Work-Life Balance & Employee Motivation at Jet-fly Limited

Dissertation Topic:

“The efficacy of work-life balance as a motivational aspect at the workplace to diminish mental stress during WFH condition: (A Case Study of Jet-fly Limited)”

EXECUTIVE SUMMARY

The study unwinds the significance of maintaining work-life balance to ensure employee motivation and eliminate mental stress during WHF condition. The study is based on Jet-Fly Limited and considers various segments of motivation to eliminate mental stress during WFH condition. The research was based on qualitative data gathered through survey interview method conducted with 5 employees from Jet-Fly Limited. The emphasis of research was made towards understanding employee perception towards work-life balance and to identify various challenges faced by them. The research lies with the aim to understand efficiency of work-life balance as a motivational factor at Jet-fly Limited to decrease mental stress during WFH situations. The research was conducted based on conducting interview. The study states the introduction which determines aim and objectives of the study and along with the same states the research questions to be determined. Further the literature review chapter was discussed that determines various findings made through secondary research. The research methodology examined the research approaches, methods, data collection and analysis techniques. Further the results and finding part determines the obtained results through conducting interview and responses of all the participants was determined. The discussion was based on thematic analysis, under which the obtained results through findings were discussed and stated. Based on the study conclusion and recommendations were made in context to prevailing research issues. The recommendations were also drawn for further studies. The studies state the significance of work-life balance in organisation and suggest various strategies to be implemented. The significance of work-life balance as motivational factor in eliminating mental stress caused due to WFH is determined. The emphasis of the study was towards ensuring motivation and elimination of mental stress in employees in Jet-Fly Limited during WFH condition.

CHAPTER 1: INTRODUCTION

1.1 RESEARCH BACKGROUND

After the work from the home situation and getting back to regular working, work-life balance is a must to help employees cope with changes. According to the research study of Poulose, (2018), work-life balance is a vital element that helps to assure employee motivation. Furthermore, the research states that the productivity of the employee can be assured when he or she feels motivated. Employee motivation plays a major role in shaping the level of creativities, innovation, commitment and energy in an organisation. Organisation inculcates various majors to assure employee motivation to boost organisational productivity and profitability. Ensuring work-life balance after a long duration of work from home (WFH) is necessary to release the mental stress caused to employees. The work-life balance is imbibed in Jet-fly Limited in consideration of motivational factors to eliminate the mental stress caused due to WFH. The research conducted helps to identify the concept of motivation and its significance in the organisation. The efficacy of work-life balance is to be ensured to diminish the mental stress caused due to WFH in Jet-fly Limited (Reizer, 2019). The research conducted is based on using empirical data. Research is based on using primary data that is collected through interviews of 5 employees at Jet-fly Limited. The background of the research is stated to get a clear vision of the research to be conducted.

Work-life balance assures employees to create a balance between professional work and personal chores. This factor is crucial to boost employee motivation as it helps to gain employee trust (Reizer, 2019). The efficacy of work-life balance is a must to ensure the elimination of mental stress caused due to the Work from Home situation. Working from home up to a certain level provides employees with the comfort zone that help them to work at ease.

The research conducted helps to examine efficacy to ensure work-life balance at motivational factor at Jet-fly Limited to eliminate the mental stress during WFH situation. Work-life balance is ensured in the organisation as it adds to employee motivation (Rao, 2021). The ways to achieve efficacy in work-life balance as motivation to drop mental stress caused due to WFH condition. The research is conducted with the aid of primary data collected through an interview method in which 5 employees from Jet-fly Limited will be interviewed. This will help the researcher to examine the perspective of employees towards maintaining efficacy in work-life balance to release the mental stress caused due to WFH condition. Factors that motivate the employees to maintain a work-life balance are considered (Poulose, 2018). The significance of employee motivation is stated to determine its impact on the profitability of the organisation. The main aim is to evaluate the efficiency of work-life balance to motivate the employee and eliminate mental stress caused due to WFH situations.

1.2 PROBLEM STATEMENT

Working from home situations aroused due to pandemic which has caused a huge shift in working pattern for employees. On one hand, the research (2019) argues that the pandemic impact on businesses has caused changes in the schedule of employees which leads to mental stress, as joining in the regular working hours at office premises after WFH conditions made it difficult for employees to cope up with. On the other hand, Jaharuddin, (2019) research study further argues that drastic changes in working patterns and schedules generate employee burnouts which make employees demotivated towards their work.

