Essay about the Work Life Balance

Question: Write an essay on Work-Life Balance. Answer: Introduction The human resource department is considered to be of huge importance as it helps in maintaining the effectiveness within the workplace concerned of the particular firm. Maintaining the work-life balance is one of the crucial aspects for most of the employees working in different organizations throughout the world. There are most of the well known Australian organizations that are trying to make the work-life most effective and balanced for the concerned employees in order to enhance the lifestyle standards of those employees (Alleyne, 2016). This essay will help in reflecting the different Human Resource principles and the theories for maintenance of the work-life balance as revealed in the case study provided. There need to be effective arrangements of the flexible working of the employees as this will help in maintaining the balance between the work-life of the employees (Armstrong, 2014). Therefore, it is the crucial responsibility of the Human Resource managers to understand the desired requirements of the employees working at the same firm as this will improve the performance of the employees as well as the entire firm. An argument on whether work-life balance helps in managing the stress of the employees or not this will help in understanding the desired concepts and importance of work-life balance. Main context It is imperative for any of the employees or the individuals concerned to understand the desired role of the work life balance. The concepts of the work-life balance help in managing the desired stress that the employees feel within the organization they work in. There are several work-life programs arranged by many of the well-known organizations and thee are designed mainly to reduce the desired work-life conflicts and provide an effective and effectual life to the concerned employees of the firm. Barbara Holmes critically evaluated that managing the work-life balance is not the sustainable approach for maintaining desired work-life of the concerned employees (Blanchard, 2012). The concerned firms need to recognize the desired efforts made by the different employees for the growth of the organization. It has been seen that the maintenance of the work-life balance helps in reducing the conflicts between and the excess stress that gets created on the respective employees of the firm (Brann, 2013). The HR department needs to adopt the effective strategies to manage the desired stress created by the respective employees of the firm. There needs to flexibility in the working schedules of the concerned employees as this will help in reducing the over stress related to the work executed by them. KPMG and the Virgin faced a decrease in the demands for their concerned business, whose one of the reason was the desired lack of flexibility n the working hours of the employees concerned. There is a crucial requirement for motivating the concerned employees of the firm and this provides them the desired support related to the execution of the work processes (Entrekin Scott-Ladd, 2013). There are some of the important ways for achieving the better balance between the work lives of the different employees concerned (Figueroa, 2016). Learning of the employers policies is considered to be of great importance as this helps in evaluating the desired effectiveness within the wor kplace concerned. On the other hand, the use of the effective communication helps in managing the work-life balance of the employees concerned. The managers of the concerned firm need to understand their roles and they should provide the desired platform top the employees for executing their business processes in an effective manner (Gilbert, De Winne, Sels, 2015). There needs to be systematic approach from the management team of the firm to look forward the desired issues and he needs of the employees as this will help in providing them a stress-free life and this will enhance the overall performance within the organization concerned (Gangwisch, 2014). The implementation of the flexible work arrangements results in reducing the overall load of the work of the employs and it also reduces the desired amount of the stress the concerned employees had. The case study reveals the fact that Juliet Bourke is true that the desired use of flexibility has moved from the original paradigm at recent times. The flexibility in the work arrangements helps in providing the desired advantage and befit to the concerned employees of the firm, and lack in this affected the business processes of KPMG and Virgin. This also provides the desired improvements in the health of the concerned staffs of the concerned organization. The flexible working hours needs to be made as per the satisfaction and the benefits of the firm as well as the employees too. These needed to be divided into three crucial categories, such as the part-time working, flexi-time and the annualized hours (HaÃÅ'ˆrtel Fujimoto, 2010). It is very important for the concerned organizations as well as the employees to understand the desired importance of the flexible working practices as this generates enormous impact on the desired growth of the concerned firm. Staffs that have enh anced work-life stability frequently have a superior wisdom of accountability, rights as well as a power of their running life. If managers assist a worker in sensing of balance their job as well as house life this may be pleased by enlarged loyalty along with commitment. There are several benefits of the flexible working hours for the employees or the staff members of the concerned firm. It helps in providing the effecting and effective growth of the entire firm. On the other hand, it motivates the desired workforce of the firm regarding carrying out the concerned business process in an effective manner. It provides better retention of the concerned valuable and skilled employees thin the firm. Moreover, the flexible pool of the respective applicants can be used for attracting the employees regarding the concerned vacancies within the firm ("HRM and Quantitatives: Decision Tree and Vector Analysis in HRM Theory", 2014). The systematic approach to the flexible working arrangement he lps to manage the work pressures easily and in a confined way. Excessive working hours creates a negative impact on the mental conditions of the employees and increases the mental stress for the employees as well as the managers. There are different types of the challenges as well as the barriers which