Understanding Work-Life Balance: Policies for a Family-Friendly Britain (Understanding Welfare: Social Issues, Policy & Practice)

  • 256 Pages
  • 2.82 MB
  • English
Policy Pr
Work & labour, United Kingdom, Great Britain, Anthropology - General, Social Science, Soci
The Physical Object
ID Numbers
Open LibraryOL12057980M
ISBN 101861344147
ISBN 139781861344144

Work–Life Balance and Family Friendly Policies – in Whose Interest. Work–Life Balance and Family Friendly Policies – in Whose Interest.

Details Understanding Work-Life Balance: Policies for a Family-Friendly Britain (Understanding Welfare: Social Issues, Policy & Practice) EPUB

Show all authors G., Winterbotham, M. and Vivian, D. () Work–life Balance Baseline Study of Work–life Balance Practices in Great Britain. Warwick: Institute for Employment Research Cited by: Margaret May has 16 books on Goodreads with 85 ratings. Margaret May’s most popular book is The Manual of Museum Exhibitions.

Social Policy in Britain by. Pete Alcock, Understanding Work-Life Balance: Policies for a Family-Friendly Britain by. Margaret May, Edward Brunsdon. avg rating — 0 ratings — published Want to. There has been growing interest in family-friendly working arrangements, often referred to as work– life balance policies.

In the context of growing business and family pressures, this interest in more flexible working arrangements has developed as a potential way of helping families and employers to cope with the real life problemsCited by:   Work-life balance (WLB) is receiving increasing attention in the human resource management field.

Line managers are playing a more active role in HRM decision-making, including work-life balance decisions, with the devolution of human resource management responsibility.

Download Understanding Work-Life Balance: Policies for a Family-Friendly Britain (Understanding Welfare: Social Issues, Policy & Practice) EPUB

Drawing on the theory of planned behavior, this paper develops a conceptual model explaining what affects Cited by: Contemporary Employment Relations: A Critical Introduction offers an original, accessible, and critical approach to understanding employment relations.

Based on up-to-date research studies, it considers recent developments in employment relations, defined as the way in which employment relationships are regulated, experienced and contested. A thematic approach to the subject helps to.

– This paper seeks to focus on the role of organizations in mediating the impact of national work‐life balance (WLB) policy on employees, in particular fathers., – It presents existing research about WLB policy implementation in organizations as well as the findings of empirical work in insurance and social work in France and the UK (questionnaire survey, case study analysis, interviews.

Abendroth, AK, Den Dulk, L () For the work–life balance in Europe: the impact of state, workplace and family support on work–life balance satisfaction. Work, Employment and Society 25(2): – Recognizing the entrenchment of women in the labor force and the growing quest for work–life balance among a diversity of workers, which sets the stage for the in-depth discussions.

It shows that there is no one single policy, societal or business trend, that has driven this evolution and the accompanying discussions and research. My wife and Understanding Work-Life Balance: Policies for a Family-Friendly Britain book have a lot of conversations about work-life balance, or as I call it, making sure I don't use up too many "spouse points."Many early stage companies don't.

because of offering of family-friendly or work-life benefits/policies. The question asked if ther e was an increased impact, no impact, a decr eased impact, or an option if they do not measure.

Although rest of three work life balance policies namely flexible working hours, company leave policy and compressed work week didn’t. The Supervisor's Role in Work/Life Balance Today’s employees typically balance multiple work and family roles, which may include employee, caregiver to children, caregiver to aging parents and spouse/partner.

These different roles place a variety of demands on employees, and the demands often conflict with each other. Abstract. Corporate Family Responsibility (CFR) is companies’ responsibility towards their employees. Work–Life Balance (WLB) and employees’ wellness policies are the main tools for CFR implementation in both large companies and Small and Medium Sized Enterprises (SMEs).

For the first time a chapter in the source book is devoted to ‘Equality, diversity and work-life balance’. Some caution is needed in seeking to identify legislative impact from the WERS findings. For example, factors other than the law may be at work and, further, where employment practice is in conformity with legal requirements this does.

