...Study: Accenture's Work-Life Balance Programs Case Study Questions 1. Diversity competency involves the knowledge, abilities, and skills to value organizational, group, and individual characteristics while embracing such attributes as prospective sources of productivity and distinctiveness. In the case of Accenture’s work-life balance initiatives, an environment of inclusion is fostered with people who hold characteristics diverse from themselves. This is achieved through the Lifeworks program, a free and private resource offering information on a broad range of topics that include health coaching, access to experts in financial and legal matters as well as ergonomic evaluations. In addition, the Future Leave initiative offers employees flexibility to manage family or personal issues during the course of their employment. Employees can save to fund their own future leaves of about one to three months for an activity they feel enriches their life, such as meeting family commitments or trekking through Alaska. Other key attributes in the case include communication, and individual commitment to work with team members owing to their contributions and talents, irrespective of their personal attributes. This is illustrated in Tserng’s case where she returns at the end of her leave and is welcomed with open arms. The simple gesture of welcoming a worker who was on leave for more than two months signifies the need for teamwork and a commitment to work with others. ...
Words: 625 - Pages: 3
...Best Practices in Implementing Work-Life Balance Programs Srirang Jha Apeejay School of Management, New Delhi E-mail: sjha.asm@gmail.com Swarn Kant Mishra Footwear Design & Development Institute, Noida E-mail: mishra.swarnkant@gmail.com Abstract Work-life balance programs are important for contemporary organizations not only for ensuring long-term wellbeing and good health of the employees but also to attain long-term competitiveness. There have been a number of researches establishing relationship between work-life balance and organizational effectiveness. However, not many researchers have attempted to capture or review best practices in implementing work-life balance programs. This paper is a humble essay to explore if there are indeed any best practices in implementing work-life balance –a catchphrase which most of the companies love to swear by –and whether a holistic model for efficient work-life balance program can evolve from what the companies at the top are following on the ground. The authors have also tried to present a critique of gaps in current work-life balance programs. The paper raises more questions than it answers and thus provides enough fodder for the intellectual investigation on the theme. Keywords: Work-life balance, Best Practices, Organizational Excellence Introduction Work-life balance programs have attracted the attention of corporate leaders in recent times thanks to significance of such initiatives in augmenting organizational...
Words: 2990 - Pages: 12
...Case Study: Accenture's Work-Life Balance Programs 1. Which key attributes of the diversity competency are illustrated in this case? Give specific example of each attribute identified. The key attributes of the diversity competency that were illustrated in this case are embracing and developing personal team or organizational tendencies and learning from individuals, teams, or organizations with different characteristics, experiences, perspectives, and backgrounds. Accenture incorporated these attributes by introducing Back-up Dependent Care, Lifework, and Future Leave programs. 2. Which key attributes of the self competency are illustrated by Christ Tserng in this case? Give a specific example of each attribute identified. The key attributes of the self competency that were illustrated by Chris Tserng are taking responsibility for managing oneself and career over time and through stressful circumstances; assessing and establishing one’s own developmental personal, and work-related goals. In the case, Chris had been at Accenture for ten years before she started a family. Once the baby was born, she planned to take her scheduled maternity leave and vacation time. During the time she was off, Chris hired a caregiver however; the caregiver could not start when Chris was ready to work. Chris took advantage of the Future Leave program. This program allows employees to address personal and family issues while preserving their careers. 3. Which key attributes of the change...
Words: 445 - Pages: 2
...[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...
Words: 5499 - Pages: 22
...2003 Research Quarterly ❶y❸❹ Work/Life Balance Challenges and Solutions Nancy R. Lockwood HR Content Expert y SOCIETY FOR HUMAN RESOURCE MANAGEMENT SHRM Research ❶y❸❹ 2003 SHRM®Research Quarterly 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 article provides human resource professionals with an historical perspective, data 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 exacerbate work/life balance. This article offers the perspective that human resource professionals can assist their companies to capitalize on these factors by using work/life initiatives to gain a competitive advantage in the marketplace. Work/Life Balance: Challenges and Solutions I n a society filled with conflicting responsibilities and commitments, work/life balance has become a predominant issue in the workplace. Three major factors contribute to the interest in, and the importance of, serious consideration of work/life balance: 1) global competition; 2) renewed interest in personal...
Words: 7141 - Pages: 29
...Assign 5 ROWE Program at Best Buy Abstract The work force has become a stressful place to work. Employees have found it hard to balance jobs and personal life. Employees have been looking for businesses that promote a balance of work and personal life. To the same token Employers are realizing that turnovers are costing them money also. Employers are looking for ways to improve morale within their company and reduce turnover. Best Buy has implemented a program that will treat their employees with a perfect balance of work and personal life. Background Best Buy corporate culture was to solve problems no matter how many hours it took to finish the problem or project. The employees were expected to work long hours and a sacrifice their personal life, for the benefit of the company. In 2003 Best Buy adopted a new work environment policy called Results-Only Work Environment ROWE. Describe the culture of Best Buy Best Buy has had two types of cultures. The first culture of Best Buy was working their employees without giving interest to the employees’ personal life. Best Buy would give assignments with deadlines to their employees without regard for the amount of hours that it took for completing the job. Best Buy understood that this was not the best way for the company to survive in keeping their seasoned employees. The second culture of Best Buy was Results-Only Work Environment program, or ROWE. Best Buy decided to change their culture to a more personal life friendly atmosphere...
