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Semelhante a Work life balance
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Work life balance
- 1. Balancing Work|Life What? Why?? & How???
- 2. Does this Sound Familiar?
- 3. Employers say... “Juggling competing demands is tiring if not stressful and brings lower productivity, sickness, and absenteeism, so work/life balance is an issue for all employees and all organizations.” “Successful business leaders do more than just balance the books—they also help their employees to balance work-life issues.”
- 4. What? A state of equilibrium in which the demands of both a person’s job personal life are equal. and
- 5. Factors Contributing... Three major factors contribute to the interest in, and the importance of, serious consideration of work/life balance: 1) Global competition 2) Renewed interest in personal lives/family values 3) An aging workforce.
- 6. Terms Used Regarding Work|Life Balance • Work/family • Work/life programs • Work/life initiatives • Work/life balance from the employer viewpoint • Work/family culture • Work/family conflict • Work/life balance from the employee viewpoint • Family-friendly benefits
- 8. Misperceptions 1. It’s a private issue. 2. It’s a parenting issue 3. It’s a women’s issue 4. It’s a stage in life 5. It’s “fifty-fifty” 6. Work and life are separate domains. 7. Technology will help. 8. Little can be done
- 9. What’s in it for Employers? • Increased absenteeism • Increased employee turnover • Reduced productivity • Increased disability costs • Increased health costs • Reduced job satisfaction • Increased managerial stress • Impaired family/social relationships.
- 10. Workable Options • Telecommuting • Alternative work schedules • Compressed workweek • Voluntary part-time reduced hours • Phased-in retirement Flex the Time • Leaves • Dependent care • Employee assistance programs • Wellness programs Flex the Place Flex the Benefits Flex the Job • Job redesign • Job sharing • Job rotation
- 11. Build-Your-Own Balance Plan Step 1- Check it out: Needs assessment 1. Questions you need to ask 2. How to find the answers Step 2 - Figure it out: Plan the right mix 1. A Custom fit 2. A culture fit 3. Policy guidelines Step 3 - Try it out: Implementation Measuring return on investment Step 4 - Spell it out: Communication Employee proposals Step 5 - Work it out: Lead by example Manager buy-in: Paths to enlightenment
Notas do Editor
- The study was conducted at Gujarat Refinery, Indian Oil Corporation Limited, Vadodara, Gujarat. This study is based on the empirical data collected through questionnaire and interview methods.Analysis show that although majority of respondent are satisfied with working hours yet, 87% employees will prefer more flexibility in working arrangements. 95% of the employees percieve “ WLB is a joint responsibility of Employer & Employees.” Also, 97% employees agree that if employees has good WLB, the organization willbe more effective & successful.It is revealed from the graph that: 7% employees strongly agree that it is important to achieve ,balance b/w work & personal life & rest are somewhat agree or neutral in their perception. 64% employees strongly agree, 31% somewhat agree & rest 5% either neutal or disagree that people have different needs at different stages of life. 64% of the employees are strongly agree , 21% somewhat agree, 9% neutral & rest6%either somewhat or strongly disagree that maintaining WLB enables people to work better. 34% employees are somewhat agree, 22% strongly agree , 17% neutral & rest 27% are somewhat or strongly disagree that maintaining WLB isentirely individual’s responsibility. 37% somewhat agree, 20% strongly disagree, 18% neutral, 15% strongly agree & rest 10% somewhat disagree that organizational policies that promote WLB can be unfair to some people .