Aspects and benefits of Work Life Balance

Aspects and benefits of Work Life Balance1.0 INTRODUCTIONThis following thesis discusses with the puddle going smell relaxation of an organization. As it is to be explained in this analyze a acidify life balance is required in any organization. It is a vital panorama which some of the organizations do non consider and as a result they end up facing critical situations which could begin been easily prevented from happening. The reason is that whole the employees would get a proper balance in the midst of their persist and the prison term that they spend at home and family. This is very important because the satisfaction of an employee must be given high foregoingity. It is only when the employee is satisfied that his performance could reach to its maximum levels. When the production capacity of any employee in the organization increases, this would obviously increase the productiveness of the organization. Therefore this would lead to high sales and profits which would foster organizations to reach the optimum level possible.The essay in like manner talks close what is important to everywheresee people within the organization. There are explanations about how stress, empowerment, g both overnment regulations and employee of choice could help in the management of employees within the organization. There are also illustrations of how to devour oeuvre life balance within the organizations.So as told in a higher place the whole routine on an organization depends on the performance of the employees which most organizations dont belowstand. On continuing with this essay everything forget be explained in detail and how formulate life balance affects an organization.2.0 DISCUSSION2.1 HRM definedHuman Re root Management (HRM) is the pass within an organization that focuses on recruitment, management, and providing direction for the people who body of choke in the organization. Human Resource Management can also be performed by rail carria ge line managers. (Alexander, J. O. 2005)2.2.1 Work Life BalanceBefore look into it deep it is solely ways a question on what ply life is. It basically represents the gist of an individual balancing his life from work and family. In such situations it is believed that a somebody can perform to his/her expected level.Work life balance is not a difficulty to be solved it is an be intimate to be managed. Many people and organizations think of work life balance as a problem whereas it should be not. It is only a problem if one is not able to achieve it which in most cases happens simply also it basically tells a person that managing it depart always make him/her successful. (Luthans, 2008. P. 250)In the earlier mean solar days work was just done as a requirement and a part of endurance, so far now it is a form of plaque-to-face satisfaction and less as a kind of survival. One of the medium that help these employees reach their personal outgrowth and organizational success i s work-life balance. Work-life balance used in the right spirit whitethorn not only cause benefits to the employees, it may be a source through which the entire organization gains competitive advantage. Work-Life Balance is taking a bigger bite out of corporate profits than any new(prenominal) nookie line issue today. As a result, it provides the biggest and easiest upside opportunity to immediately affect on the businessAs employees of firms curb been bombarded with overload of work over the decades, as basen in the picture, the concept of work-life go out help organizations to hold their best employees. However, it should be remembered that Work-Life balance is not a problem to be solved it is an issue to be managed as told onward. Unfortunately most mangers are woefully unskilful to manage this issue for themselves, much less help others to manage it. During the course of this essay recommendations leave be provided to subjugate this fundamental problem.2.2.2 Benefits of work life balance for the organizationWhen organizations are able to create a work environment with work-life balance, there are umteen benefits to the organization. In such cases it can be pointed out that work life balance carries out some benefits. (Perrow, 2006, p.125)Retain lag- As told before with a proper strong giveed work life balance employees will be satisfied with whatever they are existence given with and will be willing to work more(prenominal). With self and work satisfied employees an organization can easily retain staff. This will reduce the cost of advertising, recruiting and training of unseasoned employeesTo improve team work and working bonds- Well satisfied employees will always look to work more and perform tasks that they are being delegate to. A work environment with work-life balance will enhance the working relationships surrounded by colleagues, improve morale and will encourage employees to show more go-ahead and teamwork.To increase level of production- With proper retained staff and team effort a higher production level can 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 give up to worry about much of their other matter as a result of a well maintained work life balance they will be able to concentrate on their work which will eventually lead to job satisfaction. This will improve the quality of work which will also lead to better quality output.Decreasing stress 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 addresser but also their social life.2.3 Why is it important to manage peopleThink of the last time you heard statements like these Im the boss here, Just do the job I gave you, You need to do it my way How did you actually feel? Did you feel de-motivated to carry on with your work? Of course you will. Keeping the employees of the organization sharp and making sure that they are comfortable with their work surroundings is authoritative 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 coevalsal differences in the work. For example, if an employee is not happy with his/her boss, this might de-motivate the employee to perform. This de-motivation may rub off 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 four different propagations working side-by-side in the workplace. Remember, if you are old enough, when cured workers were the bosses and younger