The document discusses work-life balance at the University of Copenhagen (UCPH). It notes that many employees feel challenged balancing work tasks, hours, and personal life. Ensuring proper balance and wellbeing is important for UCPH. The document presents seven cases of UCPH employees facing work-life imbalance dilemmas and provides suggestions for what individuals, colleagues, managers, unions and the organization can do to help address each situation. It aims to inspire dialogue on improving work-life balance.
Best Practice for Managing Graduate Transition from Education to Employment Chanelle Mauricette
This document provides recommendations for organizations to better manage graduate transitions from education to employment. It discusses the challenges graduates face during transitions and how poor onboarding can negatively impact employee retention. It recommends organizations implement strategies to attract graduates, such as offering flexible work schedules and opportunities for work-life balance. For onboarding, the document suggests setting long-term goals, providing frequent feedback and appraisals, and ensuring leadership demonstrates supportive listening skills. Teaching methods like on-the-job training and peer interaction are also recommended for effectively passing on new skills. Implementing some of these attraction and onboarding strategies can help graduates transition more smoothly and boost retention.
The Experiences of Beginning Principals of Independent SchoolsSteve Bagi
This document discusses keys to an effective transition for beginning principals of independent schools. It outlines findings from research on the experiences of beginning principals.
The research found that effective preparation, pre-commencement experiences at the new school, strong support systems, and a well-planned induction helped beginning principals make a strong start. The greatest challenges they faced included high workload, managing staff relationships, and balancing responsibilities. Developing strategies like mentoring, self-care, and professional development can encourage personal and professional growth during the transition.
This document discusses keys to an effective transition for beginning principals of independent schools. It outlines findings from research on the experiences of beginning principals.
The research found that effective preparation, pre-commencement experiences at the new school, strong support systems, and a well-planned induction helped beginning principals make a strong start. The greatest challenges they faced included high workload, managing staff relationships, and balancing responsibilities. Developing strategies like mentoring, self-care, and professional development can encourage personal and professional growth during the transition.
The document discusses work-life balance and provides reasons for imbalance, solutions, HR policies to promote balance, case studies, and benefits of balance. It notes that over 60% of respondents feel unable to balance work and personal life. Competition, career ambitions, long hours, and global economies can lead to imbalance. Individual solutions include prioritizing, saying no, organizing, and accepting imbalance. HR policies aim to provide flexibility, time off, training, and support through programs. Case studies show examples of flexible policies from companies. Achieving balance requires time and effort but benefits both work and life.
The document discusses work-life balance and its importance for both employees and organizations. It defines work-life balance and discusses its six key components: self-management, technology management, leisure management, time management, stress management, and change management. It then outlines the impacts of work-life balance issues like stress and lack of balance on employee absenteeism, turnover, and productivity. Finally, it provides examples of work-life programs and policies that companies can implement to improve balance for their employees.
Work Life Balance in Organizational Framework:A Conceptual Studyprofessionalpanorama
A significant number of workers seem to have problems in finding the right
balance between family life and work life. This affects their personal
health, health of their families and organisations they work for. Striking a
right balance between work and life has become increasingly important to
organisation. This concept is also increased due to increase in number of
women in paid work. This encouraged the employers to adopt flexible
working arrangements such as job sharing, flexi time, compressed hours
and others to help their employees to achieve a better balance between
their work life and private life. The purpose of this paper is to establish
whether work life balance initiatives will improve individual and
organisational performance. The results of a number of studies reviewed in
this paper show the outcomes and the benefits of implementing work life
balance practices not only for employees themselves but also for their
families, organisation and society. In the end of the article researchers
propose several suggestions about the effectiveness of having work life
balance arrangements.
A career can be defined as the pattern of work experiences throughout a person's life that transitions through different stages. Careers are constructed through the interaction of individuals with organizations and society over time and are often viewed as constantly changing stories people build about themselves. The responsibility for managing one's career now falls to the individual as careers take temporary, contingent forms rather than long-term jobs with the same employer. Successful careers in the 21st century are seen as protean, driven by the person's reinvention rather than the organization in a climate of constant change.
This document provides an introduction and background to a research paper on work-life balance policies and their impact on employee job satisfaction and turnover intention among Malaysian organizations. It discusses how work-life balance has become an important issue for human resource management as organizations face demands to improve efficiency while supporting employees' personal lives. The research aims to analyze work-life balance practices in Malaysian companies, particularly in the oil and gas industry, through interviews with HR professionals and employee surveys. The goal is to identify factors inhibiting effective work-life balance and areas of best practice, and develop a framework for managing it systematically while conforming to local cultural norms.
Best Practice for Managing Graduate Transition from Education to Employment Chanelle Mauricette
This document provides recommendations for organizations to better manage graduate transitions from education to employment. It discusses the challenges graduates face during transitions and how poor onboarding can negatively impact employee retention. It recommends organizations implement strategies to attract graduates, such as offering flexible work schedules and opportunities for work-life balance. For onboarding, the document suggests setting long-term goals, providing frequent feedback and appraisals, and ensuring leadership demonstrates supportive listening skills. Teaching methods like on-the-job training and peer interaction are also recommended for effectively passing on new skills. Implementing some of these attraction and onboarding strategies can help graduates transition more smoothly and boost retention.
The Experiences of Beginning Principals of Independent SchoolsSteve Bagi
This document discusses keys to an effective transition for beginning principals of independent schools. It outlines findings from research on the experiences of beginning principals.
