...13-24918-3 WORK / LIFE BALANCE 1. What role, if any, does work/ life Balance play in the success of an organization? Explain. Answer: The roles does work/life Balance play in the success of an organization are: • Work/ life Balance affects organization profit and revenues. It is achieved by implementing work/life balance inside the organization which gives the employees alternatives and flexible time management. Which affect the employee’s satisfaction from work and leads to satisfaction at work and increased passion for it. Moreover it has an impact on the employee commitment to achieve the organization goals. • Work/ life Balance affects organization productivity and efficiency of employeesWhere employees become more creative and capable to take decisions on behalf of their mangers in their absence. • Work/ life has a positive impact on staff retaining through providing Flexible working hours and consultative roistering arrangement to all employees including managers and supervisors. • Work/ life decreases the work stress fall on the employees shoulders which has a direct impact on the firm productivity • Work/ life Balance could be an excellent tool for attracting and retain top- notch employees who in return affect the organization productivity 2. How does diversity in an organization affect the organization’s work /life balance? What ethical considerations exist that may drive the organization to be more work/life balance...
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... does work/ life Balance play in the success of an organization? Explain. Answer: The roles does work/life Balance play in the success of an organization are: • Work/ life Balance affects organization profit and revenues. It is achieved by implementing work/life balance inside the organization which gives the employees alternatives and flexible time management. Which affect the employee’s satisfaction from work and leads to satisfaction at work and increased passion for it. Moreover it has an impact on the employee commitment to achieve the organization goals. • Work/ life Balance affects organization productivity and efficiency of employees. Where employees become more creative and capable to take decisions on behalf of their mangers in their absence. • Work/ life has a positive impact on staff retaining through providing Flexible working hours and consultative roistering arrangement to all employees including managers and supervisors. • Work/ life decreases the work stress fall on the employees shoulders which has a direct impact on the firm productivity • Work/ life Balance could be an excellent tool for attracting and retain top- notch employees who in return affect the organization productivity 2. How does diversity in an organization affect the organization’s work /life balance? What ethical considerations exist that may drive the organization to be more work/life balance...
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...Alternate Work Schedules: Are They Worth It? Researched and Prepared by Katherine Carter Strategic Human Resource Management, GB 520-05 Kaplan University November 17, 2009 Introduction Organizations today need to stay in the running with competitive businesses. More and more we see the marriage of new age technology making provisions for companies to offer something just a little different than the next business. Computer, cell phones and web cams have made it possible to offer those various types of alternate work schedules. Today, we see more use of flexibility in the work schedules. The flexibility comes in the form of time, place and volume. Alternate work schedules provide a means for employees to balance work-life situations. They afford employers the opportunity to continue to reap the benefits of productivity while assisting an employee. Alternate work schedules consist of part-time work, job sharing, telecommuting, compressed workweeks (full-time work in fewer days each week) and flexible schedules (Long, 2007). They are a balance to managing work/life situations. How Alternate Work Schedules Assist Organizations Organizations all want to maximize work production with as little cost to their budget as possible. Overtime is too expensive so an alternative work schedule helps. This allows the business to expand work hours within the company without kicking out that extra over head in revenue. The alternate work schedule is a great tool used to increase...
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...any, does work/life balance play in the success of an organization? Explain? Ans: Work/Life balance is a part of the success of an organization. The role that work/life balance plays in the success of an organization is given bellow: • Manager and employees share responsibility in managing the daily demands of Career • Family • Provided with a guidebook that encourage discussion • Problem solving Based on this performance revenue, profit, stock price will be increase in an organization. Q NO: 2 How does diversity in an organization affect the organization s work/life balance? What ethical consideration exist that may drive the organization to be more work/life balanced? Ans: Alternate work arrangements can be a way to meet employees need for balance and flexibility and that the employee should examine his/her own personal characteristics when considering a change in schedule Q NO: 3 How can organizations develop a culture that supports work/life balance? Ans: Baxter has acquired several companies from other countries in recent years and is in the process of spreading family-friendly benefits such as: • Alternative work arrangement • Dependent care • Counselting resources • Adaptation assistance • Back-up emergency • Child care • Location rooms to their non-united state subsidiaries 4 What role does human resources play in making sure work life practices are effective? Ans: The role of human resources play in making sure work/life balances...