workers did what was asked of them, no questions asked. There were definite rules as to how the boss was treated and how younger workers treated older workers. No considerableer Roles today are all over the place and the rules are being rewritten daily.Research indicates that people communicate based on their generational backgrounds. Each generation has distinct attitudes, behaviors, expectations, habits and motivational buttons. larn how to communicate with the different generations can eliminate many major confrontations and misunderstandings in the workplace and the world of business. (Hammil, 2005)There are four generations of employees, which are silents, baby boomers, generation xers and generation Ys. The table given below shows the generation timeline.Source http//www.fdu.edu/newspubs/magazine/05ws/generations.htmAs of today many of the employees included in the baby boomer generation is retiring or is expecting to retire. Thus the modern day workforce mostly consists of the Generation X Y. Generation X value education, parenting and independence more than work and they have developed varying skills and are more determined in meeting an employee that best suit their needs. Generation Y are those born between 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 figure out 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/newspub s/magazine/05ws/generations.htm2.3.1 Factors that affect the employees in the workplaceLooking at the factors that affect the employees in the workplaceStress Stress occurs when you exceed your ability to cope with pressure. It can be simply described 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 know that wishing of control 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 manage with pressure. At present one cant 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 overly stressed workers will only result in being a burden to the organization as performance commitment levels tend to decline, adding to the losses. (John , 2002, p.25).Empowerment Empowerment is the authority to make decisions within ones area of province without first 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 good to the organization. Freedom to work flexibly is one of the most powerful incentives to attracting and retaining staff. Since we all know that a flexible workforce is also a powerful frugal weapon because it helps safeguard against inflation. Indeed, the freedom to work flexibly if so desired is an essential tenet in the new psychological suffer 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 laws made by the government to provide flexibility for working parents of small small fryren. Again this is crucial 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 continue different incentives to all staff. The movement 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 cost commitments to sectors, work life. (kaufman, 2000, p.254)Employer of choice The primary objective of any business is (or should be) to create a high performance workplace. High performance workplaces are characterized by their creativity, innovation, flexibility and competitiveness. Workplaces where people choose to work and give freely of their energies and feel a sense 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 companionship contrib utes to overall social cohesion. (Centro, 2009. P. 300)2.3.2 So what does Employer of Choice meanIn simple terms it fashion that people will choose to work for you and they willChoose 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 talented workers to join them and stay with them. (Herman Gloria, 2004, p.158).2.4 ASPECTS OF WORK LIFE BALANCE2.4.1 Job sharingJob sharing if we contemplate is a form of permanent half-time work, where the full time work is coordinately divided between two 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 perseverance of the employment is broken. (Jones, 2005, p.256)BenefitsIt increases co-operation and collabora tion between all staffsEnhance the experience and knowledge of each individual when the job is sharedEnable is better balance remunerative 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 windy rate.Potential DisadvantagesJob sharing may also give rise toDuplication of work or conflicting decisions due to poor communication between the job sharersDisruption of work caused by the absence of a person working on a matter which needs to be completed that dayDifficulties renegotiating a job share arrangement if one job sharer entrustsThe need for additional communication mechanisms for job sharers and other staffSalary, superannuation and other entitlements being affected.Suggestions for overcoming potential problemsChose a job share partner who has a complimentary working style and one whom you communicate well.Job sharers and Managers should clarify the l ucubrate of the job share arrangements together, prior to the commencement of the job share arrangement. Factors to consider includeHow tasks will be dividedHow to hand overHow important decisions will be madeHow to watch over the Manager and other staff members informed about theseWhat will happen if one job sharer resignsStaff members are encouraged to outline these details in their flexible work proposal and Managers need to underwrite that they are clearly documented in the final concur 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 type of arrangement.2.4.2 Part 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 includeWeekly fraction working 0.5 on the basis of two and a half working days e ach weekFortnightly fraction three 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 six 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 return to work following extended or prolonged leave (eg. maternity or sick leave) or phased exit before retiring.BenefitsPart-time employees are better able to manage their working hours to suit their personal, 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 capacity for attracting and retaining high performing, innovative employees who might otherwise have difficulty in working full-time.Organizations that certify an appreciation of pa rt-time work and flexibility in assisting staff to manage work-life balance enjoy an enhanced public perception.Potential 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, especially 