Abstract This paper discusses that a company can attain and maintain a high productivity level by ensuring their employees maintain a healthy work-lifebalance. The author points out that separating one's personal life from one's professional life has been the mantra of generations, but as the family has changed over the decades, this often has become unrealistic. The paper states that flexible work schedules, extended maternity leave, time management training, wellness programs, and telecommuting options may at first seem like more headache than they are worth, and yet, the happier, more motivated employees these types of policies produce more than pay for themselves.
From the Paper "The benefits of work-life balance policies are numerous. Happier employees are more productive and more loyal. More productivity adds to a healthier bottom line. These policies can lead a company to attract and retain the best candidates for their open positions, increasing productivity even further. In general, work-life balance can help a company be more competitive in an increasingly competitive marketplace."
Abstract Gives a description of the concept of Quality of WorkLife and TQM. This paper reviews some of the ways Saturn created an ideal work place where employees felt proud of what they were doing. It also looks at why corporations are turning to "greenfield projects" when wanting to implement a change in management styles.
From the Paper "People want to experience meaningfulness in and from their work. When it occurs employees are more likely to experience increased motivation to work, greater productivity, and job satisfaction. Employers benefit by increased production, less absenteeism and turnover, and higher-quality of work as well as having a more effective organization. (Fenner, Elizabeth 2004) The concept of Quality of Work Life and Total Quality Management is not new; but it is difficult to trace back to when the concept was first developed. The ideal is that individuals are paid and treated according to their individual worth; to develop one-on-one equal relationships between workers and management; (Braun, 1995, p. 18) to treat employees as an asset, not a burden."
Abstract This paper identifies a human resource initiative "Work-LifeBalance," which, if implemented within the organization of Youth Directions, will enhance its business performance. An overview of Youth Directions and work-lifebalance is provided. The initiative's benefits and costs are examined; case studies of work-lifebalance within organizations of Australia are portrayed to demonstrate the success of the initiative. In conclusion, the paper makes recommendations on implementing the initiative.
Outline
Introduction
The Organisation
Work-LifeBalance Defined
Why Do We Need Work-LifeBalance?
Benefits for Youth Directions
Cost-Benefits
Case Studies
Implementation
Conclusion
From the Paper "Many organisations express concerns about the cost implications of introducing work-life balance practices. Work-life balance encompasses a broad range of different policies and practices, many of which do not have any actual cost implications but rely on a more imaginative approach to everyday working conditions. Flexible working arrangements are the most common, including such arrangements as flexible working hours, part-time/job share arrangements, unpaid leave, compressed and annualised hours. Special carer leave arrangements and childcare support and information are other important areas that can contribute to a greater work-life balance. Some organisations also provide additional employee support in the form of information and advice about work-life balance or counselling services."
Abstract This paper examines the article, "Technology Increases Workplace Stress, Tipping the Scales of Work-LifeBalance", by the Kensington Technology Group, a study of home and office workers, and how their lives and professional careers are impacted by technology and stress. It looks at how their study confirms that workplace stress has increased as technological advances have increased and indicates that workers are now allowing workplace stress to invade their personal lives. It also includes an examination of the ethical issues inherent with workplace stress.
From the Paper "Another source of stress is attempting to maintain a balance between work and home life. Kensington's survey discovered "54 percent of workers feel that trying to maintain a work-life balance is a great source of additional stress at work" ("Technology," 1999). While it seems more employers are attempting to balance work and personal lives, there are still a myriad of ways for technology to intrude on personal time. Email, voicemail, cell phones, and laptop computers all allow workers to take their work literally home with them, and many do this on a regular basis. They may be away from the office, but they are still tied to it, and so, their family time suffers. This technology supports a mobile workforce, and often, the workforce is expected to perform for more than the 40-hour workweek."
Abstract This paper reviews the idea of the term humanization of work or quality of worklife (QWL), which refer specifically to changes that enhance the human experience at work and decrease the social and psychological costs incurred in producing goods and services. The paper further discusses the criteria of QWL and the effect the implementation of such a concept has on the workplace.
From the Paper "The term humanization of work or quality of work life (QWL), refer specifically to changes that enhance the human experience at work or, on the other hand, decrease the social and psychological costs incurred in producing goods and services. A definition of QWL criteria first proposed by Walton in 1973 still appears relevant today: (a) adequate and fair pay; (b) safe environment; (c) bill of rights, including equity and due process; (d) development of human capacities; (e) advancement opportunities; (f) human relations; (g)
total life space, for example, balance of work and family; (h) social relevance of employer; and (i) employees' influence over decisions that affect them. Quality of work life can also be defined by several principles: security, equity, democracy, and individuation."
Abstract The pressures of modern society have made achieving personal balance between work and home life increasingly difficult. This paper defines balance and shows how lack of it increases stress leading to personal problems and health risks. It also examines external and self-imposed obstacles to achieving balance and shows how well defined personal goals can be used to overcome them.
