1. Abstract In this briefing paper I will critically examine the challenges and choices HR managers now face in regard to work life balance and wellness. I will analyse the main choices that HR managers have in order to deal with wok life balance and wellness and how they benefits the employees. This briefing paper is an overview of what I will include in my individual paper in which I will discuss the main choices in more detail. 2. Background This briefing paper is to prepare me for my final
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MARITAL STRESS SPILLOVER AS A PREDICTOR OF JOB PERFORMANCE AMONG ARRIED COUPLES IN ANAMBRA STATE. By Ezechukwu, Justin N. CONTENTS 1. Introduction 2. Clarification of Key Concepts * Marital Stress * Spillover * Job Performance * Work-Family Relationship * Civil Servants 3. Predictors of Job Performance 4. Marital Stress Spillover among Married Civil Servants in Anambra State 5. Prospects for Checking Family-to-Work Conflict 6. Conclusion 1. INTRODUCTION This
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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
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2008 Dana Donnley Director of Employee Communication, Whirlpool Corporation Human Resources, Whirlpool Corporation Whirlpool Insurance Provider Legal Department, Whirlpool Corporation Corporate Communications, Whirlpool Corporation XXXXXX XXXXXX Employee Communication Manager Implementation of New Whirlpool Corporation Employee Wellness Program COPY: FROM: SUBJECT: This memo recommends that Whirlpool Corporation announce a new expansion to the Employee Wellness Program: the inclusion
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flexible scheduling in the workplace. Flexible scheduling means that employees are allowed to work at times that are more convenient to them. The challenge of balancing many responsibilities can cause employees to have trouble focusing, they can feel tired, and distracted. This in turn affects profitability by reducing productivity and performance. Flexible scheduling can assist both men and women balance work and personal obligations. In today’s society, the need for more flexibility has never been
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incorporate more time away from work. According to The Everything HR Kit, a person should be rewarded for their continuous hard work. The text believes that after 25 years of service, an employee should receive a total of five weeks paid vacation. Coming from an individual who is but 25 years old, five weeks does sound pretty nice, which is until statistics of what other countries mandate in regards to vacation comes into play. The 25 years that an individual must work before receiving five weeks of
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JOB SATISFACTION, MANAGERIAL AND LEADERSHIP STYLES AND ITS RELATIONSHIP WITH THE MARKETABILITY OF THE HOTEL AND RESTAURANT ESTABLISHMENTS IN ZAMBALES --------- Presented by RODEL EBAL CHAPTER 1 THE PROBLEM AND ITS BACKGROUND INTRODUCTION Job satisfaction in staff/managers of hotels and restaurants should be of great concern to any organization. Hotel and Restaurant staff and management personnel hold the majority of positions in most hospitality-industry settings, and replacement
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Organisational Behaviour in Hospitality Industry BY GORICA STANISIC NOVEMBER 20, 2013 Lashley and Morrison (2000) have produced definition of hospitality industry; which they see it as, compromises of commercial organisations that specialise in providing accommodation, food and drink through voluntary exchange, and highlighted that the issue of human exchange is a hart of the hospitality concept. Barrows and Powers (2009) have pointed out that hospitality industry includes
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subject or to make an effort to attain a goal”. Motivation is very important because it increases employee’s productivity and loyalty. People woks harder when they are motivated and satisfied. Companies with motivated staff are more productive and profitable than companies with demotivated staff. To motivate any employee you should know first what motivates him individually and then you can work on a plan and strategies to motivate him. There are many different motivators for the employees like recognition
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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
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