Comparative Analysis of Two Teachers Essay Example | Topics and Well Written Essays - 250 words

Similar Analysis of Two Teachers - Essay Example In the first place, this instructor, whose class should begin after our lunch period, consistently began her class not on schedule, however 30 minutes ahead of schedule. Implying that as opposed to having an hour to rest between classes, when that I had this specific science class, my schoolmates and I wound up wolfing down our snacks and rushing to class, here and there while as yet biting, all together not to miss the beginning of the meeting. I abhorred the days when I had this class explicitly thus. It was terrible enough that everything she did was have us draw charts and scribble down notes as she composed it on the load up, however she customarily neglected to precisely clarify the science exercise also. To exacerbate the situation, this educator cautioned us that in the event that we bombed 2 short tests and her single long test, we could overlook the quarterly tests, bomb the standard tests and we got a programmed flop in her class.â This was as a glaring difference to my instructor in English whom we as a whole worshiped due to her empathy for her understudies. She realized that our class could be exhausting a direct result of all the content that we needed to peruse and see so she created approaches to keep us intrigued by her group. She utilized pretending exercises, understudy oral introductions, and film viewings for her potential benefit. There was not an understudy who didn't cherish her since she regarded her understudies as equivalents as opposed to subordinate understudies. She permitted us to have an assessment and she generally energized open conversation of the class theme. She never said an understudy had an off-base answer.

Bris Milah (Circumcision) Essay Example For Students

Bris Milah (Circumcision) Essay The Covenant of CircumcisionAnd G-d said unto Avroham: And with respect to you, you will keep Mycovenant, you, and your seed after you all through their ages. This is My contract, which you will keep, among Me and you andyour seed after you: each male among you will be circumcised. Andyou will be circumcised in the tissue of your prepuce; and it will be atoken of a pledge among Me and you. What's more, he that is eight days oldshall be circumcised among you, each male all through yourgenerations, he that is conceived in the house, or purchased with cash of anyforeigner, that isn't of your seedand My contract will be in yourflesh for an everlasting pledge. What's more, the uncircumcised male who isnot circumcised in the tissue of his prepuce, that spirit will be cut offfrom his kin; he has broken My agreement. Beginning 17:9-14Within the Jewish people group, the subject of bris milah, ritualcircumcision, has never been increasingly disputable. Numerous liberal Jews are nowrethinking its capacity in Jewish life, some in any event, deciding not to perform it ontheir children. They contend that circumcision is no longer of significant worth now that thespread of disease can be ended by acceptable cleanliness and current medication. Some dread that the evacuation of the solid piece of an organ is a purelyarbitrary demonstration which may cause changeless mental and physicaldamage. The facts confirm that circumcision alone is neither medicinally essential noremotionally advantageous. All things considered, the bris milah is a fundamental ceremonyintended to officially usher the Jewish male into an agreement with G-d. Despite the fact that the expulsion of the prepuce has been rehearsed by Jews sinceAvroham, the genuine function as it is today built up some time around themiddle-ages. In this ma nner, networks in North Africa, Europe, and the Middle-Eastall advanced one of a kind traditions for inviting new infant young men. There are stillcertain components that are normal everything being equal. The accompanying descriptionof a German bris is regular of the milah custom and needs a significant number of the detailsthat would recognize it from functions beginning in different areas. The mohel, custom circumcisor, brings in the kvater (from German forfather, or G-dfather), the man who conveys the child into the haven. The mother, who won't observer the function, hands her eight-day-old soninto the consideration of his grandmas who disregard him to the kvater. Thekvater conveys the child into the following room and lays him into a lovely chairwhich the mohel will announce as the Throne of Elijah before presenting a fewbiblical refrains. The kvterin, G-dmother, lifts the infant from the Throne ofElijah and spots him into the lap of the Sandak, the man (as a rule the father,grandfather, dear companion, or very much regarded Torah researcher) in whose lap theceremony will happen. The mohel requests that the dads authorization act asproxy for the mitzvah, instruction, of circumcision. The fatherrelinquishes his entitlement to play out the circumcision and delegates the mohel,who is increasingly acquainted with the strict law just as the clinical andhygienic necessitie s of circumcision, to do the mitzvah. The mohelrecites the beatitude, Blessed are You haShem our G-d, Master of theuniverse who purifies us with the mitzvot and orders us to performcircumcision, before expelling the babys prepuce. When the genuine cuttinghas been finished, the dad additionally makes a beatitude: Blessed are YouhaShem our G-d, Master of the universe who has purified us with Hiscommandments and has told us to present to him the child into thecovenant of Avroham, our Father. Everybody in the crowd then declares,Just as he has been brought into the contract, so too he ought to enter Torahstudy, the wedding covering, and the carrying out of beneficial things (Klein 426). It isduring this function the young men name is freely reported for the firsttime (Robinson132). Bris Milah actually implies contract circumcision. Ashkenazic,Northern-and Eastern-European Jewish, people group allude to the entireceremony as a Bris which implies basically the contract. Rabbi MosheSchapiro accentuates that the circumcision must be combined with theintention to fashion a blood agreement between G-d and the Jewish individuals. Thatbris milah is as often as possible interpreted just as circumcision is unfortunatebecause it persuades that the expulsion of the prepuce is themost significant component of the mitzvah. This is in struggle with Jewishthinking. In reality, somebody who is circumcised without the expectation of fulfillingthis explicit edict must experience an ensuing, generally painless,procedure in which a drop of blood is drawn from the conceptive organ inthe name of the bris. This methodology is most generally performed on maleconverts to Judaism who experienced clinical circumcisions as kids. The precept is regularly observed as brutal in the present day. AsRabbi Shraga Simmons calls attention to, there is no legitimate contention for cuttinga bit of substance off a vulnerable infant. Three years back Israeli courts heldhearings to examine the well known case number 5780/98 which would outlawcircumcision as a type of genital mutilation. To be sure, to expel a healthypart of an organ is silly in a mainstream setting, but then it has beenpracticed on Jewish guys for almost 4,000 years. The extraordinary inquiry is the reason. One should initially understand that Judaism is certainly not a commonsense manual for livingbut a religious manual for otherworldliness. Numerous individuals have asserted over theyears that circumcision was polished by the Jews for clean reasonshowever, this clarification is unfamiliar to Jewish reasoning and is missing from theearliest discourses and oral laws of torah. The Jews were never regardedas more advantageous than their non-Jewish, uncircum cised neighbors. They did notperform milah on their children since they wanted to forestall disease, butbecause they felt that it was a strict commitment. The Jews don't conformto strict commitments since they trust it is truly beneficial to do so(if there are any health advantages, these are viewed as auxiliary) butbecause they trust it is profoundly beneficial to do as such. To ignore the Laws ofhaShem, G-d, is viewed as profound mutilation. As per Jewish mystery, or kabbalah, the prepuce represents abarrier which forestalls development (Simmons). Deuteronomy 10:16 calls uponus to evacuate the prepuce of our souls. Orlah, the Hebrew termtranslated as prepuce truly implies obstruction. The prepuce is viewed as abarrier to the profound development of the uncircumcised person. In anotherkabbalistic model, we are instructed that when Avram circumcised himself, atage 99, G-d changed his name to Avroham. He added just one letter to hisname: heh. The letter heh is discovered twice in one of the most sacred ofhaShems names meaning that through the bris milah a measurement ofspirituality is brought to the physical body. Thus, why