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  1. International Journal of Management (IJM) Volume 11, Issue 2, February 2020, pp. 264–270, Article ID: IJM_11_02_027 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=11&IType=2 Journal Impact Factor (2020): 10.1471 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication Scopus Indexed “A STUDY ON FAIRNESS PERCEPTIONS OF WORK LIFE BALANCE INITIATIVES” Magdalene Peter Assistant Professor, Department of Management Studies, Bharath Institute of Higher Education and Research, Chennai, India Dr.S.Fabiyola Kavitha Associate Professor, SRM Arts and Science College, Trichy, India ABSRACT Employee Work Life Balance (WLB) is a major driver in the organization that helps to achieve higher productivity. It is a healthy blend of both employee's work life and personal life. There are many factors influencing work-life balance of an employee in the organization. The researchers have identified some factors along with demographic variables to study and understand the work life balance. To recognize the connection between high-quality of labor lifestyles and employees satisfaction. To apprehend the measures taken by means of the employer to beautify the standard of exertions lifetime of the workers in the business enterprise. To beautify the excellent of living of the workers. To make a nice attitude inside the minds of the workers. To increase the effectiveness of the organizations. The current study focuses the factors influencing the work life balance of employees and the results of the study will help the organization to enhance better work life balance towards higher level of productivity. Key words: Employee Work Life Balance, Employee, Productivity. Cite this Article: Magdalene Peter and Dr.S.Fabiyola Kavitha, a Study on Fairness Perceptions of Work Life Balance Initiatives, International Journal of Management (IJM), 11 (2), 2020, pp. 264–270. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=11&IType=2 1. INTRODUCTION Nature of labor life alludes to the favourableness or unfavourableness of a vocation state of affairs for the individuals running in an association. The time of logical administration which focused completely on specialization and productivity, has experienced a contemporary change. The traditional management (like logical administration) centered on human qualities. Within the present state of affairs, wishes and dreams of the workers are evolving. Bosses are currently updating employments for better QWL. http://www.iaeme.com/IJM/index.asp 264 editor@iaeme.com
  2. Magdalene Peter and Dr.S.Fabiyola Kavitha A couple of definitions given by means of famous creators on QWL are given underneath: 1. "QWL is a process of labor associations which empower its people in any respect levels to effectively; partake in molding the associations condition, techniques and results. This worth based totally manner is pointed in the direction of assembly the twin goals of upgraded viability of institutions and advanced personal pleasure grinding away for representatives. " — The American Society of Training and Development 2. "QWL is a perspective about people, work and institutions, its unmistakable additives are (I) a fear about the impact of labor on individuals just as on hierarchical viability, and (ii) the possibility of investment in authoritative crucial questioning and dynamic. " — Nadler and Lawler 3. "The abrogating motivation in the back of QWL is to change the surroundings grinding away so the human-modern hierarchical interface activates a advanced nature of work lifestyles." Nature of Work Life has constantly been up in deliberating authoritative conduct. It is apparent from the records that instant investigations on Quality of Work Life started out pouring-in after the principle paper advent by Davis in 1972 at Arden House, US and from that point, there has been a more noteworthy weight on Quality of Work Life contemplates as associations step by step receiving the manner of contemplating satisfying the person grinding away for upgrading their inspiration and will to paintings. Right now excessive innovation world, it has end up a remarkable fear for the executives just as workers. Nature of running life is the most generous enterprise related conduct surprise which has positive impact on creation, work tradition and viability of the association. In spite of the truth that part of paintings has been carried out on Quality of Work Life in numerous territories, however sadly a chunk consideration has been made to elements referring to the flow investigate attempt. Along those lines, first rate considerations of scientist mainly had been made in this point. Payne and Pheysey (1971) in the mild of a captivating examination led on authoritative atmosphere arrived at resolution that activity