...Optimal Living for Optimal Work Performance Cory T. Flanigan The Chicago School of Professional Psychology Increasing capital is the cornerstone of every business. This successful foundation is directly dictated by employees’ performance, within the company. Significant contributions from an effectively working staff will ensure the prosperity of the company’s future. It can be challenging to supply employees with the appropriate tools that are necessary to continue successful performances and ensure a profitable company. The question that is often presented, what is the best approach for setting up employees for consistent successful performance? By enabling workers to make strong and steady contributions, it guarantees companies a chance to become more profitable. Much research shows a high correlation between one variable and the prosperity companies’ covet significantly more than other factors. That catalytic variable is optimal living. Optimal living is established by successfully embracing a healthy balance in all aspects of one’s life and implementing lifestyle adaptations to ensure this elevated level of wellness moving forward. Healthy living habits include: adequate rest, censoring stress, preserving quality social relationships, regular exercise, and quality nutrition. These behaviors synergistically working together will improve employees’ quality of life, as well as the quality of their work. The following are proven strategies from peer-reviewed...
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...Differences between Storey’s definition of human resources management, personnel and industrial relation (IR) practices 2 1.3 Implications for line managers and employees of developing a strategic approach to human resources management 3 2.1 How flexibility is applied in workplace: 4 2.1.1 The core periphery workforce model (Atkinson 1984) 4 2.2 Two methods of flexibility developed in my organization 4 a) Improve work-life balance: 4 b) Provide physical and mental well-being: 4 2.3 Flexible working practices from both the employee and the employer perspective in my organization 5 2.4 impact of change in UK labour market have had on flexible working practices in the context of zero hour contracts in my organization 5 3.1 Form of discrimination that take place in the workplace 7 Description based on ethnicity and race: 7 Discrimination based on sex: 7 Discrimination based on religion: 7 3.2 Practical implications of equal opportunity legislation in my organization 7 3.3 Comparison of approaches to manage equal opportunities and managing diversity 7 4.1 Comparison of 360 evaluations with another performance appraisal method 9 4.2 Assessment of approaches for managing the employee welfare in my organization 9 4.3 Discussion on how latest health and safety act has effected human resources practices in UK 9 4.4 Evaluation of the impact of E learning on human resources practices 10 Conclusion: 11 References: 12 Introduction: Managing human resources means the activities that...
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...Table of Contents EXECUTIVE SUMMARY IV INTRODUCTION 5 ADVANTAGES 5 DISADVANTAGES 6 IMPLEMENTATION 7 EXAMPLES OF EMPLOYERS OFFERING BENEFITS 8 RECOMMENDATIONS 8 CONCLUSION 8 REFERENCES 8 Executive Summary This proposal discusses the advantages and disadvantages of implementing an employer sponsored child care facility and how it will impact this organization. In particular, there will be emphasis placed on employer sponsored child-care as an influence on the relationship between work and family outcomes. To solve this problem I am proposing that we build an onsite child care facility. This will ensure that there is an option for those teachers in our facility who are experiencing problems with child care providers. Having this as an option will promote comfort as the teachers will be able to check on their children as permitted in the guidelines set forth by administration regarding this program. Although employer sponsored child care facilities are not very common or offered by various employers, I have found a significant amount of research that proves this proposal to be valuable. I am confident that we will see an increase in retention, morale, and productivity. There are several companies who offer employer sponsored child care facilities and I would like to see our school as one of the employers of choice. Research indicates that in most cases, the benefits outweigh the challenges when companies are experiencing the same...
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...response. Reflecting our commitment to carry out quality programming to benefit the poor, we are now seeking dynamic Vietnamese candidates for two positions for our Inclusive Education Program based in Ha Noi: Title: Inclusive Education Monitoring and Evaluation Officer Reports to: IVWD project manager Supervision: Not applicable PRIMARY FUNCTION: The Monitoring and Education (M&E) Officer will work closely with the Inclusive Education team to design and implement an effective and efficient monitoring, evaluation, documentation and reporting systems in support of inclusive education projects, including ”Inclusion of Vietnamese with Disabilities (IVWD)” and “Capacity Building for Parent Associations supporting Children with Disabilities (CBPA).” In addition, this position will serve as Project Officer for CBPA, responsible for facilitating planning, implementation, monitoring, financial tracking, and partner coordination for CBPA. Efforts will be divided between IVWD and CBPA based project needs. This position is based in Ha Noi with at least 30% travel to project sites. SPECIFIC RESPONSIBILITIES: - M&E project officer to the IVWD project - Lead the development of M&E folders, including M&E schedule, data collection tools and guidelines, for CRS Vietnam’s Inclusive Education programs. - Facilitate high degree of partner and community involvement in M&E folder development. - Involve community and partners in M&E design and indicator selection where appropriate...
