Quality of Working Life

Carlos Mora Vanegas

Overview

Many companies are not fully identified with what is to guarantee a good quality of working life, especially in an environment such as Venezuela, where there is much uncertainty, risk, fear in the business sector.

You need to give way within companies, especially SMEs, our interest of study, as discussed management considers that the quality of working life of an organization is the environment, the environment, the air is breathe in an organization. Some companies have a "good atmosphere" and others that are "bad." Unfortunately too many employees and human resource professionals who make a business environment with the same passivity and resignation to accept it rain or be cold in elinvierno. Actually there are many measures that can be taken to improve working life.

Hence, it appears, that efforts to improve the quality of working life are systematic work carried out by organizations in order to provide employees an opportunity to improve their positions and their contributions to the company in a better environment trust and respect. Too often a company's leaders are determined to get repetitive passive collaboration of several people but little worry about getting the ideas that these people can contribute.

Ronald Hall, tells us about it, more and more organizations are implementing programs to improve working life as a way to raise productivity through higher levels of motivation and employee satisfaction, less stress and less resistant to change. A program to improve the quality of the work environment can also produce many benefits associated with the development of the organization

Basic Considerations

Hall reminds us, is likely to function more delicate and more importantly the personnel department in the field of creation and development of a suitable working environment, is to obtain the support of key managers. The support of managers, especially those that form the dome-control is a prerequisite practically essential for programs that aim to improve the working environment. Many managers may tend to consider that "too busy" or that the development of a suitable climate in the organization in a task somewhat unimportant. The reality is very different, in an organization where there is a clear commitment, an air of loyalty and a sense of coherence, the results of all cases much higher than those obtained in a divided organization or with minimal sense of identification with the organization.

Management should ensure all its human resources work environment ideal half, allowing efficient operation, an adequate productivity, where they are protect the health, harmony, quality of working life and waiting staff are entitled to. Hence, the point that when there is full support in the management levels and especially those in senior management, personnel departments are looking for ways active orientation demonstrate the success of improvement programs surroundings partial labor . When possible check that earned both a higher level of staff satisfaction as certain financial achievements personnel department has at its disposal powerful effectiveness arguments to convince managers that still have doubts.

The way in which staff judges its own activity in the organization determines the quality of working environment. Although humans seek alternatives when deciding goals provide services to an organization, research on the subject made during the past two decades reveal two important aspects. First, to achieve long-term improve productivity is essential to improve the quality of working environment. The second conclusion reached by recent research is that most people consider that enjoys a high standard working environment when it contributes to the success of the company in any significant way. The mere fact of doing their jobs is often inadequate, if the work carried out by the person is not allowed to influence decisions that affect them.

Recommendations

Management must be vigilant in how it manifests in organizational behavior from the company, the work environment that is generating the product of the work environment not only accompanied by an ergonomics that is favorable, but the work environment well-defined product of functions, awards , performance, motivation, leadership, communication, among others.

Hall reminds us that one of the most common methods used to create a better working environment is the participation of employees. This can be achieved through the use of a number of systematic methods that allow employees to play an active role in decisions that affect them and their relationship with the organization. Using these methods, employees gain a sense of responsibility, of "belonging", even on decisions involving. To succeed, however, isolated opportunities to participate in some decisions are not enough, it is necessary for participatory practice to become an integral part of the philosophy of the company.

The challenge now facing senior leaders of all types of organizations is creating a corporate culture that effectively confer authority and responsibility to the people who work in the company. This trend toward more equitable distribution of the authority of a general trend in the modern world. In Europe, where there are strong incentives to set up systems to share the effective authority within the organization, this philosophy is called the stage of industrial democracy.

In the case of Venezuela we are concerned, we note that unfortunately many companies that democracy does not occur for many reasons that organizations have flawed, especially in the recruitment of staff, where favoritism, friendship undermine political commitment what could be a good working environment.

It's very valid to manifest what is known as the Pygmalion phenomenon ". The term derives from a play by a famous playwright of early twentieth century and means that (as distinguished professor who is the hero of the piece) persons tend to correspond to the expectations that his superiors have of them. The expectation of poor performance and bad behavior corresponds, in general, poor performance and dismal outcome. By contrast, a high quality human expectation correspond in most cases an optimal effort to achieve the highest standards of excellence that are deposited in a person or a particular group. was concluded and the foremen, the "captains of industry" and charismatic leaders and incapable of error, in the century witnessed the advent of what may very properly be called the stage of industrial democracy.

Conclusions

It is valid when it is said that improving the work environment has a close relationship with the encouragement of employee participation. Such participation can focus on the active solution of everyday problems or in making decisions about the content of the position held, and gives staff the certainty that their opinions matter and have value. The human being likes and is necessary to know that it is identified and is being taken into account.

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