on the eighth day?The answer is twofold. Schapiro accepts that the number eight has aspecial powerful noteworthiness. He noticed that the number six implies tothe physical world: there are six headings (north, south, east, west, up anddown); there are six days to the work week, and as per the Chumashthere were six days of creation. The number seven, he adds brings a senseof otherworldliness to this physical world: the seventh day of the week, Shabbos, isa Jewish blessed day, and numerous Jewish celebrations, including Sukkos keep going for sevendays. The number eight in any case, rises above the physical through and through. Forexample, the celebration of Chanukah, which remembers an extraordinary miraclelasts eight days. Human Rights EssayThe commitment of the Jewish individuals to the ceremony of milah even duringtimes of trouble is a declaration to its significance in Jewish life. When milahwas banned by the Greeks during the period of the Maccabean leadership,many Jewish moms took a chance with their lives to circumcise their children. Indeed, even in themodern period Jews have experienced courageous represents the safeguarding of themitzvah. Holocaust survivor Aviel Binyomin Colquette remembers thefollowing story:They were gathering together the small kids and moms and they putus onto a train vehicle. There was one womanshe didn't cover herhairwho looked especially troubled. She solicited all from thepassengers in our vehicle for a blade. However, we were all ladies and youngsters. No blades. She at that point began to search for any sharp item. Shewanted a shard of glass, or a sharp rockanything you may cut with. Different travelers attempted to discourage her. They chided her for herweakness an d beseeched her not to murder herself. At long last a trooper camethrough and she saw the blueprint of a blade in his pocket. Shedemanded he hand it over to her. In stun he went along. At that point, to ourastonishment, she pulled from her sack a little newborn child kid. She saidthe favors and played out the milah on him. She gave her childover to the official and addressed G-d, You gave me a sound kid andnow I return him to You in virtue and dutifulness to Torah.Similarly, numerous Jews in the Former Soviet Union (FSU) were notcircumcised because of mainstream laws and a general absence of enthusiasm for religiouspractice. Be that as it may, the longing for bris milah was never totally eradicatedand when Western Jews were at long last permitted to enter the FSU they weregreeted by enormous quantities of grown-up guys who wished to experience bris milah. Mohel Alexander Fink reviewed his amazement at the huge number of Jews whocame to see him at his appearance in the Ukraine:I was certain theyd all come to see the rabbi. Theyd heard his tapesbefore we came and had appeared to be truly dazzled. There were somany of them. From age eleven to eighty. At any rate a hundred men. What's more, they were there to see me! I couldnt accept theyd be so excitedabout milah. More keen on accepting milah than in observing therabbi. They needed to be circumcised more than they needed to belearned. The possibility of a contract is a somewhat troublesome idea for the outcast tocomprehend. The connection between the Jews and haShem, their G-d, isunderstood as a clear agreement, I will be your G-d, and you will beMy individuals. The Jews

DOFMH

DOFMH A note about the title: when I was little, my mother (who is a 5th grade teacher) used to encourage me to occasionally take a DOFMH day off for mental health from school. (To be honest, Mom likes to play hooky more than I ever did. But when your mother is begging you to call in sick to school so both of you can go shopping who are you to refuse?) Today was my DOFMH from the lab Ive only taken three days off this summer, two of which were Memorial Day and July 4, and Ive gone in almost every weekend. I deserved it. The first step in my day of laziness was sleeping in until 11 AM; I then rode my bike to the Student Center and ate a pizza Lunchable (I swear, I really am 21), then took the T to Copley Square. I got my hair cut and colored at the Daryl Christopher Salon, a day spa and salon on Newbury Street. The priciness of Newbury Street establishments roughly increases as one moves west to east, and the Daryl Christopher Salon is definitely at the east end of Newbury Street. (Im so ritzy. At least every once in a while.) My hair is now an alluring, yet quasi-natural-looking, shade of ginger. I actually got into a lengthy discussion with the colorist about dorm rush and MITs admissions policies. Im kind of a monomaniac. After my hair was colored and fashionably blow-dried (I never have time to blowdry my hair normally. In fact, I dont even own a blow dryer. I always get pitying looks from hair stylists when I admit this fact.), I wandered around Newbury Street. I saw some really cute throw pillows that a) would look perfect on Adams and my couch, b) were far too expensive ($48? for a throw pillow?), and c) Adam would hate. I headed back to campus and ran into Jen 08, the cheerleading squads treasurer. She reminded me that I needed to come pick up my cute new cheerleading t-shirt, so I went with her and got it. I also played with her adorable kitten, Green I want a kitten and Adam (and the Housing Office) wont let me have one. Grr. After I got back to Macgregor, I discovered that Amazon had finally shipped the new book I had ordered, Monkeyluv by Robert Sapolsky. (I pre-order science books on Amazon. I am one cool kid.) I resisted cracking it open immediately, because Id just bought ingredients for snickerdoodles at LaVerdes, and they needed to get baked I find that parents have a much easier time leaving their children in MIT dorms when they discover that there are friendly, cookie-baking upperclassmen in residence. Its fun to take days off work! Questions answered: 1. Lorelai asked, my scores are good for foreign students and i wonder when i can apply. right after i get my scores? i have 2 more years in highschool:) and cant find anyone to answer this question. Generally, kids in the US apply to colleges during their final (senior) year in high school, so you probably want to wait one more year before applying to MIT. Sound good? :) 2. [Your burning question here.]

Informative Speech Organ Donation and Transplant Essay

I. INTRODUCTION Every two hours someone dies waiting for an organ transplant. 18 people will die each day waiting for an organ. One organ donor can save up to 8 lives. . THE NEED IS REAL In Jan 2006 I began to lose my eyesight. A year later I became a candidate for cornea tissue transplant. I am a cornea tissue transplant recipient. As a result I felt is necessary to inform you about the history and facts on organ donation and transplantation. C. Audience Adaptation – Organ transplantation represents a unique partnership of thousands of people throughout the country working together to save lives. D. Thesis - Organ donation and Transplants are the most remarkable success stories in the history of medicine. They give hope to†¦show more content†¦For organ donation after death, a medical assessment will be done to determine what organs can be donated. You might have wondered about donating an organ -- either to a friend or relative who needs an organ right now, or by filling out an organ donor card. Before you decide to become an organ donor, here is some important information you need to consider. There are some organs you can give up all or part of without having long-term health issues. You can donate a whole kidney, or part of the pancreas, intestine, liver, or lung. Your body will compensate for the missing organ or organ part. If it is determined that donating an organ would put your health at risk in the short term or long term, then you would not be able to donate. There is no cost to donors or their families for organ or tissue donation. Its illegal to pay some one for an organ. Signing a donor card will not have an impact on the quality of medical care you get at a hospital. In fact, the when you are in a life-threatening situation, the medical team that is treating you is separate from the transplant team. A maximum effort to save your life will be made before an organ donation is considered. Organ donation begins with a person who recognizes an opportunity to help others, enrolls in a state donor registry, and shares the decision to be a donor with family members and friends. The culmination ofShow MoreRelatedInformation Processing Theory2744 Words   |  11 PagesEntertaining Speech An entertaining speech is one whose sole purpose is to have the audience enjoy the presentation. The purpose of an entertaining speech is not to educate, inform or inspire †¦ it is to make the audience smile, relax, enjoy and maybe even laugh their heads off. How do you make a speech entertaining? There are many ways to entertain an audience. You can: * tell jokes * tell funny stories * dramatize an anecdote * tell a scary story When it comes right down toRead MoreBlood Donation Essay935 Words   |  4 PagesInformative Speech Your Name: Tyra Manning-Grate Organization: Topical pattern. Topic: Blood Donation Rhetorical Purpose: To inform my audience on what to expect with blood donation. Redemptive Purpose: To inform my audience how the process of blood donation is simple but life changing for someone else. Exodus 24:8 Moses then took the blood, sprinkled it on the people and said, â€Å"This is the blood of the covenant that the LORD has made with you in accordance with allRead MoreHsm 542 Week 12 Discussion Essay45410 Words   |  182 Pagesthat the staff have an professional development with working lunch. The working lunch would cut back on staff member not able because of child care or schooling. The working lunch would all me as the owner to bring in outside presentors to give informative data and the lastes technology or ethic laws to help the staff and protect the patient for the best health care at my local for success. The working lunch for workshops or training will be schedule  monthly and suggestion of what food choiceRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesdata in a useful and informative manner. 