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Posted on March 17th, 2013, by

For the personnel policies, companies and organizations can focus on work-life balance and diversity is a competitive advantage in the job market. Thus, the facilitation of a work-life balance and positioning provide a family-friendly organization benefits in terms of recruitment and motivation of staff and is also intended to reduce employee turnover.
For example, in 2001 in Europe was taking place a significant counter-movement to the complete availability for the labor market. A counter-movement aims to respect the individual, not just as officials in the operation, but as a person with responsibility for a family and their own mental health. In recent years, the profession got the maintenance of health, efficiency and motivation, and preparation of retirement to the attention of workers and employers. The employer, employees, and the public sector, such as health insurance, face reduced work capacity or incapacity including financial losses. Moreover, the employer also has a duty of care to his colleagues: he has to take into concern their welfare and measures of occupational health management focus on the health and safety, reducing stress, health prevention, drug prevention and the prevention of burnout. It also offers balanced nutrition, such as in-house cafeterias, and company-sponsored sports for the prevention of physical inactivity as a part of corporate health care system, according to Clutterbuck D. (2004).
This model of a lifelong job is no longer dominated by the forces of the labor market in appearance. On the employer side there are visible conditions of work-life balance, which contribute to the attractiveness of the employer in turn, on the employee side, the desire to maintain their employability and also to realize his own life plans. Some of the workers are working longer than defined by the contract and demand better work-life balance, a small but growing minority of workers are aware of their influence consciously as talented individuals, switching to an employer to expect their desire to live a fulfilled life outside working hours. Without any doubts, if people respected in their desire for individual design of their living and working conditions, loyalty and motivation to the company can arise on this basis.
The corporate culture, above all, has a significant role in the work-life balance. Part-time employees are considered as inadequate in some organizations for salary increases and promotions, people have to comply with other obligations, or to the long hours an excessive demand is placed under a reduced motivation. In some companies managers provide supervisors role models to their own behavior in a major impetus for change the company culture, they represent. As a rule, superior uses clear and unequivocal manner for its own work-life balance and for the employee, it is easier to use even more flexible offerings of the company without putting fear career setbacks. Supervisors also play an essential role in the allocation of resources to their employees. If additional activities or projects exceed the targeted workload, it is up to supervisors to reject the practices involved with this reasoning.
It can be said that there are no uniform methods for measuring individual work-life balance. Studies on work-life balance, therefore, each set their own type of evaluation ahead of the results. The degree of satisfaction with work-life situation depends on many factors, including the organization of work, age, gender, type of occupation and industry. However, there are following recommendations of the European Foundation for the Improvement of Living and Working Conditions (€ Found), based on results of the fourth European Working Conditions Survey, conducted in 2005 by € Found, a promotion of forms of work organization on the principle of self-directed learning. The organizational form of lean manufacturing self-directed learning is an example that the service sector is particularly strong, whether before particularly given to executives, entrepreneurs and professionals, and primarily for older workers. According to a survey of 2007, around 250 managers and 80 percent of top managers in the construction industry, the automobile industry and consultancies have bigger problems in the work-life balance area in comparison with pharmaceutical industry and insurance sector, as stated in Work-life Balance and Organizational Commitment Of Generation Y Employees (Anon. 2009).
To sum it up I would like to say that human resource management is the knowledge and practical activities, which is aimed at ensuring of an organization with quality staff and optimal use of it. The term work-life balance means a state, in which work and private life of a person are consistent. As a fact, end of XX century and the beginning of XXI century can be characterized by the context of changing gender roles and demographic development, which facilitated creation of conditions that allow parents to care and have made an acquisition integration, which became a central social and political issue. Nowadays, in this issue the interests of organizations and employees are opposite. As matter of fact, the main drawback for the organization in this issue is the possibility of losing a valuable employee, in consequence of failure to provide normal conditions for work-life balance. In turn, the main drawback for employee is high possibility to lose the job, because of unwillingness to work extra hours. In my opinion, the best solution for this problem is to specify work-life balance issue in the labor contract of each employee.


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