Decent work and work life quality in Nepal: an observation

Abstract

PurposeThis paper aims to review the situation of decent work (DW) and quality of work life (QWL) in the context of Nepal.Design/methodology/approachThe paper is based on a literature survey. Institutional arrangements for DW and QWL are studied in connection with current labor legislations, national policy documents, and company policies and initiatives. The status of DW and QWL is described, examining national policy documents published by the Government of Nepal, National Planning Commission, labor legislations, International Labor Organization (ILO) and other relevant literature.FindingsAt present, although the country has been successful in reducing the number of people under the poverty line, there are challenges in meeting the DW goals. In the case of QWL, since there is rising dissatisfaction among employers and employees in the present economic and political circumstances, they are interested in short‐term benefits.Research limitations/implicationsThere are a number of factors affecting DW and QWL. In this paper only national economic and social conditions, poverty level, employment situation and income generation are considered for analysis. The analysis of the QWL situation is done only on the basis of published information rather than using primary sources of information.Practical implicationsThe findings of this study will have a number of implications in understanding and improving the level of current institutional arrangements in order to ensure DW and QWL. The observations made in this paper can add some value in the process of formulation of national policy for, and regulation of DW. The issues discussed will have substantial implication for the development and framing of new labor laws and policies.Originality/valueThe paper focuses on DW and QWL for the first time in the Nepalese context. This is an original contribution by the authors to familiarize readers with the situation of DW and QWL in Nepalese organizations.

Quality of work life (QWL) situation in the Nepalese corporate sector

“…has stated that employee engagement and working conditions is the most affecting factors in quality of work life and the quality of work life is better and less stressful in non-financial sector than financial sectors. Likewise, Adhikari, Hirasawa, Takakubo and Pandey (2011) has identified that there is no equal employment opportunity for men and women, lack of governance, wage discrimination between male and female, low capacity utilization of organization and increased dissatisfaction among employees at work, poor labor policy. So, these finding shows that in the context of Nepal the quality of work life in corporate sector has not satisfied because of the poor implementation of corporate governance in an organization which creates the problem of inequality, stressed and unsatisfied.…”

Implementation of Decent Work and Perception of Quality of Work-Life for Workers in PT AG

“…The concept was driven by the gap between the real conditions faced by workers and the conditions expected to occur in the workplace, as an improvement of the quality of life (ILO, 2001). At first, the concept of decent work was regarded as an opportunity for women and men to get decent and productive work in an environment that upholds freedom, equality, security, and human dignity (Adhikari et al, 2011). Decent work is then interpreted as work that provide adequate opportunities and remuneration for work, social security, incorporates fundamental rights of workers relate to freedom of association, non-discrimination in work, and the absence of forced labour and child labour in abusive conditions (ILO, 2002).…”

“…However, the concept of decent work addresses broader issues compared to the quality of work-life. The definition of decent work covers both formal and informal sectors, while the quality of work-life focuses on the quality of service in the internal sector (Adhikari et al, 2011).…”

“…In the era of scientific management, the term of quality of work-life is based on extrinsic traits of job, such as salaries, safety and hygiene, and other tangible benefits of the workplace (Adhikari et al, 2011). The term then experienced an expansion in scope.…”

“…The quality of work-life is one of the issues raised in the concept of decent work. With a smaller scope, the quality of worklife is talking about the internal scope of the organization: Related to job satisfaction, work improvement, work involvement and job autonomy, while the concept of decent work addresses both micro and macro scopes, such as unemployment, poverty, and related to the economic and social context in a region (Adhikari, Hirasawa, Takakubo, & Lal Pandey, 2011).…”