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Work Life Integration With IBM
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Work Life Integration With IBM Presentation Transcript

  • 1. MADE BY:- VISHAKHA ANUJ CHAUDHARY SHAILENDER SINGH
  • 2. A TRADITIONAL WORK LIFE • 9-5pm Work for an Employer - live for the weekends and holidays - worry a lot and be generally unable to control your own destiny. • “A Family Gathering”!! Skip it.. As your Boss wont allow you the Leave! “Keep Sulking” • Retire on a reasonable pension at 60 or 65, or 55 if you are lucky - continue to worry, and now add feelings of regret and maybe even bitterness. • Rapidly decline due to lack of stimulus and die quite soon. “WHATS THE POINT!!!”
  • 3. DISADVANTAGES OF TRADITIONAL WORK LIFE FOR EMPLOYEES • Unable to meet Personal Needs, Family needs, and life responsibilities conveniently. • Increases consumption of employee’s commuting time and fuel costs. • Stress of commuting during rush hours. • Decreased feeling of personal control over schedule and work environment. • Increases employee burnout due to overload. • Forces people to work monotonously, when they do not feel freshest, and not enjoy working. Eg. (Morning person vs. Night person)
  • 4. SOME ILL EFFECTS • National Institute for Occupational Safety and Health, states that recent studies show that “The Workplace has become the single Greatest Source of Stress”. • 4 out of 10, Private Sector Employees stated that their Jobs are “Very" or “Extremely" stressful. • 74% Employee’s showed symptoms of Illness, Back aches, and constant Sadness. • 17% Employee’s, showed signs of Increased Alcohol consumption, Smoking and Binge Eating To Resolve Stress.
  • 5. AS A SOLUTION, EMPLOYERS NEED TO BE: • More responsive to the diversity of needs of employees - a one size fits all approach no longer works. • Increasingly open minded about work practices, such as flexible work arrangements, working from home, parental leave and the focus on long hours rather than performance. • More understanding and supportive of employees work/life needs and priorities. AND, THUS WAS THE EVOLUTION OF THE CONCEPT “WORK LIFE BALANCE”
  • 6. WORK LIFE BALANCE “Work-life Balance is the ability to experience a sense of control and to stay productive and competitive at work while maintaining a happy, healthy home life with sufficient leisure. It’s attaining focus and awareness, despite seemingly endless tasks and activities competing for your time and attention”. “Work-life Balance entails having some breathing space for yourself each day; feeling a sense of accomplishment, while not being consumed by work; and having an enjoyable domestic life without short-changing career obligations”.
  • 7. COMPONENTS OF WORK LIFE BALANCE • SELF MANAGEMENT: Sufficiently managing one’s self can be challenging, particularly in getting proper sleep, exercise, and nutrition. Self-management is the recognition that effectively using the spaces in our lives is vital, and that available resources, time, and life are finite. It means becoming captain of our own ship; no one is coming to steer for us. • TIME MANAGEMENT: Effective time management involves making optimal use of your day and the supporting resources that can be summoned – you keep pace when your resources match your challenges. Time management is enhanced through appropriate goals and discerning what is both important and urgent, versus important or urgent.
  • 8. STRESS MANAGEMENT: By nature, societies tend to become more complex over time. In the face of increasing complexity, stress on the individual is inevitable. More people, distractions, and noise require each of us to become adept at maintaining tranquillity and working ourselves out of pressure-filled situations. Most forms of multi-tasking ultimately increase our stress, versus focusing on one thing at a time. CHANGE MANAGEMENT: In our fast-paced world, change is virtually the only constant. Continually adopting new methods and re- adapting others is vital to a successful career and a happy home life. Effective change management involves making periodic and concerted efforts to ensure that the volume and rate of change at work and at home does not overwhelm or defeat you.
  • 9. TECHNOLOGY MANAGEMENT: Effectively managing technology means ensuring that technology serves you, rather than abuses you. Technology has always been with us, since the first walking stick, flint, spear, and wheel. Now, the rate of change is accelerating, brought on by vendors seeking expanding market share. Often there is no choice but to keep up with the technological Joneses, but you must rule technology, not vice versa. LEISURE MANAGEMENT: The most overlooked of the work- life balance supporting disciplines, leisure management acknowledges the importance of rest and relaxation- that one can’t short-change leisure, and that “time off” is a vital component of the human experience. Curiously, too much of the same leisure activity, however enjoyable, can lead to monotony. Thus, effective leisure management requires varying one’s activities.
  • 10. BENEFITS OF WORK-LIFE BALANCE FOR EMPLOYEES: • Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret. • Being able to work in flexible ways so that earning an income and managing family/other commitments become easier. • Being part of a supportive workplace that values and trusts staff. BENEFITS OF WORK-LIFE BALANCE FOR EMPLOYEERS: • Getting and keeping the right staff • Getting the best from staff • Being an ‘employer of choice’ and future proofing • Improving productivity
  • 11. BUT THE DREAM WORK LIFE STILL HASN’T BEEN FORMED!!