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 previously 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 bet ween a Manager and staff member in which they mutually agree to vary their staff members commencing, ceasing and meal break up times while still maintaining the total number of hours worked over a period. Another translation 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 Act1996 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 accommodate flexi-time.BenefitsFlexi-time enables the arrangement of working hours to suit personal or family commitments, specially staff with dependent children. For exampl e, by commencing work at a later time or finishing work at an earlier time enables many parents to drop their children off to crop 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 and work commitment resulting in a more enriched working environment and a correspondingly more vibrant, creative and productive workforce.Potential 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 Retirement contractsA pre-retirement contract is a fixed-term contract entered into by the University and a staff member seeking to retire at a contract future time (usually in between 1-5 years time). Professional and donnish 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 feature with part-time employment, enabling employees to enjoy the benefits of retirement while at the same time undertaking paid work.For the CompanyPre-retirement contracts provide job opportunities for other employees.The contract period allows the Company to know when a staff member will retire provides certainty for forward/succession planning.2.4.5 Work from homeProfessional and academic staff members may work from homeFor a specified period of timeFor a specific projectUnder certain conditions provided the arrangement is both(prenominal) appropriate and practicable.Approval for a home based work arrangement is therefore 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 writingPolicy development and analysisComputer design and programmingDuties that do not require fuddled supervision or contact with other s taff, students and public relationsA degree of computer literacy to facilitate independent work from homeMinimal fashion 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 connection for transferring work done at home to the officeSwitching work phone through to the home computer or home phoneHaving access to University databases and networks on the home computerThe provision of a telephone answering service, fax machine or mobile phone.Benefits work 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 organization equipment required by the employee to undertake home based workPotential risks/hazards at homeDistractions resulting in an inability to work a s effectively and expeditiously 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 checklist to assist with this process.2.4.6 Paternity LeaveProviding services such as paternity leave, child care and elder care will further 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 Parental Leave2.4.7 Compassionate or Emergency LeaveMost employers tell apart the need for leave i n urgency 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 terms but not during the school holidays. It appeals, in particular, to parents of school going children.Employment or career breakAt certain stages in working life a break may be needed, for example to devote 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 normally 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. Through 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 suited 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 ca n include issues of control, lack of face to face contact and consistency of service provision.2.4.10 Virtual TeamsVirtual development includes where forming teams of e-workers to work in a mutually supportive way. The team members may not work together or in fact stay in the same country however via the internet 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 in 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 strategy 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 ImageAn organization that implements such strategy would be a most preferred work place by employees, more over this would create an image 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 accepted 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, j ob 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 blast the stress level of employees by not loading everything in one time and as a whole would increase the productivity of the employees 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 retention 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 comparatively high in contrast to the real world where the organization has to incur cost such as a dvertising 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 initiative and teamwork. Therefore, it will increase the levels of production and job satisfaction by decreasing stress and burn-out2.6 World grad 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 Innovation Time Off), all Google engineers are encouraged to spend 20% of their work time (one day per week) on projects that interest the. The nicety 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 d esignated a Chief Culture Officer in 2006, who also serves as the Director 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 core values that the company was founded on in the beginning-a flat organization with a cooperative 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 massage 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 coding 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 meditation classes, film clubs, wine tasting groups, and salsa d ance clubs.Healthy lunches and dinners for all staff at a wide variety of cafs, and outdoor(a) seating for sunshine brainstorming.Snack rooms packed with various snacks and drinks to keep Googlers going throughout 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 based on employee satisfaction is critical to Ciscos success. Accordingly, their managers are trained and encouraged to make sure employees can successfully balance their work and personal lives. Cisco has a tradition of offeri