The Effect Of Work Life Balance On Employee Retention

Pluto, a dwarf planet, and Uranus, a planet, take turns being the most distant of the major bodies of our solar system in reference to the Sun For years, scientists were under the mistaken hypothesis that Pluto was the most distant. Scientists, in an attempt to study astronomical data, learned their hypothesis was inaccurate. Fortunately, it is of the scientists nature to investigate all data. On the basis of the data, the astronomers learned of the fact Uranus and Pluto have intersecting orbits. In addition, during the course of their investigation, they learned much of the nature of Uranus and Pluto.

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.

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

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:

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.

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,

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

It is important for employers to ensure that their staff can maintain a work-life balance and this will provide its own benefits for them, such as:

At my practicum site I have always seen my supervisor and the other councilors go to treatment team meeting but I was never invited to go, so I was interesting and exciting for me to experience that. I also notice how the mental health level six facility I was at have a more in depth group therapy session, however the patients there are younger and they conduct therapy for six hours a day for their Intensive Outpatient Program, so there was more time to cover things. I also noticed how knowledgeable nurse case managers can be about insurance, so that explains why in some positions RNs can apply for some social work or case management

The objective of this paper is to further analyze research already conducted studies examining the conflicts between life outside of work and work obligations specific to a career in athletic training. It will also provide efficient techniques utilized to achieve life work balance. Research was gathered from various databases and journals. Portions of that research was extracted, summarized, and compared to research from other related articles. While the life-work balance is a consistent struggle for all athletic trainers, there are many different factors that contribute to the varying levels life-work 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

As per Article 124, the President should appoint Supreme Court judges after consultation with such judges of High Courts and the Supreme Court and the Chief Justice of India is to be consulted in all appointments barring his/her own. Similarly, Article 217 provides for the appointment of High Court judges in consultation with the CJI, Governor, and Chief Justice of the High Court concerned. However, in S P Gupta Vs President of India, also known as the ‘First Judges Case’, the Supreme Court ruled that the recommendation made by the CJI to the President can be refused for “cogent reasons”, thereby tilting the scales in favour of the executive. In the ‘Second Judges Case’, the decision by a nine-judge bench in the Supreme Court ‘created’ a

On top of that, employees aren’t happy with work/life balance. Having to work on holidays and weekends is another complaint among employees. Organizational leadership needs to take measures to help employees find work/life 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.