decrease the overall performance and the effectiveness of the concerned organization. The employees should posses the desired skills as well as the information regarding execution of the business processes of the concerned firm. The increase in the desired work pressure increases the working time for the different employees associated with the concerned organization. The maintenance of the working timer of the different employs is one of the major challenges that the employees face, nowadays. The family-responsiveness regarding the working within the concerned organizations is of great importance as it creates a huge impact on the execution of the business process of the firm. There are certain issues for the human resource department related to t he payments or the salaries of the employees including the shift timings (Isaacs, 2016). The overtime sometimes creates difficulty for the managers to maintain the desired and appropriate timings for the respective employees. The understanding of the desired needs of the needs and the demands of the employees will help in reducing their pressure created due to work and will help in maintaining the balance between the work-life. It is crucial for most of the well-known firms to manage the issues of the employees (Lenart, 2010). The employees are considered to be the assets of the concerned firm. Therefore, mostly the focused of the Human Resource managers should be on the management of the issues of the employees. The employees need to be provided certain motivation as this will reduce the work pressure and it will increase or boost the efforts of those employees in evaluating the overall performance of the firm. The performances of the employees need to be enhanced as to increases t he profitability of the firm. It has been seen that the lack of skills as well s the desired knowledge posed by the employees creates the desired barrier for the firm to expand its business processes within the concerned market segments. Job satisfaction is one of the most crucial things that make the employees stick with the firm for the longer time. There are certain crucial elements that are related to the offering job satisfaction to the concerned employees. the HR managers or the effective leaders if the concerned firm, needs to offer the desired facilities as per the satisfactory needs of the employees and this generates crucial impact on the minds of the different employees associated with the firm. There are certain advantages of the flexible working and this need to be critically understood by the Human Resource managers in overcoming the challenges within the concerned firm. There are different types of the management styles which help in increasing the effectiveness of th e concerned firm. Formulation of the effective strategies helps in providing the desired competitive advantage to the concerned firm as well as it reduces the barriers in the execution of the business procedure of the firm (Link, 2012). Retaining the old employees within the firm is considered to be of great importance. There are some of the significant strategies such as providing some sort of motivation to the employees will help in encouraging them to get stick within the organization (Marchington Wilkinson, 2008). Long-term occupation fulfillment necessitates the possible for expansion for many people. It needs to ensure that your workers have the certain time to follow their learning goals not simply empower them, but it may convey some imaginative motivation to the concerned team. Opportunity for improvement and enlarged tasks also remain workers emotion as they are affecting ahead, increase in the desired job satisfaction. None of the individuals wishes to feel sluggish or t rapped within the firm. Even if the concerned business wishes clerks, not the respective managers, people may allow tough employees enlarged responsibilities like building inventory recommendation or the redesigning casement displays. The offering of the desired facilities to the employees will help in increasing the effectiveness of the concerned firm and will reduce the desired barriers that come within the execution of the business process of the firm (Pain, 2014). The management team along with the HR managers needs to formulate effective strategies regarding the evaluation of the business work pressure of the firm as this will help in maintaining the work-life balance for the employees concerned. Certain effective ways are there which helps in fascinating the work-life balance of the employees while having an economic downturn ain their professional life. There are different types of the leadership styles which help the concerned leaders to manage the effectiveness of the workplace concerned during the economic downturn (Pilates, Miller, Robbins, Van Heuit-Robbins, 2012). Moreover, the leadership styles provide the desired way for the leaders to manage the work life balance of the employees associated with the firm. Different kind of management styles survives within occupation environments. Rewards, as well as disadvantage, survive within every management style ("RNs struggle to balance work and home life", 2006). The traditions along with goals of the concerned organization decide which of the concerned management approach fits the suitable firm best. A few companies propose numerous management styles surrounded by the desired association, reliant upon the essential respon sibilities to entire as well as departmental requests. The different types of he leadership styles are Laissez-Faire, autocratic, participative, transactional and transformational. The Laissez-Faire styles includes the highly trained as well as the experienced employees who generally requires very little amount of the supervision to executes he concerned business processes (Simmons, 2012). A laissez-faire organizer lack straight supervision of the concerned staff as well as fails in providing habitual feedback to individuals below his management. These management styles hinder the manufacture of workforce needs management. This style produce no management or administration efforts commencing from managers, which may go ahead to deprived production, be deficient in power as well as rising costs. Therefore, it becomes little difficult for the managers to manage the work-life balance of the employees based on this particular style of leadership (Simmons, 2012). The transformational sty les of leadership entirely rely on the high level of the desired form of communication from the concerned administration to meet up