This document discusses common myths about work-life balance and provides guidance on effective work-life balance programs. It addresses 10 common myths, such as the myths that work-life balance means an even 50/50 split of time between work and home, or that all employees benefit equally from work-life balance programs. The document emphasizes that effective programs consider employee and organizational needs, optimize flexibility and support, and are tailored to the unique context rather than just copying other companies. It warns that propagating the myths could lead organizations to implement misguided work-life balance programs.
This presentation is to tell you if YOU HAVE IDENTIFIED WHAT IS IMPORTANT? ARE YOU ARE MAKING IT HAPPEN? ARE YOU IN CONTROL and
ARE YOU ENJOYING EVERY STEP OF YOUR LIFE? If not, then how to do so by maintaining balance between work and life is what you get to master using this presentation.
This presentation suggests how to balance your work and life. What are the impacts of imbalance and how to ensure perfect balance between your office-work and family life.
This presentation is to tell you if YOU HAVE IDENTIFIED WHAT IS IMPORTANT? ARE YOU ARE MAKING IT HAPPEN? ARE YOU IN CONTROL and
ARE YOU ENJOYING EVERY STEP OF YOUR LIFE? If not, then how to do so by maintaining balance between work and life is what you get to master using this presentation.
This presentation suggests how to balance your work and life. What are the impacts of imbalance and how to ensure perfect balance between your office-work and family life.
This presentation is on Work Life Balance. It includes the concept, components, benefits, steps to improve work life balance and role of HR in achieving work life balance.
For our final project in Managerial Leadership, taught by Professor Harry Kraemer at the Kellogg School of Management, my team relied on primary (survey and interviews) and secondary (books, articles, prior research) sources to determine the benefits of work-life balance, how professionals view it, and what they are doing to implement it in their lives.
We surveyed 200+ Kellogg alums in various life stages and interviewed multiple professionals, from the CEO of Brunner Advertising to the author of Cinderella of Wall Street to gain additional perspective.
Please keep in mind that the survey we conducted was not rigorously designed nor were the respondents heavily screened. It was meant primarily to learn how current professionals are implementing life balance.
In today’s’ stressful times, balancing between work and home can prove to be quite challenging. Constantly trying to fulfill demands at work and home can become challenging and lead to stress and dissatisfaction. And gradually, these negative elements take a toll on work performance and personal life.
This webinar goes over some helpful tips and tricks to balance your work and personal life without compromising on spending time with your loved ones.
- satisfaction and good functioning at work and at home with a minimum of role conflict.
- a meaningful daily achievement and ENJOYMENT in each of four life quadrants: Work, Family, Friends and Self.
This presentation is on Work Life Balance. It includes the concept, components, benefits, steps to improve work life balance and role of HR in achieving work life balance.
For our final project in Managerial Leadership, taught by Professor Harry Kraemer at the Kellogg School of Management, my team relied on primary (survey and interviews) and secondary (books, articles, prior research) sources to determine the benefits of work-life balance, how professionals view it, and what they are doing to implement it in their lives.
We surveyed 200+ Kellogg alums in various life stages and interviewed multiple professionals, from the CEO of Brunner Advertising to the author of Cinderella of Wall Street to gain additional perspective.
Please keep in mind that the survey we conducted was not rigorously designed nor were the respondents heavily screened. It was meant primarily to learn how current professionals are implementing life balance.
In today’s’ stressful times, balancing between work and home can prove to be quite challenging. Constantly trying to fulfill demands at work and home can become challenging and lead to stress and dissatisfaction. And gradually, these negative elements take a toll on work performance and personal life.
This webinar goes over some helpful tips and tricks to balance your work and personal life without compromising on spending time with your loved ones.
- satisfaction and good functioning at work and at home with a minimum of role conflict.
- a meaningful daily achievement and ENJOYMENT in each of four life quadrants: Work, Family, Friends and Self.
