environment it seeds to create those conditions in the organization which. Promote individual learning and development. Promote individual with influence and control over what they do and how they do it. Make available with individuals interesting and meaningful work has a source of personal satisfaction and means to valued personal rewards.

According to another view point Quality of Work Life refers to (a) A concern about the impact of work on people as well as an organizational effectiveness.(b) The idea of participation in organizational problem solving a decision making.

DEFINITIONS OF QUALITY OF WORK LIFE:

Below are given some important definitions of quality of work life. Which will be give an idea of what it means?

1. J. Richard and J. Loy define Quality of work as the degree to which members of a work organization are able to satisfy important personnel needs through their experience in the organization.2. According to Nadler and Lawyer Quality of work life as a way of thinking about people, work and organizations. Its distinctive elements are I) A concern about the impact of work on people as well as on organizational effectiveness; andII) The idea of participation in organizational problem-solving and decision making.3. Sangeeta Jain viewed Quality of work life as consisting of a whole parcel of terms and notions all of which really belong under the quality of working life umbrella.4. Beinum fells Quality of work life means designing job and organizing work in such a way that one achieves the belt fit between the social and psychological needs of people and the requirement of the particular production system, the technology.5. Walton defines it is a process by which an organization responds to employee needs for developing mechanism to allow them to share fully in making the decision that designs there lifes to work . He provides 8 criteria to evaluate QWL program Adequate and fare compensation Safe and Healthy environment. Development of human capacities Growth and Security Social integration Constitutional Total life space Social relevance. Hackman and Suttle describes Quality Of Work Life from varied view points from a professional view point, it refers to industrial democracy, increased worker participation in corporate decision making or accumulation of goals of human relations in terms of management perspective, it relates to a variety of efforts to improve productivity through improvement in human, rather than the capital or technological inputs of production.

IMPROTANCE OF QUALITY OF WORK LIFE

Improved Quality of Work Life was not considered as important factor in India until recently, as there were important impending factors like resource deficiency, environmental threats and some serious financial problems. Lack of consciousness among the employees can also be considered as one of reasons for delayed improvement of QWL.qwality of work life programs has become important in work place for the following reasons: Increased demand at work Loss of long term employment guarantees The need for enhanced workplace skills Greater competition for talent Increased women in work forceGood quality of work life leads and atmosphere of good impersonal relation and highly motivated employee to strive their development. Through monetary benefits still occupy the first place in the lost of element s of Quality of work life, other elements like physical working conditions, hob restructuring and job redesigning, career development, promotional opportunities, etc., are gaining importance rapidly. As such, workers expect the management to improve all these facilities which thereby improve Quality of Work Life.Provided well quality of work life, employees concentrate more on both individual and group development. The management can get their attention with their high motivation and morale which paves way by repaid and smooth HRD.By providing good QWL one can eliminate the exploitation injustice, inequality oppression and restrictions which temper the continuous growth of human resource which in turn leads to its overall development.As a philosophy:It mans the quality of the contents of relationship between man and his task. In all its diversity. The relation ship can be approached from divergent view points including the man the organization and the society. Embracing job designing work organization. Basic human needs and values and societal concepts Overall Quality of Work Life is related to (a) Job satisfaction humanizing work or individualizing the organization.(b) An organizational development programsRole of Quality of Work Life in the HRM and organization:The Human Resource Management model that provides the focus was developed by the American society of training and development. In this study identified 9 human resource are the inputs of the organization where Quality of Work Life is the output of the Organization.

Human Resources Areas

Quality of Work lifeTraining and DevelopmentOrganization DevelopmentOrganization Job DesignHuman Resource PlanningCompensation benefitsUnion/ Labour relationEmployee AssistancePersonal Research&Information SystemSelection and staffingOrigin of Quality of Work Life in U.S. A:Quality of Work Life activity gained importance between 1969-1974. When a broad group of researchers, scholars union leaders and government personnel developed interest in how to improve the quality of an individual through on the job experience.The US department of health education and welfare sponsored a study on this issue, which led to publication of work in America (MIT press, 1973).Accordingly, a Federal productivity commission was established this commission sponsored several labour management QWL experiment. Which did the University of Michigan Quality of Work Programmed and newly evolved National quality of work center jointly connect. The term Quality of Work Life was introduced by Louis Davis, a first international Quality of Work Life conference was held in Toronto in 1972.Quality objectives:To achieve specified targets as set from time to time .To conduct analysis of failures of locomotives and assemblies and try to achieve continual reduction.To continuously train the personnel in enhancing their technical skills to carry out qualitative work .To monitor and upgrade process tools and materials to suit the changing needs of the user.AQ Systematic persuasion of the drivers booking to provide satisfactory operational services.

Quality policy: Diesel Loco Shed, Kazipet is committed to it strives for excellence in all activities for maintenance of diesel Loco and continuously improves the QUALITY OF Service provides to all its customers.Scope of the study:The scope of the present study is confined to QWL implementation in DLS in realty to selected criteria. A dedicated discussion on each criteria has beginning the extent disclosed by the undertaking the present study covers the entire corporation in overall manner. However for the purpose of detailed examination unit level practices are taken from diesel loco shed area. Huge investment, Vast manpower, product and quality of work life approach of the organization of influenced to select this unit.Objectives of the study: The main Objective of proposed study is to examine QWL implementation effectiveness in DLS more specifically the objectives of study also. To examine the quality of work life implementation effectiveness in DLS with the help certain identified variables To analyze the Quality of work life implementation effectiveness with help of employees assessment on certain identified variables. To study dominant variables and weak variables has perceived by management and employees. To examine the relationship between employer and employees. To examinee worker participation effectiveness in QWL implementation. To examine total life space in the organization To offer suggestions to improve the effectiveness of QWLNeed of the study:In the view of recent ongoing economic reforms Indian corporate class decide to improve its better work. No organization can get better over night. Every organization has to start its day by day success depends the willingness of management to amend on the relational approach for a new better way, better work or improvement is a realty to stay ahead of the best of the strategy of QWL.Problem for poor working conditions are the results of shift the way of producing goods to mass production. Failure of management to plan for the future and for see problems which brings about their all this increases the burden on the customary by raising the manufacturing cost.Today customer is not willing to accept it and inevitable results in loss of market, lead to unemployment performance of management should be measured by potential to stay in business to project investment to ensure future dividends and jobs through improvements of products and service for the future.QWL is today management philosophy it has given rise to most important quality revolution, which has bee witnessed by the 20th century. QWL is the buzz phrase to describe the new type of quality oriented practices. QWL is based on mind set and quality orientations in all activities at all times include even process product. QWL treats involves and inspires employees with human touch to bring in quality in to the organization, it is also decentralized approach that empowers all levels making enthusiastic involvement and common purpose realties.

Strategies for improving Quality of work life: Henchman and Settle presents six strategies which have frequently being used for importing of quality of work life.1. Development of careers and career path.2. Work design.3. Organizational reward system.4. Design and maintenance of group and inter group relationships.5. Managerial practices.6. Internal and external strategies for change.

