Work-Life Balance Case Study

Abstract

Human resources are the fresh blood of any organization. Nowadays Many Multi-National Corporation wants to know how to effectively reduce the turnover rate, to improve the performance of the company production and sales. Professor Eleni Stavrou and Christos Kilaniotis’s Journal demonstrated the objective of this study is to explore the relationship between turnover and FWA bundles, controlling for a number of factors and moderating for societal cluster and extend existing research on FWA .The literature review on Work-life Balance has been framed up in view of its gained popularity with the major aim to have prosperity of society and the realization of fulfilling lives for its employees by supporting the growth of every employee

Flexible Work arrangements could help employees and employers reduce high level of turnover. But between FWAs and turnover differs across different industry. In the technology companies that hire the smartest young people around all but guarantee themselves a high churn rate. A lack of employer loyalty is a defining feature. No matter how satisfied these highly marketable young minds may be, no matter how much they enjoy the free meals and hybrid car subsidies, they will jump ship as soon as they get bored or get a better offer elsewhere. But in Institutions such like Hospital doctors and nurses, their work would be more intense, they need to have patience with patients. In view of this situation, HR only allow some senior doctors to have FWA, because their shoulders heavy tasks, they need to write a report and to be published in medical journals, but also to treat incurable diseases. But, in China now the people have fast pace of life, with a large population. Doctors and nurses working under of pressure, the hospital simply could not be implemented FWA for the most of the employees. In the Chinese primary school, each class has more than 60 students, the teachers have great pressure of work; The FWA is not suitable for the school too. For

But The Nordic societal cluster will be a significant moderator to the FWA–turnover relationship; in this cluster employee-centred FWAs will be related to decreased turnover. The two societal clusters have, in addition to common features, their idiosyncrasies in relation to culture and institutional context; it is quite possible that these idiosyncrasies are substantial enough to differentiate the FWA–turnover relationship among clusters. In this study, the relationship between FWAs and turnover between two GLOBE clusters. In the FWA–turnover relationship is different depending on the societal cluster. In the Anglo societal cluster unsocial hours and part-time arrangements are positively related to turnover in a statistically significant manner and in the Nordic societal cluster schedule flexibility is negatively related to turnover in a statistically significant manner. Following the principles of the self-perception accuracy model, the size of this discrepancy should directly relate to (1) organizational outcomes, in this study reflected in employee retention, motivation, and absenteeism; and (2) individual outcomes, in this study reflected in the perceived ease of work-life balance among employees. Self-Perception accuracy model to work-life balance issues and investigate how the degree of (dis)agreement