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WORK – LIFE BALANCE. Emerging Psychological Risks related to OSH. European Agency for Safety and Health at Work 8 – 9 April, 2008 Brussels Prof. Dr. Nuria Chinchilla, IESE Business School. W. F. S. New Context. Women in business International careers “Never-ending” workdays.

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work life balance

WORK – LIFE BALANCE

Emerging Psychological Risks related to OSH.

European Agency for Safety and Health at Work

8 – 9 April, 2008 Brussels

Prof. Dr. Nuria Chinchilla, IESE Business School

W

F

S

slide3

New Context

  • Women in business
  • International careers
  • “Never-ending” workdays
slide4

Ooohh now, of course: What are you doing Gonzalez?!! What are you doing Gonzalez?!! But every time Gonzalez took work to do at home, no one came to ask me: What are you doing Gonzalez?!!

4

how much do you agree with the following statements
How much do you agree with the following statements?

Feeling of “double workday”

Bearing alone the family burden

Husband/boss lack of understanding

Husband as a burden

professional reorientation
Professional Reorientation

Create my own business

As a freelance

In another company

how much support do you receive on your dual professional and family responsibility
How much support do you receive on your dual professional and family responsibility?

Emotional support

Professional support

Educational support

Home support

slide12

Two different approaches:

    • 1)To adapt the whole life to one’s
    • career
    • 2)To adapt the career to one’s life
slide13

1) To adapt the whole life to one’s career

It has been a subtle—not explicitly chosen process, not a deliberate decision

slide15

What is happening?

  • Low birthrate (below 2,1)
  • Mean age when first child is born (32 years)
  • Children’s education in the hands of others
  • Divorce (one every 3 minutes)
  • Health problems (stress, depression)
  • High expenditure on tranquilizers (more time off due to stress than to maternity leave)
slide16

BIRTH RATE

The European Birth rate is very low (1,5) too far from the Generational Replacement Level:2,1 children/womanand below the expectations of Europeans: 2,3

The best:Ireland: 1,99France: 1,90Finland: 1,80Denmark:1,78UK:1,74The worst:Greece: 1,29Germany: 1,3Spain: 1,32Italy: 1,34

Fuente: Eurostat. Elaboración IPF

slide17

Time´s Vicious Cycle

Less quantity and quality of time

PERSONAL AND FAMILY LIFE CONFLICTS AND STRESS

Reduction of

family support

CONFLICTS

WORK STRESS

SPILL-OVER

FAMILY-TO-WORK CONFLICT

SPILL-OVER

WORK-TO-FAMILY CONFLICT

80%

20%

slide19

WHAT WOMEN SAY:

Go to the market , clean the sofa and wash the dishes, look for milk, hung the clothes, clean the dust from the TV, buy some soap and take out the dog for a while

WHAT MEN UNDERSTAND….

Go tothe market , cleanthe sofa andwash the dishes,lookfor milk, hung the clothes, clean the dust fromthe TV, buy some soap and take out the dogfor a while

slide20

VALUES

FAMILY

Companionship, harmony, respect, confidence

WORK/ PLACE

The same values

RESULTS

HAPPINESS/ QUALITY OF LIFE

  • Benefits
  • Commitment
  • Productivity
slide21

FAMILY: is a SCHOOL of COMPETENCIES

JOINT CAPITAL CONTRIBUTION

CONVERGENCE OF IDEAS

MONITORING SUCCESS AND MISTAKES

FAMILY = SME

Opening MARKETS

CUSTOMER SERVICE

Executing PLANS

slide22

“The real skills of leadership mirror the skills of effective parenting”

“The fifth Discipline” P. Senge

slide23

1 Customer- orientation

2 Leadership

3 Integrity

4 Initiative

5 Teamwork

6 Communication

7 Business vision

8 Personal improvement

9 Decision making

10 Interfunctional orientation

Most valued

management skills

Fuente: Cardona, P.; Chinchilla, N., García, P.:

“Las competencias directivas más valoradas”, IESE, WP 01/4

slide24

2) To adapt one’s career to one’s life

There are initiatives—in the firms and governments—that facilitate such adaptation: family policies, flexible work arrangements,...

However, it is still very much a personal effort, even in the case of being eligible for those arrangements.

slide25

-

-

+

+

Éxito objetivo

Objetive success

+

Model

Reference

Modelo

Realizada

Self- realized

Subjetive success

Famosa

Famous

Unsuccessful

Fracasada

-

What do we mean by

“success” ?

slide26

What can we learn from people who are VERY satisfied both in their careers and their lives?

1.- They align one’s work demands, one’s spouse’s demands, and one’s family situation.

2.- They re-asses their notion of career success, focusing on the “net gains”: career, family, personal life.

3.- They purposefully set boundaries that facilitate to meet expectations in each life’s domain.

slide27

To align one’s work demands, one’s spouse’s demands, and one’s family situation means:

  • To have a dynamic flexibility and re-assessment (not only in the company but especially at home).
    • a) With one’s spouse: Who is doing what and when.
    • b) With one’s company: What are the options, and how can I access them. How to redefine the job. What is feasible. Dynamic adaptation.
slide28

Companies’ destructive capacity

  • Pollution in nature (ecology)
  • Pollution in society (human ecology)
  •  Double effect:
    • Social (external)
    • Business (internal)
slide29

4 Levels of development in Companies

D No FR Policies

C Few policies or

don’t really use

them

B Have policies and

put them into

practice

A Have a FR culture

slide30

Elements of a

Family Responsible Enterprise

2.

Facilitadores

1. Policies

2.

Facilitators

Job flexibility

Professional support

Liderazgo

Comunicación

Leadership

Communication

4. Results

Family services

Non-salary benefits

Responsabilidad

Estrategia

Strategy

Responsibility

3. Culture: Hindrances / Promoters

slide31

Mecha-nistic

Psycho-sociological

Anthro-pological

slide32

10 Steps to become a FR company

1- Senior management commitment (budget included).

2- Work & Family coordinating committee.

3- Company diagnosis: self-diagnosis IFREI:

4- Family employees needs information.

5- Integral Balance Plan development.

6- Manual for Policies application.

7- Leadership of top managers.

8- Family values explicitly included in the corporate mission

( as new stakeholders).

9- Development of policies and processes.

10- Measure the use of policies to adjust and Benchmark.

http://www.iesedti.com/ifrei2006/ifrei.htm

slide33

IFREI in the World

European countries

Spain

Philippines

Portugal

Mexico

Guatemala

Venezuela

Singapore

El Salvador

Ecuador

Nigeria

Kenya

Colombia

Brazil

New Zealand

Peru

Uruguay

Chile

Argentina

slide35

www.iese.edu/icwf

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