Last name 4 My name Course Instructor Date Chinese Tea Culture "Chinese Tea, Discover Chinese Tea Culture and History." China Highlights, 21 Jan. 2018, www.chinahighlights.com/travelguide/chinese-tea/. According to this website, tea plays a crucial role in Chinese culture. This website provides a lot of useful information about the Chinese tea culture. For example, the source provides information how tea has played a vital role in the development of Chinese economy and preservation of Chinese traditions. Tea culture in China embodies the history and spirit of civilization. Tea is taken as a beverage to quench thirst and is characterized by different practices such as tasting tea, tea art, tea lore. There are also some rules for tea taking. Li Xiusong. “Chinese Tea Culture.” Journal of Popular Culture, vol. 27, no. 2, Fall 1993, pp. 75–89. Li, in this source, discusses different aspects of Chinese tea culture. The author highlights how tea is one of the widely used beverages globally. Desirably, it is cheap and easy to prepare with least adverse effect. Tea benefits Chinese not only health wise but also regarding their looks. Tea also drives different sectors of the economy such as food, coal and petro industries because of its ability to resist oxidation. The Chinese tea culture permeates virtually every realm of life. Tea culture thus influences research, marketing, politics, health and cultural aspects in China. Prokosh, Nancy. “Tea and Chinese Culture.” Harvard Asia Pacific Review, vol. 7, no. 2, Winter 2005, pp. 12–13. This article critically examines the cultural and social significance of tea from the Chinese perspective. The author describes almost every aspect of tea process form the point of cultivation to the point the tea is used for ritualized ceremony. Apart from the use of refreshment, tea is also used as medicine. Prokosh asserts that the Chinese have a belief that tea is equally valuable to the value of a tonic to the beauty of women. The process of making tea is a culture all of its own. As such, Chinese tea houses are spread across China. Chinese families and friends spend time together at tea houses, which is essential for strengthening family and social bonds. Zhao-Di Yang. “Tea Culture and Sino-American Tea Connections.” Chinese American Forum, vol. 23, no. 2, Oct. 2007, pp. 8–14. This source explains the history of tea in China. According to Zhao-Di, China has a long history of tea culture. This source holds that China is the undisputed homeland to tea. Initially, tea was used as herbal medicine to treat a number of health conditions. Tea drinking spread from China to other places in the world. Tea drinking is a routine in China today. Overtime, China has accumulated many generations of tea activities and rituals. This source also explains the origin of trade between China and America. Bibliography "Chinese Tea, Discover Chinese Tea Culture and History." China Highlights, 21 Jan. 2018, www.chinahighlig ...

1. Last name 4
My name
Course
Instructor
Date
Chinese Tea Culture
"Chinese Tea, Discover Chinese Tea Culture and
History." China Highlights, 21 Jan. 2018,
www.chinahighlights.com/travelguide/chinese-tea/.
According to this website, tea plays a crucial role in Chinese
culture. This website provides a lot of useful information about
the Chinese tea culture. For example, the source provides
information how tea has played a vital role in the development
of Chinese economy and preservation of Chinese traditions. Tea
culture in China embodies the history and spirit of civilization.
Tea is taken as a beverage to quench thirst and is characterized
by different practices such as tasting tea, tea art, tea lore. There
are also some rules for tea taking.
Li Xiusong. “Chinese Tea Culture.” Journal of Popular Culture,
vol. 27, no. 2, Fall 1993, pp. 75–89.
Li, in this source, discusses different aspects of
Chinese tea culture. The author highlights how tea is one of the
widely used beverages globally. Desirably, it is cheap and easy
to prepare with least adverse effect. Tea benefits Chinese not
only health wise but also regarding their looks. Tea also drives

2. different sectors of the economy such as food, coal and petro
industries because of its ability to resist oxidation. The
Chinese tea culture permeates virtually every realm of life. Tea
culture thus influences research, marketing, politics, health and
cultural aspects in China.
Prokosh, Nancy. “Tea and Chinese Culture.” Harvard Asia
Pacific Review, vol. 7, no. 2, Winter 2005, pp. 12–13.
This article critically examines the cultural and social
significance of tea from the Chinese perspective. The author
describes almost every aspect of tea process form the point of
cultivation to the point the tea is used for ritualized ceremony.
Apart from the use of refreshment, tea is also used as medicine.
Prokosh asserts that the Chinese have a belief that tea is equally
valuable to the value of a tonic to the beauty of women. The
process of making tea is a culture all of its own. As such,
Chinese tea houses are spread across China. Chinese families
and friends spend time together at tea houses, which is essential
for strengthening family and social bonds.
Zhao-Di Yang. “Tea Culture and Sino-American Tea
Connections.” Chinese American Forum, vol. 23, no. 2, Oct.
2007, pp. 8–14.
This source explains the history of tea in China. According to
Zhao-Di, China has a long history of tea culture. This source
holds that China is the undisputed homeland to tea. Initially, tea
was used as herbal medicine to treat a number of health
conditions. Tea drinking spread from China to other places in
the world. Tea drinking is a routine in China today. Overtime,
China has accumulated many generations of tea activities and
rituals. This source also explains the origin of trade between
China and America.
Bibliography