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...1999 BAXTER HEALTHCARE CORPORATION Work & Life Strategic Initiative What is the initiative? Baxter’s Work & Life Strategic Initiative formally began with an 18-month extensive employee-needs assessment that provided a far better understanding of how the company could benefit by championing greater work-life balance for all its employees—for women as well as men. Baxter has succeeded at integrating its business case for worklife balance into a new corporate culture that is supported from the top down, demonstrated by strong CEO commitment and role modeling. A major result of this strategic assessment has been that Baxter redefined and expanded the work-life experience to encompass more categories of conflicts experienced by employees. Baxter, in conjunction with MK Consultants, developed the four-level The Work and Life Pyramid of Needs, which rests on a base of Respect (the company’s attitude toward the employee’s needs) and rises through Balance (the employee’s goal) to Flexibility (what the company wants to help the employee attain) to Programs (the supports that the company provides). The study refocused Baxter’s strategy, giving increased importance to and emphasis on respect for the “whole” person, including his or her responsibilities and interests outside of work. The initiative has since added work-life to Baxter’s shared values, employee satisfaction tools, performance standards, and other existing HR initiatives. In addition, the study’s findings...
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...1999 BAXTER HEALTHCARE CORPORATION Work & Life Strategic Initiative What is the initiative? Baxter’s Work & Life Strategic Initiative formally began with an 18-month extensive employee-needs assessment that provided a far better understanding of how the company could benefit by championing greater work-life balance for all its employees—for women as well as men. Baxter has succeeded at integrating its business case for worklife balance into a new corporate culture that is supported from the top down, demonstrated by strong CEO commitment and role modeling. A major result of this strategic assessment has been that Baxter redefined and expanded the work-life experience to encompass more categories of conflicts experienced by employees. Baxter, in conjunction with MK Consultants, developed the four-level The Work and Life Pyramid of Needs, which rests on a base of Respect (the company’s attitude toward the employee’s needs) and rises through Balance (the employee’s goal) to Flexibility (what the company wants to help the employee attain) to Programs (the supports that the company provides). The study refocused Baxter’s strategy, giving increased importance to and emphasis on respect for the “whole” person, including his or her responsibilities and interests outside of work. The initiative has since added work-life to Baxter’s shared values, employee satisfaction tools, performance standards, and other existing HR initiatives. In addition, the study’s findings added up to a...
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...What role, if any, does work/life balance play in the success of an organization? Explain. Work-life balance is one of the most important issues facing employers and managers today. Employees at all levels are no longer willing to trade their quality of life in order to get a decent standard of living. Work/life plays a vital role in success of an organization. Work–life balance is having enough time for work and enough to have a life thus the work life balance. Baxter gives this facility to their employees. The employees mange their time in their life as well as their work, in this case the organization has no objection with their employees and vice versa. How does diversity in an organization affect the organization’s work/life balance? What ethical considerations exist that may drive the organization to be more work/life balanced? In the business world, the term "organizational diversity" refers to the concept of hiring many different kinds of people with as many different backgrounds and experience as possible. Work/life balance is part of the culture at Baxter. Managers and employees share responsibility in managing the daily demands of a career and family and are provided with a guidebook that encourages discussion and problem-solving strategies for work/life conflicts. In Baxter most of employees are not belong to one culture but they all share their problems with each other. How can organizations develop a culture that supports work/ life balance? In an...