Men Need Work/Life Balance, Too employers are lagging when it comes to supporting them with policies that promote better work/life balance. Indeed, statistics suggest that most male employees. The elusive goal of work-life balance is proving harder than ever to achieve for families in Britain amid increasing working hours for women and increasing workplace stress, the British Social.

To date research has not sufficiently examined the management practices that enable all ‘individuals’ to achieve a ‘balance’ between work and life.

This study explores the relationship between contemporary life friendly, HR management policies and work/life balance for individuals as well as the effect of managerial support to the policies.

The Genesis of Work/Life Balance Work/Life Balance: n.A state of equilibrium in which the demands of both a person’s job and personal life are equal.1 Phrases and words serve as cultural signposts to explain where we are and where we are going.

The term “work/life balance” was coined inal-though its usage in everyday language was. And work-life balance doesn’t always refer to a solid line between work and play. Whether it’s by working from home when you need quiet space for a project, or dedicating time to group brainstorm sessions where collaboration is necessary – creating your own balance between team work and head-down work is equally essential to achieve.

Hunter says whether its a 70/30 work/life split or a 40/60 split it is difficult for employers to apply policies that satisfy everyone, and a reason that many HR family-friendly offerings like on.

family-friendly policies and we are able to exploit information on the characteristics of more t individual employees matched to information about their workplaces. In addition to extending the important work-life balance literature, this research also contributes to our understanding of what unions do (Freeman and Medoff, ).

Family Friendly Policies Leaks in the Academic Pipeline for Women. Statistical information shows that at nearly every stage of an academic career – from securing a tenure track position to achieving associate and full professor status – married women (both with and without young children) leak out of the academic pipeline at a disproportionately high rate.

O nce it was simple. Men worked and most women stayed at home to raise the children. But as more women entered employment, balancing family and work life. Margaret May is the author of Business Process Management ( avg rating, 1 rating, 0 reviews, published ), Transforming the Finance Function ( /5(2).

This study examines the influence of perceived flexibility in the timing and location of work on work‐family balance. Data are from a International Business Machines (IBM) work and life issues survey in the United States (n= 6,).Results indicate that perceived job flexibility is related to improved work‐family balance after controlling for paid work hours, unpaid domestic labor.

For this reason, family-friendly policies and programs are the tools that organizations can actively implement to improve their workforce (Kossek, Baltes, & Matthews, ).

Although some policies and programs that favor work-life balance are available, some workers may not take advantage of these opportunities for a variety of.

work times are called in the literature as work-family policies, family-friendly or family-responsive policies In recent years, the term “work-life balance” has replaced what used to be known as “work-family balance” (Hudson Resourcing, ).

Description Understanding Work-Life Balance: Policies for a Family-Friendly Britain (Understanding Welfare: Social Issues, Policy & Practice) EPUB

This semantic shift. Books The activity illusion: Why we live to work in the 21st century - and how to work to live instead, Ian Price, Kibworth Beauchamp, Matador, The see saw: ideas for work life balance, Julia Hobsbawm London: Atlantic Books, Work life policies in Great Britain: what works where and how, Sadia Nadeem and Hilary Metcalf.

Policies, policies, policies. You can manage your employees perfectly, but if your workplace doesn’t have policies in place to support them, you are opening a hornet’s nest. Important policies. Understanding the job and knowing the schedule can clarify and simplify the overwhelming list of things to do.

The suggestions that follow are divided into two sections, for an employee and for a supervisor. Looking at both may give you insight into the workplace environment and the work/life balance. Understanding the Job—for Employees. Workflow management startup Asana tops "Best Places to Work" lists for its incredible benefits, which include generous leave policies for new parents and paid sabbatical after three years.

The flexible culture at Storyblocks gives employees the freedom to manage their own work priorities—and unlimited vacation means they have the freedom to.Work-life balance: The five countries that came out top from the OECD's Better Life Index Short working hour and high levels of personal time for friends and family put Denmark in the number one spot.

This paper examines the relationship between the institution’s organizational work-life-balance (WLB) policies and practices and subsequent challenges faced by Nigerian workers.

The paper argues that institutions shape WLB practices (and policies), and thus, constitute WLB challenges.,Relying on qualitative, interpretive approach, and the institution-based view of .