Work Life Balance Essay

Human resource planning will enable the Manager to work with the team to ensure they deliver a high quality service whilst achieving the required outputs and objectives. The Manager should create an action plan involving people, equipment, time required and space needed. Following this, actions can be delegated to team members and responsibility can be shared to ensure the best service is achieved. The Manager can monitor the action plan to ensure its on track to achieve the required outcomes to a high standard. Basic planning tools can assist which include staff rotas so that the right people are in the right place at the right time, calendars for effective time management, process maps & project plans to identity processes, spread sheets for staff to access and record information and regular meetings to ensure

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,

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:

Ms. Isabel Rimanoczy made great points in this article. Though some may view her as a work body, she and I share a mutual understanding when it comes to work-life balance. Ms. Rimanoczy is not buying the idea that there is some sort of balance between the two aspects of our lives. “Work-life balance is dead” and it may be a good thing” (Rimanoczy, 2015). I agree with her statement because if anyone takes the time to think about it, they will soon come to terms with the idea that it really becomes impossible to separate work and personal life. Some of us grow up with moral values, standards, and family traditions carried on through religious beliefs. When we go to work we will bring along our character because our personal life defines us as

Understanding this fact is critical in understanding how true work-life balance can benefit not just the employees but the company as well. When employees are in better control of their lives, are motivated and are able to manage stress better, the attendant productivity will ultimately, positively affect the organization within which these employees work. Achieving optimal work-life balance is critical to job satisfaction. Job satisfaction is the degree to which people enjoy their work. (Spector 1997). Singh 2013 identifies that job satisfaction reflects how well an individual is happy with various aspects of his job to which work-life balance is an aspect. The following factors make up a Work life Balance plan that should be implemented by the Jones Bank of Canada and caters to the varying needs of Baby boomers, Generation X and Millennials.

One limitation to this study is the use of age as a substitute for life stage, which can be misleading to the reader. Also the study examined only the employee’s perspective of work life balance. It would have been valuable to include the employers’ point of view. It would be valuable to further research the company’s current policies to determine the need for work life balance initiatives, thereby address the ever changing needs of the employee. A career stage viewpoint would add significance to the study on work life balance and should also be considered in future investigations.

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.

Companies whose organizational design supports its employees’ work-life balance may be more financially successful than those that does otherwise. Many employees consider work-life balance more important than the monetary reward. Employees with a balanced personal and professional life demonstrate a better job performance than those who feel “pressured” in either their personal or professional life. In ideal situations, employer demands and employee’s ideal work situation rarely meet the middle ground, those who do, perceive that they are in control.. The purpose of this paper is to analyze the Healthcare Clinic’s organizational design based on the employees’ work-life balance.

The relationship between employment related stress and workplace uncertainty directly impacts health today. Studies have identified employment strains caused by uncertainty of work that may be measured by scheduling and earning uncertainty (Tompa et al, 2009). The effort required in commuting to the workplace and effort required to handle multiple jobs are also strains that will be addressed in relation to this theme while drawing on my own experience. With the significant rise of working hours among Canadians in past years have caused conflict among family and individuals and has increased workplace accidents while reduced productivity and quality

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

The research will analyse the impact of gender inequality on employee satisfaction and work-life balance. The two dependent variables are selected on the basis of their importance in measuring employee well-being. The measurement of the independent and dependent variables has been made possible by analysing the data collected through questionnaire by Workplace Employment Relations Study (WERS). The yes/no questions are analysed to measure these variables and reach at the research findings. The gender inequality is measured by the gender diversity encouraged in an organization. As the gender diversity increases, the gender inequality in that particular organization decreases. The Employee satisfaction well-being is measured by different aspects such as satisfaction with the nature of job, pay and organizational culture. Lastly, the work-life balance is measured by analysing the aspects of flexibility at work that can help the employees achieve better work-life balance.

In the 1990s, work/life balance caught the attention of researchers, policymakers, and employers, resulting in the development of a range of employment benefits, legislation, and programs aimed at helping people cope. Life management or family/career management curricula emphasize coping through the development of skills in communication, interpersonal effectiveness, and money, time, stress, and household management (e.g., California Community Colleges 1998; Mathieson 1999). As Caproni (1997) notes, research, policy, and practice focused on work/life balance have raised important issues and brought about changes that have benefitted some families. However, these approaches are incomplete in several ways.

Work life balance is a really important factor within today’s industrial revolution as it is the relationship between an individual’s work/family commitments, thus having an impact on their behaviour between their work and home environment. Offering employees an satisfactory equilibrium allows them to balance their primary priorities which they have in their current employment position as well as maintaining their lifestyle outside of their position (Armstrong, 2014).

Previously, the female workforce in India was mainly employed in non-managerial, subordinate or low-profile positions. Now, they occupy almost all categories of positions in the workplace. These changes in work culture have added to the women 's duties and responsibilities to their family as well as to society. The conflicts between competing work demands and personal and family needs seem to be the most probable reason for this scenario of work-life conflicts. The present study is assessing the prevalence of work –life balance among female married college teachers in Thrissur Corporation. The purpose is also to present and discuss specifically the problems married female college teachers’ face in the process of balancing their work and family life. The study was carried out with stratified random sampling and adopted the questionnaire developed by developed by A. Rashida Banu & K.Duraipandian to measure the work-life balance of professionals. The Sample size consists of 75 samples from government, aided and autonomous colleges. The results of the study brought out the