4 Chapter 1 ââ€"   The Role of Statistics and the Data Analysis Process 4. Analyze the available data. 5. Draw conclusions, make decisions, and assess the risk of an incorrect decision. People informally use these steps to make everyday decisions. Should you go out for a sport that involves the risk of injury? Will your college club do better by trying to raise funds with a beneï ¬ t concert or with a direct appeal for donations? If you choose a particular

What Is Schizoid Personality Disorder - 749 Words

Schizoid Personality Disorder Hunter Boumans Central Louisiana Technical Community College †¢ DEFINITION- Aka SPD, is a â€Å"Cluster A† disorder characterized by a lack of interest in relationships, a tendency towards a solitary or sheltered lifestyle, emotional coldness, and apathy. These people may seem distant, detached, and indifferent in their interactions. Schizoid personality disorder is NOT the same as schizophrenia despite their names being similar, however some of the behavioral symptoms may be alike. †¢ POSSIBLE CAUSE/RISK FACTORS- The specific cause of SPD is unknown, however genetic and environmental factors during childhood may cause a development of this disorder. Risk Factors- Blood relative who has schizoid personality disorder, schizotypal personality disorder or schizophrenia. Growing up in a non-nurturing household or in a situation without parents (such as orphanage). †¢ SIGNS/SYMPTOMS- Prefer to be alone majority of the time. Take pleasure in only a few activities No social relationships Indifferent to praise or criticism Express little to no emotion They do not care about appearance Prefer to work alone They do not enjoy social activities †¢ TREATMENT- ïÆ'Ëœ Therapy- people with this SPD don’t usually seek medical attention because they don’t feel they need relief, and they don’t like interacting with doctors in a social setting. When medical attention is sought, group or individual talk therapy is used to increase coping skills,Show MoreRelatedSchizoid Personality Disorder Essays1115 Words   |  5 Pagesstopped and thought maybe its something deeper? Maybe these kids have a mental disorder that causes them to be that way. Maybe, just maybe, its not even their own choice but its forced upon them by abusive and neglectful parents that obliterate their children’s trust so far that they cant even function in society as a regular human being. This mental disorder is called Schizoid personality disorder. Schizoid personality disorder is a mental block that causes kids, and adults, to be completely shut- inRead MoreThe Personality Disorder Case Study891 Words   |  4 PagesPersonality Disorder Case Study Male client in his late forties for initial counseling session. He claims that he is only seeking counseling to appease his ageing mother (Laureate Education, 2012). He states his mother is 86 years old and is pushing him to find a girlfriend (Laureate Education, 2012). He states that he is not willing to change his ways to accommodate a relationship (Laureate Education, 2012). Client insists that he does not want a relationship, that he has never wanted one (LaureateRead MoreEssay about Psy/270 Appendix H901 Words   |  4 Pages By: Ronald Berry 1. Case Study 1 DSM – IV: Schizoid Personality Disorder A. Causes: When it comes to this disorder the exact cause is unknown, even though a combination of environmental and genetic factors especially in early childhood have been link to be the contributing cause of development of all disorders. Many people with this disorder may have had parents who were unresponsive to their emotional needs. Some may have been thin – skinnedRead MorePersonality Disorders: What you should know. A way to think about a personality disorder is to1200 Words   |  5 PagesPersonality Disorders: What you should know. A way to think about a personality disorder is to think about someone who is complex because personality disorders are not a simple health concern. There is so much involved with these disorders. A person’s life can revolve around a personality disorder due to the fact that it is a mental issue. (Mayo Clinic, 2014). There is a stigma around the idea of mental disorder. People assume that a person with any type of mental disorder is dangerous or harmfulRead MoreBook Review : Emily A 41 Year Old Caucasian Female Essay1710 Words   |  7 Pagessessions for what appears to be depression, she attending Debtors Anonymous and AL anon. It’s not clear as to the specifics of attending Debtors Anonymous but Its clear why she may be attending alcohol anonymous. To Rule Out 296.51 Bipolar Disorder †¢ Emily displays symptom of depression and concentrating on one thing at a time. (Bennett 2011 p. 238) This was evident when she was moving from topic to topic in her discussion with her therapist. There seemed to be a history of Bipolar Disorder in Emily’sRead MorePersonality Theories Of Personality Disorders1497 Words   |  6 Pagesdifferent theories of personality which scientists have developed in order to help explain how people think, feel, and behave. The trait theory of personality is one that attempts to explain personality by identifying patterns of behavior that include relatively stable characteristics which in turn causes individuals to consistently behave in particular ways (Funder, 2015). While personality may change due to different situations or states, the trait theory proposes that overall personality characteristicsRead MoreCoun 646 Research Paper4382 Words   |  18 PagesEffects of Vulnerability Factors on Paranoid Personality Disorder Felicia Flemming-Brown COUN 646: Psychopathology and Counseling Liberty University Abstract Paranoid Personality Disorder (PPD) is one of the most commonly diagnosed personality disorders with debilitating implications for individuals diagnosed; yet there is limited research regarding the etiology and genetic and environmental vulnerability factors available. The paper will provide a brief synopsis of PPD as well as evaluatingRead MoreAvoiding The Possessive Shadow Of Society1851 Words   |  8 Pagesand choose the information they needed to support their claims. Craig Medred, a writer for the Anchorage Daily News, uses the argument that because Chris wrote about his adventures in the third-person and gave himself a new name he had another personality, and therefore was mentally ill, Craig writes in an article titled McCandless story isn t really told in the book or the film, â€Å"Note the third-person reference to himself there. It’s a textbook signal for schizophrenia.† Craig Medred failsRead MoreEssay about Psychological Disorders1399 Words   |  6 PagesPsychological Disorders’ Presentation â€Å"Psychological disorders are behaviors or mental processes that are connected with various kinds of distress or impaired functioning (Nevid amp; Rathus, 2005).† Many people battle different kinds of disorders ranging from anxiety, dissociative, somatoform, moodiness, schizophrenia, personality, and many other disorders (Nevid amp; Rathus, 2005). Some are so mild that people do not recognize when they have it, and some are so severe that they become aRead MorePsychological Disorders Analyzed in Watchmen2297 Words   |  10 PagesName Date Course Professor/Instructor Psychological Disorders analyzed in Watchmen Through out the graphic novel Watchmen written by Alan Moore, Moore tells the story of a particular superhero group referred to as Watchmen whom for the most part possess relatively human characteristics. In a reversed manner, Moore uses these characters to symbolize the different kinds of human beings in the world rather than the typical super beings so often created in traditional comic books (Disinformation).