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...II: Business Continuity Strategy 12 A. Introduction 12 B. Business Function Recovery Priorities 12 C. Relocation Strategy and Alternate Business Site 12 D. Recovery Plan Phases 13 1. Disaster Occurrence 13 2. Plan Activation 13 3. Alternate Site Operations 13 4. Transition to Primary Site 13 E. Vital Records Backup 13 F. Restoration of Hardcopy Files, Forms, and Supplies 14 G. On-line Access to <ORGANIZATION NAME> Computer Systems 14 H. Mail and Report Distribution 15 Section III: Recovery Teams 16 A. Purpose and Objective 16 B. Recovery Team Descriptions 16 C. Recovery Team Assignments 16 D. Personnel Notification 17 E. Team Contacts 17 F. Team Responsibilities 17 Business Continuity Coordinator – <Insert Name> 19 EOC Communications Team – 19 EOC Human Resources Team – 20 EOC Administration Team – 20 Emergency Response Team – 21 Information Technology Recovery Team (See also Disaster Recovery Plan) – 21 Section IV: Recovery Procedures 23 A. Purpose and Objective 23 B. Recovery Activities and Tasks 24 PHASE I: Disaster Occurrence 24 PHASE II: Plan Activation 28 PHASE III: Alternate Site Operations 33 PHASE IV: Transition to Primary Operations 35 Section V: Appendices 38 Appendix A - Employee Telephone Lists 39 Appendix B - Recovery Priorities for Critical Business Functions 40 Appendix C - Alternate Site Recovery Resource Requirements 41 Appendix D - Emergency Operations Center (EOC) Locations 43 Appendix E -...
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...II: Business Continuity Strategy 12 A. Introduction 12 B. Business Function Recovery Priorities 12 C. Relocation Strategy and Alternate Business Site 12 D. Recovery Plan Phases 13 1. Disaster Occurrence 13 2. Plan Activation 13 3. Alternate Site Operations 13 4. Transition to Primary Site 13 E. Vital Records Backup 13 F. Restoration of Hardcopy Files, Forms, and Supplies 14 G. On-line Access to <ORGANIZATION NAME> Computer Systems 14 H. Mail and Report Distribution 15 Section III: Recovery Teams 16 A. Purpose and Objective 16 B. Recovery Team Descriptions 16 C. Recovery Team Assignments 16 D. Personnel Notification 17 E. Team Contacts 17 F. Team Responsibilities 17 Business Continuity Coordinator – <Insert Name> 19 EOC Communications Team – 19 EOC Human Resources Team – 20 EOC Administration Team – 20 Emergency Response Team – 21 Information Technology Recovery Team (See also Disaster Recovery Plan) – 21 Section IV: Recovery Procedures 23 A. Purpose and Objective 23 B. Recovery Activities and Tasks 24 PHASE I: Disaster Occurrence 24 PHASE II: Plan Activation 28 PHASE III: Alternate Site Operations 33 PHASE IV: Transition to Primary Operations 35 Section V: Appendices 38 Appendix A - Employee Telephone Lists 39 Appendix B - Recovery Priorities for Critical Business Functions 40 Appendix C - Alternate Site Recovery Resource Requirements 41...
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...recommends necessary measures to prevent extended service outages. It is a plan that encompasses all TnA system sites and operations facilities. Scope The scope of this plan is limited to . This is a business continuity plan, not a daily problem resolution procedures document. Plan Objectives 0 Serves as a guide for the TnA recovery teams. 1 References and points to the location of any data that resides outside this document. 2 Provides procedures and resources needed to assist in recovery. 3 Identifies vendors and customers that must be notified in the event of a disaster. 4 Assists in avoiding confusion experienced during a crisis by documenting, testing and reviewing recovery procedures. 5 Identifies alternate sources for supplies, resources and locations. 6 Documents storage, safeguarding and retrieval procedures for vital records. Assumptions 7 Key...
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...Purpose The purpose of this disaster recovery plan is to provide guidelines and procedures to be followed to facilitate the rapid recovery from an actual disaster. It also is designed to get information that would be required in a disaster situation. This information could require costly hours and even be impossible to attain after a disaster strikes. Many portions of this plan will change with time. Therefore the plan must be updated and maintained as changes occur. It is intended that the plan be reviewed by senior management at least annually during the fourth qtr of the year. All team leaders are expected to keep staff personal information contained in the appendices of this plan confidential. All team leaders are expected keep a copy of the Disaster Recovery Plan readily assessable from home and a copy readily assessable at their office location at all times. Levels of Disasters There are three levels of disasters which require different actions. Level 1 – Short-term or temporary equipment outages. These outages can be caused by power or equipment failure and may last up to 24 hours. In the event of rolling black outs or other short term power outages Perfect -10’s normal priority of concerns will be in effect. The first step is the safety of all members and staff. Second we want to protect the assets of Perfect -10’s and finally we want to make everyone involved as comfortable as possible. The senior member of management at each location will ensure that the building...