Work Life Balance : An Important Aspect Of Life
Work-Life Balance Essay
work life balance
Work Life Balance : Myth Or Reality? Essay
Emerging Trends : Work Life Balance
Work-Life Balance
Work Life Balance at Google
Work Life Balance
Reflection Paper On Work Life Balance
Workplace Diversity and Work/Life Balance Essay
College Admissions Essay: Work Life Balance
Work Balance : Work Life Balance
Work and Life Balance
Work Of Work Life Balance Essay
What Does Work Life Balance Mean
Work Life Balance Essay
Work Life Balance In The Workplace
Work Life Balance
For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.
How to grow in life by not neglecting different parts of life. People mostly focus on money and career, but sometimes family. But life is beyond these three things
You are paying up to 30% of your payroll for benefits and pensions. Are you getting full value? Have you considered different funding arrangements? Have you considered flexible spending accounts? How about considering an ASO plan if you are over 100 employees? How about integrating a wellness program into your benefits program and receive a 20 to 1 payback in terms of reduced benefit costs, increased productivity, improved lost time, and increased employee health?
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
Knee anatomy and clinical tests 2024.pdfvimalpl1234
This includes all relevant anatomy and clinical tests compiled from standard textbooks, Campbell,netter etc..It is comprehensive and best suited for orthopaedicians and orthopaedic residents.
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
263778731218 Abortion Clinic /Pills In Harare ,sisternakatoto
263778731218 Abortion Clinic /Pills In Harare ,ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group of receptionists, nurses, and physicians have worked together as a teamof receptionists, nurses, and physicians have worked together as a team wwww.lisywomensclinic.co.za/
Couples presenting to the infertility clinic- Do they really have infertility...Sujoy Dasgupta
Dr Sujoy Dasgupta presented the study on "Couples presenting to the infertility clinic- Do they really have infertility? – The unexplored stories of non-consummation" in the 13th Congress of the Asia Pacific Initiative on Reproduction (ASPIRE 2024) at Manila on 24 May, 2024.
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
Follow us on: Pinterest
Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
Acute scrotum is a general term referring to an emergency condition affecting the contents or the wall of the scrotum.
There are a number of conditions that present acutely, predominantly with pain and/or swelling
A careful and detailed history and examination, and in some cases, investigations allow differentiation between these diagnoses. A prompt diagnosis is essential as the patient may require urgent surgical intervention
Testicular torsion refers to twisting of the spermatic cord, causing ischaemia of the testicle.
Testicular torsion results from inadequate fixation of the testis to the tunica vaginalis producing ischemia from reduced arterial inflow and venous outflow obstruction.
The prevalence of testicular torsion in adult patients hospitalized with acute scrotal pain is approximately 25 to 50 percent
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
These lecture slides, by Dr Sidra Arshad, offer a quick overview of physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar leads (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
2. Discuss common misconceptions regarding the
topic of work-life balance
Learn how to assess the different benefits
associated with key work-life programs and
practices
Re-conceptualize work-life balance programs
as employee resource-allocation programs
3. Part I: Definition of Work-Life Balance
Part II: Who Needs Balance?
Part III: Work-Life Balance in Organizations
Part IV: Work-Life Balance in Your Organization
5. Myth #1: Work-life balance means spending
50% of your time at work and 50% of your time
at home
Myth #2: Work-life balance is synonymous
with work-family balance or family support
Myth #3: Having work-life balance means
getting to do everything you want to do in a
given day, week, or month
6. Myth #1: Work-life balance means spending
50% of your time at work and 50% of your time
at home
7. Extent to which one’s perceived allocation of
physical, mental, and emotional resources between
the work and non-work domains matches one’s
expectations.
Essentially, then, work-life balance occurs when
individuals with a finite amount of mental,
physical, and emotional resources allocate those
resources in a way that corresponds to their
personal and/or professional goals.