3. "Chinese Tea, Discover Chinese Tea Culture and
History." China Highlights, 21 Jan. 2018,
www.chinahighlights.com/travelguide/chinese-tea/.
Li Xiusong. “Chinese Tea Culture.” Journal of Popular Culture,
vol. 27, no. 2, Fall 1993, pp. 75–89.
Prokosh, Nancy. “Tea and Chinese Culture.” Harvard Asia
Pacific Review, vol. 7, no. 2, Winter 2005, pp. 12–13.
Zhao-Di Yang. “Tea Culture and Sino-American Tea
Connections.” Chinese American Forum, vol. 23, no. 2, Oct.
2007, pp. 8–14.
Running head: WORK-LIFE BALANCE 1
WORK-LIFE BALANCE 5
Work-life Balance
Name of Student
Institutional Affiliation
Name of Professor
Date

4. Today, the contributions that women have made in the labor
force participation has strengthened their position in the
corporate workforce. However, the composition of gender in the
workforce portrays a high number of male roles. In bands four
to six, more women are employed than men. Additionally, men
dominate more than half of the group nine positions. Moreover,
research established that more women work part-time than men
(Knight & Pearson, 2005).
When it comes to gender pay, men’s mean and median pay
every working hour is relatively high than women’s. This
disparity is popularly known as the gender pay gap. The main
contributor to the gender pay gap is that numerous organizations
offer higher pay rates to men. The gender pay gap demonstrates
discrimination in business organizations despite not being
illegal (Knight & Pearson, 2005).
Furthermore, the number of men occupying the position of
executive-level managers in organizations is also higher than
women. Gender diversity in the C-suite remains relatively low.
However, there is an increase in women's participation in
boards due to quotas, among other measures. The top female
executives are given positions that are not expected to lead to
assuming the role of a CEO (Knight & Pearson, 2005).
Advantages and disadvantages of flexible work responsibilities
and schedules
Having flexible work responsibilities and schedules benefits not
only the employees but also the Company. Offering flexible
schedules to employs is one of the primary organizational
measures that increase employees' productivity. Flexible work
responsibilities show that the organization’s administration
trusts the employees to contribute towards the achievement of

5. business objectives. Moreover, it gives employees freedom and
control over how they spend their time to increase the
productivity of an organization (McMenamin, 2007).
Most employees are faced with stress, which is a concern in the
workforce of numerous organizations. Schedules that are not
elastic are too demanding, causing anxiety among employees
due to the absence of the ability to balance work and social life.
However, the utilization of flexible schedules and work
responsibilities introduces an environment where employees can
manage both work and life’s demands. This also allows
employees to report to their jobs every day, which decreases
absenteeism (McMenamin, 2007).
However, flexible schedules are associated with some
disadvantages to an organization. Some employees thrive in an
office environment making flexible working hours not suitable
for them. Such workers may end up taking advantage of flexible
working hours and use that opportunity to relax instead of
contributing to the achievement of organizational goals. Also,
having flexible working responsibilities may affect an
organization's activities. Some employees possess skills and
abilities suited for particular roles. Utilizing flexible work
responsibilities may lead them to an area of operation where
they are not gifted. Lastly, the difference between work and
home has not been defined clearly. As a result, there are issues
concerning the appropriate working hours for both managers
and workers (McMenamin, 2007).
Potential human resource benefits of offering child and elder
care in organizations
Members of the workforce that provide eldercare or offer
childcare are more likely to be unproductive. They also may
arrive to work late or take more time to offer to take care of
either the elderly or children. Availing such care for individuals
who work full time affects them both mentally and emotionally.
Establishing backup child and elder care in an organization
influences an employee’s productivity and contribution towards
achieving business objectives (Schmidt & Duenas, 2002).

