This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
A study on work lifebalanceanditsimpact on employees productivitypankajshukla87
It is a project based on the human resource management in an organization focusing more on work-life balance concept and its impact on employees productivity.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
A study on work lifebalanceanditsimpact on employees productivitypankajshukla87
It is a project based on the human resource management in an organization focusing more on work-life balance concept and its impact on employees productivity.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
Absenteeism is a habitual pattern of absence from a duty or obligation.Its a major problem faced by almost all employers of today.This is considered as a management problem, absenteeism of employees from work leads to back logs, pilling of work and thus work delay.Absenteeism could be reduced by giving attractive salary packages, bonus, by good working environment, etc.,to the employees.
This is a project on how employee turnover occurs and how do we make sure that the turnover of employees reduces and the banking industry retains its employees by adopting certain measures.
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
Exploring HR and Middle Managers' Perception of Work Life Balance in Lebanese...Yara Abboud
Work-life balance (WLB) is a concept that encompasses various notions. It has been defined differently across time by various authors starting from Zedeck and Mosier (1990), Guest (2002), to Brinley (2005). Obviously good work-life balance practices are an active part of strategic human resource management, for they help in attracting, retaining employees, and increasing their satisfaction and performance. This is especially apparent in the banking industry which globally faces problems with retention of qualified staff. Consequently, line managers and strategic human resource managers have to coordinate the process of policy development and implementation to address such challenges. Hence, the main purpose of this paper is to examine HR and General/middle Managers’ experience of the work life balance linkage in Lebanese Banks, and how they cope and deal with it. By shedding light on the quality of spillover experienced, and the coping mechanisms of managers, recommendations for better work life balance policies can be suggested. 60% of our sample asserted achieving balance yet that was mostly due to personal effort. Differences between men and women were noted only with regard to pursuit of hobbies. Banks appeared to act in a humane way towards their managers; however, they are still far from reaching the “respect” response whereby an organization acknowledges both work and non-work participation of its employees. All in all, our results fall in line with border theory; however, some minor adjustments are proposed to help flesh out practical recommendations.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
Absenteeism is a habitual pattern of absence from a duty or obligation.Its a major problem faced by almost all employers of today.This is considered as a management problem, absenteeism of employees from work leads to back logs, pilling of work and thus work delay.Absenteeism could be reduced by giving attractive salary packages, bonus, by good working environment, etc.,to the employees.
This is a project on how employee turnover occurs and how do we make sure that the turnover of employees reduces and the banking industry retains its employees by adopting certain measures.
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
Exploring HR and Middle Managers' Perception of Work Life Balance in Lebanese...Yara Abboud
Work-life balance (WLB) is a concept that encompasses various notions. It has been defined differently across time by various authors starting from Zedeck and Mosier (1990), Guest (2002), to Brinley (2005). Obviously good work-life balance practices are an active part of strategic human resource management, for they help in attracting, retaining employees, and increasing their satisfaction and performance. This is especially apparent in the banking industry which globally faces problems with retention of qualified staff. Consequently, line managers and strategic human resource managers have to coordinate the process of policy development and implementation to address such challenges. Hence, the main purpose of this paper is to examine HR and General/middle Managers’ experience of the work life balance linkage in Lebanese Banks, and how they cope and deal with it. By shedding light on the quality of spillover experienced, and the coping mechanisms of managers, recommendations for better work life balance policies can be suggested. 60% of our sample asserted achieving balance yet that was mostly due to personal effort. Differences between men and women were noted only with regard to pursuit of hobbies. Banks appeared to act in a humane way towards their managers; however, they are still far from reaching the “respect” response whereby an organization acknowledges both work and non-work participation of its employees. All in all, our results fall in line with border theory; however, some minor adjustments are proposed to help flesh out practical recommendations.
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
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THE BALANCE BETWEEN SOCIAL LIFE AND WORK AND ITS RELATIONSHIP WITH WORK STRES...IJDKP
The aim of this research is to identify the degree of the balance between social life and work and to measure the level of work stress of the employees of the Ministry of Youth and Sports Affairs in the Kingdom of Bahrain. One hundred employees were surveyed through a random stratified sample. The
analysis is based on the outcomes of the questionnaire survey that was given out to a representative sample in the ministry. The researchers hypothesized that there is a significant relationship between the balance of social life, work, and work stress for the employees in the Ministry. Findings revealed the
existence of work stress that resulted in work pressure. Employees see their commitment to the vocational rules contributed to improving their professional performance. Management considers the capabilities and
skills of the employees when they are assigned to work on tasks.Based on findings, there are some recommendations, including the need for workshops and training sessions to help employees to overcome work stress and deal with multiple teams.
QUALITY OF WORK-LIFE ON EMPLOYEE RETENTION AND JOB SATISFACTION: THE MODERATI...IAEME Publication
Purpose: A work-life balance leads employees’ texture towards job satisfaction for they can well-work whereas in the institutions; consequently they do not require to be hampered by outside problems. In the recent competitive world, among the companies, it is aggregate along with the global economic growth. This study intended to discover the impact of quality of work-life on employee retention and job satisfaction with the moderation of job performance. Methods: This study has 383 as a sample by using a simple random sample technique. A structured measurement scale was used. The researcher framed the conceptual framework with the support of literature. Basic analysis was tested and multiple linear regression was used to validate the constructed hypotheses. Findings: The result found that there is an impact of quality of work-life on employee retention and job satisfaction among the faculty members in higher education institutions. Job performance plays a moderation role in the relationship among the variables. Quality of the work-life and employee retention leads to better satisfaction among the employees.
