Essays on Benefits of Work-Life Balance Policies and Practices Coursework

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The paper "Benefits of Work-Life Balance Policies and Practices" is a good example of business coursework.   In the recent past, there has been experienced aggressive pressure for organizations to perform better, faster in addition to being extra cost-effective. As a result, breakdown in the customary employment contracts has been experienced and the long-term employment perception is no more. This means that companies have to accommodate different demand and supply factors which include the need for a low cost, flexible and secure workforce. New technologies and the nature of work changes lead to many workers under pressure to stabilize their personal life and employment roles.

Due to this, employees and organization have faced reality on the possible advantages of the work-life balance and their related policies. Most people find it hard to deal with rising responsibilities at home and in the workplace. Accomplishing the suitable work-life balance may sound unattainable to many people. There are significant benefits to the people who have managed to attain it. The benefits cut across to both the employer and the employees. This essay will discuss the benefits of work-life balance policies and practices to the organizations. Workplace Balance Despite the recognition of work-life policies and practices as a subject of practitioner and academic debate, and the escalating pervasiveness of work-life balance policies in companies globally, exploration of the corporate impacts of these policies is indecently incorporated.

Contending requests involving home and work have taken up expanded pertinence for workers of late (Hayman 330). This is as a result of an extensive element of the working environment and demographic changes. For example, the escalating quantities of ladies in the workforce, a maturing populace, extended hours of working, in addition to an extra complicated technology.

This has empowered close consistent and keeping in touch with the people at the place of work. This is because of the following progressions and the clash they produce amongst the numerous tasks that involve people. The companies are progressively forced to actualize work policies and practices proposed to encourage workers' exertions. The aim is to satisfy equally their individual and business-related obligations (Rapoport np). The work-life practices and policies are the mechanisms used in the improvement of the company’ s cultural and structural support for personal life, family and work.

The structural work-life support changes the policies and practices of human resources, plus the structure of the job so as to improve the flexibility. The employee control of place and amount of work is increased or given extra instrumental resources like direct services and information (Kossek and Hammer 36). This is imperative in facilitating the employees to be in a position to mix employment with care providers or those extra significant tasks that are not work-related.

Job redesigning come up with a supple working schedule, reduced workload, telecommuting, virtual conferencing, occupational health and safety, which reduces family and job stress are instances of structural support. The formal policies on vacations, absenteeism, sick time, plus improved elder care and child care benefits are also part of the structural support (Allen 433).

Works Cited

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Estes, Sarah Beth. 'Work-Family Policies And Gender Inequality At Work (2005)'. (2005): n. pag. Print.

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Hayman, Jeremy R. 'Flexible Work Arrangements: Exploring The Linkages Between Perceived Usability Of Flexible Work Schedules And Work/Life Balance'. Community, Work \& Family 12.3 (2009): 327--338. Print.

Houston, Diane M, and Julie A Waumsley. Attitudes To Flexible Working And Family Life. 1st ed. Bristol, UK: Published for the Joseph Rowntree Foundation by The Policy Press, 2003. Print.

Kossek, Ellen, and L Hammer. 'Work/Life Training For Supervisors Gets Big Results'. Harvard Business Review 86 (2008): 36. Print.

Perry-Smith, J.E, and Blum T.C. 'Work-Life Human Resource Bundles And Perceived Organizational Performance.'. Academy of Management Journal 43.6 (2000): 1107-1117. Print.

Rapoport, Rhona. Beyond Work-Family Balance. 1st ed. San Francisco, CA: Jossey-Bass, 2002. Print.

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Wang, Peng, and Fred O Walumbwa. 'Family-Friendly Programs, Organizational Commitment, And Work Withdrawal: The Moderating Role Of Transformational Leadership'. Personnel Psychology 60.2 (2007): 397--427. Print.

Wood, Stephen J, and Lilian M de Menezes. 'Family-Friendly Management, Organizational Performance And Social Legitimacy'. The International Journal of Human Resource Management 21.10 (2010): 1575--1597. Print.

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