Carver & Scheier, 1982; Grawitch, Barber, & Bagsby, 2009; Hobfoll, 1989
8. Personal Resource Supply
Intervention
• Time
Points • Energy
• Money
Resource Allocation Demands on our
Resources
• Choice of Allocation to Work
• Choice of Allocation to Non- • Work Demands
Work • Non-Work Demands
9. Conflict: When role Facilitation: When one
demands a greater role has a positive
level of resource contribution to
allocation than another role, resulting
desired, resulting in in a state of balance or
a state of imbalance enrichment
Grandey & Cropanzano, 1999; Jansen, Kant, Kristensen, & Nijhuis, 2003; Grawitch, Barber, & Bagsby, 2009
10. Myth #2: Work-life balance is synonymous
with work-family balance or family support
11. Equating work-life balance and family support
as synonymous assumes only those with
families desire balance
Can lead to a backlash against single
employees or employees without children
Research on singles-friendly culture is a
response to this backlash
Casper, Weltman, & Kwesiga, 2007; Parker & Hall, 1992; Voydanoff, 1988; Watkins & Subich, 1995
12. We all have a limited amount of energy,
money, and time (resources) to devote to life
pursuits
Hence, every employee can benefit from more
effective resource allocation
Not all employees will benefit from every WLB
practice
13. Myth #3: Having work-life balance means
getting to do everything you want to do in a
given day, week, or month
14. Number of hours in a day: 24
Number of hours in a work day: 24
Number of hours in a weekend day: 24
Number of hours on bowling day: 24
Number of hours on the day of your child’s
parent-teacher conference: 24
No matter what, the number of hours we have
to spend doing something stays the same
15. Work
Exercise
Demands
Time
Family
Day: 24 hours Sleep
Demands
Week: 7 days
Personal Social
Pursuits Events
16. Myth #4: Women desire more work-life
balance than men
Myth #5: All employees will benefit from
work-life balance programs
Myth #6: Effective work-life balance programs
prevent your work-life from “spilling over”
into your non-work life by reducing your work
demands
18. Annual Career Builder surveys finds that at
least 1/3 of men would quit their jobs to stay at
home if they could afford it
Many studies have found no sex differences in
the experience of work-life conflict
Men and women are both affected by non-
work and work demands
Findings in relation to sex differences in work
and non-work domains are often weak or
inconsistent
Eagle, Miles, & Icenogle, 1997; Frone, Russell, & Cooper, 1992; Grzywacz & Marks, 2000
19. Myth #5: All employees will benefit from
work-life balance programs
20. Employees with the training required to utilize
work-life balance programs effectively
Employees with the tools (e.g., technology)
required to use work-life balance programs
effectively
Employees with a fair amount of self-control
Employees with supportive friends, family,
supervisors, and co-workers
Hartman, Stoner, Arora, 1991; Marler, Liang, Dulebohn, 2006; Rodgers, 1992
21. Myth #6: Effective work-life balance programs
prevent your work-life from “spilling over”
into your non-work life by reducing your work
demands
22. Spillover can be positive or negative
Spillover can occur from work to home AND
from home to work
The goal of work-life balance programs
Not to decrease employee workload
Permit employees to manage when, where, and how
they complete their work, so as to optimize the
interplay between work and non-work demands
Barnett, 1996; Greenhaus & Beutell, 1985; Grzywacz & Marks, 2000; Small & Riley, 1990
23. Myth #1: Work-life balance means spending
50% of your time at work and 50% of your time
at home
Myth #2: Work-life balance is synonymous
with work-family balance or family support
Myth #3: Having work-life balance means
getting to do everything you want to do in a
given day, week, or month
24. Myth #4: Women desire more work-life balance
than men
Myth #5: All employees will benefit from work-
life balance programs
Myth #6: Effective work-life balance programs
prevent your work-life from “spilling over” into
your non-work life by reducing your work
demands
What are the implications if these myths
are propagated in an organization?
25. Myth #7: The ultimate goal of work-life balance
programs should be to give employees “a break”
from their hectic work environment
Myth #8: When work-life balance programs fail, it
is because the organization failed to properly “sell”
their benefits to the employees
Myth #9: Work-life balance programs with more
components are more effective than work-life
balance programs with few components
Myth #10: The best way to adopt potential work-
life balance programs in your organization is to
borrow from programs used in other “successful”
organizations
26. Myth #7: The ultimate goal of work-life
balance programs should be to give employees
“a break” from their hectic work environment
27. Work-life balance practices perform one of two
functions
Promote flexibility in performing work (work flexibility)
Provide employees with sufficient non-work-related
resources (e.g., time, money) to assist them in managing
non-work demands (non-work support).