The research found that effective preparation, pre-commencement experiences at the new school, strong support systems, and a well-planned induction helped beginning principals make a strong start. The greatest challenges they faced included high workload, managing staff relationships, and balancing responsibilities. Developing strategies like mentoring, self-care, and professional development can encourage personal and professional growth during the transition.
This document discusses keys to an effective transition for beginning principals of independent schools. It outlines findings from research on the experiences of beginning principals.
The research found that effective preparation, pre-commencement experiences at the new school, strong support systems, and a well-planned induction helped beginning principals make a strong start. The greatest challenges they faced included high workload, managing staff relationships, and balancing responsibilities. Developing strategies like mentoring, self-care, and professional development can encourage personal and professional growth during the transition.
The document discusses work-life balance and provides reasons for imbalance, solutions, HR policies to promote balance, case studies, and benefits of balance. It notes that over 60% of respondents feel unable to balance work and personal life. Competition, career ambitions, long hours, and global economies can lead to imbalance. Individual solutions include prioritizing, saying no, organizing, and accepting imbalance. HR policies aim to provide flexibility, time off, training, and support through programs. Case studies show examples of flexible policies from companies. Achieving balance requires time and effort but benefits both work and life.
The document discusses work-life balance and its importance for both employees and organizations. It defines work-life balance and discusses its six key components: self-management, technology management, leisure management, time management, stress management, and change management. It then outlines the impacts of work-life balance issues like stress and lack of balance on employee absenteeism, turnover, and productivity. Finally, it provides examples of work-life programs and policies that companies can implement to improve balance for their employees.
Work Life Balance in Organizational Framework:A Conceptual Studyprofessionalpanorama
A significant number of workers seem to have problems in finding the right
balance between family life and work life. This affects their personal
health, health of their families and organisations they work for. Striking a
right balance between work and life has become increasingly important to
organisation. This concept is also increased due to increase in number of
women in paid work. This encouraged the employers to adopt flexible
working arrangements such as job sharing, flexi time, compressed hours
and others to help their employees to achieve a better balance between
their work life and private life. The purpose of this paper is to establish
whether work life balance initiatives will improve individual and
organisational performance. The results of a number of studies reviewed in
this paper show the outcomes and the benefits of implementing work life
balance practices not only for employees themselves but also for their
families, organisation and society. In the end of the article researchers
propose several suggestions about the effectiveness of having work life
balance arrangements.
A career can be defined as the pattern of work experiences throughout a person's life that transitions through different stages. Careers are constructed through the interaction of individuals with organizations and society over time and are often viewed as constantly changing stories people build about themselves. The responsibility for managing one's career now falls to the individual as careers take temporary, contingent forms rather than long-term jobs with the same employer. Successful careers in the 21st century are seen as protean, driven by the person's reinvention rather than the organization in a climate of constant change.
This document provides an introduction and background to a research paper on work-life balance policies and their impact on employee job satisfaction and turnover intention among Malaysian organizations. It discusses how work-life balance has become an important issue for human resource management as organizations face demands to improve efficiency while supporting employees' personal lives. The research aims to analyze work-life balance practices in Malaysian companies, particularly in the oil and gas industry, through interviews with HR professionals and employee surveys. The goal is to identify factors inhibiting effective work-life balance and areas of best practice, and develop a framework for managing it systematically while conforming to local cultural norms.
IKEA is a Swedish home goods retailer known for its work-life balance policies that are rooted in Swedish culture. These policies include flex-time, part-time work, leave for life events, and most notably, free health services for employees like podiatry and massage. This case study examines IKEA's Glasgow, Scotland store, where these benefits are popular with employees and seen as investments in their well-being. Outcomes include higher morale, loyalty, and retention rates. IKEA's approach demonstrates how work-life balance extends from an organization's culture and values.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
in our day to day life employees are suffering from dippresion due to their heavy work load to deal with this problem it is necessary to adopt work life balance strategies.
This document provides lecture notes on organizational behavior and leadership for students at East Africa University. It includes a course description, objectives, and contents covering topics like the nature of organizational behavior, learning and perception, attitudes and job satisfaction, communication, groups and teams, leadership, conflict, and organizational culture. The notes were prepared by referencing various books and materials from other authors, with the goal of giving students a broad overview of the course concepts to help with exam preparation.
This document summarizes a study on work-life balance in the Indian travel and tourism industry. The study examined key issues related to work-life balance, with a focus on practices within the tourism industry. It provided an overview of general literature and research specifically related to work-life balance in tourism. The research sample included 135 subjects, and ANOVA and Pearson correlation tests were used to analyze the data. The study found that companies providing flexible schedules, job sharing, clear job responsibilities, strong leadership, and various leave options were most likely to retain female employees. However, people have limited time and must balance work with other activities and responsibilities.
MM Bagali ....... Paper on Leadership...... MBA...... PhD Shalani paper....2016dr m m bagali, phd in hr
This document discusses work-life balance, particularly in the tourism industry. It provides an overview of the general literature on work-life balance and examines key issues. The study reveals that companies providing flexible schedules, job sharing, clear job roles, strong leadership, and various leave options are most likely to retain female employees. However, people have limited time and must balance work with other activities and responsibilities.
This document provides strategies for school leaders to motivate staff through stressful times. It discusses communicating with staff around their needs, creating agreements around professional expectations, helping staff understand stressors, modeling and supporting wellness, and expanding knowledge of available supports. Sample questions are provided under each strategy for leaders to reflect on implementation and engage staff in discussions. Additional resources are referenced.
