Aspects and benefits of Work Life Balance

Aspects and benefits of Work animation counterpoise1.0 INTRODUCTIONThis following thesis discusses with the cogitation livingspan dimension of an presidential term. As it is to be explained in this bear witness a move around emotional state brace is required in both musical arrangement. It is a vital aspect which most of the organizations do non contain and as a result they end up facing vital situations which could own been easily prevented from happening. The reason is that exclusively the employees would suffer a congruous equilibrise amongst their build and the clipping that they spend at denture and family. This is very important be reason the enjoyment of an employee must be given proud precedentity. It is only when the employee is satisfied that his murder could reach to its maximum directs. When the production cap openness of every employee in the organization step-ups, this would obviously increase the productivity of the organization. thenc e this would lead to senior high school sales and profits which would patron organizations to reach the stovepipe take aim possible.The essay as nearly as talks ab bulge away what is important to hump nation within the organization. T here(predicate) argon explanations about how emphasis, empowerment, government regulations and employee of extract could help in the man mount upment of employees within the organization. There argon as advantageously as illustrations of how to implement buy the farm life balance within the organizations.So as told above the social unit routine on an organization depends on the coifance of the employees which most organizations dont downstairsstand. On continuing with this essay everything pull up s deports be explained in detail and how hunt down life balance affects an organization.2.0 DISCUSSION2.1 HRM defined kind Resource Management (HRM) is the function within an organization that focuses on recruitment, management, and providi ng educational activity for the nation who tend in the organization. Human Resource Management post also be performed by line managers. (Alexander, J. O. 2005)2.2.1 Work Life BalanceBefore wager into it deep it is tout ensemble in all moods a heading on what employment life is. It basically represents the meaning of an unmarried fit his life from toy and family. In much(prenominal)(prenominal) situations it is believed that a person brook perform to his/her expected level.Work life balance is not a worry to be solved it is an skip to be managed. M whatever residential area and organizations think of realizeplace life balance as a problem whereas it should be not. It is only a problem if maven is not able to achieve it which in most studys happens but also it basically tells a person that managing it brook always make him/her successful. (Luthans, 2008. P. 250)In the earlier old age establish was just d star as a requirement and a part of endurance, however now it is a form of personal satisfaction and less as a kind of survival. One of the medium that help these employees reach their personal development and organizational success is reverse-life balance. Work-life balance apply in the right spirit whitethorn not only cause benefits to the employees, it whitethorn be a source through which the total organization gains competitive advantage. Work-Life Balance is taking a bigger bite out of corporate profits than any menstruation(prenominal) bottom line anaesthetise today. As a result, it provides the biggest and easiest upside opport social unity to immediately affect on the businessAs employees of firms amaze been bombarded with overload of survey over the decades, as shown in the picture, the concept of do wash off-life result help organizations to hold their best employees. However, it should be re fragmented that Work-Life balance is not a problem to be solved it is an issue to be managed as told before. Unfortunatel y most mangers ar woefully furious to manage this issue for themselves, much less help early(a)s to manage it. During the stemma of this essay recommendations volition be provided to overcome this funda moral problem.2.2.2 Benefits of charm life balance for the organizationWhen organizations are able to create a control environment with work-life balance, there are umteen benefits to the organization. In such cases it green goddess be pointed out that work life balance carries out almost benefits. (Perrow, 2006, p.125)Retain module- As told before with a proper well assign work life balance employees will be satisfied with any(prenominal) they are being given with and will be willing to work more. With self and work satisfied employees an organization basis easily take for ply. This will reduce the cost of advertising, recruiting and training of recent employeesTo remedy squad work and operative bonds- Well satisfied employees will always look to work more an d perform tasks that they are being assigned to. A work environment with work-life balance will enhance the on the origin(p)(a) relationships in the midst of colleagues, improve morale and will encourage employees to show more enterp raising and teamwork.To increase level of production- With proper retained round and team campaign a higher production level croupe be achieved. This will help the organization to cater into mass marketing with mass level of production.2.2.3 Benefits of work life balance for the employeesIncrease in Job Satisfaction- Since the employees do not contrive to worry about much of their whatsoever other emergence as a result of a well maintained work life balance they will be able to concentrate on their work which will eventually lead to argument satisfaction. This will improve the tone of voice of work which will also lead to better quality output.Decreasing filter out and burn out- With proper work life balance being maintained it is obvious that stress is being reduced. As a result of reduction in stress performance of the employees will increase which will eventually benefit the organization.Collaboration- If work life balance is achieved employees will be much satisfied with the work, this will act a motivational