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Work Life Balance

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by

Amr Fahmy

on 12 May 2015

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Transcript of Work Life Balance

On-the-Job Training
Surveys of employees’ work/life issues.
Set priorities for all work.
Train line managers to recognize signs of overwork.
Seminars on work/life balance.

Outline
Questions
So what's next ?!
Worst
Enemy

Conflict ?
Questions:
Do you work late hours at office every day & take your work at home as well?

Do you often take a lunch break which does not even last for 10 minutes?

Do you miss out on quality time with your family and friends because of pressure of work?

Do you think work is having a negative effect on your personal life?

Do you feel tired or depressed because of too much pressure at work?

Would you quit your job because of that?

Work Vs. Life
Thank You !!
Social
SOCIAL
SEO
Work to Live NOT
Live to Work
TNT : Minimizing the need of overtime
Fighting or Blending ?!
Work Life Balance
Amr Fahmy
Ali Samir
Aya Abdelwakeel
Reham Hamdy

But is it really that simple ?!
What is WLB ?!
Causes & Trends
What about a case study ?
Balance vs. Integration
Globalization + International Business + Technological Advances + long working hours = No Work Life Balance

To sum it up
HR Solutions for such a critical issue !!
A broad concept including
proper prioritizing
between
“work”
(career and ambition) on one hand and
“life”
(Health, pleasure, leisure, family and spiritual development) on the other.
The boundaries are blurred. 
We are now living in a 24/7, always connected business environment.

The demands of the workplace are greater due to intensive competition

Causes & Trends
Technological Innovation and social media

Your company doesn’t stop running when you leave the office or when you go on vacation.

Employees are willing to give up their personal time to do work and many have no choice. 


Causes & Trends
Also Known as “Telecommuting”.
The remote work sector has grown Millions of workers are now 100% remote ( working from home).

Made possible because of technology like Skype, social networking and Google Docs.


Can we ignore it ?!
So ?!
Impacts of initiatives
Employees
Employers
Ability to manage work and individual commitments
Improved personal and family relationships
Flexible working arrangements
Reduced work overload and stress
Increased focus, motivation and job satisfaction knowing that family and work commitments are being met
Increased job security from the knowledge that an organization understands and supports workers with family responsibilities
Increased ability to remain employed.
Increased ability to remain competitive in career advancement
Improved health and well being of staff

Reduced absenteeism and lateness
Improved employee morale and commitment
Reduced stress and improved productivity
A more flexible workforce
Increased ability to attract and recruit staff
Potential for improved occupational health and safety
Fulfillment of equal opportunity objectives
Good corporate citizenship and an enhanced corporate image

Video.
Questions.
What’s WLB?
Impact of WLB on Individuals & Organization.
Americans Vs Germans.
Case Study.
Solutions.
Outline
Why Germans Have Longer Vacation Times and More Productivity?Americans VS Germans
According to The American Express Magazine:
Germans on average work around 1,436 hours per year, versus the 1,804 hours Americans work. With those numbers it would be easy to conclude that Americans do more and would be more productive in the workforce but they don’t.

Less Social, More Work. Americans view time as a currency in the workplace, as opposed to output. Meanwhile, Germans view results as the biggest indicator of results.

American work atmospheres are considered more relaxed and more social, while German workplaces put emphasis on quality, individual work time, and then leaving promptly after work.

Less Meetings. It's no shock that Americans have too many meetings. They view time. Germans have learned that meetings and productivity don't mix.

Vacations. Americans view vacation as a bonus, Germans view vacation as a necessary aspect of life.

Job Security. Germans don't have as many things to worry about paying for each month, which allows them to focus more on things like productive work instead of monthly expenses.

HR Solutions
On-the-Job Training
Surveys of employees’ work/life issues.
Set priorities for all work.
Train line managers to recognize signs of overwork.
Seminars on work/life balance.

HR Solutions
Make Work More Flexible
Flextime
Job sharing
Sponsoring employees’ family-oriented activities.

HR Solutions


Allow for Time Off from Work
A formal leave policy.
Paid childbirth or adoption leave.
Allow employees to take leave for community service.


On-the-Job Training
Surveys of employees’ work/life issues.
Set priorities for all work.
Train line managers to recognize signs of overwork.
Seminars on work/life balance.

Case Study
Motivation :

TNT Hong Kong committed itself to minimising the need for overtime by increasing efficiency and producing incentive schemes for its staff. It wasn’t cheap to implement but the payoff is that when bidding for contracts, clients value the SA8000 standard.

Case Study
Action :

• Maintaining SA8000 certification.
• Computer hardware and software to implement programme to minimise overtime, implement roster and monitor staff.
• Effective allocation of resources.
• Incentive scheme for employees to achieve maximum efficiency and compensate for loss of overtime pay.

Case Study
Impact :

• Clients value SA8000 when TNT Hong Kong bids for business.
• Better work-life balance for employees and more time for training and outside activities.
• Employees take it as enhanced benefit and feel that management is taking better care of them.
• Sick leave and absenteeism reduced by half as a result of this initiative.
Full transcript