Relationship Between An Individual 's Work And Home Environment

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.

Explain (in 1 or 2 paragraphs) why it is important to maintain a work/life balance.

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.

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

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.

The aim of this study is to investigate how managers understand and manage the work-family balance practices (WFBPs) and how undertaking these new practices impact their dual-level position (i.e. organisation and individual level) in the organisation. To achieve this aim, this study will first explore the work-family relationship that has been broadly and conceptually defined by previous scholars and different conceptual definitions were taken into account. The term used in this study is Work-Family Balance Practices (WFBPs) that will be used to refer to the human resource practices and policies establish by organizations. Namely, these available practices are able to implement amongst workers in the workplace. Although the work life and family life are different, yet they are interconnected (Clark, 2000). Thus, this study views various perspectives when conceptualizing the work, family and work-family balance following on from the earlier discussion.

Nowadays balancing between work and non-work life has become one of the major social and family concerns. It has been found that, working stress or family conflict may have negative impact on employee work performance and productivity (Pleck et al., 1980). The main objective of this essay is to find the prevalence of the role conflicts in work and non-work domain and probable influences of this on the family, society and the organizations at large. The discussion will start with a clear understanding of work and non-work issues. Spillover cost-benefit in work and non-work relationship will then be critically evaluated. Next, a critical evaluation on the threefold typology (extension, opposition, neutrality) of

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

In some countries such as France and Denmark, there is a great deal of emphasis on ensuring citizens enjoy an appropriate balance between the demands of their jobs and their personal lives through governmental and private sector programs. In other countries, though, such as Japan and the United States, employees may not enjoy the same level and type of support from their society and organization for their work-life needs, placing increased levels of stress on them in ways that are detrimental to day-to-day productivity and overall performance and job satisfaction. These are especially salient issues in information technology companies where the fast-paced nature of the business places enormous pressures on knowledge workers to innovate or perish. To determine what types of work-life problems are common in the information technology workplace and how companies can respond to these issues, this paper provides a review of the relevant peer-reviewed and scholarly literature to identify the problem concerning work-life balance issues in general and how they affect the information technology workplace in particular, followed by an analysis of current best practices. A discussion concerning the options that are available to information technology firms is followed by recommendations for practice. Finally, a summary of the research and important findings are presented in the conclusion.

We are living in the era of development where we have achieved a great advancement in the technology. This technological advancement has also brought a rapid pace in the world of business. The advancements in the way people access information, communicate with one another, and complete tasks have allowed for flexibility in the workplace, but they have also subsided the distinction between works, family and their social life. Employers expect more output from staff, and employees are increasingly putting additional pressure on themselves to achieve greater results. For excessive pressures employees are facing imbalance work life which is creating impact on their standard of living and quality of life. Eventually, employees are losing their interest on their work. So, organization is getting less output from their employees. This overall situation can bring a mess in the performance of the employees which will lead to failure in achieving company’s goal. So, managers have to perform a great role for bringing balance in the work so that employees can have a healthy work life and organization can get their expected benefit from their employees.

Work and Life balance has become a consequential topic about a few decades ago up until today. Work-life balance was originally derived in the 1970’s to refer to the balance that exists in one’s professional life and personal one (Newman & Matthews, 1999). In the past decade or so, there has sparked a curiosity in the work-life balance realm. More and more studies and research came about on the topic and attracted the attention of scholars, the government, press, etc. This increase in curiosity could be driven by the worry that a lack of adequate work-life balance could spillover into health and even lower productivity for organizations. Today, we see that most people are working harder and longer than they ever were which makes it nearly unimaginable to attain that crucial work-life balance. Having a sustainable work-life balance means that there occurs adequate work functioning as well as the home with there being little to no role conflict (Sturges & Guest, 2004). Sturges and Guest (2004) also discuss that there are graduates that are pulled into situations where they have to work lengthy hours which inevitably leads to a poor balance in the work and life aspect. At the core foundation of this, work-life balance characteristics are contingent upon the various communication methods that occur in one’s organization. Having both formal and informal forms of communication, are crucial for both mentally and physically in order to be happy in the workplace. This paper focuses

Contending requests involving home and work have taken up expanded pertinence for workers of late (Hayman 330). This is as a result of an extensive element of working environment and demographic changes. For example, the escalating quantities of ladies in the workforce, a maturing populace, extended hours of working, in addition to extra complicated technology. This has empowered close consistent and keeping in touch with the people at the place of work. This is because of the following progressions and the clash they produce amongst the numerous tasks that involve people. The companies are progressively forced to actualize work policies and practices proposed to encourage workers ' exertions. The aim is to satisfy equally their individual and business related obligations (Rapoport np).

As life is getting developed the living style is getting high in several regions around the world which shape a more expensive life that leads male and female for more working hours or to have more than one job to get affluent life. The prior factor additionally the following factors, the workforce is getting older and technology has changed the way we work rapidly, Set off alarm bells of a significant problem which is the conflict between paid work, unpaid work and personal time hence the significance of this phenomenon requires a solution that is able to resolve this phenomenon properly which can be the balance between the work and the life. Work Life balance can be defined as "the degree to which an individual is simultaneously able to balance the temporal, emotional and behavioral demands of both paid work and family responsibility". (Hill et al cited in Sarker, Xiao, Sarker & Ahuja, 2012).

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.

work-life balance these are unevenness of adoption across different sectors and organizations, lack of formalization of