The Relationship between Work Life Balance and Employee. Performance: . It now extends to the impact work has on individual stress, relationships It can enable employees to feel more in control of their working life and. in the area of job stress on work-life balance and work-. life conflict amongst . Examples of human resource management initiatives. aimed at promoting work- life Folkman () defined stress as a relationship between. a person and their. The Relationship between Work Life Balance and Employee. Performance: . It now extends to the impact work has on individual stress, relationships It can enable employees to feel more in control of their working life and.
Why should a workplace consider these programs? The need for balance is essential. There are many factors to consider such as the different generations at work, age, culture, family needs, and socioeconomic status.WORK-LIFE Balance: BK Shivani at CISCO, Silicon Valley (English)
The initiatives can be written as part of existing health and safety policy, or particular guidelines can be referenced in the overall company human resources policy or the collective agreement if applicable.
Meeting both the employees' and overall business needs requires a significant commitment from senior management.
This 'best fit' should be done with frequent consultation with employees. An evaluation or feedback systems should also be part of that process.
While most people would agree that these issues should be addressed, they may not know where they can be resolved. However, it should not take away resources or distract attention from addressing other health and safety concerns or hazards that may be present in the workplace. What are some steps to take when setting up a program? To research needs and to implement the program, suggested steps to take are as follows: Assess the workplaces' current situation and objectives.
Survey employees, supervisors, and managers. Ask about needs, concerns, etc. Find out about bottom line or underlying concerns e.
Work/Life Balance : OSH Answers
What is the true source of this stress? Get buy-in from all levels. That Job satisfaction is a dependent attitudinal variable [ 2 ] which determines the level of individual job liking, also always job performance have positive correlation with job satisfaction. It uncover the factors [ 3 ] that impact job satisfaction of employee, are following: Individual factors like personality, education, age, marital status, etc.
Social factors like group working, opportunity for interaction and informal organization, relation with co-workers. Cultural factors like attitude, belief and value. Organizational factors like nature and size, formal structure, employee relationship, personnel policies and procedures, technology and work organization, supervision and styles of leadership. Environmental factors like social, technical, economic and governmental influences.
Work Life Balance Work Life balance practices are organizational changes which are required to reduce work and family conflicts. These work life balance practices made employees effective both personally and professionally. The more an employee has control over his working conditions, the more he is able to balance work and family.
Iqan Lazar [ 4 ] said that, a successful balancing between work and personal life, leads to increase in quality of personal life relationships and organizational performance. Organizations felt the necessity of work life balance for increasing employee productivity and retention, decrease work life imbalance; reduce employee stress, better life balance and job satisfaction.
Work life balance practices need to be flourished in organization culture. Strong and cooperative culture of organization create employee retention in the organization.
Felicity Asiedu Appiah [ 6 ] states that in order to enhance employee performance at home and work, work life balance is a necessity. Work and non-work responsibilities are Gender based different. Researches show that female requires more work life balance than male. Researches also show that work life balance enhances performance of individual and of overall organization. Lockwood [ 7 ] states that work life balance is managing work and personal responsibility.
Senior Management has responsibility to support Work life balance Programs in organization. For work life benefits in work environment it is important to have a corporate culture that encourage supports and accept employees as individuals and their priorities beyond workplace.
It is used to show how much an individual feels connected with his job and working environment. Many organizations develops training program and benefit packages for creating and retention of loyal employees. Longer an employee works more he became valuable asset to that organization.
Ms Chetna pandey [ 8 ] states that In Organizational Behavior most important attitude is job satisfaction.
Every organization tries to make efficient workforce to control the wellbeing of the organization as a result of which employee extend additional efforts to their job performance. Total Organizational performance depends on efficient and effective performance of individual staff of the organization.
Pushpakumari [ 9 ] states that once worker is satisfied, than it drives him to perform the task with great efforts. A satisfied individual worker and his efforts and commitments are necessary for the success of the organization.
Al-Zoubi [ 10 ] states that staff agree to the fact that salaries can increase the job satisfaction and as a result level of individual performance additionally raised. Job satisfaction additionally will increase worker motivation at work.
However Researchers additionally examined that pay will result job satisfaction once other job characteristics found positive. Worker satisfaction explains that the staff is happy and organization is efficiently fulfilling their need and desires. Worker satisfaction will facilitate, to create commitment of staff towards organizational goals.