The concept of WLB, despite its simplicity of understanding, is a term that is still difficult to conceptualize and to measure. WLB is also highly significant for employees, with impacts on the public health, and is clearly necessary for a sustainable human development. In the 90s appeared the most current WLB family friendly policies that have been growing since then, pointing out that the management of WLB is an issue increasingly recognized as strategic for organizations because WLB practices reduce costs in human resource management by recruiting high-quality professionals and retaining the best employees. argued, in the 60s the focus mainly was on working-mothers, but from the 80s the work-life conflict and its relationship with stress and burnout already generated concern and research. The concern for the integration of different parts of people’s lives, such as work and family welfare is not new. In this respect, organizational tools such as child care services, extended and flexible parental leave schemes, or support to single parents, among others, may increase reconciliation of work and domestic life. In addition, meeting the needs of the new generations of employees undoubtedly leads to a happier workforce who will then share their positive work experience with others, having positive consequences for consumers or clients, and for the organization as a whole. Nowadays the proactive promotion of the WLB by organizations has become more important than ever because new generations arriving at work claim that work environment should be fluid and flexible. In the same line, the Commission on Social Determinants of Health and The World Health Organization has highlighted that health equity requires a healthy WLB for all. For instance, the European Foundation for the Improvement of Living and Working Conditions asserted that a deficient WLB lowers employees’ quality of life. WLB is a current concept that may be understood as the existing relationship between work and personal life, but with a great impact on factors such as health, absence of stress, well-being, quality of life, organizational performance, and sustainable human and social development, among others. For instance, employees who are distracted by WLB pressures end up costing companies in several ways, from lost productivity, absenteeism and disengagement, to medical expenses, among others, and the impact on business revenue. In this context, work-life balance (WLB) has emerged as an important aspect of a healthy work environment, and as a new strategic human resource policy, with great repercussions for workers and their families, organizations, and society as a whole. Increasingly employees are interested in flexibility and freedom in their workplaces. The changing nature of employment and work is having a profound effect on how talent is managed. It is also recommended for companies to improve their disclosure of work-life practices on line for attracting talent from Millennials and Generation Z. The main implication drawn from the study, due the requirements of new generations at work and the rapidly emerging field of e-recruiting, is the need for human resource departments to fit work and personal life in a fluid way, while maintaining a healthy balance. The study demonstrates that the best companies still report low levels of work-life balance information. The main contribution of this work is the development of a weighted index for benchmarking purposes considering the preferences of new generations at work. In order to learn from the best companies, but also to discover what could be improved by identifying the gaps, this study observes the current work-life balance practices in the last Best Companies to Work for awarded by Fortune. In this context, Best Companies to Work for are a reference in caring for their staff, and it is well known that new generations-that frequently use the Internet to be informed-are making their decisions as job seekers by checking and comparing corporate websites. The changing nature of employment and work causes new demands in society, such as work-life balance, that has emerged in labor relations as an important aspect of a healthy work environment.
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