Striking Work Life Balance in Corporate: A Comprehensive Study of Different Generations of Workforce with Special Reference to Millennials
Jatinder Singh, Research Scholar, NIMS University, Rajasthan
Dr. S. S. Chowhan, Vice Principal, NIMS Institute of Management and Computer Science, NIMS University, Jaipur, Rajasthan Dr. Hari Shankar Shyam, Assistant Professor, School of Business Studies, Sharda University
Abstract
The workforce has moved from a single male breadwinner family model to one where both parents participate in paid employment. Work Life Balance issues appear to affect some groups of people more than others, like working long hours, employees in non-standard employment such as shift work, employees on low incomes, those …show more content…
The major aspect of workplace culture that affect the link between Work Life Balance and productivity are managerial support, career consequences, attitudes and expectations of hours spent at the workplace and perceptions of fairness in eligibility for Work Life Balance options. The case for Work Life Balance can be made on two counts. First, that Work Life Balance improves employees’ health, wellbeing and job satisfaction. Second, that organization can benefit from Work Life Balance because these policies improve productivity and worker commitment and increase retention rates for talented workers and reduce replacement costs and enable organizations to offer services beyond usual business hours by employing workers on different shifts that fit in with caring …show more content…
Baby Boomers value visibility at work. They want to be seen and they demand credit for their hard work. Baby Boomer generation represented the first period of US population growth in 200 years (Zemke, Raines, & Filipczak, 2000). This generation learned early that they need to stand out to be noticed and to succeed (Lancaster & Stillman, 2002). Baby Boomers also have an optimistic approach with respect to business and success. Baby Boomers would trust that they would be rewarded in the long run by going above and beyond expectations.
Gen X have been labeled the ‘slacker’ generation that has no work ethic or principles. Zemke et al. (2000) explain that Gen X are very willing to work hard but tend to focus more on getting the job done rather than the time it takes to do the work. They always value freedom and flexibility in the workplace and want to be evaluated more for their results than the hours they work (Zemke et al.; Jurkiewicz, 2000). Gen X may have more difficulty engaging in this
Jatinder Singh, Research Scholar, NIMS University, Rajasthan
Dr. S. S. Chowhan, Vice Principal, NIMS Institute of Management and Computer Science, NIMS University, Jaipur, Rajasthan Dr. Hari Shankar Shyam, Assistant Professor, School of Business Studies, Sharda University
Abstract
The workforce has moved from a single male breadwinner family model to one where both parents participate in paid employment. Work Life Balance issues appear to affect some groups of people more than others, like working long hours, employees in non-standard employment such as shift work, employees on low incomes, those …show more content…
The major aspect of workplace culture that affect the link between Work Life Balance and productivity are managerial support, career consequences, attitudes and expectations of hours spent at the workplace and perceptions of fairness in eligibility for Work Life Balance options. The case for Work Life Balance can be made on two counts. First, that Work Life Balance improves employees’ health, wellbeing and job satisfaction. Second, that organization can benefit from Work Life Balance because these policies improve productivity and worker commitment and increase retention rates for talented workers and reduce replacement costs and enable organizations to offer services beyond usual business hours by employing workers on different shifts that fit in with caring …show more content…
Baby Boomers value visibility at work. They want to be seen and they demand credit for their hard work. Baby Boomer generation represented the first period of US population growth in 200 years (Zemke, Raines, & Filipczak, 2000). This generation learned early that they need to stand out to be noticed and to succeed (Lancaster & Stillman, 2002). Baby Boomers also have an optimistic approach with respect to business and success. Baby Boomers would trust that they would be rewarded in the long run by going above and beyond expectations.
Gen X have been labeled the ‘slacker’ generation that has no work ethic or principles. Zemke et al. (2000) explain that Gen X are very willing to work hard but tend to focus more on getting the job done rather than the time it takes to do the work. They always value freedom and flexibility in the workplace and want to be evaluated more for their results than the hours they work (Zemke et al.; Jurkiewicz, 2000). Gen X may have more difficulty engaging in this