Benefits: In general the benefits of Quality of Work Life includea) Healthier, satisfied and productive employeesb) Efficient, Adaptive and profitable organizationSpecifically the benefits are as follows: More positive feeling towards none self More positive feeling towards ones job More positive feelings towards the organization Emperor physical and psychological health Greater growth and development of the individual as person and as a productiove member of the organization Decreased ostentations and turn over and fewer accidents Higher quality and quantity of out put of goods and services. Improved labor management communication more effective and smother contract negotiations. Improved pay and benefits.

Difficulties of Quality of Work Life:QWL programs in the collaborative forms are fraught with difficulties and management opened themselves to substantial risks middle management may find it harder to believe the benefits of QWLIt may perceive that management is becoming soft and giving into union dominance

Lack of knowledge by both parties of mutually concerned and specific identification of this concern. Lack of understanding that joint activities will means joint and less supportive of the continuing integrity of both parties. Less acceptance of Quality of Work Life concepts as a norm by the top management by union leadership and by middle management and supervision. An administrative structure non provide of guidance for QWL project activities. Less established chatter for Quality Of Work Life committees and project activities, specifying ground rules responsibilities authorities etc., A mechanism for involvement , handling, substantive issues worth while participation in personal terms and in influencing affairs of the organization and a provision for less knowledge skills , to deal with such problems effectively.

Research and Methodology:The method adopted in the present proposed study regarding selection of sample period of study data sources analysis and interpretation of data.Primary study:In this study is mainly based on which is collected from various departments of organization discussions where held with all departmental heads and other officers and with the leaders of railways to ascertain Quality of Work Life. Apart from it observation method Questionnaires also was used to explore and to understand the predicament of employee.

Selection of sample:In order to evaluate the Quality of Work Life implementation in DLS Kazipet area has been chosen DLS is one of the effective employees working in the organization and quality making. The sample of employees is tentative fixed a 100 which includes all load and sample of employees proposed a seventy random basis.Period of Study: The present study covers a period of April 2006 to Oct 2006 in order to draw trends in Quality of Work Life implementation in DLS. Kazipet area. It was also pioneer of Quality circles and Quality management implementation.Date source:The present proposal study is based on both primary and secondary data, is collected form annual reports of DLS official records and documents relatives to Quality of Work Life by the executives of the organization.Tools of Analysis:While analysis the secondary data, statistical technician like main and correlation has been proposed to compute and used the detail methodology for each technique is explained in the relevant chapter.Methodology of presentation:While presenting the data charts and graphs are used relevant places apart from used for them which are over number of times of index of abbreviation is given at the beginning for reader reference.

Limitation of the study:Secondary data was some times were gathered from more than one source which in turn lack uniformity consistency and regularity information taken from internal records suffer from limitation. (Non availability). Questionnaires used for the purpose of collection the primary data from the respondents also suffer due to different levels of perception interpretation and behavior of sample respondents. Employee perceptions are also not gathered since the availability of time spent with employees is very less. Since QWL involves all levels all departments also function all activities and processes it can be studies from various angles.While calculation the averages and percentages approximation have been made for the values up to 2 decimal digits

ABOUT QUALITY OF WORK LIFE

Introduction: Employees at the grass-root level experience a sense of frustration because of low level of wages, poor working conditions, un favorable terms of employment, in human treatment by their superiors and the like whereas managerial personnel feel frustrated because of alienation over their conditions of employment, inter-personal conflicts, role conflicts job pressures, lack of freedom in work, absence of challenging work etc.Certain values were attributed to work in the past, work was worship and people have sincerity and commitment to work. But todays employee would not believe in such values of work. He works for his salary, he works hard if the conditions of work are conducive and congenial and terms of employment are favorable to him. As such, the work norms have been changing from time to time.

Work norms in modern industrial society indicate that Employees role in industry in different from his role in the family. Superior knows the best and he has the right t impose on the subordinates. Rules are for employees and thy have to follow them. Employer has the right to layoff the workers due to marketing and technological factors. Due to these work norms, the managerial personnel at the middle and higher levels in the organization hierarchy face a variety of problems. They are dissatisfied with the strict economic functions of the job and dealing with social relationships in the organization consequent upon the mechanization and automation of the industry. Further disregard by others and less and less utilization of capabilities and skins also caused frustrating among the managerial personnel. Employees also experience alienating, which may result from for design of Socio-technical systems. Alienation is a feeling of powerlessness, lack of meaning, loneliness boredom, lack of ego involvement and lack of attachment to job. The workers at the lower level are not happy with their work due to tight schedule of work, speed of machine , does what and supervision and less social interaction. Even the ministerial staff complains that they are unhappy with the job due to routine nature of work and fixation of schedules and standards. Thus job, discontent is due to the limited scope of the job, short cycle of operations, lack of opportunity to exercise discretion. Initiative, existence of bureaucratic control; oppressive supervision, low wages; poor working conditions etc. Job discontent and job pressures have their substantial effect on employees health in the form of reduction in general happiness, increase in smoking drinking, putting on excess body weight etc. Frustration would further cause heart disease, joint pain etc. frustration might also be due to absence of recognition, tedious work , unsound relations with co-workers poor working conditions low self esteem, occupational stress, work overload, monotony, fatigue, time pressures , lack of stability, security etc. in view or the contemporary managerial problems , the present day employees are much concerned about high wages, better benefits, challenging job etc The term QWL has different meanings for different people. A few important definitions of QWL are as follows.DEFINITIONS:Below are given some important definitions of Quality of Work Life. According to Harrison QWL is the degree to which work in an organization contributes to material and psychological well being of its members.

According to D.S. Cohn QWL is a process of joint decision making collaborations and building mutual respect between management and employees According to the American Society of Training and Development QWL is a process of work organization which enables its members at all levees to participate actively and effectively in shaping the organizations environment, methods and outcomes. It is a value based process which is aimed toward meeting the twin goals of enhanced effectiveness of the organization and improved quality of life at work for the employees.

QWL influences the productivity o f the employees. Researchers have proved that good QWL leads to psychologically and physically healthier employees with positive feelings.