The study of Samwel, (2018) states that motivated employees produces greater productivity and profitability to the business which adds value to the organisational performance. Furthermore, the research argues that working from home situations lasts long, thus having a huge impact on the working pattern of individuals such as the personal and professional life of the employees. In addition, the research states that the changes in work schedule affect employee motivation towards work which leads to employee turnovers. Hence this research suggests that to retain and maintain talents in the organization, it is necessary to establish a work-life balance. As such, this research aims to identify the significance of employee motivation and factors that affects employee motivation, as it is vital to generate a work-life balance to ensure that employees feel motivated.

On another note, the research study of Irawanto et. al., (2021) argues that employee turnover and burnouts are caused due to a lack of work-life balance. According to the research, this is a result of prevailing long-term working from home conditions and the misbalance in the personal and professional lives of employees that creates mental stress for the employees. Alternatively, the study of Ozkeser, (2019) supports the above research in stating that imbalance of employee’s work-life harms the organisation and affects employee morale, as work-life balance ensures conducting activities that aid employees to establish balance and generate effective outcomes.

As such, to ensure employee motivation towards work in Jet-fly Limited and to eliminate the mental stress in the employee's research makes use of empirical data through an interview conducted with 5 employees belonging to Jet-fly Limited. This helps in the analysis of data and evaluation to meet the aim and objectives of the research.

1.3 RESEARCH COMPANY

Jet-fly Limited was incorporated in 1994 and a private limited company with share capital. The company nature is the provision of travel agency activities such as air, land and sea travel services to the public as an agent to airlines and consolidators. The company has 4 directors and employs 5 staff to manage their travel agency activities. Jet-fly is situated in 303 High Rd Leytonstone, London, E11 4HH and operates Monday to Saturday between 9.30 and 5.30 providing excellent service to their users (Companycheck, 1996).

1.4 AIM AND OBJECTIVES

Aim

This research study aims to evaluate the efficiency of work-life balance as a motivational factor at Jet-fly Limited to decrease mental stress during WFH situations.

Objectives

• To assess the concept of motivation and its significance to employees.

• To assess the effects of employee motivation on Jet-fly Ltd profitability.

• To evaluate the efficacy of work-life balance as a motivational aspect at Jet-fly Limited to diminish mental stress throughout the WFH situation.

1.5 RESEARCH QUESTIONS

Based on the identified objectives in the research, the research questions determined are as follows.

Q1. How does motivation aids to the employee efficiency at workplaces?

Q2. How is work-life balance as a motivational factor aid in reducing mental stress during the WFH condition for the employees of Jet-fly Limited?

Q3. What can be the possible strategies to establish Work life balance at a modern workplace like Jet-fly?

1.6 RATIONALE

Motivation is the crucial factor that shapes the work efficiency of the employees. Long time WFH condition has caused mental stress in employees (Palumbo, 2020). To ensure employee motivation and release the mental stress caused due to WFH conditions in Jet-fly Limited, the research states the significance of work-life balance. Work-life balance is a significant factor in organisations that ensures employee motivation and boost the work efficiency of employees in Jet-fly Limited. Research question helps to examine the understanding of motivation and its importance in the workplace. Research conducted evaluates the impact of work-life balance on employee motivation and consider it as a factor to release the mental stress caused due to work from home condition (Ozkeser, 2019).

Work-life balance implies consideration of the factors to generate balance in personal and professional life which ultimately removes the mental stress and help employees feel motivated towards work. This will add value to organisational performance and diminish mental stress (Jacukowicz, 2020). Yayla, (2021) research study states that it is necessary to research to examine the significance of motivation on employees, as the emphasis is made to establish a work-life balance to release mental stress caused due to work from the home situation during a pandemic. Furthermore, it states that the emphasis is made to generate work-life balance and undertake measures to diminish the impact of work from home on employee motivation and necessary to generate employee motivation to establish a work-life balance.

1.7 STRUCTURE OF STUDY

This research study will follow a structure to ensure the reader can understand the steps taken for the completion of this study. Chapter 1 of this research will provide an overview of the background to conduct the study. It defines the concept of motivation and its significance to organisations. Furthermore, it provides an overview of the importance of work-life balance to ensure that employees are motivated. In addition, it provides an overview of the research company Jet-fly Limited which is used as the primary research for this study. The second chapter is the literature review which is the secondary research consisting of previous research that has been carried out in the research area to analyse the efficacy of work-life balance as a motivational aspect at the workplace to diminish mental stress during WFH condition.

