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Balancing Work-Family

Work-Family

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Balancing Work-Family

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    1. Balancing Work-Family Overview of Work-Family: Crisis & Myths McNeil Case Benefits & Barriers Common Practices Best Practices (if time)

    3. Work-Family Myths Gebeke, 1993) People will take too much advantage of w-f programs Child care is the familys problem Family-supportive initiatives are costly

    4. Kathryn McNeil (A)

    5. Kathryn McNeil (A): Debriefing

    6. Benefits of Managing Work-Family Work-family initiatives lead to lower turnover and absenteeism, and higher productivity (Gebeke, 1993) Work/Family Directions argues that spending $1 on work-family programs yields more than $2 in direct-cost savings (Solomon, 1994) Investors react positively (e.g., higher stock prices when announced) (Cascio, 2006)

    7. Barriers to Implementing Work-Family Programs Cost (however, cost is often less than healthcare and more visible!) Lack of leader modeling (Carson, 2005)

    8. Work-Family (Work-Life) Practice Types (Cascio, 2006; Pratt & Rosa, 2003) organizations take over or assist with responsibilities typically seen as the purview of the family Creating new company towns (Useem, 2000) Daycare and elder care peoples homes become transformed into places of work Telecommuting, distributed work programs to help people better keep work and family separate Flextime, 4/40 weeks job sharing, compressed work-weeks, part-time work, etc. If you have flex time, be sure to have hours where everyone is at work! Leave options (e.g., family-medical leave, maternity/paternity leave, etc.)

    9. Day Care & Elder Care In a recent study, childcare breakdowns were found to be responsible for 6,900 missed days at work at Chase Manhattan Bank alone (Cascio, 2006) Eldercare is estimated to cost U.S. organizations $400 million a year Employers who provide child care can reduce absenteeism and voluntary turnover by 20%! (Cascio, 2006) Johnson & Johnson found that having elder care and other work-life programs increases retention Options range from emergency back-up weekend and summer programs

    10. Distributed Work Teams (Rockmann & Pratt, 2005)

    11. HRM General Practices: Sloan Work-Family Policy Network Employers should: Design work to achieve both high performance and a satisfying work life Promote more women into high-level positions in company

    12. Best Practices (if time) Los Angeles Department of Water & Power (DWP)s Work Family Services Fathering program (includes classes, support groups, and mentors, beeper loans) [Solomon, 1992; http://www.ladwp.com/ladwp/cms/ladwp000444.jsp#P15_388] Weyerhaeuser's Childcare Task Force & use of resource and referral programs (Working Solutions) to provide ongoing feedback [Haupt, 1993; http://www.weyerhaeuser.com/careers/companyculture/worklifebalance.asp]

    13. Best Practices Eli Lily worked with local and state governments to build a strong child-care infrastructure. SAS provides high quality daycare, health care center & wellness program concierge services (e.g., eldercare information), a cafeteria with booster seats, unlimited sick days and 7 hour work days.

    14. Questions?

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