To summaries, QWL is the degree to which employees of and organizations are able to satisfy their personal needs through experience in the organization. Its main aim is to create a work environment where employees work in co-operation with each orated and contribute to organizations objectives. Nadler, Lawler quoted six potential definitions of QWL

The first definition emerged during the period 1959 to 1972 was that QWL as variable QWL as an approach QWL as methods QWL as movement QWL as equal everything QWL as the Quality of relationship between employees and the total working environment. Glaser, Think that the term QWL means more than job security, good working conditions, adequate and fair compensation, more even that an equal employment opportunity. QWL refers to concern about the impact of work on people as well as an organizational effectiveness and the idea of participation in organization problem solving and decision making.WHAT IS QUALITY OF WORK LIFE? The term Quality of Work Life has deferent meaning to different people. Some think of it as a happiness programmers; other, especially the about unions, feel that it is a subtle employee incentive or just another productivity device. Terms like work improvement , workers participation, work humanization, Industrial Democracy and Job enrichment have bee widely used to mean QWL.QUALITY CONCEPTQuality is a very common and familiar term. It means different things to different people. Different quality approaches have focused on different dimensions of quality. As the quality revolution has gained its momentum, defining quality has become more difficult. Quality is conformance to requirements and it can be achieved through prevention, not appraised quality standard is zero defects (ZD) not acceptable level quality can be measured by the prince of nonconformance. Customer just wants what they have been promised. Quality is no accident it must be plan activity. Quality is what is perfect from the customers point of view and that the customer must satisfy at all costs. Quality means performing as promised. Quality is the way of the company operating, idea is to make every body work in the same direction. Today every businessman has realized that quality is not a preventive function but something to be done before and during manufacturing of a product or the delivery of a service, not after words. It can be inferred that quality is doing right first time and every time , quality means fitness for use whether for a product or a service it is also consider as the sum total of the attributes of properties that describe the product. Quality a conformance to requirements of product of service. Customers driven of quality have been multiple dimensions such as conformance to specification, value fitness for use. Customers support a psychological impression which meets the higher customer expectation. Quality is not just the responsibility of none person is the organization everyone involved directly or indirectly in the production of an item or in the performance of service is responsible as every ones responsibility can fall apart in the implementation and follow the appropriate procedures.

Quality of Work Life (QWL) helps for development of human resource, employee of low level of wages poor working conditions, unbootable terms of employment in human treatment by their supervision and the like , where as managerial personal feel frustration because of aviation over the condition of employment inter-personal conflict, role complicit, job pressure, lack of freedom and absence of challenge in his work etc. Quality work life (QWL) was a different thing to different people the degree to which members of work organization are able to satisfy important personal needs through their experience in the organization quality of work life (QWL) as enriching the nature of work experience grapping with issue of efficiency and satisfaction. it means more than job security. Good working conditions, adequate and fair compensation even more that equal employment opportunity. Quality of Work Life (QWL) described effort to bring about increased labour management, the problems of improving organizational performance and employee satisfaction. Qualities of Work Life (QWL) identified Ten (10) issue are 1. Working Conditions2. Pay Structure3. Personal Growth4. Job Design 5. Job Stress 6. Industrial relations7. Welfare Facilities.8. Group cohesiveness.9. Autonomy.10. Workers Participation. IMPORTANCE OF QUALILTY OF WORK LIFEImproved Quality of Work Life was not considered as important factor in India until recently as there were important impending factors like resource deficiency, environmental threats and some serious financial problems. Lack of consciousness among the employees can also be considered as one of the reasons for delayed improvement of QWL.Quality of work life programs has become important in work place for the following reasons: Increased demands at work Loss of log term employment guarantees The need for enhanced workplace skills Greater competition for talent Increased women in work force. Good quality of work life leads an atmosphere of good impersonal relation and highly motivated employee to strive their development. Through monetary benefits still occupy the first place in the lost of elements of Quality of work life, other elements like physical working conditions, job restructuring and job redesigning, career development, promotional opportunities, etc., are gaining importance rapidly, As such , workers expect the management to improve al these facilities which thereby improve Quality of Work Life. Provided good quality of work life, employees concentrate more on both individual and group development. The management can get their attention with their high motivation and morale which paves way by repaid and smooth HRD.SCOPE OF QUALITY OF WORK LIFE:Quality of working life is a multi dimensional aspect. The workers expected the following needs to be fulfilled by the organization:1. Compensation: The rewards for work should be above a minimum standard for life and should also be equitable. There should be a just an equitable balance between the effort and the reward.2. Health and Safety: The working environment should be free from all hazards detrimental to the health and safety of the employees. The main elements of a good physical environment for work would be reasonable hours of work, cleanliness pollution free atmosphere, rash free work etc.3. Job Security:The organization should offer security of employment. Employees should not have to work under a constant concern for their future stability of work and income.4. Job Design: The design of jobs should be such which is capable of meeting the needs of the organization for production and the individual for satisfying and interesting work. Quality of work life can be improved if the jobs allow sufficient autonomy and control, provides timely feed back on performance and uses a wide range of skills.5. Social integration: The workers should be able to feel a sense of identity with the organization and develop a feeling of self-esteem. This includes the elimination of discrimination and individualism, whilst encouraging teams and social groups to form.6. Social Relevance of work: Work should not only be a source of material and psychological satisfaction, but also a means of social welfare. An organization that has greater concerns for social life.7. Scope for Better Career Opportunities:The management should provide facilities to the employees for improving their shill both academic and otherwise. The management should always think of utilizing human resources for expansion and development of the organization.OBJECTIVESOF QWL: To improve the safety conditions. To improve healthy conditions To use human resources more effectively by utilizing the full potentiality. To ensure social equality. To introduce welfare facilities. To establish good physical and psychological working environment To provide adequate HRD programs. To redesign physical and technological factors in work place. To improve the social relevance of work life, work and total life space; In creating recognition by management of social issues of workforce, that is social responsibility towards employees and their working environment To participate in management at all levels. To see the system of flexible working hours and staggered hours

PRINCIPALES OF QUALITY OF WORK LIFE:According to N.Q.Herrick and M. Maccoby there are four basis principles, which will humanize work and improve the QWL.The Principle of Security: Quality of work cannot be improved until employees are relieved of the anxiety, fear and loss of future employment. The working conditions must be safe and fear of economic want should be eliminated. Job security and safety against occupational hazards is an essential precondition of humanization of work.The Principle of Equity: There should be a direct and positive relation between effo1 and reward. All types of discriminating between people doing similar work and with same level of performance must be eliminated. Equity also requires sharing the profits of the organization.The Principle of Individualism: Employees differ in terms of their attitudes, skills, potentials etc. therefore every individual should be provided the opportunities for development of his personality and potential. Humanization of work requires that employees are able to decide their own pace of activities and design of work operations.The Principal of Democracy:This means greater authority and responsibility to employees. Meaningful participation in decision making process improves the quality of work life.

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CRITERIA FOR QUALITY OF WORK LIFE:A Ted mill has pointed out created the quality of work life all off which is feels really belong under the umbrella of QWL. Industrial effectiveness Human resource development Organizational effectives Works restructure Job enrichment Organizational restructure Socio technical Systems Work humanization Group work concept Labor management Cooperation Working together; work involvement; and worker participation, Co-operative work structures.

TECHNIQUES OR STRATEGIES FOR IMPROVING QWL:The quality of work life movement it of recent origin and has a long way to go individual as well as organized efforts are required to improve the quality of work life for millions of workers in the country. Some of the technique used to improve the QWL are a given below.

