Academicians and practitioners have rightly said that an integrated HRM policy has a significant impact on employee satisfaction. According to Herzberg1 (1959) Employees are motivated by two forces of need; higher level needs and lower level needs. Some employees want responsibilities, recognition, status, etc. and others want salary, promotion, incentives, working conditions, etc. People are becoming more and more aware of their work, they care about the products they produce, the quality of the work they perform, their The demands of personal and professional life and where they can survive or No. Quality of life at work focuses on the culture and climate of the organization. This is basically related to employee attitude and employee expectations from the organization. In this new millennium, we see immense challenges awaiting employers, employees and their families. Employees' perception towards their work is very important for their performance. Attempts to facilitate the idea that quality of work life can be improved by getting employees more involved in work where they can achieve more job satisfaction is the main focus today. Job satisfaction has a significant relationship with organizational outcomes. Herzberg (1959), in his theory of motivation, identified both motivators and hygiene factors that motivate an employee to become attached to the organization. More emphasis is placed on the motivation factor which is responsible for improving the quality of life at work. The concept will help employers reap benefits in the form of employee satisfaction and thus give employees a sense of belonging to the company, ultimately leading to employee satisfaction. Quality of work-l...... middle of paper ...... with a stimulating, exciting and challenging work environment.c. Possibility of development. Autonomous work groups are also called self-managed work teams, in which employees are led without a superior and each employee is free to make decisions regarding their work. e. Employee participation in management. Job security is what every employee expects from their organization. One thing common to all of these approaches is the direct participation of employees in decision-making, which leads to an increase in autonomy. It is not only the responsibility of the HR department to implement policies relating to Quality of Life at Work; Support from senior management appears to be a prerequisite for successful quality of work life programs. Beyond the tangible, Quality of Life at Work is a state of mind and the extent of the quality differs from one employee to another...