Work-Life Balance
Published on 16. January 2017
Book
Hardback
256 pages
978-1-4408-4713-4 (ISBN)
Description
This powerful resource investigates how a positive work-life balance can help create engaged, productive employees, how imbalances in work-life balance create serious issues for workers, and identifies different ways to greatly improve one's work-life balance.
Of the 35 countries in the Organisation for Economic Co-operation and Development (OECD), all except the United States provide nationwide paid maternity leave. This is but one example of how the United States has not made adequate provisions to safeguard the work-life balance of its workforce-to the detriment of the overall economic prosperity of the nation. This insightful book shows how problematic an out-of-balance work-to-life ratio is, gives readers the raw data and information to prioritize their values, and describes tools available for selecting a position that matches an individual's talents and is congruent with her desired work-life balance.
Work-Life Balance examines the controversies associated with work-life balance in the modern era and emphasizes how winning the struggle to achieve work-life balance requires buy-in from employees, management, and government. Readers will appreciate how optimizing their work-life balance may incorporate employee assistance programs, flextime, improved time management skills, technology-enabled tools, and community programs. The author explains how choosing an appropriate occupation is the first step toward having a positive work-life balance and avoiding the twin scourges of depression and job dissatisfaction. Comparisons between typical benefits in the United States with those in other countries provide data that can be used to advocate and negotiate for greater flexibility, fairness in gender equality, and better employer-employee relationships.
Of the 35 countries in the Organisation for Economic Co-operation and Development (OECD), all except the United States provide nationwide paid maternity leave. This is but one example of how the United States has not made adequate provisions to safeguard the work-life balance of its workforce-to the detriment of the overall economic prosperity of the nation. This insightful book shows how problematic an out-of-balance work-to-life ratio is, gives readers the raw data and information to prioritize their values, and describes tools available for selecting a position that matches an individual's talents and is congruent with her desired work-life balance.
Work-Life Balance examines the controversies associated with work-life balance in the modern era and emphasizes how winning the struggle to achieve work-life balance requires buy-in from employees, management, and government. Readers will appreciate how optimizing their work-life balance may incorporate employee assistance programs, flextime, improved time management skills, technology-enabled tools, and community programs. The author explains how choosing an appropriate occupation is the first step toward having a positive work-life balance and avoiding the twin scourges of depression and job dissatisfaction. Comparisons between typical benefits in the United States with those in other countries provide data that can be used to advocate and negotiate for greater flexibility, fairness in gender equality, and better employer-employee relationships.
More details
Series
Language
English
Place of publication
United States
Publishing group
Bloomsbury Publishing Plc
Target group
Primary & secondary/elementary & high school
College/higher education
Dimensions
Height: 240 mm
Width: 161 mm
Thickness: 18 mm
Weight
552 gr
ISBN-13
978-1-4408-4713-4 (9781440847134)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
Additional editions
Janice Arenofsky
Work-Life Balance
E-Book
01/2017
1st Edition
Greenwood Press
€75.99
Available for download
Person
Janice Arenofsky, MLS, is a professional writer.
Content
Series Foreword
Acknowledgments
Introduction
Section I: Overview and Background Information
1 Work-Life Balance: Its Meaning, Origins, and Modern Influences
Birth of WLB
Definitions of WLB
The Early History of WLB
Later WLB History: In the New World
The Psychological Theories of WLB
Modern Trends Affecting WLB
The Worldwide WLB Trend
Summary
