Another author Hudson argued that the want and reason for work life varies from person to person. A small of people want a balance between work and responsibilities of children, while others may want time for themselves so that they can relax themselves after doing a lot of hard work for so much long time. In the recent Indian scenario as experienced by hospitality employees, the ageing employee population also expressed a need for work-life balance, so as to maintain their financial needs and become independent.
These employees belong to generation X who gives preference to the balance between work and family lives. However the new generation or in other words generation Y considers and values job security, job commitment and job satisfaction as valuable variables of a job. Generation Y also expresses a sheer need for work life balance in order to deal with internal and external work pressures.
It has also been noticed that the thinking patterns and behavioral approaches of generation Y are more complex and diverse as compared to the employees of generation X. Another author Jeff and Juliette , proposed that employees do influence work-life balance issues in the financial service sector and that work-life balance initiatives had greater approach and quality where independent unions were recognized. In all cases, however, the amount of departure from minimal constitutional levels of condition was not great.
Jennifer and Susan in their study found that part-time managers of the sample chosen in the study held varied careers while working full-time, but careers stalled once a transition to part-time work was made. The majorities were career-focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part-time. After reviewing the literature on hospitality and the challenges that the employees face when they balance their time between work and personal life.
The hospitality service sector has to change itself and struggle to attract, develop, hold and organize the services of skilled employee and trained them so that they can balance work and life easily.
Academy of Management Journal, 46, This study of Fortune firms found that announcements of work-life initiatives were associated with increased shareholder returns: This study of announcements in the Wall Street Journal illustrated a significant, positive relationship between work-family human resource initiatives and share price.
Institutional theory provided the theoretical underpinning for such a relationship. This study looked at the impact of telework on IBM employees, measuring those working remotely vs. Using a quasi-experimental design, quantitative multivariate analyses supported the qualitative findings related to productivity, flexibility and work-life balance.
Flexible work hours and productivity: Flexible work hours potentially influence productivity through effects on absenteeism and turnover, organizational attachment, job attitudes, work-related stress, and other areas. We apply alternative fixed- and random-effects models to estimate production functions using panel data, with controls included for firm effects, time effects, capital quality, autocorrelation, and specification error.
The results suggest that flexible work schedules contribute to improvements of about 10 percent in productivity. Work-life benefits and organizational attachment: Journal of Vocational Behavior , 72 , Work-life practices increase attachment, loyalty, and commitment to the organization. This study examines two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment.
The self-interest utility model posits that work-life policies influence organizational attachment because employee use of these policies facilitates attachment. The signaling model posits that these policies facilitate attachment indirectly through perceived organizational support. Regression analyses explored both models using a sample of full-time employees. Results supported both the signaling model and the self-interest utility model.
Impact of family-supportive work variables on work-family conflict and strain: Journal of Applied Psychology , 80 , 6— Family-oriented policies create more perceived control that lowers stress and increases job satisfaction.
The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work—family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters.
Control perceptions, in turn, were associated with lower levels of work—family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. A Coming of Age: The reason has been supported by other studies—people work more hours from home than at the office, but they enjoy it more because they ha ve more control over their time.
Work-life human resource bundles and perceived organizational performance. Results from a national sample of U. In addition, there was partial support for the hypotheses that the relationship between work-family bundles and firm performance is stronger for older firms and firms employing larger proportions of women. There are abundance of different shaping bid taken to curb malnourishment in different countries by means of different campaigning, discussions, pricessions and talk shows to focalize malnutrition bulk.
There are different research to find out the overall malnourishment intensity at different topographic sites in the globe. The intent of the current study is to see the light of riding anchor in view of taking intervention to escape the ongoing malnutrition bulk worldwide.
This study can reveal the open secret in choosing the set Ve m with the elements i LDC and i GAM in nutritional dynamics to combat massive threat to public health. An all out social planning and policies ahead of malnutrition rebuking movement as rule as the Ve m philosophy is in galore demand to carry the day.
Lived Experiences of Women in Academia shares meaningful stories of women working in the academy, from numerous disciplines, backgrounds and countries, to unveil the complex and distinct dimensionalities they experience in their life and Lived Experiences of Women in Academia shares meaningful stories of women working in the academy, from numerous disciplines, backgrounds and countries, to unveil the complex and distinct dimensionalities they experience in their life and work.
