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Nigade (2014) concluded that providing quality of work life to the working women is not enough, they should also be given some quality of life as it could be the encouragement for the women.

Jerome (2013) quality of work life deals with various aspects of work environment, which facilitates the human resource development efficiently. Thus, qwl helps in the development of human resource. Infact, QWL includes and motivate the employees to born further for present for future and present roles.QWL as process by which an organization responds to employee needs for developing mechanisms to allow them to share fully in making the decisions that design their lives at work.

Kamalraj(2012) found that the major factors that influence and decide the quality of work life are attitude, environment, opportunities, nature of job, people ,stress level, career prospectus , challenges, growth and development and risk involved in the work and reward.

Price (2007) states that empowering front line employees and emphasis on team work helps to harness intelligence and energies of employee are thus creating potential for success and quality results. This is achieved through giving knowledge and competencies to handle high performance work through team work, team briefings, interpersonal skills, appraisal and information sharing reward and compensation systems must be aligned to satisfy, motivate, and retain employees. Several reward criteria proposed include rewards based on performance, effort, skill, seniority, job difficulty and discretion time

Najafi (2006) conclude that there is a positive and significant correlation between QWL and managers profiting. This means that as the Quality of work life increases, the profit of the organization will also improve.

Dana and Griffin(1999) argues that quality of work life is a wider concept that incorporates not only work based factors as pay and relations at work but also reflects on life satisfaction and general feeling of well being. Job...