6. Other benefits include boosting employee’s morale by
improving their physical and psychological well-being. Offering
child and elder care in organizations also decreases absenteeism
because time spent by workers when delivering care services is
minimized. Research has highlighted that providing care
services to the aging and children improves employee's
commitment to an organization (Schmidt & Duenas, 2002).
It is significant for an organization's management to recognize
the employee's family and other aspects of their personal life
because it affects their commitment to an organization. Care
platforms in organizations enhance satisfaction within the
workspace leading to improved retention and reduced turnover
(Schmidt & Duenas, 2002).
Explain work-life balances regarding achieving greater results
for the organization
Work-life balance refers to the proper allocation of time for
work and other aspects of life by a working individual. The
other aspect of life outside work include personal interests,
family, social activities, and leisure. Managing work life and
social life is a global concern within the workforce. Developed
nations like the United States of America have established work
and family policies to ensure a balance between works and other
aspects of life (Guest, 2002).
Individuals who are continuously work-oriented deal with
symptoms of stress and burnout. If an employee does not have
enough time to relax and recharge their productivity decrease,
which means that there are likely to decrease their performance.
A healthy balance between work and other aspects of life results
in highly productive employees who participated in achieving
business goals in their organizations (Guest, 2002).
Therefore, it is vital to encourage employees to take time off.
Besides, the management in companies should establish
schedules that give employees time to engage in other social
and leisure activities. Such a measure allows individuals to
enjoy the life they have been working hard to create. Moreover,
a balanced work-life helps people avoid some illnesses and

7. mental disorders (Guest, 2002).
References
Guest, D. E. (2002). Perspectives on the study of work-life
balance. Social Science Information, 41(2), 255-279.
Knight, M. B., & Pearson, J. M. (2005). The changing
demographics: The diminishing role of age and gender in
computer usage. Journal of Organizational and End User
Computing (JOEUC), 17(4), 49-65.
McMenamin, T. M. (2007). A time to work: recent trends in
shift work and flexible schedules. Monthly Lab. Rev., 130, 3.
Schmidt, D. E., & Duenas, G. (2002). Incentives to encourage
worker-friendly organizations. Public Personnel Management,
31(3), 293-308.
WORKPLACE ENVIRONMENT
1
Cultural Assimilation Report
Case Analysis
The

8. Solution
Group has been authorized by the ELC to assess the
assimilation of recent transfers into the workplace environment.
In this regard, the new IT division of Fig Technologies in Tyler,
Texas and it is aligned with its counterparts in Qatar and
Germany. Thus, the employees and teams are comprised of
different people belonging from different cultural backgrounds
and geographical regions. This paper aims to reveal the Cultural
Assimilation Report which has been proposed after assessing
the employee’s progress.
Composition of the Team
When the progress is being assessed is a consultant and
different questions have been asked it has been determined that
the team is consisting of minority and majority groups. This
division is like an obstacle in the way of progress. Because the
employees are from Qatar are from multiple similar cultures
whereas Germans are in the majority. The difference in values,
beliefs, and behaviors is dominating the major group over the
other. So the teams are divided again into 3 groups of 10
members. Hence, 2 groups are groups German while 1 is from
the mixed or Qatar’s employees.

9. Assessment Tool
In relation to this, the Consultant had proposed an assessment
tool so that the assimilations between the groups can be noticed.
The assessment tool is composed of the survey in which the
consultant remained friendly and asked questions and discuss
various things. Survey aided consultant because the team
members comfortably expressed their perspectives.
Later on, the Consultant proposed a questionnaire and an
interview was taken from every team member. The
questionnaire was composed of the following questions:
1. What are your comments about new grouping?
2. Were you comfortable before in the previous team?
3. Can you share your ideas with other members?
4. Do you appreciate members of different backgrounds?
5. What sort of problems you were facing before or now?
6. Can you have the enough spirit to express your talent and
abilities?
7. Any change which you want to bring in the group?
8. Do you work collectively or individually?
9. A collective approach to work is better or separate hard
work?
10. Let me know your recommendations about your concerns?
Assessment Results

10. Thus, after a detailed assessment with the help of discussion,
survey, and interview the consultant realized that he had earlier
suspected the real problem. That is why he suddenly decided on
the regrouping of the team members. The first challenge which
was a bigger obstacle in the way of success is the dominance of
the major group (Johnson et al., 2001). Hence, he divided again
the team members and fixed them in another way. Despite this,
all three teams started to compete with each other positively
that establish a collective approach of working. While, one of
the three teams has members from diverse backgrounds, and the
consultant was surprised to observe that the team belonging
from diverse cultures is striving and performing better than the
other teams (Johnson et al., 2001).
Moreover, all the team members were found and respecting
hence the exchange program will help team members to learn
from each other as well. In addition to this, the major challenge
was the change of customs and languages that made difficulty
for them as they sometimes remain unable to get each other
(Johnson et al., 2001). Still, the team is dedicated and
hardworking and can generate better outcomes from now
onwards.
Approaches to Develop Assimilation
Based on the above discussion the consultant wants to develop
the approaches which can better fit the workplace environment.

