Work life integretion

WORK LIFE INTEGRATION

The degree to which a person is able to successfully combine paid work with other aspects of personal life has been termed “work-life integration”

Work family conflict

Work life balance

Approaches towards work life integration

Traditional Notion -Work and Life Are Competing priorities

-Work – Family conflict is primarily confronted

by married women

Contemporary

Notions -Work life and Personal life are complementary

- Conflicting work and life demands are confronted by all

categories of employees

Work–Life Human Resource Initiative- IOC, Infosys, NIIT

Work-life issues

Work and family were two independent domains

Work started spilling into family time and was often carried home

Workdays span 24 hours with brief time interval for non-work activities

Home issues Traditional roles with men working and women taking care of household chores

Dual career couples with both men and women working but women still tending the household chores

Dual career couples with both men and women working as well as attending to home issues

Support None Availability of help like baby sitters, creches, old-age homes, and maid

Hands-free executive support firms that provide services as diverse as managing the laundry and the kid’s homework

Role of Human Resource Management in Work-Life of Employees Incorporated in year 1980

- Family friendly practices largely an outcome of statutory requirements - Focus on work-Family issues only - Regarding work-Family issues as a

women’s issues - Considered a social issue, that is, as

a benefit given to help employees manage short-term family demands

- Reactive

- Family friendly practices largely voluntary

- Focus on work-life integration - Regarding work-life issues as

encompassing all employees - Considered a business concern, that

is, work and life are seen as interdependent. Personal issue can impact job performance

- Proactive(TATA, NIIT, IOC)

From To

NIIT - Granny Gratitude Day- 1st January

Globalization Increasing

organizational Flexibility

Changing Family

Structure

Technological Change

Strategic Importance Of Work-Life Balance In

Organizations

- Increased Employee commitment - Greater Employee Loyalty - Higher Employee Performance

Organizational Performance Improvement

Challenge Attracting, Motivating, and Retaining High Performer

The demands and pressure of work and family may give rise to work-family conflict in an individual. Work and family are mutually non-compatible so meeting demands in one domain makes difficult to meet demands in other. Types of work-family conflicts- 1. Time-based conflict 2. Strain-based conflict 3. Behaviour-based conflict

Work Family

Friend Self

Work and Family are not two separate sphere

Independent Domains with permeable boundaries

Mechanism of work-life integration flexibility

permeability

Time and Place Flexibility Information Financial Direct

Institutional • To gain legitimate

acceptance in society and Environment

• More people take interest in investment and Employment activities

• Reactive

Resource Dependence • To acquire skilled

Human Resource

• Attract larger applicant pool and able to secure Human Resource

• Proactive

Managerial Interpretation • Key management

interpretation in WL policies

• Firm specific policies

Organizational Adaptation

- Align to changing business

environment

- Make more competitive in

industry

For Organization Increased employee productivity and Reduced Absenteeism Attract & Retain talent and improve employee health Financial saving and improve customer service

For Employee

Good quality of life

Enjoyable work life and career progress Training & Development and further education

Good health and more money Affordable children and elder care

Leisure time with family, friends, and for travel and hobbies

Boss

Secretary

It is shared assumption, beliefs, and values regarding the extent to which an organization supports and values the integration of employees’ work and family lives.

Work-Family Culture

Organizational time demands

Perceived career

consequences

Managerial support

Organizational culture and Fear of negative consequences

Human relation model

Investment in employees’ work life integration results in higher

productivity

Rational goal model Firm sponsored support of non-

work demands reduces firm efficiency in the short run

Social arbitrator approach

Whole person and system approach

Omniscient approach

appr

oach

es

Reactive

Work-life balance should be an

organizational goal

No separation between work and

personal life

Stage I

Stage II

Stage III

Developing a programmatic response

Development of integrated approach

Changing the culture of the firm

Supportive organizational

culture

Framing work-life as a strategic business issue

Communicating the business case of work-life policies in organization

Confronting resistance in managers and challenging assumptions

Involving and consulting with employees

Supporting managers and addressing all system, not just HR Policies

Development of a full range of measurable outcomes

Continual cycle of implementation, measurement, evaluation, feedback, identifying barriers, seeking new solution and sustaining momentum