Vice versa, many people are experiencing family stress, such as marital conflict and child-rearing stress, and they may bring stress to work from home. These two phenomena have been termed ‘work-family conflict’ or ‘work-family spillover’. Understandably, work-family conflict hurts both work and family. The observation that family stress is one major source of life stress and impairs workplace performance has been well known. Those with more work-family conflict do poorly at work.
Once you start your career, the perception of work-life balance will be different. As you proceed to your mid-career and then to the end of your career, the perception what you had previously about work-life balance might change. The work-life concept for a person who is single is different from the person who is married. As our perception about work-life balance changes continuously, the company might find it very difficult to find a measure to bring work-life balance. The various reasons behind employees experiencing pressure are mainly less experience in the same field, latest technology, work load, continuous work hours, and office politics, work not getting appreciated, relationship issues, etc.
Have you ever noticed any twist in the classical conversation these days? Work life balance is critical for all round development. Therefore, ‘flexible working hours benefit’ is the most sort after. Corporate on the other are operating in stiff competition with expectations of reduced response time which also requires the employee to be available for the company round the clock. In such a scenario, flexi timings are a boon not only to the employee but also the organization.
Work life balance (WLB) is defined as the perfect management between work and life both not interfering with each other. It is a concept that supports the efforts of employees to split their time and energy between work and the other important aspects of their lives. Work-life balance is a daily effort to make time for family, friends, community participation, spirituality, personal growth, self-care, and other personal activities, in addition to the demands of the workplace. When employees spend the majority of their days on work-related activities and feel as if they are neglecting the other important components of their lives, stress and unhappiness results. WLB can be assisted by employers who institute policies, procedures, actions, and
Such employee prioritizes his work and does not get time for controversies. As part of the organization for some time, employees find it difficult to leave when they enjoy a cordial relation with their colleagues. Coaching and monitoring of team members by their team leaders also create job satisfaction and also a sense of responsibility. Performance reviews are a must to make sure every one finds his job interesting. Challenges in Employee Retention In the current scenario, a major challenge for an organization is to retain its valuable and talented employees.
Inequity in pay structures or low pay are great causes of dissatisfaction and can drive some employees to quit. Again, a new worker may wonder why the person next to him is receiving a higher wage for what is perceived to be the same work. You should have a wage and job evaluation system in place not only so that you are sure to comply with legal requirements, but also to avoid this problem. The salary or wages can also be an important deciding factor in employees decision to stay or leave. The data suggests dissatisfaction with pay can be a key factor in turnovers .
Indeed, it is not a society really driven by competition, people will put their well being before work for example. In their daily and working life this is expressed by their want to enjoy their jobs, for them working is not the only thing in life, it is important to enjoy what you do. You work to live and not the opposite, well-being of one 's invidual is more important. Furthermore, negociation has an important place and conflicts are always resolved through it. But still, hierarchy is prevaleent.
(c) “Acute job insecurity at the individual level” is often experienced when there is an obvious fact that there will be job loss. (d) “Anticipation of job loss” that occurs when downsizing has begun in real terms. Workplace stress derives from many sources. It can be a demanding boss, annoying co-workers, rebellious students, angry customers, hazardous conditions, long commutes and a never-ending workload. Your work performance is also affected by stressors such as family
Introduction In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life. If an employer helps an employee to balance their work and home life, the organizations can
It is costly, lowers productivity and morale and tends to get worse if not dealt with. (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees employed during that period. (http://www.wisegeek.com/what-is-employee-turnover.htm) A high level of Labour Turnover could be caused by many factors: ¾ Inadequate wage levels leading to employees moving to competitors, ¾ Poor morale and low level of motivation within the workforce, ¾ Recruiting and seeking the wrong employees in the first place, meaning they seek more suitable employment, ¾ A buoyant local labour market offering more attractive opportunities to employees, (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) and ¾ Miss-match between employee’s personal values, career, goals and plans with the larger corporate