Work-Life Balance for Property Management -myassignmenthelp.com

Question: Discuss about theWork-Life Balance for Property Management. Answer: Work life balance refers to the concept that advocates the proper division of prioritization among the work and the lifestyle of a person (Burg-Brown 2013). The work life of a person refers to the career and the ambitions of a person. The lifestyle of the person on the other hand refers to the health, leisure times, the pleasure-providing activities and the family life of the concerned person. The balance between the work and the life of a person is dependent on the enjoyment and the achievement of a person (Richmond and Rohlfing 2013). The following essay deals with some strategies that may be used to achieve a balance in the work and the life of an individual. The essay looks in to the strategies of implementing flexible workhours, focusing on the strategies that help the employee to spend more time with their families. The essay also focusses on the strategies that aims to look after the well-being and the health issues of the employees working in the concerned organization. The work life balance may be achieved in a number of ways. One of those ways is to get a flexibility in the working hours of the staff. The employer may provide provisions for the employees to avail the staggered hours at the workplace. This allows the employers and the employees to fix arrangements regarding the working conditions that suit both the parties. The work may be balanced by attempting to schedule a fixed number of working hours for each of the work-related activities. This helps to improve the efficiency and the productivity at the concerned workplace. According to Rife and Hall (2015), the employers may promote the positivity in the work-life culture in order to attain the goals of the balance between the work and the life of a certain employee. The employer may set the flexibility of the working hours for the employees. He may also implement telecommunication, which may lead the employees to work while not being present at the office. The larger companies like Telstra and Westpac have attempted to bring about a balance in the work-life culture by allowing flexible working hours for the staff (Patty 2015). According to Larsen (2017), the employees may be provided with the appropriate arrangements so that they could work from their own place of convenience. The employees at a computer manufacturing company based in the U.S., the employees are allowed to work while being absent at office (Fenton, 2017). The advantages of the system of flexible working hours lead to the productivity and the efficiency of both the employer and the employee. The employee has chances of working according to his or her preferred timings and consequences leading to the higher productivity on the part of the employee. The challenges of this may include the issues of trust on both the parts of the employer and the concerned employee. The other employees may complain of the biasness on the part of the employer if the employer seems to allow an employee or a group of employee the liberty to work from their places of convenience. The other strategies that can be used to attain work life balance are the family friendly strategies. The family friendly strategies are those that help the employees of an organization devote time to their families as well. Some of the family friendly strategies of the organizations may include the policies that involve the activities of childcare and eldercare. These strategies may also include the provisions needed for the parental care and the conditions of breastfeeding that the employees may need at some point of their career at the workplace. According to Delina and Raya (2013), the female employees of an organization require to be awarded these facilities more than their male counterparts. They need to balance both their professional and personal lives. They remain active participants on the personal fronts as well as struggle to achieve success in their professional lives. Prolonged work hours may prove to be a challenge in case of the women employee during their pregnancy o r the post-natal period. The employees must be granted paid parental leaves in order to help them to spend more time with their children (Safework.sa.gov.au 2017). The family friendly strategies help the employees to remain motivated towards the organization thereby increasing the productivity if the employee. The efficiency of the employee increases with the allowance of the employer that the employees would be able to share the jobs that they are assigned thereby increasing the interaction within the employees. The strategy also has some challenges that needs to be overcome on the areas of the communication. The employees should be able to communicate with the management regarding their issues that they might be facing in their personal lives. The cost of the employer may be seen to be on the rise in order to provide the employee with these benefits. The company may also resort to the health and well-being strategies in order help the employees to attain a balance in their work-life. These strategies are used to support the mental and physical health of the employees, which in turn help them to increase the proficiency and the productivity of the employees. The concerned company must organize certain events to boost the morale of the employees. The concerned management must arrange wellness programs, sport events in order to engage the employees in activities other than those related to work. The employer should keep an eye on the factors that relate to the personal development of the staff. They should also hold counselling programs for the staff as and when required. According to Fenton (2017), there are companies that hold counselling sessions for those employees who are stressed out while doing their assigned jobs. There are companies that allow their employees to take leave on the grounds of tiredness. The benefits of having these strategies in the workplace helps in increasing the productivity of the employees thereby increasing the happiness factor in both the employer and the employee. The challenges of this strategy include the cost inflation on the part of the employer (Crampton et al 2003). The communication factors of both the employer and the employee pose to be a challenging factor for this strategy. The infrastructure of the company may also pose to be a challenge for well-being and health strategies of the company. In summary of the above discussion, it might be said that these work-life balance strategies are needed to establish a harmonious atmosphere in the workplace. These strategies also provide the employees with the ways to cope up with the various problems that they face due to their involvement at the concerned workplace. These strategies help them to establish a balance between their work and their personal lives. References Burg-Brown, S., 2013. Work-life balance.Journal of Property Management,78(4), pp.48-54. Crampton, S., Douglas, C., Hodge, J. and Mishra, J., 2003. Job sharing: Challenges and opportunities.Seidman Business Review,9(1), p.11. Delina, G. and Raya, R.P., 2013. A study on work-life balance in working women.International Journal of Commerce, Business and Management,2(5). Fenton, S. 2017.Firms say work-life balance boosts productivity. [online] U.S. Available at: https://www.reuters.com/article/us-hongkong-employment/firms-say-work-life-balance-boosts-productivity-idUSHKG13052720070606 [Accessed 13 Nov. 2017]. Larsen, D. 2017.Work-life balance increases employee satisfaction, productivity. [online] daytondailynews. Available at: https://www.daytondailynews.com/business/work-life-balance-increases-employee-satisfaction-productivity/L8Ez7HpuRz6CL8X8tdgfnM/ [Accessed 13 Nov. 2017]. Patty, A. 2017.What ever happened to the working from home revolution?. [online] The Sydney Morning Herald. Available at: https://www.smh.com.au/digital-life/digital-life-news/what-ever-happened-to-the-working-from-home-revolution-20141231-12gb1f.html [Accessed 13 Nov. 2017]. Richmond, G.L. and Rohlfing, C.M., 2013. Work-Life Balance. Rife, A. and Hall, R. 2015. Work-Life Balance.SIOP White Paper Series. Safework.sa.gov.au 2017. [online] Safework.sa.gov.au. Available at: https://www.safework.sa.gov.au/uploaded_files/Parents_Work_Life.pdf [Accessed 13 Nov. 2017].