  • 12. WORK LIFE BALANCE IS A MYTH! • Searching for the mythical “Balance” leads to frustration, guilt, and disappointment—causing career professionals to step back or step out of their company. • There is no such thing as “Balance.” Life is not a zero sum game or an equation that needs to be solved. • Look at Balance as a longer-term goal. Instead of trying to achieve it every day, work to achieve it over the course of a year. • Let go of the idea of achieving Balance and pursue “Purpose and Passion” instead. • Finding time for both work and life is more about “Rhythm” than Balance.
  • 13. THE SHORT COMINGS OF WORK LIFE BALANCE LED TO WORK LIFE INTEGRATION
  • 14. WHAT ARE THESE ROM-COMS TRYING TO TELL US?? • “I Don’t Know How She Does It” • “The Devil Wears Prada”
  • 15. GOODBYE WORK LIFE BALANCE! HELLO WORK LIFE INTEGRATION • “Work-life Balance” implies a Separation and seems to say the Two Worlds are not meant to Collide. • “Work-life Integration suggests the Marriage of one’s Professional and Personal lives. WORK LIFE INTEGRATION : “It’s an outcome of people exercising control and choice in their life to meet life’s challenges. This can be in terms of managing work responsibilities alongside their personal and family needs. The areas of a person’s life which require integration will change based on the individual’s life stages.
  • 16. UNDERSTANDING WORK LIFE INTEGRATION THROUGH: “IBM”
  • 17. THE CHANGING WORLD OF WORK • IBM is committed to creating a supportive, flexible work environment that gives employees more flexibility and control over their work as an important means to achieve greater work/life balance and Enhanced Productivity. • One of the reasons why people come to IBM Is because they take work life flexibility seriously. • On any given day worldwide, one third of the IBM’ers are not at the IBM Location- They are working onsite with customers, are telecommuting or at Mobile.
  • 18. IBM Work/Life Program Heritage 1966 – to Date
  • 19. IBM’S Diversity & Inclusion Focus Areas: • Advancement of Women • People with Disability • Cultural Diversity • Generation Diversity • Lesbian Gay Bisexual Transgender
  • 20. HOW IT HAPPENS: POLICY FRAMEWORK Working from home / Telecommuting, Part-time work, Job Share Individualised work schedules, flexible or compressed working week Self-funded leave, Paid primary care-giver leave, Carer/personal leave Floating Cultural Holiday, Leave of absence PROGRAMS - GET BALANCED - SHADES OF BLUE - WORK LIFE MONTH IN OCT. MANAGEMENT PRACTICE - CHANGE OF MINDSET - MANAGERS MANAGE - EDUCATION COMMUNICATION - ARTICLES - PODCASTS - MAIL BUZZ - CONNECTIONS PAGE
  • 21. MOBILITY IS A CONTINUOUS JOURNEY • IBM began its Mobility program in the early 1990’s and now supports over 160,000 employees worldwide MOBILITY OBJECTIVES: • Increase Customer Satisfaction • Improve Employee Productivity • Generate Significant Cost Savings • Improve Attraction and Retention of talent
  • 22. IBM’S FLEXIBILITY PRINCIPLES • BALANCING OF NEEDS • THE ENTERPRISE NEVER STOPS • TRUST AND PERSONAL RESPONSIBILITY • UNDERSTANDING DIFFERENCES • FOCUS ON RESULTS
  • 23. IBM’ers Have Options on How, When & Where to Work: Flexible Work Options (FWOs) • Compressed Flexible Work Week: Work your full schedule in less than five days. e.g. work more hours M-Thursday to have Friday off. • Individualized Work Schedule: Shift my start and stop times / earlier or later than normal, or take longer lunch break, etc. • Leave of Absence: For virtually any reason – time off without pay --- education, community service, elder care, training for Olympics, etc. • Part-time Reduced Work Schedule: Work less than 40 hour schedule • Job share: Share a part-time job with another part-time person. Works well with administrative and even some client facing roles • Mobile: Work from anywhere - client location, home, hotel, airport – mostly for client facing persons • Work-at-home: If nature of job lends itself to and employee has great work habits. This is a decision between manager and employee. IBM Corporate Program does not exclude anyone.
  • 24. IBM’S GLOBAL WORK LIFE INTEGRATION FUND • Enhance IBM’s position as the Global work/life leader. • Contribute to the recruitment and retention of top talent. • Increase supply and improve quality of dependent care where our employees live and work by providing attainable and desirable dependent care options to employees … locally recognized as high quality, desirably priced, convenient. • Provide support with consideration given to local culture, norms and standards and international values. • Recognize and respond to emerging markets and changing workforce demographics and needs (e.g., mobile, frequent traveller, aging, young) • Provide tools/supports for managers and employees to better take advantage of flexibility
  • 25. IBM’S WORKLIFE PRACTICES HOW THEY WORK?? - Part-Time Work - Job Share - Self-Funded Leave - Floating Cultural Holiday - Paid Primary Care-Giver Leave - Personal Leave - Leave of Absence
  • 26. WHEN THEY WORK?? • Individualised Work Schedules • Flexible or Compressed Working Week WHERE THEY WORK?? • Working from IBM office • Work from home / telecommuting • Flexible: work away from the office occasionally • Regular: work at home on regular basis • Full-time: work from home on full time basis • Mobile
  • 27. THANK YOU!