(a) Growth. An employee needs to feel he is working towards the highest level of responsibility.
(b) Achievement. Each employer needs to believe his job matters.
(c) Responsibility. An employee job must allow developing self-reliance, knowing that success or failure depends on him.
(d) Recognition. An employee needs verification from others what they recognize his achievements.
IMPROVING EMPLOYEE RELATIONS
Improving Standard of Living
The employee’s participation would improve when the company takes steps to maximize his joy of living at home and in the larger society. Following are the key areas where the supervisor has to concentrate to improve the quality of work life (Bhaia & Batra, 2005, p.62).
(a) Provision of housing facilities
(b) Provision of entertainment facilities
(c) Arranging family get-togethers
(d) Developing the talents
(e) Managerial involvement in family functions
(f) Medical facilities.
(g) Sports and games facilities
(h) Scholarship facilities to improve academic performance
(i) Counseling centers
(j) Company support in consumerism
(k) Post-retirement benefits.
(l) Associating families in company functions.
(m) Protecting the employees’ families during times of crisis.
(n) Educating the employees on family welfare, savings, civic sense, etc.
Generally, societal factors determine the attitudes, work patterns and the living ways of the employees. Improvement in work life therefore depends upon improvements in the social conditions. Infrastructure development provides a facelift to the society in which the employees still have their roots. Generally, the worm-like, besides fostering the growth of the company, ensures the progress of the society around. The social service areas have large scope for more dynamic HRD thrust on strengthening the bondage between the organization and the individual.
Educating the employees on the lines of decent living, alcoholism, indebtedness, family conflicts, etc. and provision of facilities to fulfill the religious/ social duties of the employees. All these emphasize the need for off the job improvements as a precondition to the improvement of work life (Bhaia & Batra, 2005, p.63).