Research/Case Assignment
Alexandra Vincent

Part 1 A) 2600 (.10+.08) = 2600 (.18) = 468 is the net external Supply Requirement B) 2600 (.10) = 260 will be replacing departing employees C) 468 – 260 = 208 employees constitute the change requirement for new growth D) Recruitment, Selection, and Compensation E) 2600 (.10 + (-.12)) = 2600 (-.02) = -52 is the external supply requirement F) Because it is a negative number there is a surplus of 52 employees.

Part 2: Work-Life Family Balance

I continued the research started by Magda and found that there are four categories associated with work-life balance and the first is Role overload. This form of work-life conflict occurs when the total demands on time and energy associated with the prescribed activities of multiple roles are too great to perform the roles adequately or comfortably. Second is Work-to-family interference. This type of role conflict occurs when work demands and responsibilities make it more difficult to fulfill family-role responsibilities (e.g. long hours in paid work prevent attendance at a child's sporting event, preoccupation with the work role prevents an active enjoyment of family life, work stresses spill over into the home environment and increase conflict with the family). Third is Family-to-work interference. This type of role conflict occurs when family demands and responsibilities make it more difficult to fulfill work-role responsibilities (e.g. a child's illness prevents attendance at work, conflict at home makes concentration at work difficult). Last is Caregiver strain. Caregiver strain is a multi-dimensional construct defined in terms of "burdens" in the caregivers' day-to-day lives, which can be attributed to the need to provide care or assistance to someone else who needs it.

After discovering this information and along with the information that Magda has already discovered, some policies that I recommend to help your employees cope with work-family balance issues include: * On-site childcare * Emergency childcare assistance * Seasonal childcare programs (such as Easter break or Christmas), * Eldercare initiatives (may range from referral program, eldercare assessment, case management, a list of local organizations or businesses that can help with information or products, or seminars and support groups), * Referral program to care services, local organizations, etc., * Flexible working arrangements which means an employee may choose the hours they work which may make things easier for them * Parental leave for adoptive parents the same that would be given to a biological mother/father * Family leave policies, * Educational leave * EAPs, which is counselling for the employee * On-site seminars and workshops (may include topics such as stress, communication, nutrition, smoking, drinking, etc.) * Training opportunities * Fitness facilities or incentives to get a gym membership
By implementing some or all of the previous policies you will attract new employees, help retain current employees, build diversity in skills and personnel, improve morale, reduce abuse of sick leave, reduce absenteeism, enhance peer working relationships, encourage employees to show more initiative and teamwork, increase levels of production, and decrease stress. All of these things will make your company a better place to work and in turn more productive and increase the bottom line which is what most owners are interested in.