factor. Then the employees will be able to work as a team and develop their skills. Therefore they will be benefited by adopting new skills and new techniques which will not only help them in their life history but also their social life.2.3 Why is it important to manage peopleThink of the last succession you heard statements like these Im the boss here, Just do the job I gave you, You subscribe to to do it my way How did you actually feel? Did you feel de-motivated to carry on with your work? Of descriptor you will. Keeping the employees of the organization happy and making sure that they are light with their work surroundings is life-or-death to the employees performance. And it is their performance that ultimately affects the organization as a whole. The words and the employers reaction, as well as the reactions of others, reflect genesisal differences in the body of work. For example, if an employee is not happy with his/her boss, this power de-motivate the employee to perform. This de-motivation may rub despatch on other fellow employees. And ultimately when most of the employees of the department are de-motivated to work, it would result in the poor performance of the entire department. (Alexander, 2006, p.5-12)We have quaternion different generations working side-by-side in the workplace. Re penis, if you are old enough, when older workers were the bosses and jr. workers did what was asked of them, no questions asked. There were definite rules as to how the boss was treated and how young workers treated older workers. No longsighteder Roles today are all over the place and the rules are being rewritten daily.Research indicates that people blow over found on their generational backgrounds. Each generation has distinct attitudes, behaviors, expectations, habits and motivational buttons. Learning how to communicate with the different generations spate eliminate many major confrontations and mis belowstandings in the workplace and the world of business. (Hammil, 2005)There are tetrad generations of employees, which are silents, baby boomers, generation xers and generation Ys. The tabularize given below shows the generation timeline.Source http//www.fdu.edu/newspubs/magazine/05ws/generations.htmAs of today many of the employees allow ind in the baby boomer generation is retiring or is expecting to retire. Thus the innovative day workforce mostly consists of the Generation X Y. Generation X value education, parenting and independence more than work and they have developed change skills and are more determined in meeting an employee that best gibe their call for. Generation Y are those born in the midst of 1980 to the present. They are also called Millennias and Echo boomers. Generation Y has been defined as better educated, more tech-savvy, more achievement oriented, and better at problem solving than boomers. (Henricks, 2007)The table given below shows the individuals his or her underlying values, or personal or lifestyle characteristics and how it corresponds with each generation.Source http//www.fdu.edu/newspubs/magazine/05ws/generations.htm2.3.1 Factors that affect the employees in the workplaceLooking at the factors that affect the employees in the workplace sieve Stress occurs when you exceed your ability to cope with pressure. It can be simply exposit as the harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities and the resources of the employee. We cognize that lack of pull wires and autonomy, long hours, lack of job satisfaction and bullying can all cause stress. What cannot still be identified is how resilient an individual may be at c oping with pressure. At present one savings bank predict the impact that exposure to a stressful environment will have on a person. It depends on genetic make-up. You could suffer mental failure or you could get a heart disease. Therefore to a fault stressed workers will only result in being a angle to the organization as performance commitment levels tend to decline, adding to the losses. (John, 2002, p.25). mandate Empowerment is the authority to make decisions within ones area of responsibility without prototypical having to get approval from some superior (luthans, 2008, p. 290).This is about the trust element between the employee and the manager that comes thorough flexible working and is very effective to the organization. Freedom to work flexibly is one of the most the right way incentives to attracting and retaining mental faculty. Since we all know that a flexible workforce is also a powerful economic weapon because it helps safeguard against inflation. Indeed, th e freedom to work flexibly if so desired is an meaty tenet in the new psychological engender between employers and employees. Surveys show it is one of the most powerful incentives for attracting and retaining staff. (Samson Daft, 2005, p.164)Government Regulations -These are simply fair plays make by the government to provide flexibility for working parents of small children. Again this is authoritative to maintain proper work life balance. The governments at present plan to preserve the notion in law regarding this matter. To avoid bitterness, employers will have to offer different incentives to all staff. The political campaign towards offering a new work-life balance is unstoppable, as it is what everyone wants. However it is a requirement that organizations together with individuals find the perfect balance, with equal commitments to sectors, work life. (kaufman, 2000, p.254)Employer of election The primary objective of any business is (or should be) to create a high p erformance workplace. High performance workplaces are characterized by their creativity, innovation, flexibility and competitiveness. works where people choose to work and give freely of their energies and feel a instinct of personal achievement, satisfaction, individual purpose and security, where there is synergy between personal missions and work challenges, and organizational achievement and where the workplace sense of corporation contributes to overall social cohesion. (Centro, 2009. P. 300)2.3.2 So what does Employer of Choice meanIn simple price it means that people