How Support from Employers on Work- Life Balance Affects Employee Performance

We’ve looked at work from many different views in this class. From the bottom in Mike Roses book, Mind at Work which looks at the, on the jobsite skills and intelligence needed in the work force. Along with the way our society and education play a role in that. And then there was the middle working class view by journalist and author Barbara Ehreinch and her book Nickel and Dimed, which saw a middle class person look at the low wage lifestyle of Americans, and her failed attempt to live off wages. It ended up very one sided and controversial since it was a wealthier person trying to look in on a subject they could never understand. But one thing that I never really felt or saw either one really look at is the connection between work and life balance they only looked at the different aspects of work and those factors. But I feel there was a factor left out and it is life, family, personal aspects.

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.

Barnes took a lot of heat when she stepped down from Pepsi-Cola to raise her children. However, She believed that “Today’s business world calls for a flexible environment that provides opportunity for work-life balance. It empowers employees to do their work on a schedule that works for them” (Finn, 2010). This environment requires diversity of

Each persons work/life balance is different because we each have our own priorities and lives. To have a good balance between work and life doesn’t mean you need to schedule an equal amount of hours in each day between the two. It means to have a

The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working

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.

Thirty-eight percent of Americans report some tension between their work and home lives. Today’s highly publicized work/life balance conflicts are multiple, and their nature differs significantly depending on the jobs individuals have and on their family situations. Tensions between work and family life clearly have implications for the well-being of individuals and their children and ramifications for society in general. Yet because the personal needs, desires, motivations, and economic circumstances of Americans are so varied, there appears to be no single way to resolve these tensions, no universal best practices with regard to work/life balance. For example,

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.

Besides increasing productivity, this led to a greater experience on both ends. While reflecting on this experience, your experience and the required lectures, I agree with you that companies must find a way to help their employees achieve a fulfilling work-life balance. However, I believe efforts should be to a full extent and equally. Personally, I would say that is the deciding factor between a genuinely happy employee and companies losing incredible human capital over personal

These types of workplaces have been directly linked to less work-family conflict (Kelly 267). By providing schedule control, employees have the ability to work closer to home and spend more hours a day with their families, decreasing the effects of negative work-family spillover. An example of this type of workplace would be the ROWE, results only work environment, initiative. At this workplace employees can do “whatever they want, whenever they want, as long as the work gets done” (Kelly 269). By setting this mentality in workers, they are far these prone to the work stress that triggers negative work-family spillover. According to the American Psychological Association psychologically healthier workplaces produce higher rates of employee satisfaction and 50% less employees reporting chronic work stress (“APA Center”). This then allows the workers a less likely chance of seeing any work-family spillover in their lives. As with every solution, creating psychologically healthy workplaces has its withdrawals and

Work-life balance has become a primary concern in both society and a big number of organisations in the globalised world. Furthermore, according to Sok, Blomme and Tromp (2014), this issue now becomes more difficult to make decisions for people who are in charge of management positions. Ideally, to cope with this prominent issue, the notion of flexible working is created; however, this also brings significant challenge. These aspects will continue being basic concerns in the future due to the fact that our world of work changes across the time. From these reasons, personally, I chose this topic to gain in-depth understanding about aspects which delight comprehensive human-being in workplace. In this report, I will shed light on the summary of the topic and my individual reflection when running this.

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.

·     Balance - "Management's recognition of the importance of personal and family life remains the top driver of employee loyalty. Employees who spend a moderate amount of time each week attending to personal matters while at work have a higher level of commitment to their employer than those who spend no time." (America @ Work 1999," Aon Consulting, Chicago, Illinois; 312.701.4844) Employers who provide a work/life/family balance

A healthy work-life balance has many benefits including better general health for the employees, higher job satisfaction, reduced stress in both the professional and personal life and greater focus on meeting the work objectives.

Working mothers face a whirlwind of responsibilities. The working mother struggles between both her family obligations along with her work obligations creating a constant clash between which obligations are considered more important. A healthy balance between both spheres is hard to develop without the help or give of the other. Work-life balance or work-family culture, as defined by Chang, Chin and Ye is the, “shared values and assumptions regarding the extent to which a company supports the integration of employees’ work and family lives” (2014). Work-life balance and work-family culture are interchangeably used to demonstrate the same desired affect of balancing both demanding obligations. Various studies have been