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Introduction
Introduction
Introduction
INTRODUCTION
CHAPTER-I
INTRODUCTION
AN OVERVIEW:
The term QWL gained importance in the late 1960s as a way of concerns about
effects of job/work on health and general well-being and ways to positively influence
the quality of a person’s work experience. Up until the mid 1970s, employer’s concern
was on work design and working conditions improvement. However, in the next
decade of 1980s, the concept of QWL included other aspects that affect employees’
job satisfaction and productivity and these aspects are, reward systems, physical work
environment, employee involvement, rights and esteem nee (Cummings and Worley,
2005).
However the radical changes in the world of business, like factors such as
globalization, information technology, world business competitiveness, and scarcity of
natural resources have changed employee’s outlook of how a good company is
defined. The trend in past was to include, financial figures in defining “a good
company”. Latest trends like, ethics, quality of work life (QWL) and job satisfaction
are now considered important predictors of sustainability and viability of business
organizations. Quality of work life is a very broad concept with many different
perceptions about it and, therefore, difficult to define. There are authors who are of the
opinion that it is something that is defined by the people of the organization. Many
authors, psychologists and management consultants agree that it is difficult to give a
clear definition of the term quality of work life, other than that it has to do with the
well-being of employees (Lawler, 1975; Davis and Cherns, 1975; Sirgy, Efraty, Siegel
and Lee, 2001). In Davis and Cherns (eds.) (1975) all the authors agree that quality of
work life is not just job satisfaction, which is only one among its many aspects. All
accept that different people will have different perspectives on what makes for high
quality of work life. The impact of work life on the individual is the outcome of many
interacting factors, of which the importance of each can differ from group to group
and from time to time. However from the literature we can summarize that QWL may
be viewed as a wide ranging concept, Table,1 lists some of the components of QWL
as viewed by the scholars in various type of organization.
MEANING:
Quality of work life (QWL) the refers to the favorableness or unfavorablenes of
a job environment for people working in an organization. The period of scientific
management which focused solely on specialization and efficiency, has undergone a
revolutionary change. The traditional management (like scientific management) gave
inadequate attention to human values. In the present scenario, needs and aspirations of
the employees are changing. Employers are now redesigning jobs for better QWL.
NEED AND IMPROTANCEE OF THE STUDY
Quality work life includes the following features:
Voluntary involvement on the part of employees.
Assurance of no loss of job as a result of the programs
Training of employees in team problem solving.
The use of quality circles where employees discuss problems affecting the
performance of the work and job environment.
Encouragement of skill development.
Skill training
Responsiveness to employee concerns.
APPROACH TO QUALITY WORK LIFE
The Quality of work life involvement traditionally has been closely Identified
with the job redesign efforts based socio-technical systems approach. However during
the 1980’s the concept of Quality of work life has been broadened to include a number
of approaches aimed at join decision making. Collaboration and mutual respect
between management and employees, it autonomy at work place, and self
management. Thus the Quality Circles adopted by Japanese and indian industries as
well as democratization of work process through self-regulating autonomous group in
the Scandinavian and USA are all considered part of this movement.
OBJECTIVES OF THE STUDY
To evaluate and analyze Quality work life in FEMINA HOTEL
To study the factors/determinants of Quality work life.
To examine the impact of welfare measure on Quality work life
To evaluate the aspects of Quality work life and suggest measure in
Improving Quality work life
The aim and objective of the study is identify Quality work life and their
effectiveness on workers/ staff in manufacturing sector.
To know whether Quality work life to an employee is of necessity in order
to achieve maximum productivity in manufacturing sector.
SCOPE OF THE STUDY
The term Quality work life in its broader sense covers various aspects of
employment and non-employment condition of work. The present study will aim
at studying various factors which influence Quality work life in FEMINA HOTEL
the study is dependent on the opinion expressed by the manager and staff of all the
departments of the components division that are working at Femina Hotel (FSM).
DEFINITION:
The QWL as strategy of Human Resource Management has assumed
increasing interest and importance. Many other terms have come to be used inter
changeably with QWL such as ‘humanisations of work’ ‘quality of working life,
‘industrial democracy’ and ‘participative work’.
There are divergent views as to the exact meaning of QWL.