I. .Flexible work schedules: There should be flexibility in the work schedules of the employees. Alternative work schedules for the employees can be flextime, staggered hours, compressed work week etc. flextime is a system of flexible working hour, staggered hours schedule means that different groups of employees begin and end work at different intervals. Compressed workweek involves longer hours of work per day for fewer days per week.II. Job Redesign: Job redesigning or job enrichment improves the quality of the jobs. It attempts to provide a person with exciting, interesting, stimulating and challenging work .It helps to satisfy the higher level needs of the employees. III. Opportunity for Development: Career development is very important for ambitious and achievement oriented employees. If the employees are provided with opportunities for their advancement. And growth, they will motivate and their commitment to the organization will increase.IV. Autonomous Work Groups: Autonomous work groups are also called self-managed work teams. In such groups the employees are given freedom of decision making they are themselves responsible for planning organizing and controlling the activities of their groups,. The groups are also responsible for their success of failure.V. Employees Participation in Management: People in the organization should be allowed to participate in the management decisions affecting their lives. Quality circles, management by objectives, suggesting system and other forms of employees participation in management help to improve the QWL.VI. Job Security: Employees want stability of employment adequate job Security provided to the employee will improve the QWL to a large extent.VII. Equitable Justice: The principle of equitable administrative justice should be applied in disciplinary actins. Grievance procedures promotions transfers, work assignment etc. particularity and business at any stage can discourage the worker and affect the QWLVIII. Employee Feedback: Employees need feedback about their contribution to the organization productivity effort. Feedback tells a person or system bow she/he or it is doing which suggests corrective actions that need to be taken. Feedback does not always reach the employee, or it may be late. Feedback reaching the employee rarely includes positive feedback. When feedback is lacking. Productivity suffers. Feed back helps to build employee commitment. Learning about the connection between personal efforts and the organizations success helps implant a positive sense of common fate in employee.

Employee EffortsResults

\BENEFITS OF QWL: Employees who are provided with good quality of work life can concentrate more on their development and organizational development. Improved QWL leads to improved performance mean not only physical output but also the behavior of the worker in solving job related programmes. Accepting orders with enthusiasm, promoting a positive team spirit. The general perception is that improvement in QWL costs much to the organization. But it is not so as improvement over the existing salary. Working conditions and benefits will not cost much, how ever the rate of increase of productivity is higher that cost of QWL. The increase in QWL leads to increase in productivity. But continual increase in QWL leads to reduction of productivity due to increase in cost of output , This because the Worker output doesnt increase proportionately after a certain level ,even through QWL increase. Good quality creates coordinal atmosphere, where human resource development programmers become east and encouraging. A good understanding between and management can be brought out with the help of QWL.BARRERS TO QUALITY OF WORK LIFE Though the positive effect of QWL is already established, all parties of the organization still resist to nay schemes or procedures to improve quality of work life. The management may feel that QWL at present level is satisfactory enough and no steps need to be take to improve it . They fail to measure the impact of improved QWL.

POPULAR QWL PROGRAMMES

Programmed Description

Flexi time System of flexible working hours. Flexible serves as a Work scheduling scheme allowing individual employees, within established limits, to control an redistribute their working hours around organization demands.

Job Enrichment A programme for redesigning employee jobs to allow greater autonomy and responsibility in the performance of work tasks

Management by objectivesParticipation of a employee with his superior in setting employee goals that are consistent with the objective of the organization as a whole, MBO is viewed as a way to integrate personal and organizational needs.

Staggered HoursA Work-hour arrangement of overlapping schedules of predetermined hours established for the total work force. In a staggered work hour where, groups of employees begin and end work at different intervals.

Socio Technical A Physical and technological .redesign of the work place for employees with human considerations of the workforce

Job Rotation A Programme in which employees periodically change work assignments to gain training and reduce monotony.

Job Enlargement A Programme in which employees continue their present jobs, but duties are added with the intent of making the job more rewarding.

Employee ParticipationA Programme aimed at a greater sharing of responsibility for decision making

QWL is considered a philosophy as it is rooted in strong humanistic values focuses on the problem of creating a humane working environment. Bruce Warman, an organizational development consultant with General Motors, defines QWL as a goal and process? The goal is the creation of more involving satisfying and effective jobs and work environment for people at all levels of the organization. As a process, QWL involves efforts to realize this goal through active participation. QWL therefore brings together the needs and development of people with the goals and development of the organization. Glaser also sees QWL as a process by which all members of the organization, through appropriate channels of communication, have some say about the design of their jobs in particular and the work environment in general. Norton and others also view QWL as not only improving job content, but also moving towards participant management. The concept of QWL views work as a process of interaction and joint problem-solving by working people managers, supervisors, workers,. This process is: Co-operative rather than authoritarian.Evolutionary and changing rather than static, Open rather than rigid, Informal rather rule based, Interpersonal rather than mechanistic, Problem-solving, Win-Win rather than win-lose, Based on mutual respect.PROBLEMS OF IMPLEMENTING QWL PROGRAMMES: Bohlander has identified three common problems of implementing QWL Programmes. The three areas are: Managerial Attitudes, Union influence, and The Restrictiveness of Industrial Engineering.

DEVELOPMENT OF QWL:In the United States, the attempts to improve and change work environment began in the early year of the century.The labour union activities in the 1930s and 1940s through collective bargaining and legislation, led to improve working conditions. Todays aspirations for a improved work life.Other factors which have influenced the rapid development of QWL programmes in 1970s include Increasing recognition by management of social issues of the workforce, that is social responsibility towards employees and their working environment . Changing attitudes towards authority, The impersonal nature of some large enterprises, and A widening gap between the reality of work and employees expectations. To accommodate these changing values and attitudes of the workers, many companies in the United States have launched QWL experiments of projects. To name a few, they include General foods, Procter and Gable, general Motors, TRW, Cummins Engine, Scott Paper and General Electrical (GE). Since World War II, there has been widespread development of QWL or Workers participation projects in Europe. These have ranged from fairly limited degree of workers involvement in France to an equal voice for employees on boards of directors in West Germany, Norway and Sweden, Right up to full workers control in Yugoslavia. European industrial firms which have implemented some form of QWL projects include Volvo (Sweden), Shell (U.K), Phillips (Holland), Olivetti and Fiat (Italy). In Canada a number of QWL experiments had been carried out in some Canadian firms such as Kootenay Forest Products and Shell Canada. In Japan, QWL projects and experiments are more widespread because of historic and cultural factors.Japanese companies with QWL Experiments include Mitusubishi Electric, Sony, Fuji Film, Nippon Kayakuk and Temmaya Department Stores.SPECIFIC ISSUES IN QWL (OR) DETERMINANTS OF QWL: Trade unions claim that they are responsible for the improvement in various facilities to workers whereas management takes credit for improved salaries, benefits and facilities. However, P/HR manager has (identified) specific issued in QWL besides normal wages, salaries, fringe benefits etc., and takes lead in providing them so as to maintain higher order QWL. Klott, Mundick and Schuster Suggested 11 major QWL issues. They are 1.Pay and stability of Employment 2.Occupational Stress 3.Organization Health Programmers 4.Alternative Work Schedules 5.Participative Management and Control of Work 6.Recognition 7.Congenial Worker- Supervisor Relations 8.Grievance Procedure: 9.Adequacy of Resources: . 10.Seniority and Merit in Promotions

