The Effect Of Work Life Balance On Employee Retention

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,

In the case brought to us in the text, it gave us two examples of employees seeking work life balance. The first example is a man that has risen in the ranks at his company. Instead of having less working as he had thought, he faced much longer work hours with very little time with his family. In the second example a woman is looking at changing companies and in her negotiations she negotiates items such as a flexible work schedule. Although this option works well for the women it does not work for every employee.

Work-life balance is a concept that supports the efforts of employees to split their time and energy between work and the other important aspects of their lives. It is a daily effort to make time for family, friends, community participation, spirituality, personal growth, self-care, and other personal activities, in addition to the demands of the workplace. Work-life balance will vary for each person and will change throughout life.

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:

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.

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.

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:

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.

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.

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

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.