Organizational structure is the framework around which the organization is organized, the underpinnings, which keep the coalition functioning. It 's the operating manual that tells members how the organization is put together and how it works. More specifically, structure describes how members are accepted, how leadership is chosen, and how decisions are made (Nagy, 2014). With lives in their hands, hospitals have to function very precisely, executing high-quality services every hour of every day. Organizations that have this sort of requirement usually take on a vertical organizational structure (Feigenbaum, 2015). This type of structure has many layers of management, with most of the organization 's staff working in very specific, narrow, low-authority roles. The numerous layers of management are designed to make sure that no one person can throw the system off too much. This structure also ensures that tasks are being done exactly and correctly (Feigenbaum, 2015).
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.
Strategic and organizational changes deal with the aspects of healthcare and can be set up in many different analytical directions to accomplish a variety of goals.
Analyze about the quality relationship between paid work and unpaid responsibilities in an organization. The work life balance practices not only for employees themselves, but also for their families, organizations and society. The work-life conflict has significant relationship between business costs and with lack of engagement, absenteeism, turnover rates, low productivity and creativity or poor retention levels. It is also found that there are some factors of organizational work-life culture that may compromise availability and use of these practices.
It is imperative that the employee can balance his/her working life against his/her personal life. With sufficient time off and rest periods, employees will feel “looked after” and be motivated to put in more effort. There will be a reduction of mistakes because the employee has had adequate rest which results in a more positive working environment. Employers who introduce such practices in the work place in order to help employees achieve a better and satisfactory work/life balance can expect to see an increase in motivation, enhanced performance/productivity and greater staff loyalty. By implementing a positive work/life balance, companies are successful, secure a good reputation and promote positive employee relations. The Working Time Regulations 1998 stipulates that employers should provide employees with the following basic rights:
it also helps the patient healing for his disease. Because when they feel comfortable and relax it may cure faster. Furthermore, curing the psychological health is the first step to curing the Physical
Research proves in order to retain talented employees; organizations need to support a culture with a good work life balance because this increases the organization’s performance. Advanced HR Solutions will support this by
Designing and planning for a health care facility can be relatively simple and complex. Facilities should be centered around patients and ideally built around the comfort and services it can provide to the patient. The design of the facility requires a lot of meticulous tasks that go along with planning and development down to the smallest tasks of obtaining the required equipment to the examination of Budget planning and cost estimates (Synthesis Partnership, 2011).
Almost every person at some point in his/her life will feel that overwhelming, exhausted, there are not enough hours in the day to do what needs to be done feeling. It is a very common feeling that most people are all too familiar with and it often comes more than one desires. In today’s society it has almost become the norm to feel this. It has become what is expected if an employee is doing his/her job right and working their hardest. If one wants to keep his/her job they had better prove it by working longer hours and producing more than the guy next door. In a Harvard Business School survey an astounding ninety four percent of working professionals said that they worked more than fifty hours per week and almost half of them said that they worked more than sixty-five hours in a week. The experts agree that this immense stress from these never-ending workdays is harmful to people’s lives. It can damage relationships, overall happiness and health. For most people this all sounds way too familiar and they wonder if there is such a thing as a “work-life balance”, or is it all just a myth?
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
Employees who are comfortable balancing life responsibilities experience less stress and more work satisfaction. This pays you back in increased motivation, positive customer service, and effective coworker relationships.
A literature review discussing the ways in which modern life choices are affecting the average work life balance of an employee. Scholars have debated the meaning of the term “work–life balance” in the literature for a number of years. Some authors prefer to use the more traditional label of “work– family” in recognition of the fact that for many people, the job and the nuclear family constitute the role domains that demand the greatest amount of time, attention, and energy and are most likely to come into conflict with one another (Kossek, Baltes, & Mathews, 2011). The work life balance of the average worker is changing more and more per year. When the main employer was labour it was very easy for employees to switch off from their jobs
The work life practices and policies are the mechanisms used in the improvement of the company’s cultural and structural support for personal life, family and work. The structural work life support, changes the policies and practices of human resources, plus the structure of the job so as to improve the flexibility. The employee control of place and amount of work is increased or given extra instrumental resources like direct services and information (Kossek and Hammer 36). This is imperative in facilitating the employees to be in a position to mix employment with care provision or those extra significant tasks that are not work related. Job redesigning come up with a
Today’s workforce has changed dramatically compared to the past. One aspect of this change is in terms of work-life balance, particularly in the realms technological development and globalization, and their combined effect on the modern workforce. These aspects are responsible for the transformation of the traditional work week, especially in fields where the work is done through the use of computers and technologically advanced machinery, as well as jobs that can be relocated in third world countries. The introduction of new technologies such as mobile devices, portables, and the internet has accelerated the work pace to obsession over efficiency and precision.
In today’s world top priority for any organization is to look across traditional strategies for management development and recruitment to create successful leaders which are capable of moving the companies forward. In the following paper i have highlighted the pressure of working in big companies and matter of prestige, for which employees seek satisfaction and work life balance. This paper also focusses on the employee’s personal and professional life balance and their job satisfaction while struggling through all the organizational factors which they face on daily basis. It also seeks an answer whether both men and women within a giant IT organization like cognizant can balance out their work and life efficiently.