ELEMENTS OF QWL

INDIVIDUALWork design DevelopmentAnd TrainingOWLJob SatisfactionReduced StressDisciplineGROUPSTeam BuildingQuality Circle(QC)WorkersParticipationManagement(WPA)PROCESSProfit SharingScalar PlanProductionEMPLOYEESProductivityOrganizationCommitmentReduced absentlyrELEMENTS OF QUALITY OF WORK LIFE:The Quality of Work Life movement traditionally has been closely identified with the job redesign efforts based or socio technical systems approach. Quality of Work Life (QWL) has been broadened to include a number of approaches aimed at joint decision making. Collaboration of mutual respect between management and employees, increased autonomy at work place , and self management thus the quality circles major elements of the quality work life efforts1. Individual: Idea that each person is different from all other and that these differences usually are a. Work Designb. Career Development c. Training

2. Process: Process quality improvement focuses on the end to-end product.The mind-set quality is one of the prevention and continuous improvement.Customer needs drive process quality improvement.Core process is essential to adding value to product in general core process is driven by external customer needs while support processes are driven by internal customer needs. Process activities discussed below viz.a. Profit Sharing b. Scanlon planc. Promotion3. Quality of Work Life: Favorable or Unfavorable or total job environment for employees-below attitudes are.a. Job satisfaction b. Reduced Stressi. Time Managementii. Work Home Transitioniii. Physical Exerciseiv. Yoga and Meditationv. Humorvi. Playing with kidsvii. Hobbies.c. Disciplined. Job Satisfaction4. Employees: A person employed directly and manufacturing process or any of the machinery or any kind of work done him. Employees are very important asset to the organization without employees there is n organization will run. Employees factors are below viz.a. Productivity b. Reduced absenteeismc. Organization CommitteeGroupsSpecial process by which people interact face to face conversation. The group factors are below. a. Team buildings b. Quality Circle (QC) c. Workers participation in Management (WPM).

RESPONSIBILITY FOR QUALITY

CustomerMarketing andProduct PlanningProduct designAnd developmentManufacturingEngineeringPurchasingManufacturingInspection &TestingPacking &ShippingCustomerServicePRODUCTQUALITY

Source: Dale. H. Bester field, Quality Control 3rd Edition 1990.P.5. Adapted by permission of prentice Hall, Inc, Upper Saddle River, New Jersey.a) Marketing and product planning: - it determines the needs and requirements of the customer and they supply information about product design, specification and price. This information collects through market survey conducted through questionnaire feedback from sales representative and customer complaints.b) Product design and development: The responsibility of product design and development unit is to develop product specification. It determines raw materials or components to be used and decide on the performance characteristics of product.c) Manufacturing and Engineering: It determines the details of the manufacturing process it designs the equipment, work methods and procedures inspection, tools and sequence of operations.d) Purchasing: It select vendor whose products meet certain incoming quality requirements vendor selection can be consider in the product design phase.e) Manufacturing: The manufacturing unit responsible for producing a quality product. It must control the operations process, parameter and operator performance to achieve the desired level of quality.f) Inspection and Testing: appraising the quality of incoming raw material and components as well as the quality of the manufactured product of service. g) Packing: It concern to service to protect the product during process of storage and shipmentsh) Customer Service: It Responsible is installation, maintenance and repair of product it purpose is to help the customer get the most out of the product and to assist the custome

REFERENCE:1. Lee. M. Ozley and Judith S. Ball, Quality of work life, Initiating Successful Efforts in labour management organization, The personnel Administrator, Vol27, No.5, May 1982, P.272. Quality of Work Life , catching. Business Week, Sept 21,1981,P.803. Edward E. Lawler III, The New Plant Revolution, Organizational Dynamics, Vol6,No.3, Winter 1978,P.34. David W. Eiving, What Business thinks about Employee Rights, Harvard Business Review, Vol 55, No. 5 Sept-Oct 1977, P.845. Mahoney, Francisx: Team Development, Part 4: Work meeting , Personnel, Vol59, No.2, March April 1982 Pp.45.-556. Mitcheel Lee Marks etal, Employee Participation in a Quality Circle program, impact on Quality of Work Life, Productivity and Absenteeism, Journal of Applile Psychology, Feb 1986, P.P.61-69. A discussion of options for various levels of Participation is in C. Phillip Alexander, Voluntary Participation Quality Digest, Oct 1994,P.P.50-527. Cooper Lylews Profit Sharing Encyclopedia of Social Science, Vol XII, the Mac. Millon Co., New York, 1934, P.387.8. Scott Clother and spriegal, Personel Management P.173.9. Keyton and Spring Ston, Redefining Cohesiveness in groups, Small group research, May 1990.P.234-259.

South Central Railway

The youngest of the nine zonal Railway in India, south central Railway was born on 2, 1966. in its thirty-eight years is committed service an path breaking progress, south central Railway has built a modern system of the mass transport, fulfilled the aspiration of the passengers and made a mark for it self in India Railway, strategically positioned-extending from the east coast to west coast in the southern at Secunderabad, serves six major states Andhra Pradesh, Karnataka, Maharastra, Goa, Madhya Pradesh and Tamilnadu.From the days of steam halved locomotives and wooden plank seats, south central Railway has come a long way into the ear of high powered Diesel and Electric locomotives, ultra modern micro processor based signaling and train control system, global passengers reservation network, micro processor based interactive voice Response system (IVRS) for inquiries, esthetically designed passenger coaches in corpora ting latest features an super fast trains.

Today SCR is playing a vital role as a catalyst for agriculture and industrial development in the southern peninsula by providing a customer friendly transport network, even while performing greatly as a commercial enterprise.

South central Railway (SCR) was formed in October 1966 raving out the divisions of Hubli and Vijayawada from the southern Railway and the Divisions of Solapur and Secunderabad from central Railway.

Jurisdictional adjustments were made in October 1977, by merging Guntacal division of the southern Railway with south central Railway and transferring Solapur division back to central railway.

Secunderabad division was bifurcated in February 1978 on to two divisions-Secunderabad and Hyderabad to facilitate effective operational and administrative control.

In just 38 years SCR has laid 322 route KMS of new track and 1,220 rote KMS of parallel track, converted 2439 route KMS of track from meter gauge, and electrified 1557 Route KMS introduced 46 new express trains including Rajadhani & Shatabdhi trains.

Emerged as 3rd largest one of Indian Railways in terms of originating freight traffic Chive a three fold increase in passenger traffic from 50 million in 1966 to 495 million in 2003. A jump in freight movement from 9 million in tons to 106 million tons & stupendous improvement in earnings from Rs. 58.00 Core to Rs21380 Cores.

Developed the five major stations of Hyderabad, Tirupathi, Vijayawada Bellary and Nanded as model stations.

Pioneered the concept of 24 coach express trains with a view to meet the increase in demands of passenger traffic.

Under took special drives to preserve the environment by adopting the Clean &green pro

ABOUT DIESEL LOCO SHED KAZIPETDiesel Loco Shed Kazipet is established in the year 1973 with intension to maintain the 30 number of locomotives to meet the demands of passengers & Goods Services between Chennai& Delhi, Howrah & Mumbai in its phase one. In the course of it has come up to hold the loco engines for maintenance purpose. The salient features of the installation are given below.

