Quality of Work Life (QWL) has gained the attention of people worldwide, particularly in the last two decades and has been an interesting area of study for researchers, academicians, managers and experts who have looked at it as a core indicator for job satisfaction, employee motivation, performance management and enhanced productivity. Numerous studies have reported that QWL is an important factor for employee retention and improving the productivity of the organization. It is indeed true that work – life balance is imperative for an organization to be successful. Employees need to be provided the right kind of work atmosphere and facilities to enhance the effectiveness of the organization. This has made organisations worldwide to look into
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(2007), European Commission (EC) proposed ten dimensions for QWL, which are (1) intrinsic job quality, (2) skills, life-long learning and career development, (3) gender equality (4) health and safety at work, (5) flexibility and security, (6) inclusion and access to the labor market, (7) work organization and work-life balance, (8) social dialogue and worker involvement, (9) diversity and non-discrimination, and (10) overall work performance. . (Source: Ayesha Tabassum, 2011)
Hend Al Muftah and HananLafi (2011) in their paper titled, “Impact of QWL on employee satisfaction case of oil and gas industry in Qatar” report that the physical, psychological and social factors’ centrality has a significant relationship with QWL which indirectly impact employees’ satisfaction. It was also indicated that individual’s family life correlates significantly with his/her level of QWL.
Chaudhary(2014) has observed that there was an increase in level of performance of employees when the more motivational environment has been established. He has also reported that there was an increase in the self-confidence of employees when the supervision was directed and that facilities provided by the work place like education, training, welfare, wages, bonus etc. which by time increases the morale of …show more content…
Methodology
This is a descriptive study based on secondary data. The paper looks into the factors that lead to quality of work life among staff members in an engineering college in Oman. The paper is based on the assumption that personal motivation is imperative for improved efforts and better performance which will lead to expected perceived rewards. Secondary data such as reports, feedback from staff, survey results from quality office and e-mails have been taken as inputs for the study.
6. Application of Expectancy Theory
The three components of Victor Vroom’s expectancy theory are Expectancy, Instrumentality and Valence. Expectancy refers to the probability perceived by the individual that exerting a given amount of effort will lead to performance. Robbins. S. It is the belief that one’s effort will affect performance’. Greenberg J. Instrumentality refers ‘to the belief that one’s performance will be rewarded. Valence refers to the perceived value of the expected rewards’. Greenberg
(2007), European Commission (EC) proposed ten dimensions for QWL, which are (1) intrinsic job quality, (2) skills, life-long learning and career development, (3) gender equality (4) health and safety at work, (5) flexibility and security, (6) inclusion and access to the labor market, (7) work organization and work-life balance, (8) social dialogue and worker involvement, (9) diversity and non-discrimination, and (10) overall work performance. . (Source: Ayesha Tabassum, 2011)
Hend Al Muftah and HananLafi (2011) in their paper titled, “Impact of QWL on employee satisfaction case of oil and gas industry in Qatar” report that the physical, psychological and social factors’ centrality has a significant relationship with QWL which indirectly impact employees’ satisfaction. It was also indicated that individual’s family life correlates significantly with his/her level of QWL.
Chaudhary(2014) has observed that there was an increase in level of performance of employees when the more motivational environment has been established. He has also reported that there was an increase in the self-confidence of employees when the supervision was directed and that facilities provided by the work place like education, training, welfare, wages, bonus etc. which by time increases the morale of …show more content…
Methodology
This is a descriptive study based on secondary data. The paper looks into the factors that lead to quality of work life among staff members in an engineering college in Oman. The paper is based on the assumption that personal motivation is imperative for improved efforts and better performance which will lead to expected perceived rewards. Secondary data such as reports, feedback from staff, survey results from quality office and e-mails have been taken as inputs for the study.
6. Application of Expectancy Theory
The three components of Victor Vroom’s expectancy theory are Expectancy, Instrumentality and Valence. Expectancy refers to the probability perceived by the individual that exerting a given amount of effort will lead to performance. Robbins. S. It is the belief that one’s effort will affect performance’. Greenberg J. Instrumentality refers ‘to the belief that one’s performance will be rewarded. Valence refers to the perceived value of the expected rewards’. Greenberg