Unbranded to Branded Free Essays

Eyewear market in India remains buoyant despite recession Despite the economic crisis, the eyewear market in India as a whole displayed healthy growth in volume sales in 2009, while growth in its value sales slowed marginally relative to 2008. The demand for premium lenses, frames and sunglasses slowed more than that of the low-price and economy segments, so there was an overall slow-down of growth in value sales at the end of review period. Spectacles still preferred over contact lenses While marketers of contact lenses made an aggressive push into the Indian consumer market, especially the young adult segment, the mass market continued to favour spectacles over contact lenses. We will write a custom essay sample on Unbranded to Branded or any similar topic only for you Order Now The two factors that have kept the level and growth rate of sales of contact lenses below those of spectacles are concerns about their use and their price. The prescription market remains biased in favour of spectacles and opticians rarely prescribe contact lenses unless the patient specifically requests them. Direct imports keep market completely fragmented Retail shelves across the country are full of imported spectacle frames and sunglasses. These low-priced imports played an important role in sustaining demand, especially for sunglasses, whose sales enjoyed the highest growth of any subsector in 2009, as they had in 2008. These imports have also kept the spectacles market entirely fragmented, with only eight companies holding even a 1% share of retail sales in Indian eyewear market. Chained specialists enjoy significant growth The review period saw the growth of several chained specialist retailers, such as Titan Eye+, GKB Opticals and Vision Care. Titan Eye+ has been a game changer in that it has modernised the retail sector and forced others to follow suit. In order to remain competitive, opticians feel compelled to increase their ranges of frames, offer eye-testing services and carry contact lenses as well. Reliance’s Vision Express is another large player that is likely to influence marketing and distribution in the years to come. Chained specialists are also able to negotiate better deals with suppliers, undertake promotions, offer better prices to customers, and provide greater visibility for new products and launches. Demand for spectacles expected to continue driving retail sales of eyewear The prescription market is expected to continue to drive demand in the forecast period, as literacy rates increase, more children become prospective wearers of spectacles, and economic growth sustains the increase in purchasing power. How to cite Unbranded to Branded, Essay examples

Work

Introduction The society has undergone a significant transformation during the 21st century. These changes have affected different spheres of individual’s life. One of these spheres relates to work. Work demand is one of the major reasons for the increased need of work-life demands. Approximately 50% of the total workforce is comprised of women while 50% of all household adults are working (Chick, 2004, p.2).Advertising We will write a custom assessment sample on Work-Life Balance And Its Influences On Employee Development And Career Management specifically for you for only $16.05 $11/page Learn More Findings of ‘The 2002 National Study on the Changing Workforce’ revealed that approximately 66% of all American families were dual earners by 1977. This means that these couples were salaried employees. However, the proportion grew to 78% by the end of 2002. Not only are the couples working but they are also required to work for long hour s (Chick, 2004, p. 2). In most cases individuals working for long hours experience health problems. In addition to work demands, the demands of life are also influencing individuals to have a balance in their life. For example, the adults are required to take care of their children and elderly parents. From the study, 50% of the respondents interviewed said they do not have sufficient time for themselves while 63% said they do not have enough time to spend with their spouses. On the other hand, 67% of all the respondents interviewed said that they do not have sufficient time to spend with their kids. As a result of increased participation in their work, there is need for individuals to establish a balance. In addition to family life, there is an increase in the number of adults who are attending school in an effort to improve their life. This arises from the fact that workers are aimed at developing their career. Considering these challenges, workers are increasingly being concerned with ensuring that there is flexibility within their workplace in order to attain a balance (Romer, 2011, p.1). As a result, human resource managers are increasingly being concerned with work-life-balance as one of the human resource management concepts. This arises from the fact that the profitability of the firm is dependent on its effectiveness in retaining employees (Clutterbuck, 2003, p.34).Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Clayton (2004, p.146), the success of organizational leadership is dependent on the effectiveness with which harmony between the organizational goals and employees’ priorities is established. Considering the changes in the society, the researcher appreciated the importance of analyzing the concept of work-life-balance and its influences on employee development and career management. Literature review According to Armstrong (2 006, p.152), work-life balance entails establishing a balance between ones life and his or her work. In their human resource management practices, organizations are increasingly considering adopting strategies that enable their workforce to have a certain degree of flexibility in their duties. Armstrong (2006, p.152) further asserts that the objective of work-life balance is to provide the employees with an opportunity of balancing their work with other personal responsibilities. According to Armstrong (2006, p.152) one of the employees’ needs that organizations are required to take into account is employee development. In order to attain this most organizations have incorporated an employee development policy. The policy is aimed at ensuring that employees continuously develop their skills and abilities. Factors that have contributed to increased demand of work-life balance Financial security The 21st century has been characterized by numerous economic challenges. For exampl e, the recent economic crisis had adverse effects on individuals’ purchasing power. This arises from the fact that some organizations lost their jobs as organizations undertook downsizing. Coupled with the rise in the cost of living, these changes have stimulated the need to attain financial security. As a result, men and women are increasingly being involved in more than one job. Additionally, there has been a change in the perception of work. A significant proportion of individuals are considering work as a source of personal satisfaction and not a component of one’s survival. Currently, individuals are working in order to succeed in their career.Advertising We will write a custom assessment sample on Work-Life Balance And Its Influences On Employee Development And Career Management specifically for you for only $16.05 $11/page Learn More Demographic changes and diversity in organizations The high rate of diversity within organizations i s one of the reasons why human resource managers are faced with numerous challenges. This has further stimulated the need for work-life balance. According to Metusin, and Ooi (2006, p.77), one of the most valuable competences that human resource managers should possess entails understanding and harmonizing the existing differences between the employees. Ghani, Metusin and Ooi (2006, p. 77) further assert that understanding diversity in addition to the growing need for a balanced life amongst the employees has become a prerequisite for a firm attaining sustained performance. Demographic changes such as aging are contributing towards an increment in the amount of responsibilities facing workers. According to Ghani, Metusin and Ooi (2006, p. 77), it is estimated that there will be an increment in the number of workers who are charged with the responsibility of caring for their family members. Ghani, Metusin and Ooi (2006, p. 77) assert that there has been a decline in fertility amongst individuals on one hand while on the other there is increment in longevity. The resultant effect is that is emergence of an aging population. Ceiri, Holmes, Abbott and Pettit (2002, p.2) asserts that if the rate of fertility is constant at 1.6 children for every adult lady, the result will be an increment in the proportion of the aging population from 13.9% during the 1990s to 28% by 2030 within the OECD countries. This arises from the fact that the employees have to take care of their loved ones. Additionally, the high rate at which women are being integrated in the workforce is creating pressure to human resource managers with regard to work-life balance and diversity management. Ceiri, Holmes, Abbott and Pettit (2002, p.2) are of the opinion that the current demographic changes means that human resource managers have to formulate and implement human resource policies and strategies that take into account the employees’ work-life needs and also takes into account the diver se workforce.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Influences of work-life balance on employee development and career management Work-life balance plays a vital role in the development of the employees. Employee development entails the various activities are associated with the employee training and development. Employee training is an important component of ensuring that a firm attains competitive advantage. Needle (2010, p.482) asserts that the skills gained through the training act as an organization’s source of competitive advantage. Work-life balance enables an organization employee development program to be effective. This arises from the fact that the fact that the employees become committed to the program. Additionally, work-life balance enables employees to be effective in their career management. From an individual point of view, career management entails the various developmental practices that are undertaken in order to enable the employees execute their job. On the other hand, organizations consider career manage ment to include the various practices and policies that are implemented with the objective of attaining the needs of a suitable proportion of employees who are well trained. Career management is critical in ensuring that an organization has effective staff. On the other hand work-life balance enhances firms in their career management in that it contributes towards a high level of employee retention. On the other hand, work-life balance enables a firm to be effective in their development hence attaining their career objectives. Benefits of work-life balance Currently, a large number of workers are increasingly becoming aware of the benefits associated with an organization having flexible human resource strategies. This has