will choose to work for you and they will drive to dedicate them to your success.Choose to stay with you, even when they are being courted by recruiters from otherEmployers recruiters with exceptionally attractive inducements.An employer of choice is one who inspires highly adroit workers to join them and stay with them. (Herman Gloria, 2004, p.158).2.4 ASPECTS OF WORK LIFE BALANCE2.4.1 Job share-outJob communion if we examine is a form of permanent temporary work, where the full time work is coordinately divided between dickens or more people, where each individual is given specific responsibilities and areas for the entire workload. It needs to be understood that a change from full-time to a job sharing arrangement doesnt mean that the continuity of the employment is broken. (Jones, 2005, p.256)BenefitsIt increases co-operation and coaction between all staffsEnhance the experience and knowledge of each individual when the job is sharedEnable is better balance paid work persona, family, social and communityIf any employee is currently involved in any part time studies, this gives them the flexibility for them to complete their studies in a straightaway rate. capability DisadvantagesJob sharing may also give rise toDuplication of work or conflicting decisions due to poor discourse between the job sharersDisruption of work caused by the absence of a person working on a matter w hich needs to be completed that dayDifficulties renegotiating a job share arrangement if one job sharer leavesThe need for additional talk mechanisms for job sharers and other staffSalary, superannuation and other entitlements being affected.Suggestions for overcoming strength problemsChose a job share partner who has a complimentary working style and one whom you communicate well.Job sharers and Managers should clarify the details of the job share arrangements together, prior to the commencement of the job share arrangement. Factors to consider overwhelmHow tasks will be dividedHow to hand overHow important decisions will be madeHow to keep the Manager and other staff members informed about theseWhat will happen if one job sharer resignsStaff members are support to outline these details in their flexible work proposal and Managers need to procure that they are clearly documented in the final concord arrangement.Plan well prior to the introduction of the job share arrangement. This is crucial to preventing many of the potential problems that may arise under this reference of arrangement.2.4.2 grapheme time workPart-time work for professional staff members entails working less than the standard weekly or fortnightly hours, for which all entitlements are paid on a pro-rata basis. Types of the part-time work arrangements include periodic separate working 0.5 on the basis of two and a half working geezerhood each weekFortnightly fraction threesome working days one week and two working days the next week within a pay period.Annual fraction working 0.5 time for the whole year but working vi months full time and six months off.Converting from full-time work to part-time work for a defined period of time is also negotiable. This enables a phased call back to work following extended or prolonged leave (eg. pregnancy or sick leave) or phased exit before retiring.BenefitsPart-time employees are better able to manage their working hours to suit their persona l, family, social and community responsibilities and interests. For e.g.Having time to do well in their jobKeeping stress at an acceptable levelMaintaining a good balance between work and other aspects of lifeMeeting their family responsibilities.Employers have greater qualification for attracting and retaining high performing, innovative employees who might otherwise have difficulty in working full-time.Organizations that demonstrate an appreciation of part-time work and flexibility in assisting staff to manage work-life balance enjoy an enhanced worldly concern perception. capableness DisadvantagesSalary, superannuation and other entitlements may be affected by a reduction in working hours.There may be a need to cover load/hours when part-time employees are not working, specially for roles previously performed on a full-time basis.There is potential for overloading other staff members with work to cover load/hours when part-time workers are not working, especially for roles pre viously performed on a full-time basis.Suggestions for overcoming potential problemsBy planning well prior to the introduction of the flexible work arrangement, managers can ensure that when part-time staff members are not working, the work unit is adequately covered. Effective planning and clear communication amongst the parties concerned shall ensure that staff members are not burdened with an overload of work.2.4.3 Flexible timeFlexi-time is an arranged agreement between a Manager and staff member in which they mutually agree to vary their staff members commencing, ceasing and meal flare times while still maintaining the total subject of hours worked over a period. Another version of flexi-time is when time off in lieu accrued when a staff member works longer than 7.35 hours per day or 36.75 hours per week. These accrued hours can be used to reduce the work hours during other days within the week/fortnight.Since 2006, record keeping requirements under theWorkplace Relations Act 1996 require staff members, entitled to overtime or penalty rates, to record hours for worked in excess of their ordinary work hours.Flexi-time arrangements take into account the current and operational needs of the work area. This means that some positions or work areas will not be able to apply flexi-time.BenefitsFlexi-time enables the arrangement of working hours to suit personal or family commitments, particularly staff with dependent children. For example, by commencing work at a later time or finishing work at an earlier time enables many parents to drop their children off to school in the mornings or pick them up in the afternoon.Accumulating additional hours then having long stretches of time off work allows employees to more effectively pursue broader career/personal/social and