Abstract This paper discusses the modern day issue of time management. According to the paper, most people struggle to create a balance between work time, other commitments and personal time. The paper then reviews the "Seven Habits of Highly Effective People" by well-known business-consultant guru Stephen Covey. The paper concludes with a look at telecommuting via the Internet.
From the Paper "The hypotheses, tested by researchers Jeffrey Hill, Alan Hawkins, Maria Ferris and Michelle Weitzman, were: "Given the same workload, those with perceived job flexibility will have less difficulty with work-life conflicts, and will be able to work longer hours before having problems with work-family balance." Both hypotheses were found true. Of those working 40 to 50 hours per week, the 46 percent who were not allowed to either change their starting or ending times, work a compressed workweek or work from home had difficulty balancing work and personal life. This compared to only 28 percent of those working the same hours with flexibility."
Abstract This paper relates that a consistent level of stress in working environments that has pushed workers to be successful has been detrimental to businesses, as well as society. The paper explains that because of these instances of violence and unrest within the working class, such as in the United States Postal Service and the nursing profession, businesses have discovered that they must now find methods that will create a balance between work and life. The paper concludes that businesses must now plan for a restructuring that accommodates the worker in his or her professional and personal existence.
From the Paper "The balance between work and an individual's life is significant in modern society because the concept suggests that the person has some form of control over his or her existence. At the beginning of industrialization Karl Marx noted that workers would ultimately have no control over their lives in a capitalistic society. Marx contended that there would be two classes in the social order - the wealthy and the laborers. In Marx' view, the wealthy would own all businesses and the laborer would depend on the business in order to survive in the social order. However, Marx also indicated that as time progressed the wealthy would manipulate the working man into believing that if he worked hard and long enough he would be capable of overcoming his hardships."
Tags: Marx, Maslow, employees, wages, stress, productivity, support
Abstract Despite different views in life regarding success in personal life and success in career, there is one thing that we must consider. That is, personal life and career are two different worlds where it is not fixed for one to negate the other. The paper argues that it is possible that we have success in both, or failure in both, or success in one and failure in the other. There are many factors why the results of success and failure occur in our lives. This paper discusses them to provide some rationales of why it is possible and why it is not possible for success in personal life and career to go together.
Paper Outline:
Introduction
Work and LifeBalance and Harmony
Your Career in Meeting Your Needs and Goals
Bibliography
From the Paper "As with balance, Pucci also considers harmony in work and life to be important. It is where elements must agree with each other to achieve success. For instance, balancing work and life does not necessarily guarantee success. It may happen that 8 hours a day at work is not enough to complete one's work responsibilities, thus his success in his career may not happen. In work and life harmony, aspects such as the ability of an individual to make 8 hours a day enough for work must be in harmony with the 8 hours set in his time."
A discussion regarding how employers currently treat their employees with respect to working hours and family life with specific statistical references.
1,490 words (approx. 6 pages), 5 sources, 2001, $ 49.95
Abstract In this paper the author addresses the issue of how the work environment, particularly in large companies, can meet the demands of family life. He looks at the different areas that people work in and assesses how accommodating employers are to the needs of the employees with specific reference to flexible working hours. The author also looks at how employers treat employees returning to work after maternity leave and allowing parents to attend to children during regular working hours. The author then moves on to discuss stress levels at work and how this directly relates to hours worked and time that the employee can spend with the family.
From the paper:
?However, despite the fact that today's work/life movement has its roots in dependent care, the percentage of companies that provide assistance for dependent care remains remarkably low. For example, only half (50%) have set up pre-tax accounts that help employees set aside money for child care or elder care expenses. One-third (36%) provide employees with information that help them locate child care in their communities. As we might expect, less than 1 of every 10 workplaces either has a child care center at or near the work site (9%) or helps defray some of the costs of child care (9%).?
Abstract This paper examines the telecommuting sector of the working public. The paper evaluates a series of seven hypotheses that specifically focus on the implications of teleworkers' Internet use levels. Specifically, the paper looks at why workers choose to telecommute in the context of their work/lifebalance objectives as well as what aspects of telecommuting jobs contribute or detract from job satisfaction. In addition, the paper attempts to validate that the Internet has become equally balanced as a media source relative to television and newspaper in the context of a telecommuters' use to stay informed.
Outline:
Introduction
Statement of the Problem
Implications of Work/LifeBalance on Telecommuting
Purpose of the Study
- Needs Fulfillment Theory
- Judgment Theories of Job Satisfaction
Telecommuting
Telecommuter Profile
Job Satisfaction and Telecommuting
Job Satisfaction, Telecommuting and Autonomy
Hypotheses
From the Paper "From the studies completed of telecommuters' demographics, a polarity is beginning to emerge of remote workers who are members of this trend. Of the 20.7 million employees worked at home at least one day of the cited year according the U.S. Bureau of Labor Statistics (2005), the challenge of demographic research is to discover through research the demographic segments of the most frequent telecommuters. While the definition of a telecommuter demographic model or taxonomy has not been specifically defined in previous research, there are dozens of studies that attempt to define telecommuters demographically. Bailey and Kurland (2002), and other researchers have been quick to define the traditional demographic segmentation criteria to telecommuters while Ford and Butts (1991) have proposed from their research that the polarity of telecommuting demographics are comprised of professional jobs requiring highly unique skills and insights on the high end, and routine, high quantity tasks that require little training or expertise on the low-end."