Work flexibility should not reduce the allocation of
resources toward performance
Non-work support either provides additional non-
work resources (e.g., time, money) or permits
employees to temporarily suspend their allocation
of resources to the work domain (e.g., vacation,
leave)
Grawitch, Barber, & Bagsby, 2009; Grzywacz, Casey, & Jones, 2007; Kelly et al., 2008
28. Flexible scheduling/flextime: Allows employees to
schedule around non-work demands
Telecommuting: Allows employees to reduce
commuting time and schedule around non-work
demands
Compressed work weeks: Allows employees to reduce
commuting time, spend fewer total days in the office
Part-time options: Allows employees to reduce the
number of hours they regularly put into their work in
exchange for less pay and benefits
29. Vacation time, sick time, or personal time off: Allows
employees to temporarily cease working to manage non-
work demands/interests
Maternity/paternity/adoption leaves: Allows employees
paid or unpaid time off to manage a specific parental
demand
Life management services: Provides employees with perks
to assist them in managing non-work demands (e.g., gym
memberships, dry cleaning services, concierge services)
Childcare/eldercare benefits: Provides employees with
discounts/access to specific childcare /eldercare facilities to
reduce the financial burden related to childcare/eldercare
issues
30. Personal Resource Supply
Intervention
•Non-Work Support (i.e., life
Points management services,
childcare/eldercare benefits)
Resource Allocation Demands on our Resources
•Work Flexibility Practices •Non-Work Support (i.e.,
(flextime, telecommuting, Vacation, PTO, leaves, life
compressed work weeks) management services)
•Work Flexibility (job sharing)
31. Myth #8: When work-life balance programs
fail, it is because the organization failed to
properly “sell” their benefits to the employees
32. Most programs that fail do so because they
were poorly designed
Too much driven by top management
Too little driven by employee involvement
Hence, context is important
Grawitch, Gottschalk, & Munz, 2006; Parchman & Miller, 2003; Pfeffer, 1994
33. Specific work flexibility and non-work support
benefits come with upsides and downsides
Not all practices or benefits will be a fit with
every organization
Need to consider:
Employee needs
Organizational context (e.g., technology, financial
resources, culture)
Find a way to optimize the interplay between
the two
Brache, 2001; Fitz-enz, 1993; Grawitch, Gottschalk, & Munz, 2006; Pfeffer, 1994
34. Myth #9: Work-life balance programs with
more components are more effective than
work-life balance programs with few
components
35. Having more options does not guarantee better
results
Having a few high-quality practices is more
effective than having many low-quality
practices
Capitalize on the strengths of the organization
and the expressed needs of employees
Offering a benefit and then taking it away is
worse for morale than never having offered the
benefit in the first place
Grawitch, Barber, & Bagsby, 2009; Kelly et al., 2008
36. Myth #10: The best way to adopt potential
work-life balance programs in your
organization is to borrow from programs used
in other “successful” organizations (i.e.,
benchmarking)
37. What works in one organization is not likely to
work exactly the same way in your
organization
Trying to copy the programs in another
organization fails to consider your
organization’s unique context and employees
Law of equifinality plays a key role in success
Delery & Doty, 1996; Grawitch, Gottschalk, & Munz, 2006; Fitz-enz, 1993; Pfeffer, 1994
38. Myth #7: The ultimate goal of work-life balance
programs should be to give employees “a break” from
their hectic work environment
Myth #8: When work-life balance programs fail, it is
because the organization failed to properly “sell” their
benefits to the employees
Myth #9: Work-life balance programs with more
components are more effective than work-life balance
programs with few components
Myth #10: The best way to adopt potential work-life
balance programs in your organization is to borrow
from programs used in other “successful” organizations
What are the implications if these myths are
propagated in an organization?
39. Work-Life Balance Checklist
Allows you to think through the types of practices
Allows you to think through barriers to and
facilitators of those practices
Process
Half of the audience will consider Part I of the Work-
Life Balance Checklist
Half of the audience will consider Part II of the
Work-Life Balance Checklist
Debrief as a large group