Supervisor Attitudes About Employee Work/Life Issues

Taken from, Waddell, Jones, and George (2013) 3rd Edition.  Contemporary  Management, Sydney, McGraw Hill (pages

We all know that a company that can build trust and bring about a rewarding atmosphere of personal appreciation and contribution will develop workplace norms and behaviors that bring outstanding performance from its personnel. Of the companies on our list the ones chose to research were CHG Healthcare, Wegmans Food Markets and Google. All three of these organizations caught my attention for number reasons, but what got my attention the most and really made me choose them was how they value their employee’s and strive to satisfy their needs. Most of us strive provide the best way of life possible for our families. When searching for employment people

“A seminal study of 527 U.S. companies, published in the Academy of Management Journal in 2000, suggests that “organizations with more extensive work-family policies have higher perceived firm-level performance” among their industry peers. These findings accorded with a 2003 study conducted by Michelle Arthur at the University of New Mexico. Examining 130 announcements of family-friendly policies in The Wall Street Journal, Arthur found thst the announcements along significantly improved share prices. In 2011, a study on flexibility in the workplace by Ellen Galinsky, Kelly Sakai, and Tyler Wigton of the Families

Although families may not always feel this connectedness, it is always there. The emotional climate of the family is interdependent of what is going on in the family as a whole. If one unit of the family is distant emotionally, it can have a great affect on the whole family. These attitudes are reciprocated throughout the entire family. It is important that most family members are able to stay healthy emotionally and have that ability to communicate their feelings to one another. Problems arise when individuals don’t fulfill their roles that are needed from all family members. Michael Kerr, explained this idea in an article he wrote to explain the family system theory. He explained that “heightened tension can intensify these processes that promote that promote unity and teamwork, and this can lead to problems” (Kerr,

This case describes the different attitudes the worker and his supervisor have about their work. The reason Walt Henderson, the drafting technicians working in the Wilson Construction Company, has some disagreement with his supervisor Ken Hardy is that they have different attitudes toward their work. According to the textbook, attitude is a person’s favorable or unfavorable thoughts about different aspects, such as people, job, and religion (Robbins & Judge, 2013). In this case study, we are going to evaluate Walt’s attitude towards his work and why he has this attitude.

Positive relationships with parents and carers are very important in my workplace. The families have to be able to trust us to care for their children and they also need to be able to turn to us if the need additional support, so that a child is not at risk.

Kessler, E. H. (Ed.) (2013). Encyclopedia of management theory (Vols. 1-2). Thousand Oaks, CA: SAGE Publications Ltd. doi: 10.4135/9781452276090

Effective supervisors gain respect without demanding it. Approachability, collaboration with colleagues, encouragement, and leading by example foster respect. Supervision relationships with mutual trust lead to supervisee's personal and professional growth.

6. Provide reasonable accommodations for typical family needs, such as day care and flexible work schedules [ (Gomez-Mejla, Balkin, & Cardy, 2010) ]. Our current and future employees will have diverse needs that will change over time. It’s in our company’s best interest to reasonably support the external needs of our employees so they feel included and can be successful at the job they do for our company.

Some people may not get to see their family as often as they want to because of the struggle to balance both family and work. These articles, “Double Daddy” by Penny Parkers, “Diary of a Mad Blender: A Week of Managing Every Spare Minute” by Sue Shellenbarger, and “The Child’s view of Working Parents” by Cora Daniels and Ellen Galinksy, are all based on facts about balancing work and family. Balancing responsibilities, goals, and a personal life is a struggle for many people, but the most important priorities in life, such as family, should not be neglected. Work time can get in the way of family time. In Penny Parkers article, “Double Daddy”, she writes, “These men are saying, ‘I’m working my tail off to get ahead, for the most

Kessler, E. H. (Ed.) (2013). Encyclopedia of management theory (Vols. 1-2). Thousand Oaks, CA: SAGE Publications Ltd. doi: 10.4135/9781452276090

Bergman, R. Coulter, M. Robbins, S., & Stagg, I. (2012). Management 6 (pp. 86-91). New South Wales: Pearson.

·     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

Whatever the outcome at the end of the day, it is the manager who is responsible. This means that rather than forces or facts, it is people that manage; and the perception, commitment and accountability of managers are the determining factors of success of failure when it comes to management. Therefore, it can be deduced that managers act or execute plans but it is management that determines if goals are going to be achieved or not by bringing people and tasks together (Drucker, 2012). Management is what holds an institution together and makes it work (Drucker, 2012).

4. How does this case illustrate how strategic intent needs to be matched by both organizational capability and managerial competence; and show how such