arisen from realization of the fact that it is impossible to separate work and the various life commitments. However, employees are faced with a challenge in their quest to attain work-life balance. This arises from the fact that their workload is increasing as org anizations shift to flat and more participative structures. The resultant effect is that it is becoming difficult for employee’s to establish a balance between their career and life. According to Coussey (2000, p.1), there is a high probability of an individual succeeding in he or she establishes a balance between his or her life and work. Coussey (2000, p.1) is of the opinion that work-life balance entails developing working practices that are beneficial to both the organization and the employees. From an employee’s point of view, work-life balance entails establishing and maintaining a balance between one’s responsibilities at home and work. Considering the competitive nature of the labor market, it has become paramount for business organizations to recruit and retain motivated employees. According to Torun (2007, p.4), employee turnover can be costly to an organization. However, implementation of work-life balance programs can contribute towards a firm improv ing its employee retention rate. A study conducted in Hoechst Celanese which is a Japanese firm revealed that 60% of the employees interviewed said that the firm’s ability to ensure that there is a balance between the employees’ work and their life was a key determinant in their decision to continue working with the firm (Torun, 2007, p.4). Additionally, work-life balance programmes within organizations act as marketing tools that organizations use to attract employees. The need to retain the employees has become a motivating factor why organizations are increasingly incorporating work-life balance in their human resource management practices and policies. Coussey (2000, p.1) asserts that the profitability of businesses is dependent on the level of employee motivation. If an organization does not incorporate work-life balance, there is a high probability of the employees’ attitude being affected negatively. The result is that their morale is diminished. Lockwood (2003, p. 7) opines that incorporation of work-life balance contributes towards an organization minimizing absenteeism amongst its employees. This arises from the fact that the level of stress which is depicted by increased health problems amongst the employees and absences are minimal (Lockwood, 2003, p.7). In the long term, work-life balance contributes towards a decline in the employees health care cost. Findings of a study conducted by the American Institute on Stress revealed that approximately one million workers do not attend work daily as a result of stress complications (Lockwood, 2003, p.7). The resultant effect is that the employees’ productivity is enhanced culminating into an improvement in the probability of the organization attaining its goals. Not only is work-life balance being advocated by human resource managers but also by researchers and governments. During the 21st century, work-life balance is being considered as a strategic human resource management i ssue. As a result, human resource managers are integrating the concept of work-life balance in their employee retention strategies (Martin, 2010, p.35). In order to survive in the long term as going concern entities, organizations should appreciate the changes in employees needs. This will play a vital role in formulating flexible work-life balance strategies. Problem – Work-life conflicts According to Bird (2006, p.3) asserts that the changes within the society have presented both workers and organizations with a challenge. The challenge emanates from existence of a conflict between the workers personal life and their work. The employees’ personal responsibilities and their work may be mutually incompatible to some degree. Needle (2010, p.482) asserts that employees’ personal responsibilities usually conflict with the needs of the organization. This has made management teams of firms in different economic sectors to shift their focus to employees as their core concern. The shift towards the employees arises from the fact that organizations recognize the fact that they can lose the employees. Additionally, organization can also be sued if they fail to address the employee’s needs. Discussion Human resource management strategies to enhance work-life balance There are a wide range of strategies that human resources managers can integrate their management practices in order eliminate work-life conflict. Integration of work-life balance will give the employees a high degree of flexibility. The following are some of the strategies that organizations can integrate in order to attain work-life balance. Part-time work This strategy entails a permanent form of employment whereby individuals are required to work for fewer hours per week. The employee is required to fulfill the responsibilities assigned within a specific duration. This strategy is more appealing to workers who prefer to have more leisure time and parents who need to be with th eir children. By incorporating part-time work, an organization can enable its employees to achieve work-life balance. Job sharing According to Pride, Hughes and Kapoor (2010, p.295), job sharing entails an employment arrangement in which tow employees share a single full-time job. Job sharing is attained by dividing the number of hours that each party works. For example, one of the job-sharer may be required to work from 8.00 am to 12 noon while the other party works from 1 to 5 p.m. alternatively, the employees may decide to alternate the days that each one works. By incorporating the concept of job sharing, an organization is able to attract highly skilled employees. For example, some professionals may not be available fulltime. Job sharing gives an organization an opportunity to have a strong work-force. However, this strategy is only applicable to some jobs. Telecommuting The 21st century has been characterized by a growth in the rate of technological innovation. Organizations a re increasingly incorporating technology in their human resource management practices. According to Pride, Hughes and Kapoor (2010, p.295), telecommuting entails allowing employees to work at home either full time or for a number of hours every week. Some of the technologies that facilitate telecommuting include modems, personal computers, cellular phones, fax machines, and voice mails. Additionally, the emergence of overnight couriers is also enhancing the growth in telecommunication. Telecommuting presents a high degree of flexibility to the employees. This arises from the fact that the employees have the discretion of determining the most appropriate time to work. This means that they can have more time to spend with their families. Pride, Hughes and Kapoor (2010, p.295) assert that organizations that have incorporated telecommuting experience minimal employee turnover and absenteeism. Another benefit relate to increased work-life balance. Flextime strategy In this strategy, huma n resource managers give the employees an opportunity to determine the number of hours that they prefer to be working. However, the hours have to be within certain limits that are predetermined by the employer. In this strategy, the human resource manager sets two main time bands. These include the flextime and core time. The flextime relates to the time when the employees may prefer to be working. On the other hand, the core time entails the specific hours within which the employees must be at work. For example, the core hours may range from 8 am to 11 am. This strategy gives the employees an opportunity to work for a certain number of hours and then have the discretion to attend to their personal responsibilities (Pride, Hughes Kapoor, 2010, p.295). This means that employees can be able to attain work-life balance. However, this strategy is guided by a condition that stipulates that employees must work for a predetermined number of hours. Compressed schedules According to Kaiser (2011, p.212), compressed schedules entails a working arrangement whereby employees are required to work for a predetermined number of hours weekly. However, instead of the working hours being distributed evenly throughout the week, the employees have the discretion on how to distribute the working hours throughout the week. Through this strategy, employees can work for more hours on a particular day in order have take an off on a particular day. Holidays, leaves and career breaks Human resource managers should also consider incorporating company-paid holidays annually. Other strategies which human resource management should consider include integration of leaves. There are a wide range of leaves that human resource managers should consider in their human resource management practices. One example of such leaves include leave without pay. Additionally, human resource managers can also consider implementing an extra leave in which the employees receive a proportionate compensation du ring the leave period. According to Raddon (2005, p.50), integration of career breaks would also play a vital role in enhancing work-life balance. Career breaks are an important component of ensuring that employees develop their skills. Career break give employees an opportunity to address their economic needs. The resultant effect is that the employees remain competitive within the work environment. During the career breaks, an employee is able to address other family commitments. Conclusion The study has illustrated the importance of incorporating work-life balance as one of the human resource management practices. Currently, the society is characterized by numerous changes which are affecting workers in executing their duties. Some of these changes relate to increased responsibilities amongst the employees. The workforce has also experienced a significant transformation as a result of increment in the number of women who are employed. These women have to take care of their famili es. Other changes relate to demographic characteristics of the society. For example, there has been an increment in the proportion of the aging population which has to be taken care of. Additionally, employees are faced with a rise in the cost of living and hence the need to attain financial security. As a result, most employees including women are working for long hours. The study has also illustrated that diversity within the workforce is stimulating organizations to consider incorporating work-life balance. The increment in the amount of responsibilities that employees are facing has stimulated the need for work-life balance. This arises from the fact that employees are increasingly experiencing work-life conflicts. Integration of work-life balance as a human resource management strategy is beneficial to both the employees and the organizations. Some of the benefits associated with work-life balance include increased employee retention, increased productivity, and improvement in the employee well being and reduced labor costs. In the long run, an organization’s profitability is improved. On the other hand, work-life