Profit maximising of Business
Never before in business has time been more of an issue for organisational culture. The issue of time becomes important as an approach to maximising performance for employees and teamwork. There are many factors found within organisations that predict the success of work life balance as approach leaders can take to encourage high performance of employees. Correlations between leadership style, methods of motivation, incentive play a part in work life feasibility when it comes to employee job satisfaction and retention.
Effective leadership leads to building long lasting teams but also maintains order of time management. Today’s managers must also be aware of change in the workplace as factor that aides work life balance but can also hinder its effectiveness. I would like to thank my project supervisor for his or her thoughtful advice and encouragement throughout my studies and during the conceptualization and execution of this project. A word of appreciation is due NAME HERE for all his or her months of dedicated service and contribution to this dissertation work.
I would also like to thank my personal tutor NAME HERE who supervised me during the whole year. I wish to acknowledge the enduring support of my family and friends, their encouragement, which in turn was a key component of my resolve to complete this project. When dealing with organisational cultures, it is important to focus upon separate components as a means of understanding the complete picture of healthy performance. When examining the concept of work life balance as an approach for the profit maximising of business practices, one must see how one aspect of organisational culture influences another.
In essence, the very culture is delicate and its success financially depends upon many elements being in place. When doing this research it was found that there are correlations between the effectiveness of work life balance as a benefit or value of the culture and its acceptance by leaders as an approach to maintaining performance levels of employees and each employee’s happiness. This therefore impacts employee retention and leadership strategies for communicating with his or her team of employees.
This in turn creates an atmosphere where performance can be maximised and creativity can be value added as an important skill. When examining the work life balance one can see that not only do leadership and communication come into play as key factors of allowing the work life balance to exist and thrive but so do factors of employee motivation, retention and recognition. Research suggests a complex relationship between these factors amounted to success for both the organisation and its employees (Schein 1992; Body 2002; Proctor 1999; Dixon 1992).
The paragraphs below explore these factors and relationships in search of answers to the research question. Problem Significance: Timely: With measurement of performance on the cutting edge of determining an organisation’s success, it is also important to study the ‘softer’ side of management issues like culture and leadership as a means to understand trends in performance. By understanding the building blocks of the organisation found in culture and leadership, one can see the bigger picture of the organisation’s health.
Why is this work life balance important? The concept of work life balance is important for many reasons. First from the employee point of view, it is extremely important to maintain this balance not only as a part of time management but also overall health for all people in that employee’s circle. Once this balance is achieved, it can be seen how performance can be optimised. Also this balance influences society, consumer purchasing; it has far reaching elements within every day culture.
From the organisation’s point of view, it is important to study because then management will have the tools to build not only teams that perform at higher rates but also the ability to promote these practices within the corporate culture. I chose this issue because I believe that time is a major issue in the modern employee’s life. Even though we have massive amounts of technology at our disposal to utilize and make organisations efficient, employees still face this time obstacle every workday (Rogers1995).
If anything, technology brings the aspect of performance more into the spotlight as a work element in need of analysis. I chose this issue because I wanted to find out what influences the acceptance of work life balance within the organisational structure, if there is any but also how this affects employees and manager’s team-building strategies. As it seems that despite the advent of technology, we as a modern culture have less time; I wanted to understand how this affects employee production and harmony within the team structure. Methods
As part of any scientific approach, it is important to focus on the correct segmentation of the population needed to prove the hypothesis. For this purpose of this paper and because time for accurate data collection was extremely short, case studies of both British and American organisations were focused upon in order to understand work life balance within the organisational culture. More focus on British sources was needed; as that is the frame of reference I needed to keep. American corporations came into the mix as it was found that work life balance does not have boundaries as an issue in the workplace.
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