This document provides information on training programs offered by Lion Global HR Pty Ltd, including summaries of individual programs on topics such as performance management, time management, stress management, presentation skills, and more. It includes biographies of the company's senior facilitators, Mark Moore and Graham Blackley, as well as an overview of the company's training philosophy which focuses on blending theory with practical lessons and workplace examples. Program durations and outlines with learning objectives are provided for each of the training courses.
This document summarizes the key findings from a literature review on well-being in the workplace conducted by the New Economics Foundation (NEF). The review finds that personal resources, organizational systems, functioning at work, and experience of work all influence employee well-being. Specifically, the evidence suggests that health, work-life balance, fair pay, job security, achievable jobs, management style, social value of work, skill use, development opportunities, job control, and relationships positively impact well-being at work. The review informs the development of NEF Consulting's Happiness at Work survey to help organizations assess and improve workplace well-being.
This document summarizes a study that examined the relationship between work-life balance practices and employee performance in selected commercial banks in Lagos State, Nigeria. Specifically, it investigated how leave policy affects service delivery. The study found a significant positive relationship between leave policy and employee performance. It was discovered that leave policies that allow employees to balance their work and personal lives help to motivate better service delivery. The researchers recommend that bank managers prioritize implementing work-life balance incentives to improve employee performance.
This document summarizes a study on quality of work-life balance among textile mill employees in India. It finds that most employees feel moderately satisfied with their work environment and welfare activities. While over 70% feel their job security is adequate, nearly half sometimes worry about work and feel they cannot spend enough time with family. Statistical analysis shows a relationship between age and feelings of tiredness but no relationship between work days and work-life balance. The study aims to identify factors influencing work-life balance and its impact on employee performance.
QUALITY OF WORK LIFE IN MAINTAINING WORK LIFE BALANCES.pdfSs graphics
This document provides an executive summary of a project report on quality of work life and maintaining work-life balance at Velocek Cybernetics Private Limited. The summary discusses that the project aims to understand what constitutes a good quality of work life for employees and how it impacts companies. It also examines how the company's human resources department tries to improve business through maintaining good employee relationships. Maintaining a balance between work and family life is emphasized.
This document summarizes a PhD research study on work-life balance issues facing older workers in the fire and rescue service. The study examines the impact of organizational and legislative policies on work-life balance. It involves comparing perceptions of work-life balance across gender, roles, ranks, and locations. The methods include questionnaires sent every few weeks and interviews with both retired and current employees to understand their views on work-life balance, factors influencing their decisions to join and remain in the fire service, and the support provided by their organization. Preliminary findings indicate that many workers already work longer than their contracted hours, and spending cuts could worsen work-life balance. Poor management and unsupportive policies also increase work-family conflict.
The document discusses the impact of learning discourses on social work and examines the ideal of the learning organization. It presents findings from a study of continuing education in New Zealand social work. Key findings include: (1) practitioners acknowledge influential learning discourses but are cynical about their implementation; (2) viewing mistakes as learning opportunities is an ideal not always followed in practice; (3) feedback is unlikely in low-trust environments; and (4) continuous improvement is difficult due to unstable human services organizations. Practitioners want local, practical learning to meet needs rather than organizational priorities alone.
"The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Working Time".
Perfect imbalance 1 day workshop overviewJeff Weigh
This document describes a workshop called "The Perfect Imbalance Workshop" that is designed to help employees improve their work-life balance. It notes that many employees now work outside traditional hours due to technology, and this has negatively impacted their balance. The workshop aims to increase self-awareness of priorities and teach strategies for minimizing distractions to reduce stress. Attendees will learn how balancing purpose, awareness, and the right level of engagement can lead to success. The benefits include happier, less stressed employees and reduced absenteeism for organizations.
This document discusses how promoting health and wellbeing in the workplace can benefit businesses. It notes that healthy, engaged employees are more productive and organizations that focus on wellbeing could gain an efficiency boost of up to £77 billion. The document then provides statistics on sickness absence and lost productivity in the UK. It identifies supportive management, positive culture, managing stress, and work-life balance as key areas for businesses to focus on to improve employee wellbeing. The document concludes by offering further resources and support from the Growth Company on developing workplace wellbeing strategies.
This document discusses work-life balance and how to achieve it. It defines work-life balance as meaningful achievement and enjoyment in all aspects of life, including work, family, friends, and oneself. The document outlines common myths about work-life balance and the business impact of stress. It provides tips for evaluating personal stress levels and improving work-life balance through better time management, setting boundaries, and stress management techniques. Finally, it discusses creating an organizational culture that supports work-life balance through flexible work arrangements, telecommuting options, and seasonal scheduling adjustments.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
IKEA is a Swedish home goods retailer known for its work-life balance policies that are rooted in Swedish culture. These policies include flex-time, part-time work, leave for life events, and most notably, free health services for employees like podiatry and massage. This case study examines IKEA's Glasgow, Scotland store, where these benefits are popular with employees and seen as investments in their well-being. Outcomes include higher morale, loyalty, and retention rates. IKEA's approach demonstrates how work-life balance extends from an organization's culture and values.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
in our day to day life employees are suffering from dippresion due to their heavy work load to deal with this problem it is necessary to adopt work life balance strategies.
This document provides lecture notes on organizational behavior and leadership for students at East Africa University. It includes a course description, objectives, and contents covering topics like the nature of organizational behavior, learning and perception, attitudes and job satisfaction, communication, groups and teams, leadership, conflict, and organizational culture. The notes were prepared by referencing various books and materials from other authors, with the goal of giving students a broad overview of the course concepts to help with exam preparation.