Abstract Shows conflicts between the two. Examines the problem of achieving a balance between both. Discusses stresses felt by workers and the need of employers to be less demanding and workers to accept responsibility for balancing their lives.
From the Paper "There are several unique phases of individual growth identified by Stanley (2002), as moving the individual from a first adolescent job to graduation from high school or college and on to working and living as a single adult, moving into autonomous ..."
Abstract This paper evaluates a series of seven hypotheses that specifically focus on the implications of teleworkers' Internet use levels. The paper then looks at the dynamics of how teleworkers trade off the initial appeal of working from home with sufficient interaction and socialization with others in the work groups to fulfill affiliation, achievement and social needs. The paper concentrates on the work/lifebalance achieved by teleworkers, including the measurement of isolation behaviors as a result of Internet usage in the home. The paper contains tables.
Table of Contents:
Abstract
Introduction
Method
Results
Discussion
Conclusions
From the Paper "First, the study has proven that the traditionally considered measures of job satisfaction relating to telecommuting are not relevant; the aspects of persons' jobs including skill variety, autonomy, satisfaction with feedback all have statistically significant influences on the satisfaction of telecommuters. Of all factors evaluated, task importance and skill variety have the highest correlations, indicating that when telecommuting is used as a foundation for job enrichment, the optimal results are achieved according to the results of this study. Second, the mastery of a given job's responsibilities, when combined with the time savings of telecommuting, produces the highest levels of satisfaction. The challenges for any company considering a telecommuting program are to first create a series of strategies to enrich jobs and provide ample feedback throughout the duration and breadth of projects. Second, the need for ensuring the intersection of task importance and skill variety are continually supported and reinforced is critical. Third, participation and feedback is also critical, and while the respondents' needs for these types of support for managers were not mentioned, the data suggests this is also a critical aspect of ensuring high levels of job satisfaction for telecommuters."
Abstract This paper discusses the issues relating to workplace privacy of the employee. It discusses why employee monitoring has become more commonplace recently and looks at drug and alcohol testing, soliciting criminal records checks, background checks and specifically, electronic performance monitoring. The paper then discusses the human element of worklife and how this may be affected by electronic monitoring.
Table of Contents:
Introduction
Technology & Employee Monitoring
Cell Phones Monitoring
Web Monitoring
Emails Monitoring
Monitoring Blogs
Monitoring Phones
Off -Duty Hours Monitoring
Medical Conditions
Legislation
Pros and Cons of Electronic Monitoring
Solution for the Problem
Consideration of Human Elements
Training and Informing
Balanced Policies
From the Paper "Human resource and public administration policy makers should carry out a complete cost and benefit analysis. They must be completely biased and selfish in implementing employee monitoring policies. They have to create a balance between organizational benefits and employee concerns. Most of the monitoring activities offer potential benefits from an employer exclusive perspective. However, employee cannot be disregarded as a mere pawn in the whole game. Employees also have a human side to them. They definitely are obliged to the organization with respect to their duties but they also have their human weakness. The come to work in offices but they cannot completely leave their personal lives behind. Similarly they also sometimes take work or work stress home but work cannot completely overtake or hijack their personal lives. Employers should have the consideration of employee privacy. Similarly, employees should also consider that in order to protect their business interests, employers will exercise some controls. The controls should be in the limits and should not cross the limit where they become intrusive of employees personal lives."
Abstract This paper discusses ways in which the workplace is changing. According to the paper, old values of long service and loyalty are being replaced by high productivity, effectiveness and adaptability to changing conditions. The paper discusses how companies have adapted to consumer expectations. Advantages of new technology and flexible work schedules are looked at, as well as the problems. Alternative work schedules such as job share are discussed. The paper concludes that in the light of increasing customer demands, changing expectations, global competition and markets, combined with employee interest in achieving a better and more complete work/lifebalance, the initial inconvenience of implementation, will be more than offset by gains in productivity and strategic competitiveness.
From the Paper "In recent years, a combination of factors has led to a paradigm shift related to very basic issues of the nature of work, the workplace, management and employees. The impact of information and communications technology; globalization of markets leading to bigger, more diverse markets and increased competition; and the constant pressure to increase efficiency while reducing costs. To compete effectively, companies are challenged to create new products, maximize efficiencies at the factory and corporate level and increase penetration within existing markets, all the while keeping customers satisfied with high levels of service which may span several time zones. Old values of long service and loyalty are being replaced by high productivity, effectiveness and adaptability to changing conditions."
