Quality of Work Life (QWL) is a philosophy, a set of principles which holds that people are the most important resource in the organization as they are trustworthy, responsible and capable of making valuable contribution and they should be treated with dignity and respect [1]. The elements that are relevant to an individual’s quality of work life include the task, the physical work environment, social environment within the organization, administrative system and relationship between life on and off the job. The evolution of QWL began in late 1960s emphasizing the human dimensions of work by focusing on the quality of the relationship between the worker and the working environment.
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in September 1972 when the phrase was coined at a “democratization of work” conference held at Columbia University’s Arden House to discuss two movements. The first was a political movement in Western Europe called ‘Industrial Democracy’. Militant, socialist labor unions were lobbying the parliaments and assemblies of England, France, West Germany, Sweden and Italy to legislate worker participation in corporate decision making. The second movement was the emergence in the U.S. of number of social science theories about “humanizing the workplace” [2]. This shows that the model that evolved during the early years called for formalizing labor-management cooperation at the workplace by establishing joint committees at various levels to define, diagnose and devise solutions to day-to-day work problems. Participation programs emerged from contract bargaining between General Motors Corporation and United Auto Workers Union was called Quality of Work Life in 1973 which was aimed at increasing workers’ satisfaction with their jobs by giving them more information and a voice in decision-making
in September 1972 when the phrase was coined at a “democratization of work” conference held at Columbia University’s Arden House to discuss two movements. The first was a political movement in Western Europe called ‘Industrial Democracy’. Militant, socialist labor unions were lobbying the parliaments and assemblies of England, France, West Germany, Sweden and Italy to legislate worker participation in corporate decision making. The second movement was the emergence in the U.S. of number of social science theories about “humanizing the workplace” [2]. This shows that the model that evolved during the early years called for formalizing labor-management cooperation at the workplace by establishing joint committees at various levels to define, diagnose and devise solutions to day-to-day work problems. Participation programs emerged from contract bargaining between General Motors Corporation and United Auto Workers Union was called Quality of Work Life in 1973 which was aimed at increasing workers’ satisfaction with their jobs by giving them more information and a voice in decision-making