This document summarizes a study on work-life balance in the Indian travel and tourism industry. The study examined key issues related to work-life balance, with a focus on practices within the tourism industry. It provided an overview of general literature and research specifically related to work-life balance in tourism. The research sample included 135 subjects, and ANOVA and Pearson correlation tests were used to analyze the data. The study found that companies providing flexible schedules, job sharing, clear job responsibilities, strong leadership, and various leave options were most likely to retain female employees. However, people have limited time and must balance work with other activities and responsibilities.
MM Bagali ....... Paper on Leadership...... MBA...... PhD Shalani paper....2016dr m m bagali, phd in hr
This document discusses work-life balance, particularly in the tourism industry. It provides an overview of the general literature on work-life balance and examines key issues. The study reveals that companies providing flexible schedules, job sharing, clear job roles, strong leadership, and various leave options are most likely to retain female employees. However, people have limited time and must balance work with other activities and responsibilities.
This document provides strategies for school leaders to motivate staff through stressful times. It discusses communicating with staff around their needs, creating agreements around professional expectations, helping staff understand stressors, modeling and supporting wellness, and expanding knowledge of available supports. Sample questions are provided under each strategy for leaders to reflect on implementation and engage staff in discussions. Additional resources are referenced.
This document provides information on training programs offered by Lion Global HR Pty Ltd, including summaries of individual programs on topics such as performance management, time management, stress management, presentation skills, and more. It includes biographies of the company's senior facilitators, Mark Moore and Graham Blackley, as well as an overview of the company's training philosophy which focuses on blending theory with practical lessons and workplace examples. Program durations and outlines with learning objectives are provided for each of the training courses.
This document summarizes the key findings from a literature review on well-being in the workplace conducted by the New Economics Foundation (NEF). The review finds that personal resources, organizational systems, functioning at work, and experience of work all influence employee well-being. Specifically, the evidence suggests that health, work-life balance, fair pay, job security, achievable jobs, management style, social value of work, skill use, development opportunities, job control, and relationships positively impact well-being at work. The review informs the development of NEF Consulting's Happiness at Work survey to help organizations assess and improve workplace well-being.
This document summarizes a study that examined the relationship between work-life balance practices and employee performance in selected commercial banks in Lagos State, Nigeria. Specifically, it investigated how leave policy affects service delivery. The study found a significant positive relationship between leave policy and employee performance. It was discovered that leave policies that allow employees to balance their work and personal lives help to motivate better service delivery. The researchers recommend that bank managers prioritize implementing work-life balance incentives to improve employee performance.
This document summarizes a study on quality of work-life balance among textile mill employees in India. It finds that most employees feel moderately satisfied with their work environment and welfare activities. While over 70% feel their job security is adequate, nearly half sometimes worry about work and feel they cannot spend enough time with family. Statistical analysis shows a relationship between age and feelings of tiredness but no relationship between work days and work-life balance. The study aims to identify factors influencing work-life balance and its impact on employee performance.
QUALITY OF WORK LIFE IN MAINTAINING WORK LIFE BALANCES.pdfSs graphics
This document provides an executive summary of a project report on quality of work life and maintaining work-life balance at Velocek Cybernetics Private Limited. The summary discusses that the project aims to understand what constitutes a good quality of work life for employees and how it impacts companies. It also examines how the company's human resources department tries to improve business through maintaining good employee relationships. Maintaining a balance between work and family life is emphasized.
This document summarizes a PhD research study on work-life balance issues facing older workers in the fire and rescue service. The study examines the impact of organizational and legislative policies on work-life balance. It involves comparing perceptions of work-life balance across gender, roles, ranks, and locations. The methods include questionnaires sent every few weeks and interviews with both retired and current employees to understand their views on work-life balance, factors influencing their decisions to join and remain in the fire service, and the support provided by their organization. Preliminary findings indicate that many workers already work longer than their contracted hours, and spending cuts could worsen work-life balance. Poor management and unsupportive policies also increase work-family conflict.
The document discusses the impact of learning discourses on social work and examines the ideal of the learning organization. It presents findings from a study of continuing education in New Zealand social work. Key findings include: (1) practitioners acknowledge influential learning discourses but are cynical about their implementation; (2) viewing mistakes as learning opportunities is an ideal not always followed in practice; (3) feedback is unlikely in low-trust environments; and (4) continuous improvement is difficult due to unstable human services organizations. Practitioners want local, practical learning to meet needs rather than organizational priorities alone.
"The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Working Time".
Perfect imbalance 1 day workshop overviewJeff Weigh
This document describes a workshop called "The Perfect Imbalance Workshop" that is designed to help employees improve their work-life balance. It notes that many employees now work outside traditional hours due to technology, and this has negatively impacted their balance. The workshop aims to increase self-awareness of priorities and teach strategies for minimizing distractions to reduce stress. Attendees will learn how balancing purpose, awareness, and the right level of engagement can lead to success. The benefits include happier, less stressed employees and reduced absenteeism for organizations.
This document discusses how promoting health and wellbeing in the workplace can benefit businesses. It notes that healthy, engaged employees are more productive and organizations that focus on wellbeing could gain an efficiency boost of up to £77 billion. The document then provides statistics on sickness absence and lost productivity in the UK. It identifies supportive management, positive culture, managing stress, and work-life balance as key areas for businesses to focus on to improve employee wellbeing. The document concludes by offering further resources and support from the Growth Company on developing workplace wellbeing strategies.
