Abstract
The paper discusses how in today's globally competitive marketplace, the struggle to recruit and retain talent is more vital to business success than ever before, however, many organizations face resource limitations that create a competitive disadvantage in the so-called war for talent. The paper relates, however, that research shows that recruitment and retention can be improved through cost effective measures such as providing work-life balance opportunities for employees. Along these lines, the paper argues for a viable approach for companies who need actual benefits like work-life balance to compete effectively in the human resource market. More specifically, the current study argues that the use of concierge services can be a differentiator in helping attract and retain human resource talent.

From the Paper
"In today's globally competitive marketplace, the struggle to recruit and retain talent is more vital to business success than ever before. Despite the critical nature of this human resource function, however, many businesses struggle when it comes to being able to offer the same kinds of perquisites and benefits provided by companies with greater resources. That is, many organizations face resource limitations that create a competitive disadvantage in the so-called war for talent. Research shows,..."

Tags:work, life balance, war on talent, retention

Abstract
This paper explains that recently the insistent merging of the limits between work and life have begun to cause employees so much stress that companies' profits are beginning to be impacted negatively. Next, the author reviews the common problems of productivity and performance, absenteeism, recruitment and retention that can arise with the absence of work-life balance programs within companies. The paper evaluates which work-life balance strategies of telecommuting, flexible and reduced working hours, leave benefits, child care support, employee assistance program, subsidized cafeteria and fitness centers and increased manager support, are recommended for AAG to improve employee job satisfaction. Tables are included in the paper.

Table of Contents:
Table of Contents
Executive Summary
Introduction
Purpose and Significance
Scope and Limitations
Sources and Methodology
Problem Identification
Productivity and Performance
Absenteeism
Recruitment and Retention
Strategies
Telecommuting
Flexible and Reduced Working Hours
Leave Benefits
Child Care Support
Employee Assistance Program
Subsidized Cafeteria and Fitness Center
Increased Manager Support
Conclusions
Recommendations

From the Paper
"At AAG employees are often overworked and lack flexibility in their schedules. As a result, they become stressed and find that their work and life are out of balance, leading to decreased productivity and increased employee turnover. As a result, employees may attempt to find a more suitable job, especially when other small to medium business owners offer flexibility practices. In a 2004 study by the Canadian Federation of Independent Business, they found that 94% of all small to medium businesses promote some kind of flexibility practices. Seventy-nine percent of these businesses promote flexibility in scheduling vacations, while 74% promoted time off for personal issues."

Tags:integration, interference issues, counseling, flexible work hours, maternity leaves

Abstract
This paper discusses that a company can attain and maintain a high productivity level by ensuring their employees maintain a healthy work-life balance. 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."

Tags:flexible, wellness, telecommuting, leave, profit

Abstract
This paper examines the pressures and conflicts faced by doctors and nurses regarding their work hours and time spent with family. First, the paper notes the shortages in doctors and nurses health care facilities. Then it shows how the current solution to this problem is to require doctors and nurses to work harder and longer. Next, the paper discusses how residents become habituated to 80-hour work weeks at the expense of family. Additionally, the paper addresses how stress at work for doctors and nurses may impact the family. The paper concludes by stating that physicians and nurses can engage in appropriate self-care such as eating and sleeping as healthfully as possible, commiserating with colleagues, taking time to laugh to diffuse a tension-ridden situation, and knowing when they have had 'too much.'

From the Paper
"While medical professionals may advise their patients to have an appropriate work and life balance, they may feel that this advice does not apply to them: a recent study of young doctors-in-training conducted by Johns Hopkins University found that residents, "set themselves up for burnout by accepting, even embracing, what they believed would be a temporary imbalance between the personal and professional aspects of their lives" (Chen 2009, p.1). Although some residents take comfort in the fact that their 80-hour work weeks are only temporary, this work-life imbalance often became a pattern. "The ones who are happier...are the ones who have held on to one or two things and have said, 'I'm not just another resident. I play the guitar, I run races, or I go home to family.' They don't do these things to the same extent as they did before residency, but they do them enough to maintain a sense of self" the authors of the Hopkins study found (Chen 2009, p.1). These physicians' practice and quality of care did not suffer, but was enhanced, by outside pursuits. But old habits in the profession die hard and many residents are indoctrinated into the workaholic manifesto."

Tags:patients, family life, residency, workaholic

Abstract
The paper explains that 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. The paper then looks at Karl Marx's beliefs on working in a capitalistic society.

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..."

Tags:work, life, balance

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
This paper provides figures that show that in the next 10 years more people than ever before in the USA, will be caring for their parents or an elderly relative. For many of these individuals they will be taking on these eldercare responsibilities while caring for their own children and nuclear families. The paper also examines how the role of human resources fits into eldercare, and what programs an organization can implement to ensure a better work-life balance for employees who provide elder-care. Finally, the paper demonstrates that through education, advocacy, empathy, and understanding, all of those involved with the various aspects of eldercare can thrive. Several tables are included with the paper.

Outline:
Background
Effects of Eldercare
Challenges facing employees/caregivers
Organizational challenges and costs
Human Resources Role
Programs Employers Can Implement
Benefits of Work-life Programs: Employer/Employee
Conclusion

From the Paper
''By the year 2022, for the first time in American history, adults 65 and older will outnumber children under the age of five. Moreover, the population of elderly over 65 will double from about 38 million to about 77 million people by the year 2035, 30 years form now. Taking into consideration that Americans living longer than ever, the average life expectancy reaching 77.9 years (U.S. Census Bureau, 2011), and coupled with the fact that the baby boom has spawned an aging boom, more Americans are, or will be, caring for their parents or an elderly relative. For many of these individuals they will be taking on these eldercare responsibilities while caring for their own children and nuclear families (Couric, 2011).
''According to the U.S. Census Bureau, as of 2008, over 78 million people were between the ages of 45 and 65 (25.7 % of the total population), and over 38.5 million people were in the over 65 age bracket (12.8 % of the total population), while only 21 million were under the age of five (less than 7% of the total population)(U.S. Census Bureau, 2011).''

Tags:population, responsibilities, stress

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 identifies a human resource initiative "Work-Life Balance," which, if implemented within the organization of Youth Directions, will enhance its business performance. An overview of Youth Directions and work-life balance is provided. The initiative's benefits and costs are examined; case studies of work-life balance 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-Life Balance Defined
Why Do We Need Work-Life Balance?
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."

Tags:youth, directions, australia

Abstract
This paper examines the article, "Technology Increases Workplace Stress, Tipping the Scales of Work-Life Balance", 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."

Tags:careers, home, office