The Quality of Work life and Job Satisfaction of Private Sector Employees

Laveena D’Mello,Meena Monteiro,Nelson Pinto

doi:10.47992/ijmts.2581.6012.0032

Abstract

Earlier people had sincerity and commitment in the work they do. But today an employee would not believe in such values of work. He works very hard to get a handsome salary to sustain his living. Along with this the most interesting motivation is the quality of working life which is a systematic approach to design and a promising development in the broad area of job enrichment. The criteria for measuring the quality of work life are Adequate and fair compensations, healthy working conditions, Opportunity to use and develop human capacities, Opportunity for career growth, Social Integration in the workforce, Work and quality of life, the Social relevance of work etc. The study shows that when there is better quality at work the productivity of the employees’ increases. Thus the quality of work life can lead to organizational effectiveness; organizational commitment, job satisfaction, providing employee motivation; personal growth and development enhance competencies which in turn would lead to increase productivity and profit. It also becomes important that suitable working condition will definitely influence the quality of work. The main aim of this research is to study the quality of work life of the private sector employees. Interview scheduled and the objectives are to study the various issues of the private sector employers and job satisfaction. 50 private service employees were selected randomly for the research to ask their opinion and the issues. Both primary and secondary source of information is used in the study.

Highlights

Employees at the grass-root level experiences a sense of frustration because of low level wages, poor working conditions, unfavourable terms of employment, inhuman treatment by their superiors and the like whereas managerial personnel feel frustrated because of alienation over their conditions of employment, interpersonal conflicts, role conflicts, job pressures, lack of freedom in work, the absence of challenging work etc.[1-3]
Working condition: 54 percent of the respondents shared they working condition is excellent and 46 Percent are satisfactory with the working condition. 46 percent of the employees are happy with the pay scale they get, 30 percent are just satisfied and remaining 24 percent are not satisfied with the pay scale they receive
Job satisfaction can be understood in terms of its relationships with other key factors, such as general wellbeing, stress. 44 percent of the respondents feel that they are highly satisfied with the current job, 40 percent of respondents are moderately satisfied with their job than 6 percent of respondents are dissatisfied with the current job

Summary

Introduction

Employees at the grass-root level experiences a sense of frustration because of low level wages, poor working conditions, unfavourable terms of employment, inhuman treatment by their superiors and the like whereas managerial personnel feel frustrated because of alienation over their conditions of employment, interpersonal conflicts, role conflicts, job pressures, lack of freedom in work, the absence of challenging work etc.[1-3]. The quality of work life organizational philosophy centres on the dignity of respect accorded employees, the nature of their involvement in their work and the goal of excellence for their organizations. The quality of work life is employees at the levels in an organization to use their knowledge, Skills, and abilities more efficiency in their work at their new workplace.

Objectives

Results

Conclusion