This document discusses work-life balance and how to achieve it. It defines work-life balance as meaningful achievement and enjoyment in all aspects of life, including work, family, friends, and oneself. The document outlines common myths about work-life balance and the business impact of stress. It provides tips for evaluating personal stress levels and improving work-life balance through better time management, setting boundaries, and stress management techniques. Finally, it discusses creating an organizational culture that supports work-life balance through flexible work arrangements, telecommuting options, and seasonal scheduling adjustments.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
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9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
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Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
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Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
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বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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2. 2 · Working life in balance at UCPH · Inspiration
LET’S STAY IN BALANCE TOGETHER
Much of the modern labour market suffers from work/life balance problems.
Workplace risk assessments and wellbeing assessments at UCPH show that this
applies here too.
All employees irrespective of who they are and where they are employed at
UCPH sometimes feel challenged by balancing their tasks and working hours on
the one hand and their work and private life on the other. Lengthy imbalances
can lead to stress and loss of wellbeing.
Ensuring the right work/life balance and thus strengthening overall wellbeing
are important action areas at UCPH. Individual employees must assess for
themselves the right balance for him or her but individuals should not be left to
solve the problems that create work/life imbalances for themselves.
Management has a responsibility for creating a workplace in which employees
thrive. But it is only possible to make real improvements in the psychological
working environment if everybody helps identify what helps or adversely affects
work/life balances. So the whole of UCPH needs to be involved – employees,
units and the organisation as a whole.
We need to shine a spotlight on everyday imbalances. Everyone needs to be
more conscious of the options for action if or when the balance tips the wrong
way and to be aware of possible support and allocation of responsibilities. This
demands general openness and discussion – between employees and
managers, between colleagues, between managers and in the collaboration
committee.
This guide provides the tools for taking up the dialogue. We are not identifying
simple, clear solutions but pointing to the options and general conditions. This
is an important step in strengthening wellbeing.
The Central Collaboration Committee hopes that you are willing to take up the
dialogue.
Sincerely,
Ralf Hemmingsen Ingrid Kryhlmand
Rector, Chairman CCC Vice Chairman CCC
A work/life balance is one of the ten basic principles:
KU aims to organise work so as to achieve a reasonable balance between tasks and working hours and between work and leisure time. The
University offers flexible working conditions with due considerations for the requirements of KU and with due respect for the
individual employee.
3. Working life in balance at UCPH · Inspiration · 3
UCPH IS CHARACTERISED BY FREEDOM AND SELF-MANAGEMENT
– FOR BETTER OR WORSE
UCPH is an ambitious workplace that makes great demands on individual
employees’ performance. This is inextricably bound up with the University’s
quest to provide the highest quality basic research and research-based
education.
But personal ambition and wishing to do a proper job play an important role for
many employees. Laboratory personnel, associate professors, managers,
accounts staff, postdocs and everyone else may find it difficult to achieve what
they want and the quality for which they strive.
Workplace risk assessments and wellbeing assessments reveal that a high
degree of influence on one’s own work is the issue that matters most for overall
employee satisfaction at UCPH. Risk assessments also show that in general,
employees at the University have a great deal of influence on their own work.
Self-management associated with freedom is a condition, perhaps actually a
precondition, for individual employees to be able to do their work and thrive.
UCPH wishes to support this academic freedom and employees’ influence on
their own work.
But the demands, freedom and personal satisfaction that should preferably
come from work can also be the cause of work/life imbalances. Because when
is it time to go home? When are the results you achieve good enough? When
have you got far enough down in your in-tray?
Not everybody has the same view of a work/life balance. Neither do they
impose the same limits on work. And it is not just purely work-related issues
that affect a sense of balance. Personal attitudes, differences in approach to
work, different experience and living conditions can be significant for the
perception of a work/life (in)balance.
The seven cases – personal stories – on the following pages are intended as
inspiration for dialogue on work/life balance issues.
UCPH’s approach to wellbeing
The University of Copenhagen’s Strategy 2016 states that
the University is required to provide a good physical and
psychological working environment. UCPH must also
maintain its focus on employee wellbeing and stress
prevention. This is achieved by undertaking and following
up on annual wellbeing assessments – both those that are
good and should be maintained and further developed,
and those that are not so good and need to be modified.
UCPH works constantly on improving its systematic
approach to occupational health and safety by way of
clarity on tasking, roles and responsibilities in OHS
processes.
4. 4 · Working life in balance at UCPH · Inspiration
The IGLO model was developed by Michael Martini Jørgensen in collaboration with Michael Munch-Hansen and Karina M Nielsen. “Temaledelse med det rette twist” (Theme management with the right twist), NFA, 2008.
HOW TO USE THE INSPIRATION GUIDE
On the following pages, seven personal stories describe a series of imaginary
situations at the University that could be taken from daily life here. For various
reasons, employees face specific dilemmas that have an impact on their work/
life balance. If you do not feel that your own dilemma is described, you could
use these stories as inspiration for describing your own case.
Each case reflects the fact that creating and maintaining a work/life balance is a
shared task. Employees as well as colleagues, management and union/OHS
representatives have a range of possible options when working lives become
unbalanced in some way. The fact box gives a schematic view on different levels
of input.
Cases can provide inspiration for:
• Individual employees discussing specific work/life balance issues with their
line manager (at an annual PDR - performance and development review for
example)
• Dialogue in individual units or research teams on common processes to
ensure a work/life balance for all staff (for example as part of a group PDR).
• Management forums on interviews and exchanging experience on how, for
example in following up on workplace risk assessments and wellbeing
surveys, they can provide support for life/work balance problems.
• Collaboration committee and OHS Committee discussions on following up
on workplace risk assessments and wellbeing assessments.
IGLO
– A common approach to creating wellbeing together
Every level of the organisation is able to contribute to
wellbeing by taking various actions. This is reflected in the
seven dilemmas.
