Work life balance “Don’t be fired by your family” Essay Example for Free

Work life balance Dont be fired by your family Essay trounce practice has shown that both employees and employers can benefit when cater are able to adapt supple move practices thereby enabling them to better manage their work and family responsibilities (UQ, 2007, p. 1). In the end result this could increase employees productivity. Supervisors have an important social cheerction in developing and principal(prenominal)taining a family-friendly work environment (UQ, 2007, p. 1).A supervisor could help creating this environment by flexibly organizing work arrangements and workloads pickings into consideration certain factors such as night lecturing, summer schools, acting as a role model demonstrating understanding and acceptance of work family balance, and take a positive approach to negotiating flexible arrangements (UQ, 2007, p. 1-2). 3. 2 Teleworking is good for business and employees Teleworking is another practice resulted in improving productivity.According to melody Legal Reports (2006), teleworking has some benefits such as relocation cost savings, increase productivity by reducing employees absentee, reduced costs for office space, and employee satisfaction (p. 7). So, when supervisors consider benefiting from telework, they wont only give an im be work-life balance for the employee, but similarly they will get improved business performance for the employer. 3. 3 Other scoop(p) practices 3. 3. 1 Concern for employee community (Employee Care Program and Employee Relations Program).This practice proved that it could reduce employees turnover. This kind of program monitors how people are doing in their jobs and in their lives, offers rewards, gifts, annual picnic and holiday, flexible scheduling and telecommuting, and medical coverage. 3. 3. 2 Encourage employees to take their vacations This practice is important to enable employees to relax teeming to avoid stress, anxiety, emotional problems, job burnout in order to let employees perfo rm at their optimum level. 3. 3. 3 Consumer-driven health care Textron, Inc is an example compevery that adopted this practice.The company consolidated employee healthcare options and shifted to consumer-driven healthcare. This resulted in increased productivity, a significant decline in healthcare costs, and decrease in the casual absentee rates and the relative incidence of disability leave. (Business Legal Reports, 2007b, p. 3) 2. Conducting Performance appraisals Monitoring staff performance is a key for any supervisor. It should be part of on-going discussions with staff and volunteers about their work and the results obtained. (Mathew, M. , 2007)According to Hays, S. W.(2004), an immense amount of energy has recently been give to upgrading the quality of performance appraisals by tying them to organizational missions and goals. (p. 262) 2. 1 Best practices for evaluation? According to Hays, S. W. (2004), best practices concerning evaluation showed that HR experts agree t hat evaluations ought to (a) be based on objective and observable criteria, (b) involve interchangeable goal setting, (c) avoid the tendency to assess irrelevant worker traits, and (d) be tailored to each single(a) job and worker (rather than using one form for every employee). 4. 2 360-Degree performance management feedback arranging According to Business Legal Reports (2006), this system, which solicits feedback from boss, peers and direct reports if there are any, has been increasingly embraced as the best of all in all available methods for collecting performance feedback. (p. 4) The 360 process allows for multiple points of view to be given on any given individual. It neutralizes what might otherwise be one raters bias (either positive or negative) and helps to winder a more comprehensive picture of that individuals performance. (p. 4) 4.3 Other best practices Hays, S. W. (2004) also mentioned other best practices in conducting performance appraisals such as Employee Pe rformance Management System (EPMS), 360-degree evaluation, Team-based evaluations, and Gainsharing. (p. 262) 5 Resolving Conflict According to Vogel, A. (2007), unproductive workplace conflict arises when appropriate communication breaks down. The result is expend work time a drop in motivation, productivity and quality of service employee attrition exhalation of authority a stressful work environment and even direct damage to the company. 5. 1 The best approach to avoid The best approach to workplace conflict is to avoid unproductive quarreling altogether. And suggested four strategies mentioned by Daniel Dana- for eliminating strife (1) address conflict early, (2) avoid a one-sided solution, (3) take risks such as apologizing, (4) valuate others peace-making gestures. (Vogel, A. , 2007) 5. 2 Guidelines for managing the situation.Vogel, A, (2007) mentioned some guidelines to help managing scuffles before they escalate into real crisis such as mediating conflict between two emp loyees, decide to mediate, hold preliminary meetings, conduct a three-way meeting, work out a deal, self-mediation, step outside your office, listen first, and finally manage diverging viewpoints. 6 Improving Employee Relations 6. 1 Create a newsletter One practice to improve employee relations is to create a newsletter that works for employee communications either a printed one or an electronic one (by e-mail or on the website).6. 2 Build a forum on your website or intranet This forum will leave an informal communication channel for employees to share their ideas, events or even their problems 6. 3 Create shared events being a supervisor you could make some events shared even if you turn the routine group tasks into fun shared events. For example CMP Technology made the spring-cleaning records become an event. Employees worked together in teams and competed to win a dinner for the team and discarded 12 tons of unnecessary paper in the process. (Business Legal Reports, 2007a2) III. Conclusion.The main conclusion is that best practices can -for sure- help supervisors and enhance the way they deal with their responsibilities with employees by adopting approaches, techniques, and policies to create a positive, creative, and supportive work environment. Another conclusion is that information technology has an important role in providing rough-and-ready HR practices. Finally, supervisors should be a model themselves for their employees in order to make a real change.References Bjomberg, L. (2002). raising and development Best practices. Public Personnel Management. Winter 2002.International Public Management Association for Human Resources Survey. Retrieved April 16, 2008 from http//www. entrepreneur. com/tradejournals/ phrase/160542388_1. html Business Legal Reports, Inc. (2006). Top 10 Best Practices in HR Management for 2008. united States of America Business Legal Reports, Inc. Business Legal Reports (2007a1). 10 Tips for HR to Boost Intranet Efficie ncy. Best Practices in HR. (838), pp. 1-2 Business Legal Reports (2007a2). Bin There, Dump That-Spring Cleaning Recors Becomes Event at CMP Technology. Best Practices in HR. (838), pp. 3 Business Legal Reports (2007b).Case study Move to consumer-driven healthcare decreases costs, improves employee health. Best Practices in Compensation Benefits. (734), pp. 3 Collins, R. Druten, K. V. (2003). Survey of Australian and New Zealand Human Resource Practices, CCH and AGSM. Retrieved April 16, 2008 from http//www2. agsm. edu. au/agsm/web. nsf/AttachmentsByTitle/CCHREPORT2003/$FILE/CCH+Final+2003. pdf Hays, S. W. (2004). Trends and Best Practices in State and Local Human Resource Management Lessons to be learned?Review of Public Administration, 24(3), pp. 256-275, wise Publications. Retrieved April 16, 2008 from http//rop.sagepub. com/cgi/content/abstract/24/3/256 Mathew, M. (2007). Best Practices Module Human resources management. British Columbia Museum Association.Retrieved April 16 , 2008 from http//www. museumsassn. bc. ca/Images/Best%20Practices%20Modules%202/Human%20Resource%20Management%20FINAL. pdf Orsini, B. (2000). Improving Internal Communications. Internal Auditor. December 2000. Retrieved April 16, 2008 from http//findarticles. com/p/articles/mi_m4153/is_6_57/ai_69759744/pg_1 Rubin, L. Merripen, C. (2003). IGDA Business Committee Best practices in Human Resources. IGDA. Retrieved April 16, 2008 from.