Essays on Do Employee Work-Life Balance Initiatives Improve Employee Retention Coursework

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The paper "Do Employee Work-Life Balance Initiatives Improve Employee Retention" is an outstanding example of management coursework.   Organizations are highly dynamic institutions that have multiple practises that drive their core objectives. Organizations cannot run successfully without employees who have the capacity to handle the demands present in structures of the organizations. Apart from the organizational culture and structures that employees endeavour to maintain, it is evidently clear that they also have personal lives and commitments to pursue. In most cases, the work-life conflict brings about devastating effects on employee retention and organizational performance.

In this respect, it is worth noting that work-balance initiatives are extremely pertinent to the success of an organization. Work-life balance refers to the aspect of providing enabling environments where-by employees can balance work and personal commitments. This is critical in creating a feasible environment whereby organizations can thrive in their organizations. Human resource management experts argue that, indeed, employee work-life balance initiatives play a dominant role in improving employee retention and organizational performance (Beauregard and Henry, 2009 p 11). This essay seeks to analyze the impact of employee work-life balance initiatives towards improving retention and organizational performance. Improved Retention Rate Certainly, the question of whether employee work-life balance improves employee retention and organizational performance has dominated organizational circles for decades.

Managers are constantly looking for ways of enhancing the performance of their employees, and consequently, their organizations’ performance. The concept of work-life balance is indeed a pertinent initiative in improving the level of employee retention in an organization (Naithani, 2010 pp 148-149). The ability of an organization to retain its employees is highly instrumental as it is a recipe for productivity. Initiatives that instil a sound work-life balance work for employees will undoubtedly result in a high employee retention rate.

Employees are likely to stick to a job that offers them an opportunity to pursue personal commitments to a certain degree. For instance, female employees with dependant children feel comfortable having flexible working hours, which can allow them to attend to their children. The flexibility of working hours is a work-life balance initiative that creates a cohesive environment for employees to give productively for an organization (Hall, 2010 p10). On the same note, it is true that the world is increasingly becoming dynamic every day; organizations are also moving towards a dynamic approach of operations.

Therefore, employees are interested in organizations that offer flexible career paths, which embrace dynamism. This implies that human resource managers have to provide a platform that offers a balance between an organization’ s objectives and personal ambitions of employees. An organization that offers a flexible career path structure to its employees is more likely to have a high employee retention rate. In light of this, it is evidently clear that strategies geared towards instilling a balance between work and personal pursuits are fundamental in improving employee retention in an organization (Byrne, 2005 pp 53-55). Reduction of Work-Life conflict Conflict is a serious setback in the pursuance of organizational performance; it is an aspect that organizational leaders have to deal with in order to achieve their goals and objectives.

One of the root causes of conflicts is the lack of work-life balance is an organizational structure. It is widely acknowledged that employees who have a work-life conflict exhibit poor job satisfaction levels and are not committed to organizational objectives.

This implies that organizations need to invest in their employees by putting forward feasible frameworks that create a healthy working environment (Skinner and Pocock, 2008 p 310).

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