Words: 1258 - Pages: 6
...Seven Categories of Work-Life Effectiveness Successfully Evolving Your Organization’s Work-Life Portfolio • Caring for Dependents • Health and Wellness • Workplace Flexibility • inancial Support F for Economic Security • Paid and Unpaid Time Off • Community Involvement • liciting Management E Buy-In and Transforming Organizational Culture C1 Defining Work-Life Effectiveness Work-life refers to specific organizational practices, policies and programs that are guided by a philosophy of active support for the efforts of employees to achieve success within and outside the workplace. These employersponsored initiatives comprise a strategic framework referred to as the worklife portfolio, a key element of the organization’s total rewards strategy to attract, motivate and retain employees. Career Build Your Portfolio Step One: Assess your present work-life situation It is easy to construct the outline of your organization’s existing work-life portfolio by performing a simple inventory of the policies, practices and programs currently offered within each category of the work-life portfolio. A useful resource for this activity is the Work-Life Audit, available on the Alliance for Work-Life Progress website. www.awlp.org/pub/selfaudit.pdf he term “work-life” refers to the T intersection of self (the worker), career (work), family and community. Self Life Family Community Creating and Sustaining a Successful Portfolio Building...
Words: 3733 - Pages: 15
...ZAHARIN 2014100249 BM700 1CF Submission Date: 24 MARCH 2015 Application Case 7-2 - Are new Recruits looking for Work-Life Balance? Anyone who has tried to balance his or her time between a busy job and a fulfilling personal life knows how challenging a work-life balance can be. An indisputable fact is that work and personal lives are interconnected. Companies know this. Potential recruits also know this. Its become more of an issue in recent years due to some important demographic changes that are affecting many workers. For example, companies are experiencing rising demand for the expansion of child care and elder care programs. This is not surprisingly given the aging of the US population and that Gen Xers are starting to have families. Thus, many recruits who are members of the “sandwich generation” (i.e., they are sandwiched between elderly parents and young children and therefore have to provide care for both sets of family members) consider as part of their employment decisions the number and type of work-life balance program that potential employers offer. Other demographic changes that are contributing to this rise in the demand for work-life balance programs include the increase of single parents entering the workforce and an increase of dual-career couples. In both cases, parents who shoulder caregiving responsibilities often seek flexible work arrangements and more flexible career cycles. Flexible career cycles allow individuals to leave their career tracks temporarily...
Words: 1253 - Pages: 6
...This chapter was 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...
Words: 14404 - Pages: 58
...| 1 March 2010 | RE | Proposal to Write a Feasibility Report for an Employee Work/Life Balance Program | Overview The following is a proposal to conduct a feasibility study into the need for, and the benefits of, instituting an employee work/life balance program for Brahm Industries. This proposal contains background on the importance of employee work/life balance on productivity, my qualifications, costs associated with the study, and a schedule for completion of the feasibility study. Attracting and retaining talent is crucial to an organisation's success and with the current trends in the labour market, retaining talent and ensuring business continuity is an ongoing challenge that requires careful human resource management. Need for a Work/Life Balance Program Research shows that to maintain a healthy lifestyle balance, a 24 hour day should be divided into thirds: one third for sleep, one third for work and one third for play. The trend in today’s workplace is for employees to work longer hours and as a result, when they arrive home they do not feel like exercising or cooking quality meals. As well, many employees are not taking their holidays. These two issues result in lethargy and absenteeism due to health issues and impact on employee productivity. A healthy staff will reduce costs to the organisation and assist in meeting budget requirements. Research also shows that work-life balance is an area that has been increasingly recognised as strategically important...
Words: 992 - Pages: 4
...diversity and develop skills needed to work within a diverse workplace. It think that managing diversity and inclusion are the most effective because it can provide the company with a competitive advantage in many ways. It can help companies develop a reputation as a favorable employer which can enable the company to get the best candidates/ or potential employee’s in the field, including women and minorities. It can give minorities and women a sense of value to share their insights which can develop new insights on products or improve company processes that might have been over looked or not brought up if the minority/ or lady didn’t feel comfortable to provide their opinion. #7 Job hopping is when workers change jobs usually between companies every two or three years. Job hopping is prevalent in today’s changing economy especially with the millennials. More and more employees are viewing themselves as free agents who must actively manage their own careers. Companies can’t stop job hopping completely but they can reduce it by attracting and retaining talented individuals by creating conditions where employees want to stay with the company for many years. Companies can reduce job hopping by increasing employee engagement with decision making, providing employees with growth opportunities, and offering rewards and incentive programs for good performance and higher wage increase with each year or quarter that passes. #9 Work life programs refers to the...
