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8/6/2019 QWL n Wellness Prg.
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WORKLIFE BALANCE
AND WELLNESSPROGRAMS
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QUALITY OF WORKING LIFE
y Quality of work life covers a person¶s feelings about
every dimension of work including economic rewards
and benefits, security, working conditions,organisational and interpersonal relationships and its
intrinsic meaning in a person¶s life.
y Quality of working life is degree to which members of
a work organization are able to satisfy their personalneeds through their experience in organization.
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QUALITY OF WORKING LIFE
(CONTD..)
y Its focus is on the problem of creating a human work
environment where employees work cooperatively and
contribute to the organizational objectives.y The major indicators of QWL are job involvement, job
satisfaction and productivity.
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DEFINITIONy ³QWL is a process of work organization which enables its
members at all levels to participate actively and efficiently
in shaping the organization's environment , methods andoutcomes. It is a value based process, which is aimed
towards meeting the twin goals of enhanced effectiveness
of organizations and improved quality of life at work for
the employees.´
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APPROACHES TO IMPROVE
QWL
Flexibility in work schedules.
Flextime
Staggered hours
Compressed workweek
Autonomous workgroup
Job enrichment
Opportunity for growth.
Employee¶s participation.
Suggestion system
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PRE-CONDITIONS FOR SUCCESS
OFQWL
y Management must be committed to an open and
transparent style of operations that include sharing
appropriate information.y Status barrier should be removed.
y Supervisors must be trained to function effectively in a
less directive, more collaborative style.
y Employees should received feedback on results achievedrecognition for good performance .
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PRE-CONDITIONS FOR SUCCESS
OFQWL (CONTD..)
y Personnel should be selected or promoted on the basis of
their performance so that there is no biasness and they feel
satisfied.y QWL improvement programme should be analyzed in
negative and positive sense and the result should be used
to work towards continuous improvement of human
resource system.y Research should be done on quality of working life
improvement like the factors associated with QWL
programme effectiveness and viability.
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QUALITY
CIRCLES
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DEFINITION
A quality circle is a small group of
employees doing similar or related work
who meet regularly to identify, analyze
and solve product-quality problems and to
improve general operations
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FEATURES OFQUALITY CIRCLE
yVoluntary group
yCollective effort
y Intends to improve quality of output
yCoordinates the activities of members
yFacilitates frequent meetings
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BENEFITS OFQU
ALITY CIRCLESyBring out innovations and changes in work
methods
y Job-satisfaction
yOpportunity to attain knowledge
yHealthy work environment
yBetter quality and higher productivity
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PROBLEMS IN QUALITY CIRCLE
y Negative attitude
yLack of ability
yLack of management commitments
y Non-implementation of suggestions
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WELLNESSPROGRAMS
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WELLNESS PROGRAMS
y Workplace wellness is a program offered by some
employers as a combination of educational,
organizational, and environmental activities designedto support behavior conducive to the health of
employees in a business and their families.
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WELLNESS PROGRAMS(CONT.)
y It consists of health fairs, health education, medical
screenings, health coaching, weight management
programs, staff member wellness newsletters, on-sitefitness programs and/or facilities and educational
programs designed to change employees' behavior in
order to achieve better health and reduce the
associated health risks.
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INSURANCE BENEFITS (CONT.)
y Hospitalization , Health and Disability Insurance :
helps protect employees against hospitalization costs
and the loss of income arising from off-the jobaccidents or illness.
y Disability insurance provides income protection for
salary loss due to illness or accident. The benefits
usually range from 50-75% of employee¶s base pay if disabled.
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INSURANCE BENEFITS (CONT.)
y HMOs (Health Maintenance Organization) : provides
routine round-the-clock medical services for
employees who pay a nominal fee in addition to thefixed annual fee the employer pays.
y PPOs (Preferred Provider Organizations) : groups of
health care providers that contract with employers to
provide medical care services at a reduced fee.
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( CONT.)y Communication , Involvement, and Empowerment :
getting employees more involved and empowered in
the health care program is important.y Clinical Prevention Programs include things like
mammograms, immunizations and routine checkups.
y Health promotion and disease prevention programs
:seminars and incentives aimed at improving health by
changing unhealthy behaviors or modifying lifestyles.
