Supporting Good Practice in Managing Employee Relations Essay

There is a growing recognition by policymakers of the importance of supporting individuals in juggling work and family life, as reflected in the British government’s launch in 2000 of the Work-Life Balance Campaign. This aims to encourage employers to introduce more flexible work practices in order to facilitate workers’ reaching a better equilibrium between work and other spheres of their life (e.g., child or adult caring responsibilities, as well as other interests). Although the number of companies offering flexible working practices in Britain is growing, it is relatively small compared

Everyone has been told from one time or another – don’t bring your personal life to work, and vice-versa. Easier said than done. In our current economy, families are having to work harder, and longer thus leaving less time for family and creating stress and anxiety. One thing that has statistically shown why people are stressed at work and home – the instability of work-life balance. This paper exemplifies the barriers and measures one can take to secure the balance.

It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations.

It is important for employers to ensure that their staff can maintain a work-life balance and this will provide its own benefits for them, such as:

Companies whose organizational design supports its employees’ work-life balance may be more financially successful than those that does otherwise. Many employees consider work-life balance more important than the monetary reward. Employees with a balanced personal and professional life demonstrate a better job performance than those who feel “pressured” in either their personal or professional life. In ideal situations, employer demands and employee’s ideal work situation rarely meet the middle ground, those who do, perceive that they are in control.. The purpose of this paper is to analyze the Healthcare Clinic’s organizational design based on the employees’ work-life balance.

An increasing number of people especially in the western industrialized countries of the world are working longer hours than people did in the past few decades. As a result, less time is being spent on activities such as family care or leisure, creating an imbalance of time spent between work and home life. In Britain for example, prospects for a work-life balance for many workers appear to be slipping away; Britons work the longest number of hours in Europe and one in six work more than 60 hours a week! (Crush, 2011).

Firstly, it has been noted that many UK workers are generally “unaware of their work-life entitlements following the implementation of work-life balance practices” (Kodz et al., 2002 and Lewis et al., 2000, cited in Beauregard & Henry 2009). This situation can result in dissonance, as employers have total control over which work-flexible practices to present, to discard or implement, while the employee will not possess any control. Not to mention that, there seems to be a substantial variance between the people who

Work-life balance is imperative to adhere to for all working professionals to avoid burnout or an induced level of stress. Excessive workloads and the feeling of being burned out can translate in other areas such as one’s overall health. In my experience, I have witnessed several employees request a leave of absence due to an enormous level of pressure they feel always to be “on.” Inefficiency and social forces are direct resultants from a work-life imbalance. In today’s workforce employers have implemented several kinds of flexible working arrangements to counteract the overexertion employees tend to exhibit.

When work and life are imbalanced it will lead to an array of problems. Many employees experience burnout due to overwork and increased stress. This condition ranges from blue collar workers to upper management. Over the past decade, rises in workplace violence, an increase in levels of absenteeism, as well as rising workers’ compensation claims are all evidence of an unhealthy work-life balance. Personal ambitions, the pressure of family obligations, and accelerating pace of technology all play a part to causing this condition. There are several possibilities to provide a balanced work-life and learning how to eliminate home and work-place stress. An employee

On top of that, employees aren’t happy with work/life balance. Having to work on holidays and weekends is another complaint among employees. Organizational leadership needs to take measures to help employees find work/life balance.

Having the right Work-Life parity is progressively vital nowadays with more individuals finding that their working day gets longer as organizations battle to stay aware of the interest for 24hr services. Workers love flexible work plans, and superintendent’s advantage from higher resolve, lower non-appearance, and having the capacity to draw in better quality specialists. There are numerous organizations that are beginning to acknowledge how flexible functioning can benefit them particularly in these troublesome financial times. Flexible working practices can bring the accompanying advantages to an organization and its

Flexible working arrangements work well if employee’s personal needs i.e. to balance work and life as well as organization’s functioning requirements in providing efficient and effective services are fulfilled.

For many employed people, a workplace is like a second home. According to the Organisation for Economic Co-operation and Development in 2016 in the United States, the annual hours actually worked per worker on their main job is 1,783 hours (OECD, 2017). The atmosphere of a workplace contributes to the mental and emotional wellness of its employees and the productivity of an organization, as a whole; therefore, it is important to establish consistent house rules or guidelines to communicate to both management and employees how to conduct themselves for the goodwill of the company and its people. Every person at an organization brings a diverse set of individual needs and motivations apart from the company’s primary agenda. Despite their commitment to perform their specific work responsibilities while in the workplace, each person obligates himself or herself to non-work urgencies that can produce interruptions within the boundaries of their required duty to an organization (Casper & DePaulo, 2012). Such non-work urgencies may involve a spouse or a child for a partnered employee; therefore, many organizations establish “family-friendly” policies in consideration of a partnered employee’s life outside of the workplace or the exceeding obligations of a person with parental responsibilities (Casper & DePaulo, 2012, p. 232). Family-friendly policies could include a flexible work schedule with the option to telecommute some days, or extra time off to care for an ill partner or

Nowadays, for most people, they may prefer choose the life without rigid or fixed usually. Instead, the balance life should be flexible enough to take account of various circumstances, places, times, etc. Consequently work as an important part of people’s life, people will be likely to keep the balance of it. Recently in many countries, the flexible working system is becoming more and more common in institutions and companies. Some of these countries’ governments also support it, because the system has low time and places requirements, and it is a new approach for employers which means it has the space for further development. Flexible working has many advantages of it for employers, meanwhile, the disadvantages are often unavoidable. Firstly, flexible working system can helps employers save money on the office cost. Secondly, flexible working system help employers

Work-life balance has become a primary concern in both society and a big number of organisations in the globalised world. Furthermore, according to Sok, Blomme and Tromp (2014), this issue now becomes more difficult to make decisions for people who are in charge of management positions. Ideally, to cope with this prominent issue, the notion of flexible working is created; however, this also brings significant challenge. These aspects will continue being basic concerns in the future due to the fact that our world of work changes across the time. From these reasons, personally, I chose this topic to gain in-depth understanding about aspects which delight comprehensive human-being in workplace. In this report, I will shed light on the summary of the topic and my individual reflection when running this.