RESEARCH FINDINGS

WORK-LIFE BALANCE

Worklife balance is a concept including proper prioritization between “work“( career and ambition) and “lifestyle”( health, pleasure, leisure, family, and spiritual development or meditation)

Worklife balance ,• Does not mean an equal balance• Will vary over time• There is no perfect, one size fits all

balance you should be striving for.

How will we work if not 8*5

hours a week ?

• Flextime

• Compressed workweek

• Job sharing

• Telecommuting

• Permanent part-time arrangements

• Lack of awareness among employees.

• Inefficient Work-Life Practices(WLP).

• Lack of participation.

• A modern belief MONEY IS

HAPPINESS.

• Lack of motivation.

CHALLENGESBEST PLACES

TO WORK WITH

PRIMARY RESEARCH

METHODOLOGY

• Questionnaire• Timelines : 13th October 2014 – 5th

December 2014• Respondents : 60

• Working Professionals (Corporate, PSUs, School teachers)

SNAPSHOT OF THE SURVEYRespondents Profile

42%

58%

Gender

Male

Female

58%

42%

Marital Status

Married

Single

12.1

46.4

32

9.5

0

10

20

30

40

50

Less than25

25-40 40-55 Above 55

Age Profile

82%

18%

% preferring flexible working hours

Yes

No

Are the professionals satisfied

with the current WLB scenario ?

68%

32%

Yes

No

InsightCorporates have become sensitive to the needs of the

employees and working in the direction of improving the WLB.

Key TakeawaysWhich arrangement interests the professionals the most? (of those who preferred flexible working hours)

Arrangement %

Part-time 10.7

Job-share 3.3

Flexi-time 38.2

Working from home occasionally

30.4

Working from home regularly

16.1

Others 1.2

• More number of females preferred these arrangements over

men.• Majority of them fall in the 25-40

years age group

What does the professionals agree and disagree ?

78.3% strongly agreed that it’s important to achieve a balance between work & personal life.

61.6% strongly agreed to the fact that people have different needs at different stages of their life.

92.6% (59.3% strongly) agreed that WLB enables people to work better

54.9% agreed that WLB is partly employer partly individual responsibility.

30.1% strongly disagreed that WLB is entirely an employer responsibility.

Secondary Research

CasesJob Sharing at Motorola

Health Promotion at IKEA

• Work-life Balances Arrangements Offered– Part-time work

– Dependency leave

– Employee assistance program

– Job sharing

– Health care

– Special shift arrangements

– Study leave

– Emergency holidays

CASE STUDY: Motorola

• Major change in work hours in the year 2000 at the East Kilbride plant

• Today full-time operators work seven 12-hour shifts over a 2 week span– Four days one week 3 days the next week

• When work hours changed job sharing was offered– 2 people share a full time job between them

– Equally splitting number of hours worked

• Mary McDonald was a single parent with two children– Full time was too strenuous

CASE STUDY: Motorola

• Keys elements of job sharing

– Processes have to transparent and understood

– Everyone must be aware of expectations

– Maintain good communication

– Identify any issues

CASE STUDY: Motorola

• How does Motorola’s job sharing fit their business needs?

– Maintain high profile workers

– Retain pool of highly qualified and well trained talent

• What are the advantages and disadvantages of job sharing to job sharers and their managers?

CASE STUDY: Motorola

Advantages Disadvantages

Flexible schedule Holiday temporary worker do not know work

Competitive work environment to obtain benefits

Sometimes managers have to step in

• Swedish home furnishing retailer, 150 stores in more than 20 countries

• 25 stores in the U.S.

• Organizational Culture- Based on Swedish national values of commitment to time with, family and community, combined with concern for a healthy environment.

• IKEA’s Philosophy: “To give down-to-earth, straightforward people the possibility to grow, both as individuals and in their professional roles, so that together we are strongly committed to creating a better everyday life for ourselves and our customers.”

CASE STUDY : IKEA

• Paid days off for all staff for first day of school leave, marriage leave and moving house leave

• Flex-time-Variation in start and finish times, full-time and part-time work as well as special shift arrangements (for example, early shifts only) and non-standard work weeks

• Health Promotion initiatives-

All employees can take advantage of free podiatry(medical foot care) and massage sessions during work time.

Most recent health initiative would be IKEA’s fit to work program.

IKEA will offer a range of fitness and occupational health activities during that week.

Company Initiatives : IKEA

• Increase in employee morale and job satisfaction.

• Positive effect on attendance and staff retention.

• Raises the profile of fitness and health, and lets staff see that there is an investment in them.

• Frequent employee referrals to new recruits.

• Greater sense of loyalty among employees.

Outcomes : IKEA

THANK YOU !