balance contributes towards the employee developing their career. This arises from the fact that organizations are forced to incorporate employee development and career management strategies. Additionally, the employees have sufficient time to develop their careers through various means such as going back to school. The study has illustrated that there are a wide range of human resource management strategies that organizations can adopt in order to ensure flexibility. Some of these strategiesinclude part-time works, job sharing and telecommuting. Alternatively, human resource managers can also consider developing compressed schedules, flextime, holidays, leaves and career breaks. Through these strategies, there is a high probability of an organization being successful incorporating work-life balance. The resultant effect is that the organ ization is able to eliminate work-life balance. Reference List Armstrong, M., 2006. A handbook of human resource management practice. London: Kogan Page. Bird, J., 2006. Work-life balance doing it right and avoiding pitfalls. New York: Wiley Incorporation. Chick, E., 2004. Fundamentals of work-life balance; career development. Alexandria, V.A: ASTD Press. Cieri, H., Holmes, B. Abbott, J. Pettit, T., 2002. Work-life balance strategies:  progress and problems in Australian organizations. Sydney: Monash University. Clutterbuck, D., 2003. Managing work-life balance: a guide for HR in achieving  organizational and individual change. London: Chartered Institute of Professional Development. Coussey, M., 2000. Getting the right work-life balance; implementing family-friendly  practices. London: Chartered Institute of Professional Development. Clayton, D., 2004. Leadershift; the work life balance program. Camberwell Vic: ACER Press. Ghani, A., Metusin, A. Ooi, K., 2006. HRD for devel oping states and companies:  proceedings of the 2005 Brunei. Singapore: ISEAS. Kaiser, S., 2011. Creating balance? International perspectives on the work life  integration of professionals. New York: Springer. Lockwood, N., 2003. Work-life balance; challenges and solutions. New York: Society for Human Resource Management. Martin, J., 2010. Key concepts in human resource management. Los Angeles: Sage. Needle, D., 2010. Business in context; an introduction to business and its  environment. Andover: South-Western Cengage Learning. Raddon, R., 2005. Your career, your life; career management for the information  professional. Aldershot: Burlington. Romer, C., 2011. Work-life balnce and the economics of workplace flexibility. New York: Diane Publishing. Torun, F., 2007. Work-life balance- any improve for business? Berlin: Munchen Grin Verlag. This assessment on Work-Life Balance And Its Influences On Employee Development And Career Management was written and submitted by user Damion Rivera to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Table of Contents Introduction Career Satisfaction Factor Minority Issues Employee Perception Employer Perception Conclusion Reference List Introduction Work-life conflict is experienced when people or employees feel that their expectations of one domain of their life (work or family responsibilities) overwhelm the other or are totally incompatible. Research has identified two aspects of work-family conflict and they include; the situation where the activities or demands associated with work conflict with the family responsibilities and when family issues interfere with a person job performance.Advertising We will write a custom essay sample on Work-Family Conflict and Career Satisfaction specifically for you for only $16.05 $11/page Learn More The role theory explains that the expected relationship between work-family conflict and the feeling of job satisfaction should be in such a way that when there is so much work-family conflict, then the person going through this will experience very low job satisfaction. Career Satisfaction Factor Researchers purport that career satisfaction is just an attitude that is associated with the level to which people feel they can balance their work demands and family responsibilities. This is what makes them like or hate their jobs and in most cases, the dislike of one’s job translates into negative attitude at work and therefore this culminates into such behaviours like absenteeism, low job performance, and external turnover (Taylor, 2001, p. 63; Pitt-Catsouphes et al, 2006, p. 78). Considering the negative impact career dissatisfaction can have on the work performance, employers and managers have developed a keen interest in the factors that determining the level of job satisfaction (Clark, 2001, p. 351). These factors can be assessed and recommendations for improvements made so that the negative behaviour can be mitigated. There are several factors that have been found to cause a lot of uproar in the workplace not only because of job dissatisfaction but also due to increased prevalence of work-family issues (Ford et al, 2007, p. 63). This factor has drawn substantial interest than other factors like religion. Work-family conflict is becoming very prevalent in many organisations and employers have realised that this is a very undesirable situation because of the devastating negative impact it can have on their organisational performance (Premeaux et al, 2007, p. 707).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Besides job dissatisfaction, work-life conflict results in poor health and decreased performance (Clutterbuck, 2003, p, 67). In extreme cases, it can be the cause of broken families, and generally poor marriage or family relationships. The causes of work-family conflicts include factors from the job and also from home especially time management problems (Kafe tsios, 2007, p. 23). For instance, the work shifts could be very irregular hence affecting individual family duties, sudden job transfers can separate individual from their families abruptly, frequent need to work overtime could consume time that could otherwise have been used to handle family matters and change of working hour can affect the normal routines at home hence increasing the possibility of conflicts (Boyar et al, 2003, p. 176). It is the responsibility of both the organisations or employers and the employees to ensure that there is a well balanced life where the possible causes of conflict are eliminated (Fiona, 2006, p. 105).There is growing evidence to support the claim that people who have high emotional intelligence are able to manage themselves well and have minimal work-life conflicts while the reverse is also true (Clutterbuck, 2003, p, 67). The reason why work-family conflict is characterised by increased interference of works demands into family issues is that e mployers are often stringent and failure to adhere means punishment and these demands are inevitable (Premeaux et al, 2007, p. 709). It is therefore pertinent that employers are made aware of such practises and then action taken to reduce their influence in their employee family matters by executing job tasks (Fiona, 2006, p. 105; Taylor, 2001, p. 69). Minority Issues Over the previous years, there has been a widely shared work-family model that was developed from the conservative patriarchal community roles where workplaces were rigidly concerned with work and not family matters (Carlson Kacmar, 2000, p. 1043). This tends to draw lines between gender roles whereby the role of men was strictly to work and the women were to strictly stay at home to take care of the family (Kinnunen et al, 2004, p. 9). This saw male domination of workplaces and women were the minority group but today, workplaces have and are undergoing sea change of demographics (Kinnunen et al, 2004, p. 11). Many wo men are joining the workforce and there is even more acceptance of the people with disabilities, students, the elderly and single fathers.Advertising We will write a custom essay sample on Work-Family Conflict and Career Satisfaction specifically for you for only $16.05 $11/page Learn More This transformation has not reached its peak and in many organisations, women are still the minorities in those places in terms of gender (Noor, 2004, p. 392). Even though there are several minority groups at workplaces like elderly and people with disability, this paper takes a selected look at women as minorities because when it comes to work and family issues, it’s the women who are in most cases caught up in the middle. Traditionally, workplaces were designed to split work from family but this has been challenged as causing inefficiency among employees who are in reality workers and family men and women at the same time (Boyar et al, 2003, p. 178). As emplo yment shifts from the male dominated places to demographically diverse, such beliefs have to change, so as to lessen the negative processes that affect people who are different from the majority like the women who are mothers. Women basically were judged unfairly and could not rise easily to management positions because of the association with more family responsibilities (Carlson Kacmar, 2000, p. 1046; Ford et al, 2007, p. 63). Such issues are still important though and workplace performance and division of roles is still based on traditional concepts of gender responsibilities that require men to sacrifice more family responsibilities leaving them to women. As more women got to the job market, the notion that working was for men disappeared. This societal change blurred the traditions of division of gender roles that had defined who was to handle family issues and who was to deal with work almost exclusively (Noor, 2004, p. 392). Both men and women in the working environment are now required to handle the issues of family responsibilities and also breadwinning at the same time. These sometimes result in people being worried about family matters when they are supposed to be working. They also worry too much about work when they are attending family roles. The issues of work-family conflict is of a major concern in many developing nations like the US and UK as more women are getting into the job market than ever before (Fine-Davis et al, 2004, p. 78). In the US, it’s estimated that over 60% of the working class are married and have at least one child who is below 18 years hence need their support all the time (Ilies et al, 2007, p. 1369).