IGLO stands for input taken by Individuals, Groups, Leaders
and the Organisation.
IGLO means that the whole workplace shares the responsibility
for providing a good psychological working environment and
wellbeing.
INDIVIDUAL
GROUP
LEADERSHIP
ORGANISATION
6. 6 · Working life in balance at UCPH · Inspiration
What could the head of
department do?
• Assess whether the external
funding will mean a
temporary reduction in Lars’
teaching duties.
• Assess whether the external
funding could be used to
take on more VIPs.
• Discuss the department’s
policy for sabbatical/research
leave with the Department
Council and Collaboration
Committee.
• Discuss with the Council and
Committee whether the
department should continue
to seek to increase external
funding and any implications
this has for assignments.
ASSOCIATE PROFESSOR WITH MORE AND MORE ASSIGNMENTS
Dilemma 1: Lars Andersen, Associate Professor
Lars Andersen is a tenured associate professor in a department. In recent years, Lars
has been given responsibility for multiple new research and teaching assignments.
Lars thrives on long working days but now finds it difficult to do things as well as he
would like.
Lars loves his research. He has just been awarded a major external grant for a research
project. Lars does basic research that adds strongly to the department’s profile. He shares
great responsibility for applying for external funding. Lars often does not manage to work on
his own research and several assignments are outstanding.
Lars supervises two postdocs and three PhDs. He also supervises three postgraduate students,
teaches several courses and is a course leader. Preparing and correcting assignments/exams
involve a considerable amount of work as does designing exam questions. Lars spends many
hours a week on this.
Lars’ dilemma
Lars feels that all his work is important and does not know what he could cut back on. If he
spends less time on his own research, he will be weaker in competing for external funding for
the department. If he cuts back on preparing for teaching or exams, it could affect quality. If
he cuts back on supervision time, it could have consequences for the students doing their
theses and the postdocs and PhDs he supervises which his conscience and sense of
responsibility will not allow him to do.
Questions for discussion
• What could Lars do to maintain job satisfaction if he were to cut back on his own
expectations for what he can cope with?
• How could the department support Lars’ success in applying for external funding?
• How could departments maintain and improve teaching?
What could the line
manager do?
• Assess whether work could
be allocated differently.
• Help assess whether work
could be done more
efficiently.
• In the department, discuss
whether external funding
needs to increase and what
this could /will mean for
work allocation.
What could colleagues do?
• Provide sparring on
planning teaching.
• Help in doing some parts of
his assignments.
What could union
representatives do?
• Provide sparring.
• Take the initiative to discuss
the problem with
management.
What could Lars do?
• Think whether he is
demanding more quality
from himself than the
department and students
expect.
• Get help in prioritising the
time he spends on work.
7. Working life in balance at UCPH · Inspiration · 7
MORE WORK PUTS A BRAKE ON CAREER
Dilemma 2: Henriette Larsen, Postdoc
What could the line manager do?
• Help prioritise work.
• Help cut back on her work.
• Assess whether Henriette’s work is
done well enough.
• Help by getting colleagues involved
in doing her work.
• Help with the application for
funding.
What could colleagues do?
• Help in doing some parts of her
work.
• Make suggestions for methods and
materials for doing her work.
What could the union
representative do?
• Discuss the problem with
management.
• Arrange for a dialogue between
Henriette and management.
• Participate in specific negotiations
on Henriette’s working conditions
(only union rep.).
What could Henriette do?
• Get an overview of her
assignments.
• Assess how much extra time
she could allocate.
What could the head of
department do?
• Support and help her line
manager in clarifying
Henriette’s future
opportunities in the
department
• Clarify who could assist with
the funding application.
• Assess whether teaching
could be done in some other
way.
What could the head of
studies do?
• Assess whether teaching
could be done in some other
way.
Henriette Larsen is young and ambitious and wants to make a career. She is
employed in her second postdoc contract in a department. Her contract
expires in four months and she would like to apply for an assistant
professorship that will be advertised shortly. But now she has been asked to
do more teaching.
The head of studies has asked Henriette to take over teaching for a colleague on
long-term sick leave. The subject is within her specialty but even so it will require
some preparation.
She is already in the process of completing a major article, teaching a subject which
requires some preparation and is also working on an application for funding which
could be crucial for being considered for the assistant professorship.
Henriette’s dilemma
Henriette cannot cope with all her work, however much work she does.
Without spending enough time on the grant application, she risks not getting the
funding to continue her career at UCPH. At the same time, she does not want to
turn down the teaching. She thinks management would take it a dim view of her if
she did so and this could affect whether she has a future in the department.
Questions for discussion
• What could happen if Henriette says no to more teaching?
• What would happen if management insists that she should cope with all
her work, including the extra teaching?
• What could happen if he r colleagues are under just as much pressure as
she is?
• Can you think of other solutions?
8. 8 · Working life in balance at UCPH · Inspiration
What could the head of
department do?
• Help Birger’s line manager
identify whether resources are
available for temporary staff
cover or other options for
supporting the section.
FAMILY ILLNESS DETERIORATES
Dilemma 3: Birger Jensen, Administrative Officer and Project Manager
Birger Jensen is employed as a departmental administrative officer.
He is the project manager for a major project and coordinates several
other colleagues’ work. But Birger’s wife is seriously ill and it now
looks as if he will have to spend more time with her.
She was diagnosed with cancer six months ago. Looking after his work while
supporting his wife and for example taking her for treatment has been a
major challenge for Birger. He is often in the office in the evening and at
weekends or takes work back home with him.