The QWL as strategy of Human Resource Management has assumed increasing
interest and importance. Many other terms have come to be used interchangeably with
QWL such as ‘humanisations of work’ ‘quality of working life, ‘industrial
democracy’ and ‘participative work’.
ACCOMMODATION
Femina Hotel in Trichy has beautifully decorated rooms which are furnished with
modern amenities to meet the need of the guests staying at the hotel. The rooms are
clean, well maintained, well lit and have soothing décor which makes the guests feel
comfortable and make their stay pleasurable. The rooms are fitted with amenities like,
The in-house restaurant of the Femina Hotel in Trichy in Tamil Nadu in India
serves lip smacking multi-cuisine delicacies. The restaurant is known for providing
good quality and tasty foods at an affordable price.
The Femina Hotel in Trichy in Tamil Nadu offers business facilities to the
people visiting the city for some business purpose. The conference hall of the hotel is
equipped with modern audio visual equipments that are required to host business
meetings.
RECREATION FACILITY IN FEMINA HOTEL TRICHY
Recreational facilities offered at the Femina Hotel in Trichy include the travel
desk that helps the guests to move around in the city with ease and comfort.
The Femina Hotel, Trichy offers additional amenities and services. The other
facilities and services that are provided at Femina Hotel in Trichy include:
Medical Assistance
Travel desk service
Car Parking
24 Hrs Reception
Safe Deposit
CITY INFO
Trichy is also called Tiruchirapalli and is situated in Tamil Nadu. Trichy is the
fourth largest city of the state. There are many old churches and missions of the 18th
century here in the city. These buildings lend an old world charm to the city.
STRUCTURE OF THE ORGANIZATION:
Managing Director
MANAGER
(Human Resource)
Assistant (HR)
Executive (HR)
MANAGEMENT INFORMATION SYSTEM
In Femina Hotel, all the incident happenings in the work place were
spontaneously coming to the ears of the higher officials and they solve the problem
(or) quickly as possible. There is specially appointed mediators .since the femina hotel
management is the earliest approached management, there is no hebetation among the
staff and the Laborers to approach the management.There is a secrete bondage
between employee and employer. So I have not found not much incidents that the
manager is angry with his subordinates.In my point of view there is no enmity among
the employees. So the management information system is very effective in Femina
hotel. The accommodation and hospitality industry is one of the oldest in the world,
dating back thousands of years, as travelers have always needed accommodation. The
modern accommodation industry encompasses a range of facilities from luxury hotels,
offering the ultimate in comfort standards and facilities, to relatively humble bed and
breakfast establishments.
Nowadays, hotels face fierce competition and can generally only increase their
market share at the expense of their competitors. Twenty-first century travelers have
high expectations and premium hotels compete aggressively for these customers,
offering loyalty programs in the hope of retaining customers.
Hotels need to be able to recognize their ‘high-value’ customers, who are not
necessarily the ones that subscribe to loyalty programs. The most profitable customers
book accommodation in the more expensive rooms at premium locations, patronize
the hotel bar and restaurant and use room service.
To identify their most profitable customers, hotels have to both collect and
manage immense amounts of data in order to understand more about their customers’
behavior and target their marketing strategies accordingly. Customer Feedback and
Data Management (CFDM) must be customizable for each establishment. The table
below, for example, shows just some of the ways in which in site’s customer feedback
solutions can benefit the hospitality industry in terms of identifying the most
profitable customers, reinforcing brand loyalty and managing communications while
also measuring performance.
Customer Satisfaction
Understand and measure customer satisfaction for products and services, and
identify ways to improve customer-directed programs.
CLASSIFICATION OF WORKER
1. Trainees
50 workers there workers are given a chance to work for three month and their
skill are tested. Trainees in Femina hotel, it is three month.
2. Temporary
100 workers are temporary, after finishing training period Worker has been
appointed on permanent. Some of the workers not been changed regarding their
skills, attitutudes.
3. Permanent
100 workers are permanent (50 workers are work in above 25 years)
One of the primary responsibilities of Hospitality HRO is to help manage these issues
for clients by providing Human Resources Services on an outsourced basis.
Staff Development
Skills Training
Performance Appraisal System Assistance/Training
Supervisor Human Resource Training
Supervisor Interviewing Training
Team Building Workshops
Goal Setting Strategies
Employee Attitude Surveys