GENERAL DATA

Data of Opening 21.04.1973Total Area 06.01 HectaresLength of track in shed4.5KmTrack Condition Level trackArea of Service buildings2964 Sq.Mts.Cost of installationRs 1, 32, 52,492Area of Stores 6156 Sq.MtsTotal Staff 869

The shed is one of its kinds in the 22 loco sheds established and spread over in the subcontinent. The shed had bagged number of credits for its best performance ever since its inspection. As on date it is adjudged the best maintains shields and get the award of rolling shield , As many as 200 personnel have been defeated to foreign countries to share the expertise and maintaining the rolling stool in countries like Nigeria, Zimbabwe, Mosabic, Malaysia, Johardan, Ceylon , Burma etc. A good and sound set up is noticed in the shed equipped with highly and technically qualified staff in various sections the literacy level is 33 1/3 % more than the average staff in such similar sheds. It has well equipped infrastructure to do every hard job. They expertise is so developed that this shed could able to retain and maintain the rolling stock involved in without sending to plot workshop like golden in without sending to plot workshop like golden rock , char bar, parcel which are far a way and thus save the light endive movements enhanced availability of loco for earning . Within the available infrastructure so far 13 loco motives monthly involved with lack of spares and hardly repairs have been undertaken here and success fully performed the safety, fitness, etc.

After the yearly schedule locos are too developed 3250hp out of rated 2400, which is 100% achieved in the shed after R&M scheduled taken as many as 57 express trains are halved by those locomotives, in addition to time share of goods halving

LEGEND

C.M.EChief Mechanical EngineerCM.PEChief Motive Power Engineer DSLDieselSr. D.M.ESenior Divisional Mechanical Engineer D.M.EDivisional Mechanical EngineerA.C.M.T Assistant Chemist & Metallurgical A.CO.SAssistant Controller & StoresC.O.SChief Office SuperintendentC.M.SChemist & Metallurgical SuperintendentS.SSenior SuperintendentD.S.KDepot Store KeeperJ.EJunior Engineer /DrawingsH.CL.Head ClerkSr.ClSenior ClerkJr.ClJunior Clerk

DIESEL SHED

Diesel Loco holding 4964 &26 DMUsSouth Central Railway has six locomotive sheds holding 496 locomotives for both passengers & freight traffic.

This diesel sheds also deal with 10 varieties of designs of locomotives. Details of locomotives shed

S. NoLocationLoco HoldingTypes LocoPopulation Type wise

1Kazipet142WEM-2WDM-2C1348

2Goods134WDM-2WDM-229105

3Guntakal 104WDM-2YDM-48618

4Moulali45WDS-4YDM-4DHMS201411

5Vijayawada72WDP-1WDS-4DEMU153324

WORK SHOPS

South Central Railway has three work shops to carry out POH of Coaching and freight stock.

Details of the monthly and annual production output of the workshop.

S. NoName of WorkshopLocation Monthly out turn in Vehicular units

1Carriage Repair shopLallaguda 120

2Carriage Repair shop Tirupati58

3Wagon Repair shop Rayanapadu1000 FWS

ROH DEPOTS

Holding: 15865BG Wagons, 227 NG Wagons.There are three major and one minor ROH Depots for freight stock. They are situated at Ramagudam, Goods, Vijayawada, Bellampally and Raichur respectively. These depots carry out overhauling of BOXN, BCN and BTPN stock at fixed intervals of 18 months, after POH is completed in Workshops. Major ROH depots are under the supervision of assistant Mechanical Engineers. These ROH Depots ensure better Quality repairs so that the rolling stocks can run up to 6000 kms or 35 days whichever is earlier with minimum input during normal train examination.

Details of ROH depots, type of rolling stock dealt and monthly target.ROH Depots & Targets:S. NoStationStock dealt Monthly Target

1GootyBOXN250

2VijayawadaBCN/TP/BTPN190

3RamagundamBOXN175

4BellampallyBOX/BCX25

COAHING MAINTENANCE DEPOTSCoach Holding: 3297 (BG), 243(MG)South Central Railway has Six major coaching depots, and many more minor coaching depots, where 440 passengers and express trains are maintained these depots carry out primary and secondary maintenance of these express trains. Prime importance is given for passenger amenities, safety, and cleanliness of passenger trains. In addition to maintenance, these depots carry out A, B, C Schedules and intermediate overhaul of coaching stock of express and super fast trains, which are earning more than two lakh Kms/year. The year 2003 being the year of the passengers begins 150th year of railways.

Special emphasis is given for cleanliness of coaches and passengers amenities Importance is given to prompt attention of public complaints and action is taken to rectify the complaints at the earliest.

S. NoStationDivisionCoach Holding No. of Trains Run

1Secunderabad Secunderabad4217

2Hyderabad Secunderabad 60015

3KachigudaHyderabad2878

4Nanded Hyderabad1745

5VijayawadaVijayawada3179

6Tirupathi Guntakal 37022

QUALITY CIRCLESWhat is Quality Circle?

It is small group of employees in the same work area doing similar type of work shop voluntarily meet regularity for about an hour every week to identify. Analyze and resolve work related problems not only to improve quality. Productivity and the total performance of the organization, but also to enrich the quality of work life of employees.

Objectives of the Quality Circles:

To develop, enhance and utilize human resources effectively. To improve quality of products/services, productivity and reduce cost of production per unit of out put. To satisfy the workers psychological need for self urge, participation recognizing etc; with view to motivating them. To improve varies supervisory skills like leadership, problem, solving, inter personal and conflict resolution.

Quality circle Process:

The size of the each quality circle should be moderate to enable fruitful discussion. The size may vary between 6&12. The members and leader are given instructions regarding problem solving techniques.intially the quality circle members should quit themselves with the objectives and rote of quality circles. Each working session of a quality circle maybe for one hour. There may be at least one working session in every week preferable during working hours and in the company premises.

Benefits of Quality Circles:Quality Circles benefit both members and the Organization

Benefits for Members include: Satisfaction of self esteems and esteem from others Improved job satisfaction.

Benefits to the Organization included:

Promotion of participative management culture and team work. Increased managerial effectiveness. Development of problem solving ethic in the Organization.

The aim of the present study is to review analyze and present the current status of Quality of Work Life implementation in Diesel Loco Shed. Kazipet. As a consequence of the analysis of QWL implementation, the study also examined the impact of various factors of QWL implementation. Having identified the factors, which are likely to influence the QWL implementation.

The researcher prepared questionnaire for obtaining the data from employees regarding the topic quality of work life, the colleted data is tabulated to numerical from.

1st Section deals with respondents personal profile, second section covers the opinions of the employees.

Data is called from 100 different employees were chosen randomly for the sample survey in order t put forth in response to questions. Most of the questions were closed ended ones. All questions prepared in four-point, three-point, two-point scale.

