The workplace is the employee stock source, while the attention is more focused on bureaucratic aspects than on clinical parameters. The worker is in a constant state of tension which, if not be able to manage it properly, may lead to frustration and resignation. ‘Defense trailing’ phase: This is the stage where it made changes in attitude and behavior of the worker, who gradually disinvestment emotional work and expresses cynicism and apathy for others. These changes help reduce the physical and psychological consequences that occur, hoping to enable the worker to survive professionally. (Cherniss, 1980, as cited in Theophilus, 2009) 5) The Model of Pines
This type of organizational change can cause companies to downsize and/or lay-off employees to cut costs (Lussier & Achua, 2015) which causes leadership and employees tremendous stress. Additionally, stressful organizational situations have a large negative impact particularly in situations that involve punishment and lack of rewards (Selart, & Johansen, 2011). Stress can cause decision makers to cut corners, become more prone to incidents, abuse, and deception (Selart, & Johansen, 2011). Several studies have connected stress to memory loss due to an increase in cortisol production. Moreover, employees can often respond to stress in a negative manner, and stress is known to lead to unethical decision making (Selart, & Johansen, 2011).
Work life balance is the process of minimizing the role conflict of a person by maintaining his perceptions about work and his personal time and family welfare (Clark S. C. 2000) .Work life balance can be defined as the perception of an employee to maintain and integrate multiple domains of personal, time, family care and work with minimum role conflict . Work life balance can be different to different people depending upon the different stages of life. It basically includes the problems of exhaustion and lack of time. Research shows that failure to achieve a satisfactory balance of effort is directly connected to lack of energy to fulfill personal commitments and lack of control over the workload. The imbalance here leads to consequences such as fatigue, poor quality of life and most importantly poor performance.
Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
It can affect productivity, morale, and overall customer satisfaction. This paper will address the correlation between job satisfaction and the two prevalent focuses in our lives, work and family. It addresses the conflict between the two and how that conflict can lead job dissatisfaction or dissatisfaction. This is often call work-family conflict. Good use of headings Problem Statement A common issue is when the demands of work interfere with demands of family which is referred to as work-family conflict which can lead to job dissatisfaction and unsatisfactory job performance.
Many Organization have faced or will face the decision to downsizing their work force. Especially in tough economic times, companies struggle with how to best manage their most valuable resource their human resource while staying viable as a business. Employment downsizing has become a fact of working life as companies struggle to cut costs and adapt to changing market demands. Effective managing the process of downsizing is just as important as defining appropriate criteria for downsizing decisions. When organization decided layoff.
2010). Turnover begins with turnover intention, defined as a thought or desire to leave (Abelson, 1987). Turnover can be classified into different types, according to the willingness to leave, the impact of the leaving, and whether the turnover is controllable or not (Mathis et al. 2010). Turnover can be voluntary or involuntary; voluntary turnover happens when one worker leaves by his choice and may be due to dissatisfaction, supervision, pay, geographical factors, or better career opportunities in other company, or personal and family issues; while the involuntary turnover occurs when the worker is terminated for his poor performance, excessive absenteeism, or rule violations.
Introduction With respect to the advantages and disadvantages linked with the work-life balance / imbalance can affect multiple levels of the society, because work-life balance is a combination of interactions among different areas of a woman’s life. There are numerous disadvantages associated with work-life imbalance. Those disadvantages impact both the working women and her employer. For the women employee, the consequences can have a destructive effect on work, life satisfaction, mental health, well-being, physical health and individual performance in organizations. If employers fail to improve work-life balance, he will face consequences like poor performance of employees, absenteeism, sick leave, higher staff turnover, recruitment and training costs.
Nonetheless as job flexibility and charitable job fluctuations initiated to growth melodramatically, employers found themselves with the problem of employee turnover then a matching management tool known as employee retention begun to be developed. Leadership and Leaders Style: Leadership have many characterizations but no real agreement fundamentally it is a association finished which unique being effects the performance or actions of other people. In everyday speech leadership and Management are mistakenly second-hand inter-unsteadily. Management is about emerging, preparation and regulatory of organizational capitals while control is about bring into line of people to the predictable consequences of organisational revelation (S.O Michael, 2008). In directive to principal, one obligation is able to achieve and later the two are carefully connected.
Since role ambiguity is a major component of job discrepancy, lower job commitment may be a consequence of job discrepancy. Intention to turnover is the desire a person has to leave a company. This desire increases when the emotional commitment level of an employee decreases. Lee (2008) finds intent to turnover to be