Module 4
HRD climate
Work culture
Quality of work life(QWL) and management of
change
TQM and HRD strategies
HRD in strategic organization
Quality of Work Life (QWL)
QWL is a prescriptive concept- it attempts to design work
environments so as to maximise concern for human welfare.
Goals- creation of more involving, satisfying and effective jobs
and work environment for people at all levels of the
organisation.
The QWL is a cooperative rather than authoritarian:
evolutionary and open rather than static and rigid; informal
rather than rule bound; impersonal rather than mechanistic;
mutual respect and trust rather than hatred against each
other.
QWL (Lloyd Suttle) is the degree to which member of a work
organisation are able to satisfy important personal needs
through their experiences in the organisation.
Quality of Work Life(QWL)
Quality of Work Life (QWL)- better employee welfare
facilities- ‘the efforts to make life worth living for workmen’
Improving living standards
Voluntary and statutory welfare facilities
To improve organisations’ overall effectiveness
Workers’ participation in management (WPM)- decision
making process
QWL means having
Good working conditions
Good wages and benefits
Good leadership
Interesting and challenging jobs
QWL – efforts includes
Employee involvements – in decision making process - WPM
Quality circles – small group to discuss on quality related issues
Socio-technical systems – redesign the work- work group – technologies etc
Co-determination – workers’ reps meet the management
Self-managed work teams – autonomous work group with responsibility of
producing an entire product or service
Suggestion programmes – to implement employee ideas
Open door policies – employees are free to walk in with their problems
HRD Systems focus on employee welfare and
QWL by continually examining employee needs
and meeting them to the best possible extent.
QWL- Elements
Theprogramme seeks to promote human dignity and
growth
Employees work collaboratively
They determine work changes participatively
Theprogrammes assume compatibility of people and
organisational goals
QWL refers to- the level of satisfaction,
motivation, involvement and commitment
individuals’ experience with respect to their
lives at work (Bernardin).
Issues in QWL
The major factors that affect the quality of work life includes
1. Pay – equitable pay – sharing profits of firm
2. Benefits – safe and healthy working conditions and other similar benefits
3. Job security -
4. Alternative work schedules- flexitime, staggered hours, compressed work
week- working more hrs in a day, job enrichment, autonomous work groups
5. Occupational stress- job related stress
6. Worker participation – participative style of leadership
7. Social integration – equal treatment in the workplace
8. Work and total life space – scope for persons’ leisure and family time
How to measure QWL?
The measures include
1. Turnover data
2. Morale surveys
3. Number of grievances handled
4. Absenteeism data
5. Performance criteria
6. Personal interviews carried out from time to
time
Obstacles to QWL programme
Managerial Attitudes- democratisation at work
place
Union’s Attitudes – communication with employee
unions
Cost considerations – operational cost
Improving QWL
Following things to be strengthened
1. Employment conditions- safety, health etc
2. Equitable rewards- pay, incentives, services etc
3. Job security
4. Enhancing the self-esteem of people
5. Participative climate and team spirit
6. Training
7. Autonomy
8. Recognition of work done
9. Better worker – superior relations
10. Job redesign and job enrichment
11. Open and transparent management style
12. An atmosphere of trust and open communication
Strategies for Improving QWL
• Supportive Leadership: Encourage open
communication and feedback.
• Career Development: Training, workshops, and
mentoring.
• Flexible Policies: Work-from-home options, flexible
hours.
• Recognition Programs: Acknowledge
accomplishments and contributions.
Management of Change
Definition: Process of managing changes in an
organization’s structure, strategy, technology, or
culture.
Purpose: Smooth transition to new practices or
systems.
Importance of Managing Change Effectively
- Adaptability: Encourages a resilient workforce.
- Minimizes Resistance: Reduces fear and
resistance to change.
- Increased Productivity: Efficient adaptation
without disruptions.
Types of Change in Organizations
Structural Change: Modifications in organizational
hierarchy or roles.
Technological Change: Introduction of new tools,
software, or machinery.
Cultural Change: Shifts in company values,
behaviors, or norms.
Challenges in Managing Change
Resistance to Change: Employees may resist due
to fear or uncertainty.
Communication Gaps: Lack of clarity on reasons
and benefits.
Skill Gaps: Employees may need upskilling for new
technologies.
Strategies for Effective Change Management
Clear Communication: Explain the need for change and
expected benefits.
Training Programs: Equip employees with necessary skills
for the transition.
Employee Involvement: Include employees in decision-
making and planning.
Continuous Support: Offer guidance and address concerns
during transition.
Role of Leadership in QWL and
Change Management
VisionaryLeadership: Guiding the
organization through changes.
Empathyand Support: Understanding
employee concerns and motivations.
Modeling Behavior: Demonstrating
adaptability and resilience.
