Roy RemickCarlie Pierson Trisha Sanders

HR 320Prepared for Professor

Joy DesMarais-Lanz06/8/2013

Work-Family/Work-Life Balance Program

Why Employees Need Work/Life Balance?

Work /home life can be extremely

demanding.

Many people play different roles in their lives.

Work demands may keep them from being

able to participate or commit to personal or

family demands.

What is a Work/Life Balance

Program?

Employers who manage conflicts through

compromise that can successfully balance work and

home life for employees.

A Work-Life Balance Program is an employer-

sponsored benefit or working condition that helps

employees to balance work and non-work demands.

The typical American middle-income family works an

average of 11 more hours a week today than they did

30 years ago.

Back 1979 the median amount earned on average for

Lower income families was $26,709 per year

Middle class families was $74,244 per year

Professionals earned $137,547 per year

In 2008 the median amount earned on average for

Lower income families was $19,011 per year

Middle class families earned $64,465 per year

Professionals earning $147,742 per year.

Does Hard Work Really Pay Off?

Common Factors that Cause Work-Life Conflicts

Work Profession- the type of work an individual

does has different amounts of stress

Income- being able to afford childcare and health

insurance

Education and Experience-being able to handle

work stress

Family responsibilities- caring for children,

spouses or the elderly

Culture/Religion- may require different

responsibilities

Age- younger families have typically have

higher demands

Gender- generally women assume more

home/family responsibilities which may or

may not include childcare

Partner Support- a lack of support,

understanding, time, and communication are

factors that can add stress

Personality- a person’s perspective, reaction,

and attitude on situations

Work-Life Conflicts Continued

Health- we can offer health insurance or

on-site health center

Transfers- offer support for relocations,

through housing and cultural training

Communication- offer open communication

with any issues that may arise

Solutions that Promote Work-Life Balance

Benefits that Promote Diversity & Work-Life

Balance Flextime- Choosing hours worked

Paid Time Off

Job Sharing- Two people split one full-time job

Telecommuting- Work from home

Child or Elderly Care Services

Maternity/Paternity and Medical Leave

Sabbatical/Extended Leave

Concierge Services

Floating holiday’s – Allows diverse employees

observe their most important religious traditions

Integrating Wellness Programs to Reduce Remaining Stress

Onsite fitness facilities or paid health club

memberships

“American Stress Institute estimates that job

stress cost U.S. business over $300 billion

annually due to increased absenteeism, employee

turnover, diminished productivity, medical, legal

and insurance expenses, and workers

compensation payments” (Cummings, & Worley,

2009).

Career Stages

Establishment Stage (ages 21-26) Millenials

Advancement Stage (ages 26-40) Gen Xer’s

Maintenance Stage (ages 40-60) Baby Boomers

Withdrawal Stage (age 60 and up) Traditionalists

Work/Life Balance Strategy

Creates a work environment that

reflects the life-stage needs and

values the diversity of its employees

Develops a culture that is diverse and

healthy

Produces organizational citizens

Effects on the Culture & Organization

Increase productivity and moral

Increase organizational commitment

Recruit and retain top talent

Decrease turnover

Employee job satisfaction

Effects on the Employee

Reduces stress

Improves relationships

Reduces guilt

Increases ability to focus on tasks

An organization’s mission statement is

meant to attract people that can utilize

their work beliefs, values, and ways of

thinking to meet short and long-term goals.

Its intent is to align the principles of the

organization, and guide the actions of its

employees.

Create a Mission that Reflects Positively

Organizational Philosophy

Learning organization’s continuously

identify the needs of staff.

They take appropriate actions by

giving employees the tools and

knowledge they need to overcome

obstacles.

Design Structure

Flatter organization’s- believe in improving

communication amongst its members, so

that it can react quickly to the needs of

the business and it’s employees.

Long-Term Benefits for the Organization

Organizational competitive strategy

Change can be more easily accepted

company-wide when it needs to happen

Improves public image and employees

speak well of the employer

Set Goals- have individuals set important

goals in their lives

Time Management- have individuals

balance their time between work and

home life

Positive Attitudes- think positive about

achievements and situations

Solutions We Suggest to Employees…

Work-life conflicts are issues from employees having a difficult time balancing their demanding work and home lives. These conflicts can affect an employee’s performance, attitude, and stress levels which affect the company’s productivity and profits. It would be prudent to engage in a program where we can overcome work-life issues. If we can work together we can reduce these issues and have a better company overall.

Conclusion

ReferencesBoushey, J. C. (2010, 01 25). The Three Faces of Work-Family Conflict. Retrieved 05 22, 2013,from americanprogress.org: http://www.americanprogress.org/issues /labor/report/2010/01/25/7194/the-three-faces-of-work-family-conflict/ Cascio, W. F. (2010). Managing Human Resources. Retrieved 05 22, 2013, from highered.mcgraw-hill.com: http://highered.mcgraw-hill.com/sites/ 0073530263/ student_view0/glossary.html Cummings, T., & Worley, C. (2009). Organizational Development & Change (9th ed.). Mason, OH: South-Western, Cengage Learning.Henderson, R. (2006). Compensation Management in a Knowledge-Based World (10th ed.). Upper Saddle River, New Jersey: Pretense Hall Khatih, J. (2009, 10). Term Paper Work-Life conflict. Retrieved 05 22, 2013, from oocities.org: http://www.oocities.org/siliconvalley/pines/6639/docs/ob/Work-life_conflict.htmlMondy, R. W. (2010). Human Resource Management (11th ed.). Upper Saddle River, New Jersey: Pretense Hall