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...Volume 1, Number 2 © PRJ PUBLICATION May-October (2011), pp. 25-31 © PRJ Publication, http://www.prjpublication.com/IJMRD.asp IJMRD AN OVERVIEW OF WORK- LIFE BALANCE PROGRAMMES IN UNITED STATES, UNITED KINGDOM AND INDIA A.Chitra Devi, Research scholar, Sathyabama University, Chennai Dr. S.Sheela Rani, Research Guide, Associate Professor, New College Institute of Management, Chennai ABSTRACT Work-life balance is gaining increasing importance and considered to be the most important challenges encountered in the field of Human Resource Management. With the advent of technology, increase in the complexity of work, change in the values and attitudes of the young and energetic work force are some of the factors that compel us to address the work-life balance issue and hence Work-life balance has become one of the foremost work-place issue. To meet the employees’ changing needs, to comply with Government regulations, and to fulfill the broader objective of corporate social responsibility, employers across the world provide several work-life initiatives/ policies and programmes. This article discuss about the various Work-Life Balance Initiatives/Programmes available to employees in United States, United Kingdom and India. Key Words: Work-Life Balance, Work-Life Balance Initiatives/ Programmes INTRODUCTION Work-life balance issues have been particularly strong in developed countries where they are pushed high on political agenda. But this problem is not expressed to the equal...
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...Introduction to Flextime Flextime is defined by businessdictionary.com as the non-traditional work scheduling practice which allows full-time employees to choose their individual starting and ending times within certain limits (such as 'not earlier than 5 a.m.' and 'not later than 9 p.m.'). Flextime periods usually precede or follow a core time during which all employees must be present. According to history records, flextime was first suggested by Christel Kaemmerevback back in the year 1956 and was first implemented in West German businesses in 1967. Flextime was introduced as an intervention to reduce tardiness and absenteeism which resulted in 40% reduction in absenteeism, along with decreased overtime expense, decreased turnover rates, decreased tardiness, and increased morale. The practice of flextime spread quickly through Western Europe due to a high demand from workers and less governmental restrictions on work schedules. At the present time, due to the advancement of information technology and information system, this has further maximize the flexibility of work during the core hours to be stretched to working during non-core time like the weekends by enabling employees to work remotely from home instead of being physically present at the office. Flextime is no longer just considered as a benefit or privilege for the employees, but is able to provide competitive advantage for the organization over its rivals by being more flexible as a whole by providing quicker and...
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...excerpted from Dayle M. Smith (2000). Women At Work: Leadership for the Next Century. Upper Saddle River, NJ: Prentice Hall. Cynthia A. Thompson and Laura L. Beauvais I love my life! My husband and I have arranged our work lives so that we can spend as much time as possible with our kids, and still feel like we’re making a difference at work. —JESSICA DEGROOT, FOUNDER. THE THIRD PATH INSTITUTE It just got to be too much. Monday through Friday I caught the 6:30 train for the city, and didn’t return until 6 P.M. . I loved my job, the money was good, but there was no flexibility, no possibility for part-time work. And I really missed my kids. My husband was making more than I did and we finally decided we could live on his salary. So I quit. —LISA CELONA. FORMER NASDAQ EQUITY TRADER. CURRENT AT-HOME MOM I spent four years working for an insurance company as director of media services. Because my wife was a performer in New York City and had to work evenings; I was the primary caregiver for our two children. That meant I had to leave work earlier than any of the other managers, and that caused a lot of friction and resentment... The tension it created for me at work was instrumental in my eventually having to leave the company. —MICHAEL KERLEY, PRESIDENT, CREATIVE DIALOGUES Chapter Overview This chapter focuses on how women (and, increasingly, men) attempt to balance the multiple competing demands on their time...