11. The consultant added that apart from the workplace scheduled
tasks few more gatherings can be arranged where team members
can get influential from their colleagues who are from different
cultural backgrounds (Lambert, 2016). It will also enable them
to understand each other easily. However, such activities will
improve positive competition and better understanding.
Whereas, assimilation will result in better results for everyone
and innovative pre-existing beliefs can be created (Lambert,
2016). It will help the organization to expand and the world in a
world around it. Thus, a collective approach among the teams
will result in the rapid development of a working relationship
between them.
References
Johnson, P., Heimann, V., & O’Neill, K. (2001). The
“wonderland” of virtual teams. Journal of workplace learning,
13(1), 24-30.
Lambert, J. (2016). Cultural diversity as a mechanism for
innovation: Workplace diversity and the absorptive capacity
framework. Journal of Organizational Culture, Communications,
and Conflict, 20(1), 68.
Organizational Diversity
Introduction

12. In many workplaces, it's normal to find friendly rivalry because
each of the employees has a different preference, opinion,
different education level, different background, different
personality, age, culture, and different ethnicity. Workplace
diversity refers to the variety of differences between the people
in an organization or workplace ( ). It involves how a worker
perceives him/herself and the other workers which determine
how he/she relates to others. Rivalry competition sometimes is
healthy because it encourages each person to excel in his/her
work making the job more interesting and exciting. The rivalry
is also a bad thing if it gets out of hand and can cause agitation
and confusion in the workplace.
Assessment of findings in Miami, FL
In Miami, there is a sporting rivalry in professional and college
teams’ competition and the pressure is felt by the team’s funs.
The rivalry has gone it the extreme that people are hurt, riots,
fights, hooliganism, and end of career to some players. There
are many popular sports clubs in Miami each having its fans.
Each fun supports his/her team due to devoted passion which
drives him/her to feel a sense of belonging, to socialize,
nostalgia, preference, and love for the game.
This pressure leads to the funs defending their teams even to the

13. extreme levels without minding its impacts on the society
whether positive or negative. This leads to the office workers in
Miami to move from the friendly rivalry to the extreme rivalry.
These causes fights and riots and the employees moving from
one place to another looking for work in peaceful areas. The
organizations face major challenges including loss of property,
low production, and shortage of labor, poor management, and
low production among others.
The conflict has attributed to extending that team player and
funs seeing each other as enemies. This has led the team players
to believe that there is no fair game which leads to more chaos.
Hatred, jealousy, cruelty, boasting in thee offices have also let
to conflicts leading to Miami FL to raise concerns. The
unfairness in the game blows up the violence causing ethnicity
tensions and social separation
Assessment of findings in Kansas City, MO
In Kanas City, MO offices, people began hanging together
talking about the breakups of their past relationships with same-
sex partners. This has made homosexuality, heterosexuality, and
multiple-partner relationships. Petition circulating in Kanas
City Office has banned the discussions. In many workplaces,
there are policies regarding sexual orientation. People have a
variety of differences in the workplace which makes it
important for such discussions to be banned. Such discussions

14. should be private and should not be held in the workplace.
Religious people have played a major role in banning the
discussion because of their religious beliefs. Morally, people
should respect each other feelings on certain matters and these
led to the banning of the discussions. Workplace ethics have not
met the management had to ban them to respect these ethics and
provide a good working environment. The discussion let to
sexual immorality and harassment in the workplace. It also
made the level of insecurity especially for women to be high
creating fear. The workers became lazy and forgot their duties
which led to low production in the organizations.
Recommendation for addressing these findings to the Executive
Leadership Council (ELC) for review
Diversity constitutes of variety of people each having his/her
own culture belief (Syed.J, et.al n.d) the management has to
recognize these and make rules to make sure that every worker
is satisfied and can work effectively in a good working
environment. People should be brought close to each other to
form one unit for the sake of the organization's prosperity.
Management should identify what motivates the workforce and
fostering healthier competition may help eliminate the negative
feelings that may arise from people who get overly competitive
(Mitchell, S. (2016). Employees should find common ground
through sports to counter competitive tensions and if the tension
is not controlled, then one should distance himself/herself from

