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Unit 10 Group Project Final Draft
- 1. Roy Remick Carlie Pierson TrishaSanders HR 320 Prepared for Professor Joy DesMarais-Lanz 06/8/2013 Work-Family/Work-Life Balance Program
- 2. Work /home lifecan be extremely demanding. Many people play different roles in their lives. Work demands may keep them from being able to participate or commit to personal or family demands.
- 3. Employers who manageconflicts through compromise that can successfully balance work and home life for employees. AWork-Life Balance Program is an employer-sponsored benefit or working condition that helps employees to balance work and non-work demands.
- 4. The typicalAmerican middle-incomefamily works an average of 11 more hours a week today than they did 30 years ago. Back 1979 the median amount earned on average for Lower income families was $26,709 per year Middle class families was $74,244 per year Professionals earned $137,547 per year In 2008 the median amount earned on average for Lower income families was $19,011 per year Middle class families earned $64,465 per year Professionals earning $147,742 per year.
- 5. Work Profession- thetype of work an individual does has different amounts of stress Income- being able to afford childcare and health insurance Education and Experience-being able to handle work stress Family responsibilities- caring for children, spouses or the elderly
- 6. Culture/Religion- may requiredifferent responsibilities Age- younger families have typically have higher demands Gender- generally women assume more home/family responsibilities which may or may not include childcare Partner Support- a lack of support, understanding, time, and communication are factors that can add stress Personality- a person’s perspective, reaction, and attitude on situations
- 7. Health- we canoffer health insurance or on-site health center Transfers- offer support for relocations, through housing and cultural training Communication- offer open communication with any issues that may arise
- 8. Flextime- Choosing hoursworked PaidTime Off Job Sharing-Two people split one full-time job Telecommuting-Work from home Child or Elderly Care Services Maternity/Paternity and Medical Leave Sabbatical/Extended Leave Concierge Services Floating holiday’s – Allows diverse employees observe their most important religious traditions
- 9. Onsite fitness facilitiesor paid health club memberships “American Stress Institute estimates that job stress cost U.S. business over $300 billion annually due to increased absenteeism, employee turnover, diminished productivity, medical, legal and insurance expenses, and workers compensation payments” (Cummings, & Worley, 2009).
- 10. Establishment Stage (ages21-26) Millenials Advancement Stage (ages 26-40) Gen Xer’s Maintenance Stage (ages 40-60) Baby Boomers Withdrawal Stage (age 60 and up)Traditionalists
- 11. Creates a workenvironment that reflects the life-stage needs and values the diversity of its employees Develops a culture that is diverse and healthy Produces organizational citizens
- 12. Increase productivity andmoral Increase organizational commitment Recruit and retain top talent Decrease turnover Employee job satisfaction
- 13. Reduces stress Improves relationships Reducesguilt Increases ability to focus on tasks
- 14. An organization’s missionstatement is meant to attract people that can utilize their work beliefs, values, and ways of thinking to meet short and long-term goals. Its intent is to align the principles of the organization, and guide the actions of its employees.
- 15. Learning organization’s continuouslyidentify the needs of staff. They take appropriate actions by giving employees the tools and knowledge they need to overcome obstacles.
- 16. Flatter organization’s- believein improving communication amongst its members, so that it can react quickly to the needs of the business and it’s employees.
- 17. Organizational competitive strategy Changecan be more easily accepted company-wide when it needs to happen Improves public image and employees speak well of the employer
- 18. Set Goals- haveindividuals set important goals in their lives Time Management- have individuals balance their time between work and home life Positive Attitudes- think positive about achievements and situations
- 19. Work-life conflicts areissues from employees having a difficult time balancing their demanding work and home lives.These conflicts can affect an employee’s performance, attitude, and stress levels which affect the company’s productivity and profits. It would be prudent to engage in a program where we can overcome work-life issues. If we can work together we can reduce these issues and have a better company overall.
- 20. Boushey, J. C.(2010, 01 25).TheThree Faces ofWork-Family Conflict. Retrieved 05 22, 2013,from americanprogress.org: http://www.americanprogress.org/issues /labor/report/2010/01/25/7194/the-three-faces-of-work-family-conflict/ Cascio,W. F. (2010). Managing Human Resources. Retrieved 05 22, 2013, from highered.mcgraw-hill.com: http://highered.mcgraw-hill.com/sites/ 0073530263/ student_view0/glossary.html Cummings,T., &Worley, C. (2009). Organizational Development & Change (9th ed.). Mason, OH: South-Western, Cengage Learning. Henderson, R. (2006). Compensation Management in a Knowledge-Based World (10th ed.). Upper Saddle River, New Jersey: Pretense Hall Khatih, J. (2009, 10).Term PaperWork-Life conflict. Retrieved 05 22, 2013, from oocities.org: http://www.oocities.org/siliconvalley/pines/6639/docs/ob/Work- life_conflict.html Mondy, R.W. (2010). Human Resource Management (11th ed.). Upper Saddle River, New Jersey: Pretense Hall