Table -1

Are you aware about Quality of Work life

S. No.Response No. of Respondents % of Respondents

1Fully2550%

2Average1632%

3Below Average0510%

4Dont Know048%

Total50100%

50321080102030405060FullyAverageBelowAverageDont Know

Interpretation:From the above table, it is refer that 32% of the employees know about the quality of work life is average and 92% of the employees know about the quality of work life. The above graph indicate the response of the proposition that knowledge about quality of work life to be precise 32% of them knowledge about average QWL and 50% have fully know about QWL.

Table-2How you feel about your work environment .

S. NoResponseNo. of Respondents% of Respondents

1Excellent 1530%

2Good2040%

3Fair1224%

4Poor0306%

Total50100%

3040246010203040506070ExcellentGoodFairPoor

Interpretation:From the above table, it is referd that 70% of the employees where satisfied with work envirement is good. And 94% of the employees feel that environment is satisfactory. The above graph describes the good work environment i.e 40% good, 30% Excellent and 24% Fair. Only 6% of respondents have opinioned Poor.Table 3How you feel about welfare measures in your organisation.


1Excellent1122%

2Good2040%

3Fair0816%

4Poor1122%

Total50100%


Interpretation:

From the above table, it is inferred that 40% of the Employees response is excellent towards welfare measures and 78% of the Employees feel that there is good. The above graph describes the safety and environment among the respondents opinion on that matter to be precise 40% Good 14% , and 16% Fair. Only 22% of respondents have opinioned poor.

Table- 4Are you happt with your collegues.S. No.ResponseNo. of Respondents% of Respondents

1Excellent3876%

2Good0510%

3Fair0714%

Total50100%

76101401020304050607080yesNotsureno

Interpretation:From the above table, it is inferred that 76% of the employees said that they are happy with their collegues in the organization. 10% people are not sure,and 14% employees are not happy with their collegues.

Table-5

DO you feel that you have Growth and security in the organisation.S. No.Response No. of Respondents % of Respondents

1Strongly agree 2040%

2Agree2040%

3Cant say0204%

4Disagree0816%

Total50100%

45351010051015202530354045StronglyagreeAgreeCant sayDisagree

Interpretation:From the above table, it is inferred that 45% of the employees where agree in relates to growth and security and 80% of them Employees feel that there is Growth and security. The above graph describes the growth and security among the respondents opinion on that matter to be precise 45% strongly agree, 35% agree and 10% cant say, only 10% of Respondents have opinioned Disagree.

Table - .How is your relationship with your superiors.S. NoResponseNo. of Respondents %of Respondents

1Satisfied2346%

2Good2040%

3Average0204%

4Poor0510%

Total50100%

464041005101520253035404550satisfiedGoodAveragePoor

Interpretation:From the above table, it is referred that 40% of the Employees where satisfied Good in relation to the superiors. And 90% of Employees feel is satisfactory with their superiors Only 10% of respondents have opinioned poor.\

Table -7Satisfactory level of job satisfaction.S. NoResponseNo. of Respondents%of Respondents

1Excellent2550%

2Good1530%

3Fair0510%

4Poor0510%

Total50100%


Interpretation:From the above table, it is inferred that 50% of the employees satisfied with their job and 90%of Employees satisfactory with their job. The above graph shows that satisfactory level of job satisfaction among the respondents opinion on that matter to be precise 30% have Good, 50% have Excellent and 10% of fair. Only 10% of respondents have poor.

Tabl ;8how you feel about appraisal system in your organisation.


1Excellent1632%

2Good1734%

3Fair1020%

4Poor0714%

Total50100%


Interpretation:From the above table, it is inferred that 34% of the Employees were satisfied good with aprisal system provide by organization to promote and 74% of Employees feel that satisfactory. , Only 26% of respondents have opinioned poor.

Table -9Satisfactory level about working hours in your organisation.S. NoResponse No. of Respondents %of Respondents

1Excellent2040%

2Good2142%

3Fair0612%

4Poor0306%

Total 50100%


Interpretation:From the above table, it is referred that 40% of the Employees were satisfied good in providing works schedules when 94% of Employees feel satisfactory with hours. The above graph indicates that satisfactory level of working hours the proposition that 42% of Good, 40% of Excellent and 12% of Fair. Only 06% respondents have Poor.

Table -10Does you have fredom in decision making.S. NoResponseNo. of Respondents%of Respondents

1Strongly agree0714%

2Agree2448%

3Not agree1632%

4Strongly disagree0306%

Total50100%

14483260102030405060Strongly agreeagreeNot agreeStrongly disagree

Interpretation:From the above table, it is referred that 14% of the Employee were strongly agree freedom in decision making and 48% of the employees were agree . The above graph describes that freedom in decision making among the respondents opinion on that matter to be precise 32% not agreeAbove , 06% strongly disagree .

Table -11How you feel when you are working in groups.S. No Response No. of Respondents%of Respondents

1Excellent2040%

2Good2142%

3Fair0510%

4Poor0408%

Total50100%


Interpretation:

From the above table, it is referred that 40% of the Employees were satisfied good in group work done in organization and 92% of Employees with feel groupwork done is satisfied.8% are not satisfied.

Table-12Satisfactory level of Efficiency by working.S. NoResponse No. of Respondents%of Respondents

1Excellent2142%

2Good2652%

3Fair0306%

4Poor00

Total50100%

Interpretation:From the above table, it is referred that 52% of the employees were satisfied with their efficiency in the organization is good and 100% of Employees satisfied with their efficiency. The above graph shows that efficiency level among the respondents opinion on that matter to be precise 52% have Good, 42% have Excellent and 06% of Fair. 0% of Respondents have Poor.

Table -13Any time you feel stress at work place.S. No Response No. of Respondents %of Respondents

1Strongly Agree2040%

2Agree1734%

3Cant say0306%

4Disagree1020%

Total50100%

40346200102030405060Strongly AgreeAgreeCant sayDisagree

Interpretation:

From the above table, it is referred that 40% of the employees are free from the job stress. The above graph based on the question level of free from the jobs stress? Among the respondents on that matter to precise 34% have agreed, 06% Cant say 40% Strongly agree. Only 20% have disagreed.

Table-14Do family life issues effect your work.

S. NoResponse No. of Respondents%of Respondents

1Yes4080%

2No1020%

Total50100%

80200102030405060708090100YesNo

Interpretation:

From the above table, it is referred that 88% of the employees feel family life will effect the work in the organization. Out of them a , 20% respondents says no.

Table -15Does your organisation encourage you to devolop new skillsS. No Response No. of Respondents%of Respondents

1Yes4284%

2No0816%

Total50100%

Interpretation:

From the above table, it is referred that 84% of the Employees feel that they are encouraged to devolop new skills . Out of them a negligible, 16% respondents says no.

Table- 16

Does you feel happy when New Technology is adopted.S. NoResponse No. of Respondents % of Respondents

1Yes 3468%

2No1632%

Total50100%

68320102030405060708090100YesNo

Interpretation:

From the above table, it is referred that 68% of the employees satisfied with the New Technology in the organization. The above graph indicates that satisfactory levl of new technology, majority of the respondents 68% have accepted to opinioned Yes, only 32% have respondents No.

