work life integretion
Post on 07-Nov-2014
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WORK LIFE INTEGRATION
The degree to which a person is able to successfully combine paid work with other aspects of personal life has been termed “work-life integration”
Work family conflict
Work life balance
Approaches towards work life integration
Traditional Notion -Work and Life Are Competing priorities
-Work – Family conflict is primarily confronted
by married women
Contemporary
Notions -Work life and Personal life are complementary
- Conflicting work and life demands are confronted by all
categories of employees
Work–Life Human Resource Initiative- IOC, Infosys, NIIT
Work-life issues
Work and family were two independent domains
Work started spilling into family time and was often carried home
Workdays span 24 hours with brief time interval for non-work activities
Home issues Traditional roles with men working and women taking care of household chores
Dual career couples with both men and women working but women still tending the household chores
Dual career couples with both men and women working as well as attending to home issues
Support None Availability of help like baby sitters, creches, old-age homes, and maid
Hands-free executive support firms that provide services as diverse as managing the laundry and the kid’s homework
Role of Human Resource Management in Work-Life of Employees Incorporated in year 1980
- Family friendly practices largely an outcome of statutory requirements - Focus on work-Family issues only - Regarding work-Family issues as a
women’s issues - Considered a social issue, that is, as
a benefit given to help employees manage short-term family demands
- Reactive
- Family friendly practices largely voluntary
- Focus on work-life integration - Regarding work-life issues as
encompassing all employees - Considered a business concern, that
is, work and life are seen as interdependent. Personal issue can impact job performance
- Proactive(TATA, NIIT, IOC)
From To
NIIT - Granny Gratitude Day- 1st January
Globalization Increasing
organizational Flexibility
Changing Family
Structure
Technological Change
Strategic Importance Of Work-Life Balance In
Organizations
- Increased Employee commitment - Greater Employee Loyalty - Higher Employee Performance
Organizational Performance Improvement
Challenge Attracting, Motivating, and Retaining High Performer
The demands and pressure of work and family may give rise to work-family conflict in an individual. Work and family are mutually non-compatible so meeting demands in one domain makes difficult to meet demands in other. Types of work-family conflicts- 1. Time-based conflict 2. Strain-based conflict 3. Behaviour-based conflict
Work Family
Friend Self
Work and Family are not two separate sphere
Independent Domains with permeable boundaries
Mechanism of work-life integration flexibility
permeability
Time and Place Flexibility Information Financial Direct
Institutional • To gain legitimate
acceptance in society and Environment
• More people take interest in investment and Employment activities
• Reactive
Resource Dependence • To acquire skilled
Human Resource
• Attract larger applicant pool and able to secure Human Resource
• Proactive
Managerial Interpretation • Key management
interpretation in WL policies
• Firm specific policies
Organizational Adaptation
- Align to changing business
environment
- Make more competitive in
industry
For Organization Increased employee productivity and Reduced Absenteeism Attract & Retain talent and improve employee health Financial saving and improve customer service
For Employee
Good quality of life
Enjoyable work life and career progress Training & Development and further education
Good health and more money Affordable children and elder care
Leisure time with family, friends, and for travel and hobbies
Boss
Secretary
It is shared assumption, beliefs, and values regarding the extent to which an organization supports and values the integration of employees’ work and family lives.
Work-Family Culture
Organizational time demands
Perceived career
consequences
Managerial support
Organizational culture and Fear of negative consequences
Human relation model
Investment in employees’ work life integration results in higher
productivity
Rational goal model Firm sponsored support of non-
work demands reduces firm efficiency in the short run
Social arbitrator approach
Whole person and system approach
Omniscient approach
appr
oach
es
Reactive
Work-life balance should be an
organizational goal
No separation between work and
personal life
Stage I
Stage II
Stage III
Developing a programmatic response
Development of integrated approach
Changing the culture of the firm
Supportive organizational
culture
Framing work-life as a strategic business issue
Communicating the business case of work-life policies in organization
Confronting resistance in managers and challenging assumptions
Involving and consulting with employees
Supporting managers and addressing all system, not just HR Policies
Development of a full range of measurable outcomes
Continual cycle of implementation, measurement, evaluation, feedback, identifying barriers, seeking new solution and sustaining momentum
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