Words: 571 - Pages: 3
...Topic: The Advantages of Work & Travel Program. Thesis: Despite its short history, WAT has many advantages such as the chance of meeting American culture, gaining work experience as well as a new outlook on life. I. The history and definition of WAT. A. The history of WAT B. Enabling of social swap C. The possiblity of travel with work D. The chance of discovering US E. Learning America with earning money F. The chance of travel with work G. The opportunity of work and travel H. Good jobs with housing I. The types of work II. Gives a chance to meet American culture A. Enables living US atmosphere B. Benefits earning money C. Gets living cool D. Adjusts excitedly E. Notices own culture F. Perceives the similarities of culture WAT Advantages 3 G. Provides English exercises H. Discovers the living in US I. Increases knowledge of US J. Visits US locations K. Goes to favourite cities L. Finds out about US III. Gains experience for work life A. Gains business culture B. Gets direct experinces C. Enhances knowledge in a global company D. Improves his CV E. Gains international work experience F. Gets CV to top ...
Words: 2034 - Pages: 9
...Wellness Programs Student’s Name Institutional Affiliation Wellness Program The research conducted by Aon Hewitt on the best employers in Canada helped identify the best 50. The research was done by surveying employees and measuring their opinions the company’s leadership and management, career development, and recognition as well as productivity. Another research conducted by McLean Company proceed to interview the 50 listed companies top management to establish what they think made their employees gave the companies higher marks. The outcome of the research indicated that best perks, initiatives and other opportunities on offer such as wellness programs were considered important by employees. Two companies that owe part of their ratings to their wellness programs include the Co-operators insurance company and the ATB Financial services. This essay aims at looking at their wellness programs (macleans.ca, 2014, n.d) Wellness programs help both the employees and employers to be more productive and in turn increase the company’s human resource potential. Well and fit employees are known to establish a good rapport with their employers and thus enjoy their job which in turn means that their work morale is always at the peak. The program further helps reduce the costs of health care and tax benefits. The wellness programs can be offered on the employer's places or off-the-site. However, some companies are now offering both on-site and off-site wellness programs. These programs...
Words: 2276 - Pages: 10
...VATSAL POPAT - 25 MCOM PART 1 VATSAL POPAT - 25 MCOM PART 1 WORK LIFE BALANCE WORK LIFE BALANCE Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING CONTENTS 1.0 – INTRODUCTION 2 2.0 - WORK LIFE BALANCE 4 2.1 - WHAT’S IN IT FOR EMPLOYERS? 6 2.2 - BOTTOM-LINE BENEFITS 7 3.0 - HOW SHOULD THE ORGANIZATION WORK TOWARDS IT ? 8 3.1 - FLEXIBLE TIMINGS. 8 3.2 - FLEX THE PLACE 12 3.3 - FLEX THE JOB 14 3.4 - FLEX THE BENEFITS 17 3.5 - OTHER IDEAS BASED ON PUBLIC SURVEYS 24 4.0 - EMPOYER AGENDAS TO IMPROVE WORK LIFE BALANCE 27 4.1 - STEP 1 CHECK IT OUT 27 4.2 - STEP 2 FIGURE IT OUT: PLAN THE RIGHT MIX 28 4.3 - STEP 3 TRY IT OUT: IMPLEMENTATION 30 4.4 - STEP 4 SPELL IT OUT: COMMUNICATION 31 4.5 - STEP 5 WORK IT OUT: LEAD BY EXAMPLE 32 5.0 - 10 TIPS TO THE HR MANAGER 33 6.0 - ARGUMENT AGAINST THE HYPE FOR WORK LIFE BALANCE 35 CHAPTER 1 - INTRODUCTION HUMAN RESOURCE MANAGEMENT - HRM is the process of managing people in a company as well as managing the existing inter-personal relationships. These two processes are key in the success and growth of a business. When viewing HRM from the point of ensuring that structures and processes are...
Words: 6542 - Pages: 27
...October 5, 2011 Health care administration Employees who have an exercise program on site perform better than employees without an on site exercise program. Employees who have an exercise program on site have the ability to last longer on the job as opposed to employees without an on site exercise program. This is mainly attributed to the overall fitness of the employees. For an employee to produce quality results, it is important to maintain fitness in all areas. The employee should be fit physiologically, physically, mentally, and professionally. The brain plays an important role in the overall performance of an employee. For an employee to conduct the different tasks well, the brain should be maintained at high levels of fitness. An exercise program ensures that employees exhibit better performance and stay on longer due to the fact that it provides fitness in more than one vital area. During the normal tasks in the workplace, the body undergoes wearing processes. The vital organs that are involved in the processes and are prone to the wearing include the brain and muscles. The amount of strain in a task is directly related to the wearing it causes to the different organs on the body. It is very significant to have an onsite exercise program to ensure that wearing and burnouts are kept on check. One of the areas where exercise is important is with regards to stamina. Exercise programs are important as they help in improving the overall stamina. Employees who exercise...
Words: 2106 - Pages: 9