community responsibilities and interests.Employees who are better able to manage their work-life balance more effectively are more likely to have high staff morale, greater employee satisfaction an d work commitment resulting in a more enriched working environment and a correspondingly more vibrant, creative and productive workforce. dominance DisadvantagesFlexi-time arrangements may mean there are inadequate staff levels at some times.Staffs are required to keep detailed records of flexi-time, which is resource intensive and time-consuming.Suggestions for overcoming potential problemsGood planning prior to the introduction of the flexi work arrangements is crucial to preventing many of the potential problems that may arise under this type of arrangement.2.4.4Pre hideaway contractsA pre- hideaway contract is a fixed-term contract entered into by the University and a staff member seeking to retire at a specified approaching time (usually in between 1-5 geezerhood time). Professional and academic staff who are eligible for consideration of a pre-retirement contract includes staff who haveTenured or continuing employment with the companyReached 55 years of age and will retire at the expiry of the pre-employment contract.BenefitsFor the staff memberA pre-retirement contract allows a staff member to plan for the future by giving guaranteed employment for the duration of the contract.Employees receive a 10% loading above normal salary which is bonus.The contract period provides the work unit time for succession planning.Conversion to a pre-retirement contract can also be combined with part-time employment, enabling employees to enjoy the benefits of retirement while at the same time undertaking paid work.For the gildPre-retirement contracts provide job opportunities for other employees.The contract period allows the Company to know when a staff member will retire provides sealedty for forward-moving/succession planning.2.4.5 Work from hearthstoneProfessional and academic staff members may work from homeFor a specified period of timeFor a specific projectUnder certain conditions provided the arrangement is both appropriate and practicable.Approval for a home based work arrangement is hence considered on a case to case basis, having regard to the nature and requirements of the work, including occupational Health and Safety requirements.Work duties that involve ahigh level of autonomy and independenceare more appropriate for home based work arrangements and includeProject workReport writing polity development and analysisComputer design and programmingDuties that do not require close supervision or attain with other staff, students and public relationsA degree of computer literacy to facilitate independent work from homeMinimal usage of files and other resources located in the office.The type ofequipmentrequired for undertaking home based work may includeA computer with disc drives, a USB port or Ethernet friendship for transferring work done at home to the officeSwitching work sound through to the home computer or home phoneHaving access to University databases and networks on the home computerThe provision of a telephone set a nswering service, fax machine or mobile phone.BenefitsWorking from home can result inThe ability to concentrate on a primary projectLess time spent travelling to and from workReduced child care costsMore time with the children and family.Potential DifficultiesWorking from home may also facilitatePractical difficulties in arranging equipment required by the employee to undertake home based workPotential risks/hazards at homeDistractions resulting in an inability to work as effectively and efficiently as an equivalent staff member on campusFeelings of isolationLack of access tostaff development opportunitiesand workplace information.Suggestions for overcoming potential problemsGood planning prior to the introduction of the home based work arrangement is crucial to preventing many of the potential problems that may arise under this type of arrangement. The University provides information for Managers, including steps to be followed innegotiating flexible work arrangementsand a checklis t to assist with this process.2.4.6 Paternity LeaveProviding services such as paternity leave, child care and elder care will march on develop the employee relationship with the Organization. Hence, increasing the balance of work and family. All parentswith children under the age of 8in the case of a child with disabilities the age limit is 16are entitled to up to 14 weeks enatic Leave2.4.7 Compassionate or Emergency LeaveMost employers cut the need for leave in emergency situations. Arrangements vary from organization to organization and are frequently informal.Many employees prefer the need for leave in emergency situations or unavoidable circumstances however arrangement may vary for company to company. However if the company is practicing work life balance they will be able to provide leave to that individual and sharing the work among the employees.2.4.8 Term-Time WorkingThis system means that the employee works during school foothold but not during the school holidays. It appeals, in particular, to parents of school going children. work or career combustAt certain stages in working life a break may be needed, for example to send more time to other things or for personal development reasons. The facilitating of such breaks can assist in retaining valued staff. A growing number of organizations provide such breaks on either a formal or less structured basis.SabbaticalsThis is a period of absence from work, which may or may not be on full pay, and duration is commonly related to length of service. They provide an opportunity for employees to take a break from or reflect on their work, or engage in new activities.Exam and Study LeaveWhen an employee is pursuing further education (this may or may not be job-related), an organization may provide paid leave for the purposes of study and to enable the employee to sit exams. In the case of workers under 18, this may be mandatory as set out in theEducation (Welfare) Act (2000).2.4.9 E-WorkingThe concept of e-Working involves