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Furthermore, the family norms have changed dramatically with more dual bread winner families being common than in the previous years (De Luis et al, 2004, p. 472). This fact together with the increasing single parent families implies that managing the work-family demands could be more difficult than it ever was. Time restrictions and role performance makes employees to juggle their work and family duties hence making this a crucial organisational problem in the modern society (Boyar et al, 2003, p. 178). And there is need for more research to assess the situation and seek to promote knowledge and encourage research in gender concerns and work life balance by identifying policies that need to be investigated, facilitate sharing of information and findings (De Luis et al, 2004, p. 472); Foster chances to enrich women professional lives and allow them to achieve their full capacity as workers or practitioners and enhance their increased participation in professional service (Carlson K acmar, 2000, p. 1046; De Luis et al, 2004, p. 472); To offer forum where workers can have a discussion on the impact that increased involvement of women in professional practise has had on work-life balance and to enhance equitable treatments of workers in workplace and offer knowledge and sensitivity to gender and work-life balance concerns (Bruck et al, 2002, p. 343). The goals will go a long way in increasing the knowledge of the policies that help professionals to effectively combine career demand and family responsibilities into a concept of common interest, work-family balance (Kossek Ozeki, 1998, p. 142). Employee Perception Workers expect that their employers will appreciate that they have other responsibilities besides the job and that they can have sufficient extra time to attend to these issues. A critical factor to this is the perceived organisational support which is a factor that defines the degree to which workers think their employer’s support their wellbeing including family support (Lapierre et al, 2008, p. 93). The perceived employer support is a major factor in determining the worker commitment to the job hence performance and career satisfaction (Casper et al, 2002, p. 102). Studies show that a positive perception of worker support is directly correlated to quality of work and satisfaction. To counter work-family conflict, employees need to have an understanding of the employers who will offer them a working environment that upholds their family welfare. Workers expect that their employers would offer them flexible working hours (Houston Waumsley, 2003, p. 121), encourage like sharing job tasks, offers room to work from home, and compressed working hours so that the employers can better balance their work and family roles hence develop satisfying careers. This is the concept of Work-life balance and its basis is that being paid to work and seeking to attend to personal life should not be seen as competing priorities but rather com plementary aspects of real life. Many researchers are seeking to ensure employers are actively involved in developing this concept in workplaces (Anderson et al, 2002, p. 788; Kossek Ozeki 1998, p. 142). The workers are hence demonstrating the benefits of the concept on worker performance. Employees seek to ensure that the employers institute policies that support work-life balance as a way of mitigating the negative outcomes of conflict of the two domains. Some nations for instance the US, Canada and UK introduced some fair policies for people with families to have limited working hours or demand that employers offer benefits to assist employers to attend their family responsibilities (Fine-Davis et al, 2004, p. 79). This comes when there is increasing demographic shift as many baby boomers retire and workplaces get filled with younger workforce of both gender together with pressure from international forces to recruit and retain knowledgeable workers. Employees expect that their employers will take the government initiatives seriously and work on the practises that will allow work-family balance (Anderson et al, 2002, p. 788); these initiatives include; Reducing working hours by job-sharing or part-time jobs Change working hours as in flexitime and compressed working hours weeks Changing place of work like working from home on the clock. Employer supported childcare programs (Houston Waumsley, 2003, p. 121) Offering leaves like study leave, mothering leave and career breaks (Cromptom, 2005, p. 347). Employer Perception It is widely accepted that negative perception of the workplace critically impacts on job satisfaction. This therefore has greatly called for change of work-family policies so as to minimise the conflict that exist between work and private lives of employees (Duncan Pfau-Effinger, 2000, p. 132). These policies are anticipated to go a long way in changing attitudes of employees and there are some measures that employers are required to tak e in order to ensure that this happens (Grandey et al, 2005, p. 312). However, the reaction to these changes by employers is a setback to workplace transformation. Due to the need to make more profits and the increasing global competition, there is need to be more productive and introduce changes at workplace to encourage hard work (Duncan Pfau-Effinger, 2000, p. 134). As a result, employers are setting up more working hours and paid overtime. Even though on one hand workers are bound to earn more by working more hours, they use most of their time on job demands that the lack time to attend to family roles (Scandura A., Lankau, 1997, p. 382). Traditionally, employers have been advocating for more working hours, multiple shift working programs, and limited off and leaves so that production is maximal (Cromptom, 2005, p. 347). This clearly shows that the employers perceive the changes to ensure work-family balance as a setback to their fast paced developments. Working is hence made hectic and exhausting as well hence leading to development of health problems among the employee (Dixon Sagas, 2007, p. 239). In order to compete aggressively in the modern liberal works, employers are required to employ and retain esteemed employees in the highly competitive job market etas a gesture of strong motivation and increased organisation awareness (Lapierre et al, 2008, p. 93; Rhoades Eisenberger, 2002, p. 703). They are also to act with consideration of the human resource policy and traditions that deal with work – life balance. Employers are looking for workers who have real commitment to their job and very productive and they always evaluate this by looking at the number of hours worked, number days an employee takes off duty, cases of absenteeism, and high possibility of time flexibility to work (Poelmans, 2001, p. 231). However, it seems that employers have failed to assess how their effort to increase production like working long hours, overtime and not tak ing time off to be with family impact on their general performance of their employees (Boles et al, 2003,. P. 106). Employers have been very reluctant in introducing Flexible working hours or programs working from home because this requires of high-level of self-discipline, something that employers do not want to leave to chance (Poelmans, 2001, p. 233). It takes a lot of commitment for one to be able to work from home and be able to meet their job objectives and deadlines without falling being adversely affected by family needs and destructions. Conclusion Employers are beginning to accept the changes required at workplaces for work-family balance. Employers are now openly discussing their workers’ personal and family demands in order to be able to be able to come up with solutions that would enhance worker and organisational performance (Fu Shaffer, 2001, p. 504; Rhoades Eisenberger, 2002, p. 703). There are many initiatives that are supported by the governments and which employees expect that their employers will offer them. Although initially it was greatly opposed by employers, global competition and dynamic corporate policies have been pushing these changes progressively. Reference List Anderson, S.E., Coffey, B., Byerly, R.T (2002). Formal Organisational Initiatives and informal Workplace Practises: Links To Work-Family Conflict And Job-Related Outcomes, Journal of Management, 20 (6), 787-810 Boles, J.S., Wood, J.A., Johnson, J. (2003). 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Behav, 73, 92-106. Noor, N. M. (2004). Work-Family Conflict, Work – and Family Role Saliente, And Women’s Well-Being, J. Soc. Psychol, 144, 389-405 Pitt-Catsouphes, M., Kossek, E. Sweet, S. (2006). The Work-Family Handbook: Multi-Disciplinary Perspectives, Methods, and Approaches. Mahwah, N.J.: LEA Press Poelmans, S. (2001). Individual and Organizational Issues In Work-Family Conflict. Research Paper, No 445, Barcelona: IESE. Premeaux, S.F., Adkins, C. L., Mossholder, K.W. (2007). Balancing Work and Family: A Field Study Of Multi-Dimensional, Multi-Role Work-Family Conflict, Jour nal of Organizational Behaviour, 28, 705-727. Rhoades, L., Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature, Journal of Applied Psychology, 87, 698-714. Scandura, T. A., Lankau, M. J. (1997). Relationships of Gender, Family Responsibility, and Flexible Work Hours to Organizational Commitment and Job Satisfaction, Journal of Organizational Behaviour, 18, 377-391. Taylor, R. 2001. The Future of Work-Life Balance, Swindon: Economic Social Research Council This essay on Work-Family Conflict and Career Satisfaction was written and submitted by user Brooklynn K. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Introduction Choosing the best kind of a job to take is perhaps the most challenging task facing contemporary professionals. Many people have therefore found themselves being victims of wrong decision making as far as job-choice is concerned. This is because professionals are usually attracted by monetary benefits in such a way that they fail to consider other important aspects of jobs like non-monetary benefits.Advertising We will write a custom essay sample on Work-life balance specifically for you for only $16.05 $11/page Learn More These non-monetary benefits include the number of hours that a person is expected to commit to the job and other benefits given by the employer to the employee. The latter could be things like leaves and days off while the former determines the work-life balance characteristic of the job. This paper examines the importance of work-life balance and gives some suggestions of how the same can be achieved. Importance of work-l ife balance Work-life balance can be defined as arrangements made by employers to enable their employees to live full lives. This implies that as much as they will be giving their best to the job, the employees will be having a chance to do other things in their lives. Work-life balance is a very important aspect of any working environment. Among its advantages is the fact that employees are more motivated to perform their duties since they do not get overworked. This is advantageous to both the employers and the employees. The employees benefit in that they develop healthy relationships with their employers and at the same time they get time to build non-professional aspects of their lives. This way, they are able to develop their careers positively and engage in productive activities as they build their careers. On the other hand, employers are able to achieve greater productivity of their firms since employees are greatly motivated to work. Employees give their best to the job du e to the motivation and thus quality and greater volume of production is guaranteed (Clayton, 2005, p. 27). The employers also benefit in other ways since the benefits they give to their employees enable them to gain good publicity that attracts more productive workers and more customers if the firm is in the hospitality industry. From the above discussion, it is apparent that work-life balance is of utmost importance in organizations. Firms should therefore know how to appropriately establish appropriate measures in order to enable their employees live a full life. On the other hand, employees should strive to live a balanced life even in conditions that are seemingly unfavourable. The following paragraphs explore how employees and employers can achieve work-life balance. Strategies for attaining work-life balance Even though the relationship between a person’s professional life and his/her personal life is indubitably rich, it may prove to be tricky to attain and keep a hea lthy work-life balance. The following are some of the strategies that employees can use to live a full life. First of all, it is of utmost importance for an employee or employer to keep calm in challenging situations.