15. his/her rival/competitor.
As a manager, intervene early when a fight or rivalry erupts
between workers. The sooner you step in the better because
when a dispute starts, emotions can run high hence making it
harder for management to diffuse the extreme situation. The
management should conduct diversity training to help increase
awareness about diversity issues, reduces biases and stereotypes
and change behaviors of employees (Bond & Haynes, 2014).
Improving Organizational Culture,
Fig Technologies has identified concerns at several of their
offices globally. Division has been noted on key teams based
upon religion and sexual orientation. Several team members
have complained that the non-Christian holidays and LGBT
celebrations are not recognized by the established company
celebrations or paid time off for observance. There have been
complaints with regard to coworkers making harassing
comments to this effect. The Executive Leadership Council has
asked for you to draft an assessment of these concerns and then
to propose a plan of action for addressing these concerns.
Further, include a preliminary draft of policy to be included as
an addendum to the organizational policy on discrimination and
harassment. In your report, be sure to address the following:
· Compare the impact of different religious beliefs and practices
(choose three to four different religions) and how these affect
the organizational culture, and describe how your new plan and

16. policy will improve organizational culture through inclusion of
different religious beliefs and practices.
· Compare how belief systems of different gender orientations
and sexual orientations may impact the organizational culture,
and describe the effects of discrimination against any of these.
In your plan of action, address how inclusion and assimilation
of different orientations will improve organizational culture.
Benefits of diversity
Increases adaptability: Workers bring many ideas from their
different opinions, working experience that helps the
organization in making decisions (Martin, 2014).
Improves employee engagement-when the employees share their
thoughts and experiences, they learn about different cultures
and lifestyles which bonds their relationship and motivation in
the workplace.
-Reduces racism and improves insights- when different people
meet they learn new culture insights from each other and this
reduces negative attitude towards each other thus reducing
racism and sexism.
-Gaining reputation- When a company recruits and employs new
workers from different cultures it gains a reputation from its
customers.

17. -It also helps the company to have good customer service as it
has different employees globally from different cultures and
languages
Disadvantages of diversity
- Lack of effective communication- when people from different
cultures meet each having a different language, there is a lack
of good communication which is a key to business success.
-Unfair equality- Diversity leads to the employment of
overqualified staff due to job insecurity. The
Individuals with great skills and education are employed to do
manual jobs.
-Diversity brings people with a different culture, opinion, and
too many ideas in the workplace that makes it hard for the
company to settle on a decision.
Increased hostility- when sharing opinions and ideas a certain
group may decide to support their person based on their culture
or religious beliefs leading to disagreements.
Accommodation of beliefs- some workers impose their cultural
beliefs into the workplace which leads to disagreements and
sometimes violence.
.

18. References
Bond, M., & Haynes, M. (2014). Workplace Diversity: A
Social-Ecological Framework and Policy Implications. Social
Issues And Policy Review, 8(1), 167-201. DOI:
10.1111/sipr.12005
Syed, J., Klarsfeld, A., Ngunjiri, F., & Härtel, C. Religious
diversity in the workplace.
Mitchell, S. (2016). Top Ten Tips: How to manage diverse
teams. Retrieved from http://www.managementtoday.co.uk/top-
ten-tips-manage-diverse-teams/leadership-
lessons/article/1181428
Martin, G. (2014). The Effects Of Cultural Diversity In The
Workplace. Journal Of Diversity Management (JDM), 9(2), 89-
92. DOI: 10.19030/jdm.v9i2.8974
Today, the contributions that women have made in the labor
force participation has strengthened their position in the
corporate workforce. However, the composition of gender in the
workforce portrays a high number of male roles. In bands four
to six, more women are employed than men. Additionally, men
dominate more than half of the group nine positions. Moreover,
research established that more women work part-time than men

