Academics and practitioners have rightly argued that integrated human resource management policies have 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 responsibility, recognition, status, etc., while others want pay, promotion, incentives, working conditions, etc. People are becoming more and more aware of their work, they are concerned about the products they produce, about the quality of the work they do, about their work. Demands of personal and professional life and where they may or may not survive. Quality of work life focuses on the culture and climate of the organization. It is basically related to employee attitude and employee expectations towards the organization. In the new millennium we see that there are immense challenges for employers, employees and their families. Employees' perception of their work is extremely important to their performance. Attempts to facilitate a vision of how to improve the quality of work life by engaging employees more in work where they are able to gain greater job satisfaction have been 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 be attached to the organization. The focus is more on the motivator factor that is responsible for improving the quality of working life. The concept will help employers reap benefits in the form of employee satisfaction and thus make employees feel a sense of belonging to the company, ultimately leading to employee satisfaction. Quality of work-l...... middle of paper...... with a stimulating, exciting and inspiring work environment.c. Development opportunities. Autonomous workgroups are also called self-managed workgroups, where employees are not led by any superior and each employee is free to make decisions related to his or her work. And. Employee participation in managementf. Job security is what every employee wants from their organization. One thing common to all these approaches is the direct participation of employees in the decision-making process which leads to an increase in autonomy. It is not only the responsibility of the Human Resources department to implement policies related to quality of work life; Top management support appears to be a prerequisite for the success of quality of work life programs. In addition to the tangible aspect, the quality of working life is a state of mind and the degree of quality varies from employee to employee.