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, if a person is experiencing personal problems like problems of marriage, he/she should ensure that the same does not affect his/her professional life. If the person is an employer, he/she should not, for instance, fire an employee due to his/her personal problems. On the other hand, an employee should ensure that he/she does not let his/her personal life affect his/her professional performance. For instance, if the employee is experiencing family problems, he/she should maintain the same level of performance as when he/she does not have such problems (Gordon, 2003, p. 1). Likewise, stress in the workplace should not aff ect the personal lives of the employees. An employee should ensure that they live their personal lives to the fullest while ignoring any problems that may have occurred in the working environment. An employee should also ensure that he/she engages in important bodily activities in order to live a well balanced life. He/she should thus engage in physical activities and ensure that he/she sleeps and eats well. It is thus apparent that any job that gives an employee time to engage in the aforementioned activities can be considered to be offering work-life balance. It is also important for the employee to set boundaries for both professional and personal activities. This will ensure that both lives do not clash (Clutterbuck, 2003, p. 112). This way, the employee will be able to achieve enviably in both realms of life. Conclusion As evidenced in the discussion above, work-life balance is a very important determinant of professional performance. It is thus of essence for employers to ensu re that they give their employees adequate time to engage in personal activities. On the other hand, employees should ensure that they use the free time they are given by their employers wisely. They should ensure that they engage in productive personal activities and at the same time avoid taking their professional problems home. It is thus of essence that people evaluate prospective employers keenly to make wise choices as they choose between jobs. This will ensure that they do not take jobs and regret later. Reference List Clayton, D. (2005). The Work-life Balance Program. University of California.Advertising We will write a custom essay sample on Work-life balance specifically for you for only $16.05 $11/page Learn More Clutterbuck, D. (2003). Managing the Work-Life Balance. Journal of Management, pp. 101-120. Gordon, M. (2003). 9 Strategies For Regaining Your Work Life Balance. Web. This essay on Work-life balance was written and submitted by user Hamza Fowler to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Introduction The research problem. The problem that should be approached in the current proposed study concerns the work-life balance and the correlation between the productivity rates and the employees’ stress due to their work-life conflicts as addressed in many current studies (Bardoel, 2006; Yasbek, 2004).Advertising We will write a custom essay sample on Work-Life Conflict and Performance specifically for you for only $16.05 $11/page Learn More Importance of the research. The importance of the proposed study consists in the possibility of improving the working conditions of employees that suffer from the work-life conflict in case of successful outcomes of the research. Many firms introduce work-life balance programs that help to make the working conditions for employees less stressful and hence shift the conflicts and increase productivity. Literature Review It is possible that the tax system can be one of the reasons for constant absenteeis m of employees and the factor encouraging such behavior. Besides, people can tend to stay at home even if they simply have some family affairs to cope with; â€Å"†¦tax system financing public sick pay, may paradoxically also affect workers’ sickness behavior. The reason is that the tax system affects workers’ return on effort, and thus may be considered to provide negative financial incentives† (Dale-Olsen, 2009, p.2). The same problem is regarded in the study by Pfeifer (2009). Bloom et al. (2006) suggest that more effective implementation of management strategies can decrease the work-life conflict and increase the productivity. Moreover, the generational differences can be the reason for decreased productivity as well regarding the work-life conflict and work-life attitudes with employees of different generations (Parker, 2007). On the contrary, the study by Burgess and Connell (2006) addresses the current situation and certain perspectives that can be used to evaluate the situation in Australia taking into consideration the proportion of full-time employed male breadwinners compared to female ones. Another important aspect is the influence of the work-life balance programs on female employees as suggested in the study by Kodama (2007). Hypothesis Some shift in the work-life conflict can be reached through work-life balance programs aimed at coping with employees’ stress and its resulting in reduced productivity. In this respect, it is necessary to study whether the impact of the work-balance programs is positive or negative and try to compare and contrast the companies that adopted the programs and enjoy their results in the form of healthy work-life employees’ balance and increased productivity.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Dependent variable. The dependent variable in this case is the result of the work -life conflict. The main observable results of it are employees’ poor performance and poor organizational productivity. Both aspects can be approached with the help of manipulations aimed at affecting the work-life balance. Certain programs can be used to improve the employees’ health and their attitude to job duties (McLaughlin Young Group, 2010). Independent variable. The independent variable is the work-life conflict which appears due to the increased number of roles at work and in personal life. As suggested in the study by Bloom et al. (2006), â€Å"good management and higher productivity come at the expense of work-life balance† (p.2). Thus, the main target to manipulate is the balance. Any shift can influence the career, more hours spent at work, and hence higher productivity; at the same time this will move the family values aside. To set a priority should not mean to refuse a successful career or a happy family. This dilemma makes most employees distres sed and unproductive in terms of their work duties, thus influencing the productivity rates. Methodology Participants. The participants should be taken from at least two businesses engaged into similar production sector. Males and females of different age groups and different positions should be surveyed in order to collect objective information on the production rates and the employment rates. Besides, full-time and part-time employees should indicate their employment rate. In this respect, some information should provide some background information about the employees, whereas other data will help to shape the outlook of the productivity and some measures that can influence it. The time of being employed has to be no less than a year with unbroken record of service. Materials/apparatus. An abovementioned questionnaire is aimed at providing the researcher with the background information about the employees and the productivity as well as helping to assess the stress of employees in different positions and compare the condition of the employees from the business that implements the work-life balance programs and the one that does not. Procedure. The procedure should include a survey to collect important information about the productivity of the company and the employees appointed to different positions. A similar survey was used for the study by Mortazavi (2008). The study should take place in the informal environment to avoid excessive stress. Results and Implications As the current issue has been recently widely approach by different researchers, it is necessary to conclude that the positive results of the proposed study can be used as a well-grounded proposal for implementation of work-life balance programs in different business sectors regardless of the generation to which the employees belong, the gender, the age, and position, and the record of service. References Bardoel, E. A. (2006). A review of organizational work/life performance measurement. Pp. 69 -82. In White, G. (Ed). (2006). Proceedings from 14th International employment Relations Association Conference: Family-friendly Employment Policies and Practices: An East-West Perspective on Work Life Balance. Hong Kong: Hong Kong Baptist University.Advertising We will write a custom essay sample on Work-Life Conflict and Performance specifically for you for only $16.05 $11/page Learn More Bloom, N., Kretschmer, T., Reenen, J. V. (2006). Work-life balance, management practices and productivity. Retrieved from Google Scholar Database. Burgess, J., Connell, J. (2006). Work and family programs in australia: what are the implications for work-life balance? Pp. 90-101. In White, G. (Ed). (2006). Proceedings from 14th International employment Relations Association Conference: Family-friendly Employment Policies and Practices: An East-West Perspective on Work Life Balance. Hong Kong: Hong Kong Baptist University. Dale-Olsen, H. (2009). Absenteeism, efficien cy wages and economic incentives. Retrieved from Google Scholar Database. Kodama, N. (2007). Effects of work-life balance programs on female employment. Japan Labor Review, 4(4), 97-119. McLaughlin Young Group. (2010). Supporting healthy and productive employees. Web. Mortazavi, S. (2008). Employee involvement, productivity, and profitability of the firm. School of Business Humboldt State University. Web. Parker, C. C. (2007). Generational differences in work life balance attitudes. (Master thesis, State University of New York at New Paltz, 2007). Retrieved from Google Scholar Database.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Pfeifer, C. (2009). Effective working hours and wages: the case of downward adjustment via paid absenteeism. Working Paper Series in Economics, 152. University of Là ¼neburg. Yasbek, P. (2004). The business case for firm-level work-life balance policies: a review of the literature. Wellington: Labour Market Policy Group. Web. This essay on Work-Life Conflict and Performance was written and submitted by user Bright Hen to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Work