Table-17

Is there any harasment at your work place.

S. NoResponse No. of Respondents %of Respondents

1Yes1530%

2No3570%

Total50100%

700102030405060708090YesNo

Interpretation:From the above table, it is referred that 30% of the Employees feel no harasment inthe organization. 70%have respondents opinioned no harasment at work place

Table-18Satisfactory level in getting benfits for your performanceS. NoResponse No. of Respondents%of Respondents

1Excellent2856%

2Good1020%

3Fair0816%

4Poor0408%

Total50100%


Interpretation:

From the above table, it is referred that 92% ofemployees feel satisfied for what they getting with their work, only 08% percent of respondent have are not satisfied.

Summary

In the fallowing of collected data the researcher has found the fallowing results. In the Diesel Loco Shed about 60% of the respondents are between 36-45 years age group and almost all Employees are experienced. The sex composition indicates that 91% are marks and only9% employees are females and they are working as Mechanical and Khalasis. The Majority of the respondents (48.27%) are S.S.C. Intermediate respondents constitute 27.59% and only 12.07%, 1.72% is Engineering and postgraduate respectively. About 31.03% of Employees are getting 10,000 Rupees salary per month, and fallowed by 31.03%of employees are getting 10,00-15,000 and 44% of employees are getting 24.14% employees are getting 15.000 & above majority of the respondent i.e. 32.75% have above 10 years and below 20 years job experience. About 22.92% have below 10years job experience about 17.24% had more than 31 years job experience.

The knowledge about quality of work life, 38%of the employees know about the quality of work life is average and 98%of the employees know about the quality of work life. The response to the proposition that knowledge about quality of were life precise 38% of them knowledge about average quality of work life and 54% have fully know abut QWL. Response of employees in relation towards adequate and fair compensation. It is inferred that 46% of the employees where satisfied with adequate and fair compensation is good. And 92% of the employees feel that adequate fair compensation is satisfactory. The respondents opinion on that matter to be price 46^ good 40% Excellent &6% fair only 8% of respondents have opinioned poor.

Response of employees in relation to safety and real thy environment the respondents opinion on that matter to be precise 38% good 14% Excellent 16% and only 32% of respondents have opinioned poor. Human capacities to the proposition that majority f the respondents have opinioned that 32% good, 24% Fair &36% Excellent out of them only8% Poor.

Response of Employees in relation of growth and security they opinion on that matter to be precise 40%strongly agree, 40%agree and 4%cont say, only 16% of respondents have opinioned disagree. The employees in relation to welfare measures among the respondents opinion on that matter to be precise 40% good, 46% Excellent and 4%fair only10% of respondents have opinioned poor. Satisfactory level of job satisfaction among the respondents opinion on that matter to be precise 38%have good 48%have Excellent and 4% of fair 10%of respondents have poor satisfactory level of rewards and awards given to employees to promote among the respondents opinion on that matter to be precise 34% good, 30% Excellent .10%fair and 26%poor satisfactory level of leisure hours between the work hours promote among the respondents opinion on that matter to be precise 44% of good, 38% of excellent & 14% of fair only 4%poor.

Analyses of autonomy taken in decision making among the respondent opinion on that matter to be precise 75% above, 50% less than satisfactory level of collaborative work done 36 % of Excellent, 46% of good, 12%of fair, 6%of Poor. Satisfactory level of Efficiency by working among the respondents opinion on that matter to be precise 52% have good, 42%have excellent &6% of fair. The level of free form the job stress among the respondents on that matter to precise 38% have agreed 2% cant say, 50% strongly agree, only 10% have disagree. Responsibility towards the organization a majorities of respondents 88% of opinioned yes and 12 % respondents, have no Responsibility to wards the society a majority of respondents 84% of opinioned yes, 16% respondents have no.

Satisfactory level of new technology , majority of the respondents 88% have accepted to opinioned Yes, only 12% have respondents No satisfactory level of managerial practices, majority of the respondents 82% have Yes, only 18%have respondents No satisfactory level in the work environment it is infused that 66% Excellent 20% good, 6% fair and 8% Poor.

CONCLUSIONS. This concluding chapter is an /attempt to recapitulate the main findings and conclusions emerged from the entire study. In addition suggestions are offered for the improvement of Quality of Work Life (QWL) implementation Diesel Loco Shed (DLS) in Kazipet. Majority of the respondents were satisfied regarding timely payment of wages, salaries and paying of Bonus.

Organization also offering financial loans and advances to meet each and every employee in the organization, as all the respondents are satisfied with financial facility on offer.

It is also notable that organization is taking at most care relating to workers safety as all are satisfied with the lighting and ventilation in the working areas with proper supply protective gear and first aid equipment.

Organization is running recreational club for the safe of employees they also conducting sports meets regularly and employees are fully satisfied with extra curricular activities organized by the organization.

Working conditions in DLS are congenial as majority of employees are feeling less boredom, monotony and stress during their working hours.

To improve efficiency and effectiveness of the organization, it is very essential to encourage creativity and innovative among employees it is great to observe the DLS is doing exactly the same.

As most of the respondents responded positively regarding the questionnaire we can say that quality of work life in DLS is good.

Questionnaire on quality of work life

Personal data:

Name of the employee :Section & Department : Experience :Age : 1. Are you aware about Quality of Work life(a) Fully (b) Average (c) Below Average (d) Dont know 2. How you feel about your work environment (a)Excellent (b) Good (c) Fair (d) Poor3. How you feel about welfare measures in your organisation(b) Excellent (b) Good (c) Fair (d) Poor 4. Are you happy with your collegues. (a) yes(b) not sure (c) no . 5. DO you feel that you have Growth and security in the organisation(c) Strongly agree (b) Agree (c) Cant say (d) Disagree. 6. How is your relationship with your superiors(d) Excellent (b) Good (c) Fair (d) Poor.7. Satisfactory level of job satisfaction (a) Excellent (b) Good (c) Fair (d) Poor. 8.how you feel about appraisal system in your organisation(e) Excellent (b) Good (c) Fair (d) Poor.

9. Satisfactory level about working hours in your organisation(f) Excellent (b) Good (c) Fair (d) Poor.10.Does you have fredom in decision making (a) strongly agree(b) agree(c) not agree(d) strongly disagree 11.How you feel when you are working in groups.(g) Excellent (b) Good (c) Fair (d) Poor. 12.Are you satisfied with your Efficiency by working? (a) Excellent (b) Good (c) Fair (d) Poor. 13.Any time you feel stress at work place?(h) Strongly agree (b) Agree (c) Cant say (d) Disagree. 14.Do family issues effect your work.(i) Yes (b) No 15.Does your organisation encourage you to devolope nsw skills(j) Yes (b) No. 16. does you feel happy when new technology introduced in the organization? (a) Yes (b) No.17. is there any harasment in the organization? (a) Yes (b) No18. Satifactory level in getting benfits for your performance? (a) Excellent (b) Good (c) Fair (d) Poor. 19. Any suggestion will you give regarding the quality of work life

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