Employee 's Personal And Professional Life Balance

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

Work-life balance brings greater effectiveness to all aspects of life. Employees work better when they make time for family and personal interests. Many studies have shown that ability of the employee to balance stress, work and life responsibilities is directly related to workplace issues like motivation, morale, productivity and absenteeism. Where organisations provide recognition and support to help workers achieve a balance, organisational commitment is more likely to be maintained.

Nowadays, flexible work system is used by more and more people widely. Many people have to face the flexed commuting time and boring work environment. SO what is flexible work? It refers to complete the work task or under the premise of fixed length of working time, Employees can have a free time by choosing the specific time arrangement. Consequently, many people cannot play their potential. However, flexible working can take many forms, and it brings many advantages and disadvantages to employer. For the aspect of advantages, company can get some benefits. Such as, increase the satisfaction of workplace, improve employee’s creativity and productivity, and avoided to waste time to go to work. But there are many

Everyone has been told from one time or another – don’t bring your personal life to work, and vice-versa. Easier said than done. In our current economy, families are having to work harder, and longer thus leaving less time for family and creating stress and anxiety. One thing that has statistically shown why people are stressed at work and home – the instability of work-life balance. This paper exemplifies the barriers and measures one can take to secure the balance.

In today’s world many people are trying to balance their work and their personal life which can be a huge challenge. There have been studies showing that having a poor work life balance can cause an unhealthy level of stress; unhappiness and it can actually reduce productivity. Also many people suffering from poor work life balance can find it impacts their relationships and ability to actually enjoy and value their lives.

Today’s business world is constantly evolving, technology is improving exponentially and international business relations are a necessity for global companies to function. This is an amazing time we live in, society is fortunate that technology has enabled interaction across the globe. This communication technology also comes with challenges to maintain an acceptable level of balance between work and personal time management. Always being available, plugged into social media, email, text messages and calls; leads to information overload and little time for human minds to reflect upon the massive information coming in. This leaves people distracted constantly and not

The importance and impact of work-life balance is very significant as it affects and benefits a person in many ways. Professor of Psychology at California Polytechnic State University at San Luis Obispo, Shawn Burn, summarized it well when she said, “Work-life balance is important because it affects the well-being of individuals, families, and communities. After all, people need time and energy to participate in family life, democracy, and community activities. They also need time outside of work for rejuvenation, and to develop and nurture friendships and their ‘non-work selves.’” This is to say that work-life balance affects the wellbeing of individuals both at work, and allows for major developments for the non-working self as well. It is important that the two roles, an individual’s working and non-working self, enrich each other and do not take away from one another. Applying this concept in life will allow an individual

When working in an organisation it is important to maintain a work-life balance. This means that you are able to separate work life from your home life. It is important when working in an organisation to put in as much effort as possible into your role and to achieve goals that you have set yourself to impress employers and earn personal satisfaction. When you are in a work place for long periods of time it can be hard to shut off emotions that you are feeling at work ready for when you go home this means that when you go home sometimes you may still feel as though you are still at work, even if you enjoy your job this can be hard to deal with and can become too much for some people to handle. Not being able to maintain a work-life balance can leave people feeling upset and in some cases could cause depression.

Working Time regulation is used here to reduce the chance of danger caused by overworking and becoming tired. By using an efficient working time schedule for each employee the risk of an accident occurring can be reduced and the effectiveness of each employee

On the other hand, Bon Secours may enhance their variable day where employees may work a regular calendar of a varied number of hours each day as long as they attain the expected number of times within the week. Also, Job share may be incorporated in the form of regular part-time work in which two people assigned the responsibilities of one position, splitting hours and responsibilities evenly or unevenly. At last, the health care may set up a network of Flexible Working Champions to increase a bank of skills and expertise on flexible working as well as to advocate the policy across the industry, offering coaching and support for workers and managers (Barnett & Hall,

Over the past decades we’ve been hearing a lot about work-family balance. On average people these days spend every third day working at home in evenings and weekends. Certainly, the composition of today’s workforce continues to change. There are more females coming to workplaces, more dual-career couples and single -parent employees, and more workers involved in caring for significant others. This increasing diversity requires re-examination of how the work and life domains intersect. Juggling the demands of and satisfaction from the work and life domains can be challenging. The borders between our work and life domains are becoming more blur. Also, the modernization and advancement in technology have resulted in more opportunities to engage in work anytime, anywhere.

Four-day workweek, like the name suggests, calls for replacing the five eight-hour days with four ten-hour days without changes in hourly earnings or weekly earnings. Therefore, the same number of hours of work and leisure are provided at the same earnings. The concept of a compressed workweek is not new, even if it is not the norm for most jobs. Proposals to reduce weekly hours of work, a major concern of American labor in the early years of century, are again a serious concern to many people. The 2008 National Study of Employers, released by the Families and Work Institute, found that 38 percent of US firms allow a compressed workweek for some employees. Eight percent permit it for all or most employees (Gardner). When a growing number of employers are considering converting to a compressed four-day workweek, it is important to understand positives and negatives of the new work schedule, to analyze a specific example of company that have failed in converting to the new policy, and to understand additional factors to consider before the implementation of the new policy.

The flexible workplace began with a simple concept and basic structure. According to the U.S. Department of Labor website on work hours (n.d.), “A flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week. It allows employees to vary their arrival and/or departure times. Under some policies, employees must work a prescribed number of hours a pay period and be present during a daily core time.” While many believe this definition of flextime to be the basis of flexible working, the flexible workplace trend is growing even beyond that. The newest trends beyond flextime include compressing the workweek, allowing flexible locations for work, job sharing, extended leaves of absence, phased and partial retirements, and work/family programs. With an increasing amount of support, flexible workplaces are rapidly growing within the United States.

The article Manage your work, manage your life discusses the popular topic of work and life balance. Interviews were conducted and researched with over 4,000 executives worldwide and 82 executives in a leadership course over a five-year course (Groysberg and Abrahams, 2014). They broke down and compared men and women to determine how they defined what professional success means to them, what personal success means and what their partners contribute (Groysberg and Abrahams, 2014). The survey data showed some true gender differences on what each values more. A large number of women define professional success by their individual achievement over everything else. Men on the other hand define it by making a difference, next to working with a good team in a good environment and respect from others (Groysberg and Abrahams, 2014). When asked what personal success meant to men and women both chose rewarding relationships with family, people they love and community at the

There is a situation that employee complaint about the flexibility of the job schedule. There is a representative said that most of the job stress happen because they couldn't take absences certified when they need it. The supervisor should rearrange the job schedule of the shifting time and offer emergency leave to the employee when they needed. The employee’s job stress will reduce when there is more flexibility in the job schedule and offer the benefit of emergency.