2 The Causes and Effects of Work-Life Imbalance
Imbalances Caused by Gender Roles
Imbalances Caused by Financial Pressures
Imbalances Caused by Family Values
Imbalances Caused by Work-Family Conflict
Imbalances Caused by Personal Goals
Imbalances Caused by Home Problems
Imbalances Caused by Co-workers
Imbalances Caused by Personal Values
Imbalances Caused by Lack of Resources
Imbalances Caused by Discrimination and Aggression
Physical and Psychological Health Consequences
Summary
3 Self-Help Strategies to Ease Employee Stress
Strategy 1: Change Jobs
Strategy 2: Be Your Own Boss
Strategy 3: Clarify Your Values
Strategy 4: Build Support Networks
Strategy 5: Avoid Rudeness
Strategy 6: Volunteer in the Community
Strategy 7: Practice Mindfulness
Strategy 8: Avoid Transfers and Travel
Strategy 9: Make Smart Use of Technology
Strategy 10: Respect Boundaries
Strategy 11: Maximize Resilience
Strategy 12: Synchronize Goals with Your Partner
Strategy 13: Prioritize Tasks
Strategy 14: Take Control
Strategy 15: Get Spiritual
Strategy 16: Use EAPs
Strategy 17: Use Cognitive Behavioral Therapy (CBT) and Other Positive Tools
Summary
4 Employer Techniques for Minimizing Stress and Maximizing Return on Investment
Technique 1: Offer Flexible Scheduling
Technique 2: Paid Maternity and Family Care Leaves
Technique 3: Career Development
Technique 4: Employee Participatory Decision Making
Technique 5: Employee Assistance Programs (EAPs)
Technique 6: Perks to Engage Workers
Technique 7: Company Culture Can Attract Talent
The Four Components of Return on Investment (ROI)
Summary
5 Past and Present Government Support for WLB
Fair Labor Standards Act of 1938
Equal Pay Act of 1963
1964 Civil Rights Act and Title VII
Age Discrimination in Employment Act, 1967
Pregnancy Discrimination Act, 1978
Family and Medical Leave Act (FMLA), 1993
Labor-Related Legislation from 2009 to 2014
State Laws Regarding Leave
State Laws Regarding Minimum Wage
Proposed Federal Legislation
Executive Orders Issued
WLB Laws Countries around the World
Reasons for Slow Enactment of U.S. WLB Laws
Effects of Legislative Lag on Families
Women in the Labor Force and the Need for Paid Leave
Summary
Section II: Controversies and Issues
6 Do Men and Women Compete on a Level Playing Field?
Women: Flexibility Stigma
Women: Salary Inequity
Women: Occupational Inequity
Women: Discrimination in Promotions
Women: Subtle Stereotyping
Women: Parent, Employee, Partner
Men: Flexibility Stigma
Men: Salary Discrimination
Men: Advancement
Summary
7 Do Demographics Affect WLB?
Age
Marital Status
Economic Class
Ethnicity
Diversity Programs
Sexual Preference
Summary
8 Are Employees and Employers on the Same Page?
Disconnect about Causes of Work Stress
Disconnect in Communication Preferences
Disconnect in Perception of Employee WLB
Disconnect in Engagement or Motivational Strategies
Disconnect on Trust Issue
Disconnect on Culture (Ideal Worker vs. Flextime)
Disconnect on Bonding
Disconnect with HR Department
Disconnect in Values
Summary
9 Do Benefits Close the Salary Gap?
Objections to Breastfeeding and Pumping Breaks
Lack of Financial Literacy
Health Care Programs: Cost Efficiency and Accessibility
Flexibility "Unfairness": The Benefit Not Everyone Gets
Corporate Costs: Do Benefits Hurt the Bottom Line?
Summary
10 Are There Better Solutions for a Better WLB?
Occupation-Specific Structural Models
General Models Altering Work Structure
Company Culture Solutions
Proactive Strategies to Alter Culture
Cooperative Engagement Alters Culture
Governmental Interventions to Alter WLB
Summary
Section III: Resources
Primary Documents
Jonathan Foley: Testimony before Congress on ROWE and Other Work-Life Balance Programs (2010)
President Barack Obama: Memo on Workplace Flexibilities and Work-Life Programs (2014)
OPM Memo: "Enhancing Workplace Flexibilities and Work-Life Programs" (2014)
Steve Shih: "Celebrating a Culture of Work-Life Balance and Wellness" (2015)
Heather Boushey's Testimony in Favor of Washington, DC's Universal Paid Leave Act (2015)
Mayte Figuerosa: "Work-Life Balance Does Not Mean an Equal Balance" (2016)
Timeline
Sources for Further Information
Notes
Glossary
Index
Acknowledgments
Introduction
Section I: Overview and Background Information
1 Work-Life Balance: Its Meaning, Origins, and Modern Influences
Birth of WLB
Definitions of WLB