It now turns out that treatment has not been effective enough and that her
cancer has spread. Birger will have to be with her constantly in the upcoming
period of intensive treatment.
Birger’s dilemma
Birger is very glad for his role as project manager. But he cannot see how he
can cope with his job in its present form and be with his wife as much as he
wishes.
Questions for discussion
• Can you be a part time project manager?
• What is Birger’s manager’s most important role?
• What should Birger do if his line manager will not help him sort the
situation?
• How much of his work should colleagues and personnel take on?
What could Birger do?
• Clarify what he wishes to do
over the coming period.
• Clarify how much he reckons on
being able to work.
What could colleagues do?
• Show understanding and concern for
Birger’s situation.
• Take on some of Birger’s work where
possible.
What could be union/OHS
representatives do?
• Take the initiative to discuss the
problem with management
• Arrange for Birger to discuss the
problem with management.
• Participate in specific negotiations on
Birger’s terms of employment (only
union rep.).
What could the line manager do?
• Help in assessing whether Birger can
continue as hitherto, whether he
should have less work or whether he
should cut back on his hours for a
while or possibly take leave.
• Clarify the best way to do Birger’s
work.
10. 10 · Working life in balance at UCPH · Inspiration
What could the head of
department do?
• Consider whether the head of
research’s organisational
changes are in line with
departmental rules.
• Consider and ensure compliance
with current personnel policy.
PRESSURE FROM NEW WORKING HOURS
Dilemma 4: Camilla Henriksen, Lab Assistant
Camilla Henriksen is a laboratory assistant and works closely with a VIP
team in a high profile research project. She provides coordination
services for the team. Until now she has had fixed hours which has
fitted well with her having to take and fetch her two small children. But
a new head of research has other ideas.
The new head of research has decided to organize work so that in future,
working hours will depend on projects currently running in the laboratories. For
Camilla, this means if she cannot be certain that she can be free of work in time
to collect her children.
It is almost impossible for her husband to collect their children because he is an
executive and often travels. The grandparents cannot help either.
Camilla’s dilemma
On the one hand, Camilla is very happy with her work and thinks it is exciting
and challenging. On the other hand, she is worried about the children spending
long days in their day care. Some day she would not be free of work before the
day care is closed and then what should she do?
Questions for discussion
• How flexible should a manager be and how much consideration
should he or she give to Camilla’s situation?
• How far should her colleagues go to help out?
• What part could the head of department play?
What could Camilla do?
• Get an overview of current
situation and options.
What could her colleagues do?
• Be flexible about organizing work and
working hours together.
What could the union/OHS
representatives do?
• Take the initiative to discuss the
problem with management
• Arrange for Camilla to discuss the
problem with management.
• Participate in specific negotiations on
Camilla’s terms of employment (only
union rep.).
• Help clarify the rules and agreements
in this area.
What could her line manager do?
• Discuss Camilla’s work/life balance
situation after the change in working
hours.
• Review the rules and agreements in
this area and ensure they are complied
with.
11. Working life in balance at UCPH · Inspiration · 11
What could the head of
section do?
• Help his line manager
determine whether extra
resources are required or
whether the section
should be supported in
some other way.
NEW SYSTEM MEANS LONG WORKING DAYS
Dilemma 5: Søren Madsen, Accounts Assistant
Søren Madsen, an accounts assistant, works in a shared accounts office. He
is experienced and competent and is often the person the University’s users
contact for help. But now the old accounting system is about to be replaced.
Søren has been on the project team preparing for the transition to the new
accounting system. For some while, he has had lengthy, busy working days while
working on the project and covering his normal daily duties.
He was prepared to make an extra effort in the transitional phase but now
commissioning the new system is dragging on.
Now Søren is constantly behind in his work. He is constantly being called by
dissatisfied users who expect him to sort their problems here and now. But he often
has to consult other colleagues or his line manager to be able to respond properly.
He also has to look after his daily duties. This means that he often gets home from
work late and the same applies to his colleagues.
Søren’s dilemma
He has very long working days and even so he is constantly behind with his work.
He feels he cannot provide the advice he wants to, or the quality users know him
for.
Questions for discussion
• What can reasonably be expected of employees in a commissioning phase
and how long should such a phase last?
• What can be reasonably expected of the rest of the organisation?
• What options does Søren’s line manager have for making it easier to be an
accounts assistant?
What could Søren do?
• Clarify the situation, for
example how long he is
willing to make an extra
effort.
• Accept that for a while,
quality will not live up to
the standard Søren
wishes for.
What could his colleagues do?
• Be open about organizing work and
working hours jointly.
• Talk about dealing with dissatisfied
users.
What could the union/OHS
representatives do?
• Take the initiative to discuss the problem
with management
• Arrange for discussions between Søren
and management.
• Participate in specific negotiations on
Søren’s terms of employment (only
union rep.).
What could his line manager do?
• Help prioritise Søren’s work, tighten up
on his workload and possibly shed some
of it.
• Help determine whether the quality of
his work is satisfactory.
• Help by getting colleagues involved in
doing his work.
• Help determine and inform users of the
service they can expect.
12. 12 · Working life in balance at UCPH · Inspiration
What could the head of
department do?
• Discuss and clarify how
the department’s
academic ambitions
interact with the work
culture.
• Discuss the culture in the
workplace with the
Collaboration Committee.
• Ensure that John takes the
necessary management
training.
• Inform him how salaries
and working conditions
operate in Denmark.
• Support the University’s
top level international
ambitions.
CHANGE IN WORK CULTURE CREATES CONCERN
Dilemma 6: John Smith, Research Project Team Leader
John Smith is a new employee at UCPH and heads up a large research team. He
was recruited from similar post at a prestigious foreign university. He wonders
about the Danish work culture.