The Meanings of Work-Life Balance. The purpose of this chapter is to reflect on the often contested meanings and understandings of WLB in a range of contexts, drawing on and integrating two streams of literature: We then theorize understandings of WLB as shaped by intersecting layers of context: Finally, we address gaps and limitations in extant research, and speak to questions about the future of work-life balance in an increasingly connected and globalized world.
The Paper analyzes the work life balance strategies for coping stress due to work life imbalance among female academicians. The study was conducted among female academicians of north India reputed university. The data was collected using The data was collected using questionnaire from female academicians. Sample size for the present study is 40 female academicians. Statistical tools like factor analysis, percentage and correlation were used.
This paper finds out the causes and coping strategies of stress due to work life imbalance among female academicians. Thus the working women use some strategies for cope up with stress like meditation, time management, spending time with family and friends, extra-curricular activities. Are people who spend more time with others always happier than those who spend less time in social activities?
Across four studies with more than , participants, we show that social time has declining marginal utility for subjective Across four studies with more than , participants, we show that social time has declining marginal utility for subjective well-being. We discuss implications for theory, research methodology, and practice. This chapter deals with work-life balance as a relatively new concept, imposed by new work realities in the Western post-industrial world and relevant especially although not exclusively to it.
It has become important thanks to new It has become important thanks to new angles shed on the labour market by a globalized and technologized society, with an increasing number of women joining the workforce and accessing higher levels of management, and thus modifying the established work relationships. Moreover, the world of work has become more unified towards a Western style organizational culture, with a stringent need to prove allegiance to the company by long and irregular work hours and by a relentless commitment to job-related duties.
Out-of-work time for both genders has become more-work-time, as round the clock alertness for job-oriented tasks has become the norm nowadays. HRM is a specialized functional area of business that attempts to develop programmes, policies and activities to promote the job satisfaction of both individual and organizational needs, goals and objectives.
Job satisfaction is the end Job satisfaction is the end feeling of a person after performing a task in each and every organization in the world.
Objectives of the study are identifying the employee's job satisfaction level of Rehoboth Motors and impact factors. This study is used the census method using questionnaire in Tirunelveli Branch of Rehoboth Motors Company. Weighted Average Method found that, employees were satisfied and identified various factors impacting on job satisfaction level as well as suggested to improve the welfare facilities.
Hopefully believe that the Management can further bring out their labour with full satisfaction and obtain good result in the future. PRaca zawodowa a funkcjonowanie rodziny - analizy i refleksje. Creemos que este recurso reporta importantes ganancias en capacidad comprensiva, a la vez que devuelve una voz al sujeto social: Munka csalad etnicitas socio hu.
Historically the responsibility of women should be of cooking, cleaning, raising children etc.
work hours, telecommuting, and job sharing also may encourage work-life balance, and for some organizations may help reduce costs for non-work-related absences. However, research clearly shows that regardless of what the organization promotes, direct supervisors/managers greatly influence the work-life balance of their subordi-nates.
Doherty, L & Manfredi, S , Action research to develop work-life balance in a UK university, Women in Management Review, vol. 21, no. 3, pp. Dundas, K , Work-Life Balance: There is no ‘one /5(7).
Abstract: Well known in the literature as work life balance, the quality relationship between paid work and unpaid responsibilities is critical for success in today’s competitive business world. The issue of work-life balance has been developed in response to demographic, economic and cultural changes. Through this research, an attempt is also been made to make out the different personal motives and its main concern among the different demographic groups which could help us in designing the Work-Life Balance policies for employees in Indian Hospitality Industries.
Research Project Report on Impact of Work Life Balance on Motivation of Employees in IT Industry Submitted in Partial Fulfilment of MBA Submitted by Varun Krishna 11/PMB/ CERTIFICATE FROM THE SUPERVISOR This is to certify that the project titled Impact of Work Life Balance on Motivation of Employees in IT Industry has been done under my supervision by Sukriti Singh, Shaily . Work life balance What are the benefits and barriers associated with the achievement of a work – life balance for employees and employers? This essay explores the importance of the achievement of a work - life balance and the issues which can be faced when .