The Early History of WLB
Later WLB History: In the New World
The Psychological Theories of WLB
Modern Trends Affecting WLB
The Worldwide WLB Trend
Summary
2 The Causes and Effects of Work-Life Imbalance
Imbalances Caused by Gender Roles
Imbalances Caused by Financial Pressures
Imbalances Caused by Family Values
Imbalances Caused by Work-Family Conflict
Imbalances Caused by Personal Goals
Imbalances Caused by Home Problems
Imbalances Caused by Co-workers
Imbalances Caused by Personal Values
Imbalances Caused by Lack of Resources
Imbalances Caused by Discrimination and Aggression
Physical and Psychological Health Consequences
Summary
3 Self-Help Strategies to Ease Employee Stress
Strategy 1: Change Jobs
Strategy 2: Be Your Own Boss
Strategy 3: Clarify Your Values
Strategy 4: Build Support Networks
Strategy 5: Avoid Rudeness
Strategy 6: Volunteer in the Community
Strategy 7: Practice Mindfulness
Strategy 8: Avoid Transfers and Travel
Strategy 9: Make Smart Use of Technology
Strategy 10: Respect Boundaries
Strategy 11: Maximize Resilience
Strategy 12: Synchronize Goals with Your Partner
Strategy 13: Prioritize Tasks
Strategy 14: Take Control
Strategy 15: Get Spiritual
Strategy 16: Use EAPs
Strategy 17: Use Cognitive Behavioral Therapy (CBT) and Other Positive Tools
Summary
4 Employer Techniques for Minimizing Stress and Maximizing Return on Investment
Technique 1: Offer Flexible Scheduling
Technique 2: Paid Maternity and Family Care Leaves
Technique 3: Career Development
Technique 4: Employee Participatory Decision Making
Technique 5: Employee Assistance Programs (EAPs)
Technique 6: Perks to Engage Workers
Technique 7: Company Culture Can Attract Talent
The Four Components of Return on Investment (ROI)
Summary
5 Past and Present Government Support for WLB
Fair Labor Standards Act of 1938
Equal Pay Act of 1963
1964 Civil Rights Act and Title VII
Age Discrimination in Employment Act, 1967
Pregnancy Discrimination Act, 1978
Family and Medical Leave Act (FMLA), 1993
Labor-Related Legislation from 2009 to 2014
State Laws Regarding Leave
State Laws Regarding Minimum Wage
Proposed Federal Legislation
Executive Orders Issued
WLB Laws Countries around the World
Reasons for Slow Enactment of U.S. WLB Laws
Effects of Legislative Lag on Families
Women in the Labor Force and the Need for Paid Leave
Summary
Section II: Controversies and Issues
6 Do Men and Women Compete on a Level Playing Field?
Women: Flexibility Stigma
Women: Salary Inequity
Women: Occupational Inequity
Women: Discrimination in Promotions
Women: Subtle Stereotyping
Women: Parent, Employee, Partner
Men: Flexibility Stigma
Men: Salary Discrimination
Men: Advancement
Summary
7 Do Demographics Affect WLB?
Age
Marital Status
Economic Class
Ethnicity
Diversity Programs
Sexual Preference
Summary
8 Are Employees and Employers on the Same Page?
Disconnect about Causes of Work Stress
Disconnect in Communication Preferences
Disconnect in Perception of Employee WLB
Disconnect in Engagement or Motivational Strategies
Disconnect on Trust Issue
Disconnect on Culture (Ideal Worker vs. Flextime)
Disconnect on Bonding
Disconnect with HR Department
Disconnect in Values
Summary
9 Do Benefits Close the Salary Gap?
Objections to Breastfeeding and Pumping Breaks
Lack of Financial Literacy
Health Care Programs: Cost Efficiency and Accessibility
Flexibility "Unfairness": The Benefit Not Everyone Gets
Corporate Costs: Do Benefits Hurt the Bottom Line?
Summary
10 Are There Better Solutions for a Better WLB?
Occupation-Specific Structural Models
General Models Altering Work Structure
Company Culture Solutions
Proactive Strategies to Alter Culture
Cooperative Engagement Alters Culture
Governmental Interventions to Alter WLB
Summary
Section III: Resources
Primary Documents
Jonathan Foley: Testimony before Congress on ROWE and Other Work-Life Balance Programs (2010)
President Barack Obama: Memo on Workplace Flexibilities and Work-Life Programs (2014)
OPM Memo: "Enhancing Workplace Flexibilities and Work-Life Programs" (2014)
Steve Shih: "Celebrating a Culture of Work-Life Balance and Wellness" (2015)
Heather Boushey's Testimony in Favor of Washington, DC's Universal Paid Leave Act (2015)
Mayte Figuerosa: "Work-Life Balance Does Not Mean an Equal Balance" (2016)
Timeline
Sources for Further Information
Notes
Glossary
Index