He heads up a research team of Danish and foreign personnel. He was recruited to UCPH
because his breakthrough research will give a significant boost to research at the
department. He has brought a different work ethic with him to Denmark. This means
that he has long working days and feels for example that it is absolutely natural to work
on Saturdays.
He wonders about the Danish work ethic. As do some of the other foreign personnel in
the research team. In contrast, some of their Danish colleagues find it difficult to accept
their foreign colleagues’ work culture.
John’s dilemma
John is convinced that his way of working is necessary to achieve a breakthrough in top
quality research results. But he is aware of the friction in the team as a result of his
approach.
Questions for discussion
• What is the best way for the head of department to take responsibility for the
work culture in the department?
• How much pressure will be put on employees of they find the ‘new’ culture
unacceptable?
• How do you tackle disagreement about the work culture?
What could John do?
• Use discussions with
employees to achieve
common acceptance for
the different work cultures
in the team.
What could colleagues and
employees do?
• Be open about organizing work
and working hours together to
achieve a consensus.
What could the union/OHS
representatives do?
• Clarify the rules and agreements in
this area.
• Take the initiative to discuss the
problem with management
• Take the initiative to discuss the
problem with colleagues.
• Consider the international
competitive situation.
What could his line manager do?
• Introduce John to the rules and
agreements in this area.
• Introduce John to the Danish work
culture.
14. 14 · Working life in balance at UCPH · Inspiration
What could the head of department do?
• Ensure that working conditions in the
department are attractive for everyone.
• Possibly discuss career opportunities with
Freja.
Questions for discussion
• Would it be possible to leave the
University for another job and return
later and make a career?
• What does the fact that Freja is
probably competing with some of her
closest colleagues for the professorship
mean for her working environment?
• There would be situation have been
different if Freja was called Frej?
CHALLENGING ASSOCIATE PROFESSORSHIP TEMPTS
Dilemma 7: Freja Rasmussen, Assistant Professor
Freja Rasmussen is an assistant professor and is employed in a
department. She is married to an associate professor and they have
two small children. Freja is ambitious and has now been urged to
apply for an associate professorship which will mean less time for
the children – she already has a bad conscience about them.
When doing her PhD, she had a short stay abroad but she did not like being
away from her family. She and her husband already have long working days
and the children keep saying they miss her.
She is behind in getting the results of her research published. Finding the
time and peace to write articles is a constant challenge.
But she is also very happy about her work. She is ambitious and enjoys the
challenges and the freedom that she gets from the world of research.
Freja has now been urged to apply for a vacant associate professorship
which has been advertised in the department. She has also been offered
another job outside the university with fixed working hours and only a few
days of travel.
Freja’s dilemma
Freja is in doubt about whether to apply for the associate professorship. She
is in doubt about her qualifications and whether she has a chance because
she has not published so much and does not wish for lengthy research trips
abroad. She thinks that a male applicant with for example an extensive
international network will get the job. She also knows that the
professorship will involve some travel, something she does not want to do.
What could Freja do?
• Trust own qualifications.
• Decide for her selves whether she will invest
what it takes to be an associate professor.
• Consider whether the requirement of
research activities abroad can be met in
other ways.
• Ask immediate line manager on a
conversation about her career opportunities
at the department.
What could her colleagues
do?
• Be open about the fact that
the amount of work one
has to do varies over an
entire working life.
What could the union/OHS
representatives do?
• Provide sparring on the
situation.
What could her line
manager do?
• Help clarify what would be
expected of Freja if she gets
the professorship.
• Help Freja clarify whether
she has the right
qualifications to apply for
the associate professorship.
• Help Freja to clarify her
career opportunities, both
within and outside the
University.
15. Working life in balance at UCPH · Inspiration · 15
DIALOGUE GUIDE – ALL ROUND DISCUSSION
Read more about UCPH’s fundamental Personnel Policy and policy guidelines in the employee guide on KUnet.
UCPH’s HR policy guidelines contain more detailed basic principles in areas where management and personnel
find a specific common direction is required. These are about issues such as the mental working environment,
employee PDRs, opportunities for leave and other themes that could be relevant for dealing with balance
problems.
You can find more information about wellbeing
on KUnet in the Employee Guide and on the
OHS job portal.
As an employee, you have the option of
contacting UCPH’s psychological counselling
scheme if you need advice about a work/life
balance problem. As a manager, you can
also contact Falck Healthcare on
T: (+45) 7010 2012.
If you need help or guidance, you can contact HR OHSC (amos@adm.ku.dk) or the
Faculty HR Department.
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Efforts to improve your work/life balance should be directed as precisely as possible at specific problems.
Discussing the seven cases is only the first step in this process.
• Can we solve our work life balance problems ourselves or do we need help?
• How should we follow up on the initiatives we take?
• What specific initiatives should we implement to solve our work/life balance problems?
• Are employees, colleagues and managers aware of their roles and responsibilities with respect to balance
problems?
• Are work/life balance problems a general issue with us or for example are they concentrated in specific units
or individual groups of personnel?
• Do we feel that we have long-term balance problems or could we see a reasonable balance in a relatively
short time?
• Do we have a culture that especially challenges the possibility of having a work/life balance and can or
should we do anything about it?
• Do we have the necessary systems in place to deal with imbalance cases?
16. University of Copenhagen, HR OHSC
Photos: UCPH, Anne Trap-Lind, Martin Ørsted, Søren Osgood and Christoffer Regild · Graphic Design: Kliborg design