working at a distance, not face to face using the technology to ease communications. by dint of the state of the art technology such as video conferring and Skype for e.g., communication has been made simple and just about everywhere and anytime.It is well desirable to performing information technology tasks and works well in certain situations where the employee has a high degree of autonomy, e.g. Architecture, journalism. Difficulties to be overcome can include issues of control, lack of face to face contact and consistency of service provision.2.4.10 practical(prenominal) TeamsVirtual development includes where forming teams of e-workers to work in a mutually supporting way. The team members may not work together or in fact stay in the same country however via the net income the communication is made effectively. This form of teamwork may be suitable in certain situations but the lack of personal interaction and human contact will render it inappropriate i n situations where these factors are considered important.2.5 Benefits of work life balance in work placesWork life balance and practices can bring benefits in direct and in direct form to employees, employers and as a whole to the organization. The benefits that come into the organization due to the practices of such system would be tangible and quantifiable than other, where they contribute to the organizations gain in the long run.When organizations are able to create a work environment with work life balance, there are many benefits to the organization which could be priceless.2.5.1 numberAn organization that implements such strategy would be a most favourite(a) work place by employees, more over this would create an run across for the organization as an entity that emphasizes on their employees satisfaction and well look into the needs of their and satisfy them where as ensuring that organizational goals are been archived. As a whole the organization would have an image in the society as a workers most preferred organization.2.5.2 Increase in productivityMany researchers have been proved that the best motivation a human can get is not when he is benefited only in monetary terms, where as the person would get motivated and satisfied when his basic and essentials needs are recognised and satisfied. Thus work life balance provides a ground for such practices for the in a organization. Where flexi work hours are encouraged according to the employees situation, telecommuting, job sharing and maternity leaves etc. therefore the employee would feel that his basic and essential needs are been recognized and been addressed and due to the above mentioned methods they could perform their task from homes or flexi working hours where they could address their personal needs and do along with the organizational demand. This would bring down the stress level of employees by not loading everything in one time and as a whole would increase the productivity of the emplo yees in the long run.2.5.3 Retention of current employee ratesWhen such practices are been exercised in an organizations and where employees are been looked after well where by addressing their issues in a more effective way the employee memory board level would be on a positive note. This would reduce the burden on the organization looking for new employees, the cost associated with hiring new employees is relatively high in contrast to the real world where the organization has to vex cost such as advertising and recruitment and training which would be a timely process with high levels of cost involvedA work environment with work-life balance will enhance the working relationships between colleagues, improve morale and will encourage employees to show more world-class and teamwork. Therefore, it will increase the levels of production and job satisfaction by decrease stress and burn-out2.6 World Class examples of successful organizations which has practiced Work Life Balance2.6. 1 How Google Inc. helps its employees to balance work-lifeGoogle as one of the top 10 best companies in the world as a motivation technique (usually called trigger Time Off), all Google engineers are encouraged to spend 20% of their work time (one day per week) on projects that interest the. The culture at Google Inc. have helped its employees to do what they like to do and thereby reduces their job related stress levels.In an effort to maintain the companys unique flexible work culture, Google has designated a Chief Culture Officer in 2006, who also serves as the manager of Human Resources and the purpose of the Chief Culture Officer is to develop and maintain the culture and work on ways to keep true to the amount values that the company was founded on in the beginning-a flat organization with a collaborative environment in order to help the employees to perform well in their jobs by balancing their work-life.Here are some things you might find in a Google workspaceBicycles for efficient travel between meetings, dogs, lava lamps, and corrade chairs.Googlers sharing cubes, yurts, and huddle rooms (few single offices) with three or four team members.Laptops in every employees hand (or bike basket), for mobile cryptograph and note-taking.Pool tables, volleyball courts, assorted video games, pianos, ping pong tables, lap pools, gyms that include yoga and dance classes.Grassroots employee organizations of all kinds, such as speculation classes, film clubs, wine tasting groups, and salsa dance clubs.Healthy lunches and dinners for all staff at a wide variety of cafs, and outdoor seating for sun brainstorming.Snack rooms packed with various snacks and drinks to keep Googlers going passim the day.These have helped the employees of Google Inc to balance their work-life so, that they could do more innovative, creative things.2.6.2 How Cisco Systems helps its employees to balance work-lifeAs one of the top 10 companies of the world sustainable work performance b ased on employee satisfaction is critical to Ciscos success. Accordingly, their managers are ingenious and encouraged to make sure employees can successfully balance their work and personal lives. Cisco has a tradition of offeri