fulfillment is a feature of wonderful Quality of Work Life. This become too characteristic characteristics of laborers work existence. Employment success is a feature of fantastic nature of running existence. Subsequently, whatever opinions will be superior on work success would determine courting of some issue as its big determinants. Taylor (1977) proposed comfort of occupation success gauges in surveying work attributes in enhancing Quality of Work Life is tricky. Incomprehensibly the high and solid stages of employment success Kumar and Bohra (1978), examined relationship of people paintings achievement with their discernment about current hierarchical ecosystem. Results exposed that apparent authoritative ecosystem influences people paintings achievement fundamentally. Laborers seeing authoritative surroundings as law based totally had increment in paintings achievement while contrasted with the individuals who saw hierarchical atmosphere as dictatorial or unsure. Balkrishnan (1976) inspected the social importance of physical, social, monetary, security, accomplishment, obligation, acknowledgment, and development variables of mechanical workers. Results confirmed that monetary and bodily variables were massive while contrasted with exceptional elements. Laborers were visible as above bodily http://www.iaeme.com/IJM/index.asp 265 editor@iaeme.com
  3. A Study on Fairness Perceptions of Work Life Balance Initiatives 2. SIGNIFICANCE OF THE STUDY 2.1. Adequate and Fair Compensation: The salary shape of personnel need to be just, fair and equitable. It need to ensure affordable wages to employees in order that they can preserve a desirable popular of life. Payment of Wages Act, 1936 and Minimum Wages Act 1948 shield the hobbies of the workers regarding charge of wages. It should be truly understood that for QWL, coins price is not the simplest answer. However, hefty salaries are being paid to the understanding employees so as the meet their primary and better level needs for enhancing their QWL. 2.2. Safe and Healthy Working Conditions: In India, Factories Act 1948 contains variety of provisions pertaining to protection and health of personnel. Employers are increasingly more looking to supply better working conditions to their people as compared to their competitors. Flexi-hours of labor, zero threat physical conditions of labor and safety con to noise, pollution, fume, gases etc. go an extended way in effecting the high-quality of labor life. 2.3. Opportunity to use and Develop Human Capacities: The QWL are going to be higher if the roles allow sufficient antonomy and control to its employees. The workers should receive a possibility to use their skills, abilities and initiative in planning and imposing the work. The senior humans can keep an eye fixed and a continuing manage and also offer immediate feedback to the workers. Corrective measures are often taken immediately within the sunshine of this comments. 2.4. Opportunity to Growth and Security: When employees are offered possibilities to develop in a company by presenting merchandising ladder, it allows in improving the QWL. There’s an indoor desire in every worker for profession progression. If the work is dead-end, it need to be made clean to the worker on the outset. 2.5. Social Integration within the Work Organization: A worker develops a way of belongingness to the enterprise during which he's employed. Discrimination among the personnel on the idea aged, gender, cast, creed, religion etc. Can act as a hindrance within the way of social intergation. Workers increase self-respect as a results of social integration and it improves the satisfactory of labor life. 3. OBJECTIVES OF THE STUDY 1. To recognize the connection between high-quality of labor lifestyles and employees satisfaction. 2. To apprehend the measures taken by means of the employer to beautify the standard of exertions lifetime of the workers in the business enterprise. 3. To beautify the excellent of living of the workers. 4. To make a nice attitude inside the minds of the workers. 5. To increase the effectiveness of the organizations http://www.iaeme.com/IJM/index.asp 266 editor@iaeme.com