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...[pic] Quality of work life programs: are they nothing more than a fad? HRM 586 Labor Relations [pic] Abstract As the economy of the world continue to struggle due to stiff competition and rapid global expansion, labor organizations in every country of the world continue to find ways and means to help their respective workforces develop their skills and knowledge, as well as improve their health and wellness. Strategic implementation of quality work life programs and activities have all been critically evaluated by experts to determine their effectiveness on the organizations as a whole, meaning, how those programs will benefit not only the employees but the companies as well. The objective of this project is to inform the public and concerned entities about the kinds of plans and programs that public and private organizations have extended to their workforce to improve the quality of their life within and outside of the workplace. This paper will also try to evaluate the success of these projects and will try to offer other options and related programs to achieve a more favorable outcome for the whole organizations. Table of Contents Abstract 1 Purpose 5 Basic Issues and Research Questions..........................................................................................5-6 Literature review 6-13 Recommendations 13-18 Conclusion 18-20 References 21-22 Quality of Work Life Programs: Are They Nothing...
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...of social corporate responsibility in different companies. I would like to describe in this report the complete implementation process of the different policies and programs used to promote social corporate responsibility. I also would like to describe the advantages of promoting such policies and programs for an organization. Then I would like to conclude with some personal recommendations on how a company must implement social corporate responsibility program and policies to improve their image in society. Sincerely, Hussain Mohammed Table of Content 1. Executive Summary 2. Introduction 3. Body 4. Conclusion 5. Conclusion 6. Recommendation 7. References Executive Summary Development and Implementation of Corporate Social Responsibility The purpose of this research is to explain the importance of Corporate Social responsibility for an organization. How Implementing programs for improving corporate Social responsibility is very significant not only for the Image but also for attracting Investors and customers to the organization. Maintain standards of Corporate Social responsibility are very important due to the growth in customer and media’s interest. (Clarke, 2009) In this research report we will discuss the process of implementing Corporate Social responsibility programs and also explain the different stages of the process and their impact. Corporate Social responsibility has become one of the important driving factors for corporations...
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...CSR practices: An Accor Hotel Group and Colgate-Palmolive Company review Student name: Lior David ZOLDAN YAHALOMI Student number: 302413 Class: G2 CSR practices: An Accor Hotel Group and Colgate-Palmolive Company review Student name: Lior David ZOLDAN YAHALOMI Student number: 302413 Class: G2 Statement of authorship I certify that this dissertation is my own work and contains no material, which has been accepted for the award of any degree or diploma in any institute, college or university. Moreover, to the best of my knowledge and belief, it contains no material previously published or written by another person, except where due reference is made in the text of the dissertation. Signed _________________________________________________ Date ___________________________________________________ Table of content 1. INTRODUCTION 3 2. CSR 4 2.1. Definition 4 3. History of the selected businesses 5 3.1. Accor Hotel Group 5 3.2. Colgate – Palmolive Company 5 4. CSR Practices 6 4.1. Accor Hotel Group 6 4.2. Colgate – Palmolive Company 7 5. Discussion 9 5.1. Accor Hotel Group 9 5.2. Colgate – Palmolive Company 12 6. Conclusion 15 7. REFERENCE LIST 16 INTRODUCTION Corporate social responsibility (CSR) is a management initiative in which companies incorporate environmental and social issues into the relationships with stakeholders and also in their business processes. By implementing CSR practices, a...
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...for companies to take into consideration the impact of employee needs, morale and expectations and to negotiate appropriate work arrangements for motivating employees as part of performance recognition. The following paper presents a discussion on the importance of employee motivation in the workplace. The discussion is mainly based on literature review and points that employee motivation is necessary for improved work performance. The paper has explored the important contributing played by work-life balance and financial incentives in improving employee motivation. The research indicates that the two factors foster loyalty by employees, increased performance and commitment, which are essential indications of motivation. The concept of Employee Motivation and Rewards Most discussions of motivation begin with the concept of individual needs – the unfulfilled physiological or psychological desires of an individual. Content theories of motivation use individual needs to explain the behaviours and attitudes of people at work. The basic logic is straightforward. People have needs. They engage in behaviours to obtain extrinsic and intrinsic regards rewards to satisfy needs (Schermerhorn et al, 2011). According to Jenkins, Mitra, Gupta and Shaw (2001) employee motivation is an intrinsic drive and enthusiasm to successfully accomplish tasks related to work. Greene (2001) has defined it as an internal drive which causes individuals to take initiatives in the workplace. In their...