This study examines the influence of perceived flexibility within the timing and site of labour on work-family balance. Results indicate that perceived job flexibility is claimed to reinforce work-family balance after controlling for paid work hours, unpaid domestic labour hours, gender, and occupational level. Also given an equivalent workload individual, with perceived job flexibility have more favorable work-life balance. Likewise, employees with perceived job flexibility are ready to work long hours before workload negatively impacts their work-family balance and also these makes the workers feel as stress. Implications of those findings are presented. Also, from the feedback, an employee has suggested to given a vacation leave so as that they are getting to spend enough time with the family. The longer-term benefits of this study observe business sense to support work-life balance.
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
The greater challenges of work and personal aspects of life have intensified the
work life balance scenario. Employee engagement and retention has emerged as an
important as well as critical tool in today’s business. So in order to maintain a
equilibrium between personal and professional life, organizations should formulate
policies that manage better; any work related stress, tensions or conflict arising at the
workplace. The study is based on Literature Review and Secondary data collected from
selected papers analyzed and a conceptual framework has been established depicting
the reason behind work-life imbalance. This study investigates the factors responsible
for work life balance and what are the challenges involved in the manufacturing sector.
It was suggested that the employers must consider work life balance programs on the
basis of policies they formulate, benefits they provide and services they render.
Additionally policies and strategies must be constituted such that it can modify an
employee’s perception about his employer and they tend to stay in the organization for a
longer period of time. It provides a scope for future direction to various researchers,
policy makers and also academicians in this field
Journal of Management, Marketing and Logistics -JMML (2016), V.docxcroysierkathey
Journal of Management, Marketing and Logistics -JMML (2016), Vol.3(2) Aydin
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97
THE IMPACT OF CAREER SUCCESS ON WORK LIFE BALANCE FOR MILLENNIUM GENERATION
DOI: 10.17261/Pressacademia.2016219938
Demet Leblebici Aydin
Okan University, [email protected]
ABSTRACT
Today’s workplace consists of mainly four generations; silence, baby boomer, X and Y generations. Although each generation has different
values, beliefs, point of views, they are working altogether. This demographic diversity has brought many opportunities but also challenges
for the organization. In order to manage the opportunities and challenges in the workplace which the varieties of generations bring up,
each generation should be very well understood. Otherwise it can cause problems which in turn may influence the productivity and
efficiency of the organization. As time passes and the new generation – Millennium- is appeared it in the workplace, the needs’ and
perceptions’ of the employees also start to change too. Managing both work and private life in balance becomes important for the
employees. Thus, the notion of work life balance has been started to handle by the managers. The purpose of this paper is to investigate
the impact and consequences of work-life balance for generation Millennium which is the youngest majority of current workforce by
considering their values, and their perceptions and expectations from their career success.
Keywords: Work life balance, millennium, career success
JEL Classification: M10, M12, M15
1.INTRODUCTION
Nowadays, we witness a gradual shift in the shape and structure of organizations, companies and industries.
We can no more talk about a strict hierarchy of positions and status but a more flexible and relaxed working
environment. Since there is variety of generations working together side by side to achieve same goals;
companies and organizations have to manage different types of generations at the same time. In the light of
these changes, employers have to comprehend and appreciate the characteristics and traits of their employees
to offer a better working environment to them. Employees also need to understand their co-workers and
superiors in order to be successful, peaceful and productive. Hence, with the great transformation in the
organizational structure and working conditions, it is essential to have a reciprocal understanding of needs and
characteristics.
Every generation has different mind sets, manners, ideas and actions; therefore we can conclude that every
generation is different from the other. Obviously it is hard to manage all the differences such as beliefs, notions
and priorities in their work and private lives. In order to have a harmonized team, diversities in beliefs,
expectations and opinions should be controlled and m ...
Working Father and their perceived Work – Life Balance with special reference...Arul Edison
Due to the continuous work load pressure leads to increase the employee stress factors. The continuous increase of employee stress levels affects their health physically, mentally and psychologically. The impact of the job stress is not balancing the employee work – life. On behalf of! The stress most of the employees are consuming the alcoholic beverage to overcome the stress. By comparing life as a cycle, one wheel is a work and another wheel is a family life. Both the wheel should run parallel. If load increases on one side, then the life becomes unbalanced. The purpose of this study is to explore employees “use of tactics to manage their work and life stress; particularly the executive level employees” use of resources and social support as well as their perceptions of flexibility. For this research work researcher adopt Proportionate Stratified Random Sampling method to collect the data. A total of 184 executive level employees in Hyundai Motors India Limited were administered work life balancing scales. Chi – square analysis and multiple regression were used for data analysis. The chi – square analysis test for independence at 0.05 level of significance shows that there is no statistically significant association between experiences with their feeling about balancing work life. The result of regression analysis indicated that there is no statistically significant difference between participants opinion towards the initiative action taken by the organization to manage their employee work life balance. On the basis of these findings, found that the participants are says that they are balancing their career and life style with the support of family members.
Similar to Work life balance through flexi work arrangements empirical study on bank employees (20)
Tech transfer making it as a risk free approach in pharmaceutical and biotech iniaemedu
Tech transfer is a common methodology for transferring new products or an existing
commercial product to R&D or to another manufacturing site. Transferring product knowledge to the
manufacturing floor is crucial and it is an ongoing approach in the pharmaceutical and biotech
industry. Without adopting this process, no company can manufacture its niche products, let alone
market them. Technology transfer is a complicated, process because it is highly cross functional. Due
to its cross functional dependence, these projects face numerous risks and failure. If anidea cannot be
successfully brought out in the form of a product, there is no customer benefit, or satisfaction.
Moreover, high emphasis is in sustaining manufacturing with highest quality each and every time. It
is vital that tech transfer projects need to be executed flawlessly. To accomplish this goal, risk
management is crucial and project team needs to use the risk management approach seamlessly.