goals. Leaders inspire workers and boost productivity along with competence throughout communicational techniques as well as high visibility. These approaches of management require the participation of administration to meet up desired goals. Leaders spotlight on the large image within the concerned firm or organization as well as entrust smaller responsibilities to the squad to achieve goals (Tarquinio, 2016). Frequently called the self-governing leadership method, participative leadership principles the put in of squad members along with peers, but the desired job or duty of building the closing resolution rest through the participative and effective leader. Participative leadership generally boosts the concerned worker confidence as employees create contributions towards the effective decision building procedure. When a particular firm wants to creat e changes inside the association, then the participative management method helps workers believe change easily as they participate a desired position in the procedure. This technique meets challenge while company requires creating a decision in a little period. The autocratic style of leadership allows boss to build decisions on your own with no the contribution of others. Managers have entirety skill beside with impose their willpower on the apprehensive employees.Executive using the desired transactional management method obtain certain responsibilities to execute as well as offer rewards or the punishment to squad members which rely on presentation results. Different people have their own different concepts regarding the flexibility within the work-life as evolved from the case study. The most crucial thing to retain the number of the employees within the organization and job satisfaction to those employees plays the major role (Toffoletti Starr, 2016). There are different ways for providing motivation to the employees, these motivation helps in increasing the performances of the employees along with the entire firm. The attitude of the employees plays the crucial role in evaluating the desired effectiveness of the work place concerned. Some of the firms implement different styles to motivate the employees as to enhance their overall performance. These ways are rewarding programs, incentives schemes, performance appraisals and the desired promotions (Varma Budhwar, 2013). These create enormous impact on the desired growth of the firm as well as the respective employees (Whitfield, 2012). Job satisfaction usually increase as well as self-esteem enhances as soon as workers better realizes the works of the corporation. Training is one of the important things that also improve confidence on the work along with dependability to the corporation. Personnel who consider their corporation offers outstanding training opportunity are usually less probable to abscond their corporations in a year of teaching than workers with deprived training opportunity (White Druker, 2013). The expectations as well as the needs of the employees are of great importance and these needs to be considered on top priority as this will help in enhancing the performance of the employees which will help in maintaining the work-life balance to some extent. The employees need to be provided the desired and the effective means of the training as this will help in providing the desired motivation to the employers regarding the evaluation of the concerned work processes and will bring out the best possible positive outcomes for the firm (White, 2012). Balancing of the desired work life and the personal life of the emloployees are of huge importance as this provides some sort of reclusiveness to the employees and also reduces the desired stress. Conclusion HR manager plays the most significant role in maintaining the work-life balance of the respective employees of a particular organization. The case study revealed the desired facts that the flexible working hours needs to be made as per the satisfaction and the benefits of the firm as well as the employees too. Job satisfaction is one of the most crucial things that make the employees stick with the firm for the longer time. There are certain crucial elements that are related to the offering job satisfaction to the concerned employees. There are different types of the management styles which help in increasing the effectiveness of the concerned firm. The employees need to be provided certain motivation as this will reduce the work pressure and it will increase or boost the efforts of those employees in evaluating the overall performance of the firm. The leadership styles provide the desired way for the leaders to manage the work-life balance of the employees associated with the firm. The transformational styles of leadership entirely rely on the high level of the desired form of communication from the concerned administration to meet up goals. Participative leadership generally boosts the concerned worker confidence as employees create contributions towards the effective decision building procedure. References Alleyne, T. (2016). Work Life Balance What Balance?.Frontiers In Pediatrics,3. Armstrong, M. (2014).Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page. Blanchard, M. (2012). Work Life Balance?.Obstetrics Gynecology,119(1), 177-179. Entrekin, L. Scott-Ladd, B. (2013).Human Resource Management and Change. Hoboken: Taylor and Francis. Figueroa, M. (2016). WorkLife Balance Does Not Mean an Equal Balance.Frontiers In Pediatrics,4. Gilbert, C., De Winne, S., Sels, L. (2015). Strong HRM processes and line managers' effective HRM implementation: a balanced view. HaÃÅ'ˆrtel, C. Fujimoto, Y. (2010).Human resource management. Frenchs Forest, N.S.W.: Pearson Australia. Isaacs, D. (2016). Work-life balance.Journal Of Paediatrics And Child Health,52(1), 5-6. Link, B. (2012). Erst taken, and Wellness.Working@Office,13(3), 76-78. Marchington, M. Wilkinson, A. (2008).Human resource management at work. Pain, E. (2014). Improving Your Work-Life Balance.Science. Pilates, J., Miller, W., Robbins, J., Van Heuit-Robbins, L. (2012). RNs struggle to balance work and home life. (2006).Nursing,36(12), 33. Simmons, S. (2012). Striving for work-life balance.Nursing,42, 25. Tarquinio, K. (2016). WorkLife Balance? It Is Not about Balance, but Priorities.Frontiers In Pediatrics,4. Toffoletti, K. Starr, K. (2016). Women Academics and Work-Life Balance: Gendered Discourses of Work and Care.Gender, Work Organization. Varma, A. Budhwar, P. (2013).Managing human resources in Asia-Pacific. Hoboken: Routledge, Taylor, and Francis Group.