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...health care decisions. Optional: I want my agent to make my health care decisions now, even though I currently have the mental capacity to make my own health care decisions. _______ (Do not initial here if you want to continue making your own health decisions for as long as you are able.) The following persons cannot be selected as your agent or alternate agent: • Your primary physician • An employee of the health care institution or residential care facility where you receive care (unless you are related to that person or you are co-workers). PRIMARY AGENT: Agent’s Name: ___________________________________________________ Address:___________________________________________________________________ ____________________________________________________ (Phone numbers – indicate home, work, pager, and cellular phone) 1st ALTERNATE AGENT (If Agent is not willing, able, or reasonably available to serve.) Name of first alternate agent: ____________________________________________________ Address:___________________________________________________________ ____________________________________________________ (Phone numbers – indicate home, work, pager, and...
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...Presentation Work connection is surely an association or correspondence between three performing artists which incorporate workers or unions, executive and the state government. Job connection go about as an issue between these three performers and the capacity of ER is to improve the correspondence between these performing artists. The great practice of occupation connection frequently heads to an improved the execution of workforce and it expands the assurance and inspiration components of the representatives (Podiatry, 2009). Human Resource administration and contemporary individuals administration includes the powerful administration of human asset to improve the execution of people by joining the working with people with alternate arrangements and key destination of any association. In spite of the fact that the successful administration of human asset can help absolutely towards the general execution of an association, however there is a dull side of the normal practice of human asset administration; it frequently expect a top down chain of command in the middle of administration and its representatives and fundamentally advances the acts of managerial right. These sorts of administration practices engage the supervisor and their subordinates to do any sort of exercises (as indicated by law) without the assent and former data to the representatives (Saini, 2013). This report will examine the top down methodology of human asset administration quickly to assess...
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...Employees at Baxter are justifiably proud of the lifesaving products they produce, but also take pride in the emphasis that Baxter takes in their ability to balance their careers and family responsibilities. Work/life balance is part of the culture at Baxter. Managers and employees share responsibility in managing the daily demands of a career and family and are provided with a guidebook that encourages discussion and problem-solving strategies for work/life conflicts. They recognize that alternate work arrangements can be a way to meet employees’ needs for balance and flexibility, and that the employee should examine his/her own personal characteristics when considering a change in schedule. The company Web site includes a guide for determining if alternative work arrangements would be a good fit for the employee’s personality and career. Options like part-time work, job-sharing, compressed work week, and telecommuting are analyzed. If the employee feels that an alternative work arrangement is appropriate, Baxter provides an online proposal kit for the employee to request a more flexible schedule. Baxter has acquired several companies from other countries in recent years and is in the process of spreading family-friendly benefits such as alternative work arrangements, dependent care, counseling resources, adoption assistance, back-up/emergency child care, and lactation rooms to their non-United States subsidiaries. The commitment to balance seems to permeate the...
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...Executive summary Virgin Australia is a well known Industry Airline all through the world. In this report I will explain about an analysis of Virgin's present position and to focus the conduct of the industry regarding whether it is performing above or beneath desire. On the foundation of this analysis, suggestions are suggested to help the organization with answers for help to avoid failure if such circumstance was to happen. The report is structure as takes after: In the first area I will give a short foundation of the organization and how it got to be so outstanding. At that point the analysis of Virgin's macro-environment and current strategy and circumstance will be given to support with giving the perfect suggestions to the organization. The objective of this report is to furnish Virgin with important proposals that can help or enhance their current circumstance so they can perform above desire. Introduction Strategic management Strategic management comprises of the examination, choices, and activities an association embraces keeping in mind the end goal to make and support preferences. This definition catches principle component that go to main field of strategic management. The strategic management of an association involves three progressing procedures: analysis, choices, and activities. In order that strategic management is an interest with the analysis of strategic objectives (vision, mission, and goals) alongside the examination of the inside...
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