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...A STUDY TO DETERMINE FOUR MAJOR JOB ISSUES THAT CAN CREATE AN IMBALANCE BETWEEN WORK AND LIFE by Melissa Cadet GEORGE FRUNZI, PhD, Committee Member A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Masters of Business Administration Strayer University Abstract In organizations and on the home front, the challenge of work/life balance is rising to the top of many employers ‘and employees’ consciousness. In today’s fast-paced society, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends. This research provides supervisor and professionals with an historical perspective, and possible solutions—for organizations and employees alike—to work/life balance. Three factors—global competition, personal lives/family values, and an aging workforce—present challenges that worsen work/life balance. This article offers the perspective that supervisor and professionals can assist their companies to capitalize on these factors by using work/life initiatives to gain a competitive advantage in the marketplace. Table of Contents Abstract IV CHAPTER 1. INTRODUCTION 1 Summary 1 Introduction to the Problem 1 Background of the Study 4 Statement of the Problem 5 Research Questions 5 Significance of the Study 6 Research Designed and...
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...Pay for Performance through Strategic Planning Introduction Because studies have shown time and again that pay represents one of the most important factors involved in retaining qualified employees, it is little wonder that there has been a great deal of attention focused on how best to compensate employees for their performance in recent years. Moreover, because employee performance and productivity is inextricably related to organizational profitability, these issues have assumed new relevance and importance in the current economic environment. There have been some mixed reviews concerning pay-for-performance approaches to enhancing employee performance, though, that suggest there is more involved than simply throwing money at top performers. Despite these constraints, many authorities suggest that pay-for-performance programs have a lot to offer organizations seeking to identify better ways to improve employee performance. In this regard, Miller, Hildreth and Rabin (2012) note that, “Individual incentives have a central role to play in the success of most conceptual schemes related to performance. Such plans, while very difficult, have large possibilities; seemingly insurmountable obstacles can be overcome if the emphasis moves to the employee's relative needs for power, affiliation, and achievement” (p. 230). These are tall orders for any human resource manager and an organization’s leadership, though, and the fact remains that measuring individual performance is a complicated...
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...Flexible Work Arrangements Camilla King Lewis Thomas Edison State College HRM 540- Lifestyle Benefits and Compensation Professor James Krolik March 3, 2013 Table of Contents I. Introduction 2 II. Current environment 3 III. Why Flexible Work Arrangements? 4 IV. General Telecommuting Statistics 5 V. Overall Growth of Telecommuting 5 VI. Return on Investment 6 VII. The Sacrifices of Flexible Work 7 VIII. The Management Challenge 7 IX. The Third Wave of Virtual Work 8 X. In Conclusion 8 I. Introduction Experts have reported that the typical telecommuter is educated, a generation X employee with an annual salary of approximately $58,000 (teleworkresearch.com). Flexible is a term that covers a variety of arrangements such as; unconventional hours, part-time work, job sharing, leaves of absence, and working at home (Deutschman, 1991). They also suggest that the national telecommuting savings would total over $700 Billion a year including: * A typical business would save $11,000 per person per year * The telecommuters would save between $2,000 and $7,000 a year * The oil savings would equate to over 37% of our Persian Gulf imports * The greenhouse gas reduction would be the equivalent of taking the entire New York State workforce permanently off the road. The overall trend of telecommuting has shown a steady growth of 73% between 2005 through 2011. Best practice organizations are incorporating telecommuting as a recruitment offering to...
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...patients. Sutter Hospital became, the line life in 1918 when they respond to the influenza epidemic. The community leaders were the first in Sutter Hospital to work in the hospital. Sutter Medical was known for the mantra “no margin, no mission.” The hospital...
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