Quality of Work Life is viewed as an alternative to the control approach of managing
people. The Quality of Work Life approach considers people as an ‘asset’ rather than
‘cost’ to organization and this change could be due to rising levels of education,
changing aspirations, shift in values, etc. It is a major contributing factor in achieving
greater job satisfaction, improving productivity, adoptability and overall effectiveness
of an organization. So the viability of any organization depends not only on the
context of economic benefits, but also the extent to which it bears responsibilities
towards human beings on a continuous basis. This approach motivates people by
satisfying not only the economic needs but also their social and psychological ones.
Thus, organizations are coming up with new and innovative ideas to improve the
quality of work and quality of work life of every individual in the organization. This
article focuses on various extrinsic and intrinsic job factors those make the job more
interesting, meaningful and challenging for the employees and lead towards
satisfaction with quality of work life.
 

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