Hay Group. 2013. “Rising Work-Life Balance Concerns Tied to Employee Turnover across the Globe, New Hay Group Research Finds”. The Wall Street Journal. Accessed May 31, 2013, http: //online. wsj. com/article/PR-CO-20130416-908394.html11Sturges, Jane, and David Guest. 2004. “Working to Live or Living to Work? Work/Life Balance Early in the Career. ” Human Resource Management Journal 14(4): 5-20.12IntroductionConcerns regarding employees’ work-life balance are on the rise across the globe. Issues of work-life balance revolve around such concerns as employees ‘doing more with less, ’ few workers available to complete the required work, as well as poor work conditions and environment among others.
Hay Group (2013) conducted a study/research to investigate how the rising concerns on the balance between work and personal life were tied to the overall employee turnover around the globe. The results of the study/research indicated that 27 percent of employees at organizations perceived not to support employees’ work-life balance plan to resign from their organizations in the next two years. BORG Holdings is one such organization which has significantly lost valuable employees due to work-life balance concerns. The purpose of this report is to provide initiatives to enable BORG holdings review and revamp its work-life policies and practices. Background InformationThe contemporary business environment is changing at a rate that is an unprecedented and characterized by stiff competition; technological advancement, innovation and change; privatization, downsizing and restructuring; deregulations, scarce resources, politically-oriented shifts towards neo-liberalism, and globalization.
Organizations must embrace change resulting from such a dynamic business environment to realize their vision, mission and objectives/goals, and adapt to the prevailing business environment to gain competitive advantage (Agboola and Salawu 2011, 235). People resources in organizations such as BORG Holdings are at the centre of all these new developments.
In order to efficiently carry out their work obligations, organizations must put in place appropriate initiatives to facilitate and enhance the balance between employee work and life. The concept of work-life balance or rather work-family balance has recently gained much attention from the academic literature. The concept is concerned with work, family and personal responsibilities and is regarded as the absence of conflict resulting from work, personal as well as family roles and responsibilities. Balance and conflict with regard to work, family and personal roles are distinct construct.
However, they coexist and employees often experience can concurrently experience high levels of both constructs. According to Bell, Ranjendran and Theiler (2012, 26), work-life balance can thus be regarded as the degree to which an employee can balance the time, emotional and behavioural demands for work, family and personal responsibilities. Work-life conflict arises when involvement in one domain for example work, family or personal life jeopardizes/interferes with the involvement in the other. When organizations such as BORG Holdings fail to put in place initiatives and measures which enable their employees to balance between work and life, they may opt to resign, engage in absenteeism, or resist organizational change.
The reality of the contemporary working life is characterised by the fact that employees juggle their work and personal/private lives. In the course of trying to create a balance between the two, it is the implication of one on the other with reference to interference or influence which generate either positive or adverse ‘spill over’. Various studies have demonstrated that it is difficult to avoid work work-life conflict due to a variety of reasons.
For instance contemporary organizations such as BORG Holdings are faced with the challenges of market driven globalization, demand for efficient operations and growth, downsizing, restructuring, stiff competition as well as organizational change which increase job stress. As a result, there is increasing need for employee work-life balance in order to meet these objectives (Bell, Ranjendran and Theiler 2012, 25).