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PERSONAL SERVICES
y Personal services : many companies provide the sorts
of personal services that most employees need at one
time or another.These are voluntary benefits that includes credit unions,
legal services, counseling , and recreational
opportunities.
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PERSONAL SERVICES(CONT.)
y Credit unions : helps employees with borrowing and
saving needs. Loan eligibility and loan¶s rate of
interest are more favourable than those of banks andfinance companies.
y Employee Assistance Programs (EAPs) : A formal
employer program for providing employees with
counseling and advisory services or treatment programs such as alcoholism, gambling or stress.
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FAMILY FRIENDLY BENEFITS
y These includes benefits like child care, elder care,
fitness facilities, benefits that help employees balance
their family and work lives.y Subsidized Child Care : employers set up company
sponsored and subsidized day care facilities which can
benefit employer via improved recruiting results,
lower absenteeism, improved morale, favorable publicity and lower turnover.
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FAMILY FRIENDLY
BENEFITS(CONT.)y Sick Child benefits : when your child is ill and you
need to get to work. Employers offer emergency child
care benefits as arranging babysitters, expanding onsite child care centers and providing web databases to
find last minute child care providers.
y Elder care : organizing check up camps, counseling
and recommendations on care that would be best.
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(CONT.)y Time off : one survey found that about half the 2586
workers surveyed felt they were working too much and
putting too little time into other things in life that reallymatter.
In response employers changed their time off policies,
giving more vacations and offering more long weekends
on holidays.
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( CONT. )y Leads to better physical health, greater job satisfaction, and a
more positive mental outlook, fewer workplace injuries. Also
increased stamina, lower levels of stress, and a better self-
image and higher self-esteem.
y These resulting in increased productivity and reduced
absenteeism and turnover, higher job satisfaction, and short-
term disability claims. In addition to these employees are moreloyal to organizations that establish wellness programs which
also strengthens the organization's values and corporate culture.
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OTHER JOB-RELATED BENEFITS
y Subsidized Employee Transportation
y Educational Subsidies
Tuition refunds-These are popular benefits for employees seeking to continue their educations.
Many employers also reimburse for non-job related
courses such as Web designer taking an accounting
class.
Some employers also pay for self-improvement
classes such as foreign language study.
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OTHER JOB-RELATED BENEFITS
Other in-house educational programs include remedialwork in basic literacy.
y
ExecutiveP
erquisites(perks) Many popular perks fall between these extremes
which includes
� Management Loans which typically enable senior
officers to exercise their stock options.� Salary guarantees (golden parachutes) to protect
executives if their firms become targets of acquisitions and mergers
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Contd..
� Financial counseling to handle top executives
investment programs.
� Relocation Benefits includes subsidized mortgages, purchase of the executives current house.
Other perks includes company cars, security systems,
company planes and yachts, executive dining rooms,
physical fitness programs, tax assistance, companycredit cards and children¶s educational subsidies.
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FLEXIBLE BENEFITS
PROGRAMS
y The Cafetaria approach
A Cafetaria plan is one in which the employer gives
each employee a benefit fund budget and lets the person spend it on the benefits he or she prefers,subject to two constraints.
First, the employer must limit the total cost for each
employee¶s benefit package. Second, each employee¶s benefits plans must include
certain required items-for example, Social Securityworkers compensation and unemployment insurance.
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FLEXIBLE BENEFITS
PROGRAMS
y Types of Plans- Cafetaria plans come in several
varieties.
Flexible Spending Accounts for medical and other expenses.
Core Plus Option Plans establish a core set of
benefits(such as medical insurance) which are usually
mandatory for employees.
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FLEXIBLE WORK
ARRANGEMENTS
y Flextime
A work schedule in which employees workdays are
built around a care of mid day hours, and employeesdetermine within limits what other hours they will
work.
� Compressed Workweeks
Schedule in which employees works fewer but longer
days each week.
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OTHER FLEXIBLE WORK
ARRANGEMENTS
y Job Sharing
Allows two or more people to share a single full time job.
y
Work SharingRefers to a temporary reduction in work hours by a groupof employees during economic downturns as a way to
prevent layoffs.
y Telecommuting
Where employees work at home , usually with computersand use phones and the internet to transmit data andcompleted work to the home office
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THANK YOU
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