Employees are the main power that is behind every successful organization. The quality of work life considers workers as an asset to the organization rather than as costs. It believes that people work better when they are allowed to participate in managing their task and make decisions. It can be said that a happy and healthy worker will give better turnover, make right decisions and contributes positively to the organizational aims. A quality staff in an higher educational institution would help to bring quality students, quality researcher and satisfactory environment in the organization. The quality of work life can be defined more clearly as the quality of relationship between the workers and the work environment which is such that …show more content…
Those who are happy with their job, are said to have a high quality of working life, while those who are not happy or whose needs not fulfilled are said to possess a lower quality of work life. Or the satisfaction level and happiness of an organization's workers with their job. The term the quality of work life is like a sky under which workers or employees feels utterly propitiate with organizational environment and extends their full co operation, support and put their inner strength at the top for the development of their organization and to improve the productivity. Rose et al., (2006) opines that the quality of work life is a philosophy or a set of principles, which holds that people are faithful, responsible and capable of making a valuable contribution to the concerned organization. It is stated that ‘Treating people with respect’ is the cornerstone of this philosophy. Overall the Quality of Work Life includes Major factors such as human relations, work-life balance, stability of tenure, pro activity, growth opportunities, employee satisfaction, value orientation, innovative practices, learning orientation. The Quality of work life is a broader concept that helps in maintaining a balance in personal and professional life of an individual. Therefore; it can be hampered if someone is dissatisfied with his work life or family life. However; positive quality of work life experience is most important to live a satisfied
Abigail Spiker US History Mr. Wicks May 5, 2023 CBA Essay The American Workforce, a Turning Point 12,830,000. That’s how many people were unemployed during 1933. In other words, nearly 25% of American laborers were no longer working, hindering their ability to provide for themselves and their families. This was a direct result of the Great Depression, the largest economic disaster in American history.
According to Brooks (2015), when employees are fully satisfied, they commit their efforts towards attaining the set goals and objectives. They also see the reason of being associated with the company, hence reducing employee turnover rates. The other strength that the company has is better reputation. Based on the case study, close to 90 percent of employees from the survey indicated that the employees were willing to remain in this company because of its positive reputation. One of the internal weakness identified is a challenge to find and retain employees who can deliver positive results to the shareholders.
Schwartz goes on to explain how the industry arrived at its current structure and the driving force behind it. He then provides actionable measures organizations can take to improve the overall quality of life and work for employees. He presents his opinion and anecdotal information, and backs it up with studies. The study conducted by Professor Amy Wrzesniewski on hospital custodians, is one of several studies she has conducted. “Her research explores how people make meaning of their work, with a focus on the impact meaning has on employees and the organizations in which they work.”
Understanding what makes the Army a profession is necessary for a leader to fully cognize their role in developing and mentoring Soldiers for success, and also to further develop themselves as a Noncommissioned Officer. “The Army, is an American Profession of Arms, a vocation compromised of experts certified in the ethical application of land combat power, serving under civilian authority, entrusted to defend the Constitution and the rights and interest of the American people” (Profession of Arms, 2010). A subset of the Army Profession, the Human Resources Profession demands competent and trustworthy individuals. The Human Resources Profession requires its leaders to “focus their knowledge and skills in support of the Army’s most important
“Cultivating Positive Identity” by Laura Morgan emphasizes the importance of a positive identity. People do their best work when they feel good about themselves. That is “positive identity” and it helps people focus and perform better. Cultivating positive identities is not just about inflating people's sense of self-worth;rather it is helping them identify the personal characteristics that help the operate at their best, in ways that also valued by others.
How to reach personal success and goals. My wish and determination as a doctoral student with Capella University, is to gain the knowledge of the studies. I want to work in the field that I have studied for over seven years. I want to walk in confident from the degree that I have earned and of course earn more money. The first goal is to beat cancer one more time, as this is the third attack.
Finally, having good relationship with the employees it motivates them to perform their duties in good heart. Understanding their grievances and addressing their problems improves their morale at work and hence they work whole heartedly to deliver good performances. Therefore, the relationship between the managers and employees contributes to a great impact to adhere to code of
- Cultural: A persons culture for example Muslims, are against euthanasia and it is forbidden, this can underpin a person choice to die by free will and not suffer and this could case an entire family to be shunned - Religious: A religion may require the palliative pt to go without pain relief and suffer or be confined to their room without anyone entering ect which impacts health and can be questioned - Spiritual: A persons religion for example Catholics, are against cremation at the end because they feel they have to return to the earth - To avoid cultural, religious and spiritual differences a Nurse or someone in charge should put these plans into motion. - Ask interpreting services when care plans are developed and reviewed and of course whenever informed consent is required. - Before the palliative care
Scoring a fifteen in the life balance section of the profile solidified the idea that I am doing well at managing my time. As a person who loves a decent challenge, I always strive to push myself to take on more obligations even when it may seem my plate is already full. I thrive in an environment where I am being hard-pressed to achieve greatness. Having this pressure sometimes makes it difficult to separate my work life and home life, but that is something I have been working on as a personal goal. For the most part, I believe I set a suitable example for my employees to follow.
During the mid 1980s, the issue was also taken into consideration by the US government, the 1990s confirmed the recognition of WLB as a main human resource management issue (Bird, 2006) in other parts or the world as well. Guest (2002), who provided a general review of the topic, believes that the contemporary prevalence of work-life imbalance is caused by the excessive demands of work in affluent societies. Factors such as technological advancements, the increasing need for higher efficiency levels and the entrance of women into the workforce (Guest, 2002) all contribute to the intensity of pressure on workers and cause inter-role conflict between the work and non-work spheres. One of the researchers while examining the impact of rewards and recognition on job satisfaction and motivation of, in a sample of Pakistani sample employees defines employee work satisfaction (job satisfaction) as a pleasurable positive emotional state as a result of work appraisal from one’s job experiences (Gruneberg, 1979; Danish & Usman,
Although jobs vary in different ways, there is one thing that all jobs have in common- quality. Quality in a workplace should be the number one priority. Quality consists of good working conditions, proper wage pay, equal treatment, and much more. Throughout history, unfortunately, there has been multiple situations where some people were working in places that did not sustain this quality. This led to the formation of labor unions.
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
Flexible Work are terms used to describe a wide range of work styles and employment practices. Broadly speaking, they are used to describe all kinds of employment which differ from the traditional 9 to 5 full time job with a permanent contract. The "flexible" aspect of these type of jobs can in different instances relate more to the employees, or to the employer, or to both. That is, from the employee’s point of view, flexible work may allow more freedom to organize their employment to fit in with other parts of their life. For an employer, the flexibility may come with the ability to organize labor resources more in line with the varying needs of customers, or with peaks and troughs of demand.
Introduction In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life.
Employees are considered as one of the most valuable assets for a company. They are the main force behind the company’s success. So happiness of employees is definitely a big factor in driving the company to meet its goals and reap the benefits. Now the question comes that does happy employees create happy customers. Well the answer is definitely yes.