19. (Knight & Pearson, 2005).
When it comes to gender pay, men’s mean and median pay
every working hour is relatively high than women’s. This
disparity is popularly known as the gender pay gap. The main
contributor to the gender pay gap is that numerous organizations
offer higher pay rates to men. The gender pay gap demonstrates
discrimination in business organizations despite not being
illegal (Knight & Pearson, 2005).
Furthermore, the number of men occupying the position of
executive-level managers in organizations is also higher than
women. Gender diversity in the C-suite remains relatively low.
However, there is an increase in women's participation in
boards due to quotas, among other measures. The top female
executives are given positions that are not expected to lead to
assuming the role of a CEO (Knight & Pearson, 2005).
Advantages and disadvantages of flexible work responsibilities
and schedules
Having flexible work responsibilities and schedules benefits not
only the employees but also the Company. Offering flexible
schedules to employs is one of the primary organizational

20. measures that increase employees' productivity. Flexible work
responsibilities show that the organization’s administration
trusts the employees to contribute towards the achievement of
business objectives. Moreover, it gives employees freedom and
control over how they spend their time to increase the
productivity of an organization (McMenamin, 2007).
Most employees are faced with stress, which is a concern in the
workforce of numerous organizations. Schedules that are not
elastic are too demanding, causing anxiety among employees
due to the absence of the ability to balance work and social life.
However, the utilization of flexible schedules and work
responsibilities introduces an environment where employees can
manage both work and life’s demands. This also allows
employees to report to their jobs every day, which decreases
absenteeism (McMenamin, 2007).
However, flexible schedules are associated with some
disadvantages to an organization. Some employees thrive in an
office environment making flexible working hours not suitable
for them. Such workers may end up taking advantage of flexible
working hours and use that opportunity to relax instead of
contributing to the achievement of organizational goals. Also,
having flexible working responsibilities may affect an
organization's activities. Some employees possess skills and
abilities suited for particular roles. Utilizing flexible work
responsibilities may lead them to an area of operation where

21. they are not gifted. Lastly, the difference between work and
home has not been defined clearly. As a result, there are issues
concerning the appropriate working hours for both managers
and workers (McMenamin, 2007).
Potential human resource benefits of offering child and elder
care in organizations
Members of the workforce that provide eldercare or offer
childcare are more likely to be unproductive. They also may
arrive to work late or take more time to offer to take care of
either the elderly or children. Availing such care for individuals
who work full time affects them both mentally and emotionally.
Establishing backup child and elder care in an organization
influences an employee’s productivity and contribution towards
achieving business objectives (Schmidt & Duenas, 2002).
Other benefits include boosting employee’s morale by
improving their physical and psychological well-being. Offering
child and elder care in organizations also decreases absenteeism
because time spent by workers when delivering care services is
minimized. Research has highlighted that providing care
services to the aging and children improves employee's
commitment to an organization (Schmidt & Duenas, 2002).
It is significant for an organization's management to recognize
the employee's family and other aspects of their personal life
because it affects their commitment to an organization. Care
platforms in organizations enhance satisfaction within the

22. workspace leading to improved retention and reduced turnover
(Schmidt & Duenas, 2002).
Explain work-life balances regarding achieving greater results
for the organization
Work-life balance refers to the proper allocation of time for
work and other aspects of life by a working individual. The
other aspect of life outside work include personal interests,
family, social activities, and leisure. Managing work life and
social life is a global concern within the workforce. Developed
nations like the United States of America have established work
and family policies to ensure a balance between works and other
aspects of life (Guest, 2002).
Individuals who are continuously work-oriented deal with
symptoms of stress and burnout. If an employee does not have
enough time to relax and recharge their productivity decrease,
which means that there are likely to decrease their performance.
A healthy balance between work and other aspects of life results
in highly productive employees who participated in achieving
business goals in their organizations (Guest, 2002).
Therefore, it is vital to encourage employees to take time off.
Besides, the management in companies should establish
schedules that give employees time to engage in other social
and leisure activities. Such a measure allows individuals to
enjoy the life they have been working hard to create. Moreover,
a balanced work-life helps people avoid some illnesses and

23. mental disorders (Guest, 2002).
References
Guest, D. E. (2002). Perspectives on the study of work-life
balance. Social Science Information, 41(2), 255-279.
Knight, M. B., & Pearson, J. M. (2005). The changing
demographics: The diminishing role of age and gender in
computer usage. Journal of Organizational and End User
Computing (JOEUC), 17(4), 49-65.
McMenamin, T. M. (2007). A time to work: recent trends in
shift work and flexible schedules. Monthly Lab. Rev., 130, 3.
Schmidt, D. E., & Duenas, G. (2002). Incentives to encourage
worker-friendly organizations. Public Personnel Management,
31(3), 293-308.

24. WORKPLACE ENVIRONMENT
1
Cultural Assimilation Report
Case Analysis
The