  4. Magdalene Peter and Dr.S.Fabiyola Kavitha 4. RESEARCH DESIGN The research design refers back to the overall approach that you select to combine the different components of the look at in a coherent and logical way, thereby, ensuring you will correctly cope with the studies problem; it constitutes the blueprint for the collection, measurement, and analysis of data. DESCRIPTIVE DESIGN – It endeavors to depict and clarify states of the present by utilizing numerous subjects and survey to completely portray a marvel. 4.1. METHODS OF DATA COLLECTION DATA COLLECTION – The records was collected thru polls by means of assist of review. Kinds OF DATA 1. PRIMARY DATA - Primary facts is unique studies that is received through direct examination, whilst auxiliary data is appearance into this is broadly available and gotten from some other gathering. Essential statistics incorporates information gathered from interviews, tests, overviews, surveys, center gatherings and estimations. 2. SECONDARY DATA - Secondary information alludes to records that was amassed by way of somebody aside from the client. Normal wellsprings of auxiliary statistics for sociology include censuses, statistics accumulated with the aid of government offices, authoritative information and facts that was to start with amassed for other studies purposes. 4.2. LIMITATIONS  The personal pride includes a more tremendous territory. The present examination seems at it from prominent and selected measurements because it were. Anyway it's far manageable that there might be one-of-a-kind variables which probably won't have been canvassed right now.  Some respondent did not appropriately react to the survey; thus to take out this viewpoint the scientist has likewise led some near to home meetings.  The board authorized the analyst to acquire the facts from the restrained respondents as it were. TABLE – 1 OPINION ABOUT PERSONAL SATISFACTION OF THE WORKERS OPTIONS NO. OF RESPONDENT PERCENTAGE (%) POWERFULLY CONCUR 19 19 SEE EYE TO EYE 60 60 UNBIASED 9 9 OPPOSE 12 12 STRONGLY OPPOSE - - TOTAL 100 100 INFERENCE The above table shows that 60% of the workers concur that they have individual fulfillment in the organization and 9% representatives differ on this. http://www.iaeme.com/IJM/index.asp 267 editor@iaeme.com
  5. A Study on Fairness Perceptions of Work Life Balance Initiatives GRAPH – 1 TABLE- 2 OPINION ABOUT THREATEN AND HARASSMENT OF EMPLOYEES NO. OF PERCENTAGE OPTIONS RESPONDENT (%) STRONGLY HAVE THE 20 20 SAME OPINION HAVE THE SAME OPINION 2 62 UNBIASED 16 16 OPPOSE 62 2 STRONGLY OPPOSE - - TOTAL 100 100 INFERENCE: The above table shows that 62% of the representatives differ that they don't get compromise or bugged and 2% concur that they get undermine and hassled. GRAPH-2 http://www.iaeme.com/IJM/index.asp 268 editor@iaeme.com
  6. Magdalene Peter and Dr.S.Fabiyola Kavitha CHI – SQUARE METHOD 1) 26 46 72 18 10 28 44 56 100 (O-E)2 O G.T (O-E) (O-E)2 E 26 31.68 -5.68 5.68 0.17 46 40.32 5.68 5.68 0.14 18 12.32 5.68 5.68 0.46 10 15.68 -5.68 5.68 0.36 TOTAL 1.13 CV
  7. A Study on Fairness Perceptions of Work Life Balance Initiatives 6. SUGGESTIONS AND CONCLUSION From the examination unmistakably QUALITY OF WORK LIFE fills the holes in representative’s fulfillment towards the organization. The participative administration, vocation openings and workplace are the variables that decide nature of work life. REFERENCE [1] V Kandaswamy Sharma, Dr. Beulah Suresh and Dr. S Uma Mageswari, a Conceptual Analysis on Work Life Balance. Journal of Management, 5(4), 2018, pp. 97–100. [2] Dr. S. Jayaraman, Dr. J. Suhashini, U. Geetha and E. Manju, A Study on Impact Of Job Related Factors On work Life Balance Of Automobile Sector Workers in Dindigul District, International Journal of Mechanical Engineering and Technology, 9(11), 2018, pp. 1732– 1740. [3] Dr. Ajit Kumar Khare and Anupam Kapoor, A Study on Work Life Balance among Women Labor in Garment Units of NCR, India International Journal of Management, 10 (1), 2019, pp. 19-25. [4] Dr. A. Irin Sutha, A Study on Work Life Balance of Women Professors Working in Selected Colleges in Chennai City, International Journal of Management, 10 (4), 2019, pp. 159–167. [5] Vijay Kumar Gudep, An Empirical Study of The Relationships between The Flexible Work Systems (FWS), Organizational Commitment (OC), Work Life Balance (WLB) and Job Satisfaction (JS) For The Teaching Staff In The United Arab Emirates (UAE), International Journal of Management, 10 (5), 2019, pp. 11–27. [6] A. Rashida Banu and K. Duraipandian, Development of an Instrument to Measure Work Life Balance of it Professionals in Chennai, International Journal of Management (IJM), Volume 5, Issue 11, November (2014), pp. 21-33 [7] Raghavendra H K and Raghunandan M V, Women Engineers and Work Life Balance A case study of Women working in Manufacturing Industries in Mysuru City, International Journal of Mechanical Engineering and Technology 9(1), 2018. pp. 752–755. [8] N. Mohan, N. Prabha, P.Mohanraj, Dept. of MBA, VSB Engineering College, Karur, 2010. Work Life Balance Through Flexi Work Arrangements: Empirical Study on Bank Employees.International Journal of Management (IJM) - Scopus Indexed .Volume:1, Issue: 2, Pages: 53-61. [9] Dr. R. Rajkumar. Work Life Balance Training – Does It Works for It Employees. International Journal of Management, 7(2), 2016, pp. 572-577. http://www.iaeme.com/IJM/index.asp 270 editor@iaeme.com
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