The following chapter 3 is the methodology chapter which will provide an in-depth analysis of how this research has been undertaken using qualitative data through interviews from 5 employees at Jet-fly limited. This will be followed by the fourth chapter which will provide the presentation of data gathered and analysis that will aid this research in answering the research questions above through the responses attained from the employees in the interview. The final chapter of this research will include the findings reached with the suggested recommendation, conclusions and any limitations experienced during this research.

CHAPTER 2: LITERATURE REVIEW

2.1 CONCEPT OF MOTIVATION

According to the views of Schunk and DiBenedetto (2020), Motivation is referred to an inner state that activates moves, directs or energizes the behaviour goals of an individual. It stimulates one's desires towards taking action on the course for fulfilling their desired objectives and goals. Motivation is an important factor that encourages people to perform their best to increase their productivity and to achieve the organisational goals of a company. Schunk and DiBenedetto, (2020) study states that a positive and strong motivation helps the employees in reducing their workload by directing them towards the accomplishment of goals with the right spirit. On one hand, Rheinberg and Engeser (2018), argues that negative motivation to an employee would decrease his productivity and performance efficiency, as it will lead the employee towards the negative side that also reduces the loyalty and respect towards the organisation. Therefore, motivation is the key element that helps in the management of personnel. A supervisor’s focus towards providing the required motivation to the employees helps in boosting their productivity by enabling them to get the right treatment and recognition that appreciate him to perform further better (Rheinberg and Engeser, 2018). On the other hand, the study of Berridge (2018) argues that motivation is influenced by the satisfaction of the needs of an individual that may be required for sustaining life or essential for the wellbeing and growth of the people. It can be also referred to as a psychological phenomenon which means tackling the needs and wants of an individual by developing an incentive plan. The process of motivation has three steps which are followed such as a felt need, a stimulus in which needs are aroused and when the needs are satisfied with the accomplishment of desired goals of an individual. Alternatively, Ryan and Deci (2020) research study highlights that there are many benefits of motivation which includes putting the human resources into action for better productivity and performance to achieve the organisational or individual goals, improving the efficiency level of employees, building strong relationships amongst the employees and leaders, directs to the accomplishment of common goals, leads to the stable workforce and more. As such, this research will state in a nutshell that motivation boosts the morale of employees for going the extra mile to achieve something bigger and reach the heights of success.

Locke and Schattke (2019) research study shows that there are many factors that influence the motivation of an individual at the workplace. It can be positive or negative motivation depending on its direction and how the individual is guided. There are primarily four types of motivation including intrinsic, extrinsic, positive or negative motivation. Intrinsic motivation refers to the motivation that exists within the individual and is driven by an interest or enjoyment in the tasks; it does not have to rely on external pressure for the motivation. It can be associated with the high achievements and enjoyments by the students. The advantages of intrinsic motivation can be self-sustaining and long-lasting and it often focuses on the subject rather than punishments or rewards (Ryan and Deci, 2020). The disadvantages of intrinsic motivation include slower and length preparation and requirements to understand the interest area of subjects of the students for gaining motivation. Extrinsic motivation comes from the outside of an individual. The common extrinsic motivation that influences an individual positively towards the achievement of their goals and objectives includes rewards, coercion, grades, money and also the threat of punishment. In addition to this, it includes the competition factor as it highly influences the people towards winning and beating others to gather trophies or incentives. The advantages of extrinsic motivation include an individual getting easily motivated towards their work to fulfil the desired objectives and the disadvantages of the extrinsic motivation include motivation lasting to the extent of some period only as it may last until the external rewards are satisfied and then get disappear (Locke and Schattke, 2019).

According to Ali and Anwar (2021), positive motivation is a reward-based encouragement method for individuals to guide towards the accomplishment of goals and objectives. It helps in developing willingness in an individual to increase their productivity for performing better. It improves the relationships between the management and employees. Other benefits of positive motivation involve increasing work performance, improving cooperation and the trust between employees and management. Positive motivation can be in form of monetary or non-monetary incentives. An example of Monetary incentives may include cash reward, bonus payment, pay increment, retirement benefit and profit-sharing scheme whereas the non-monetary incentive may include participating in the process of decision-making in an organisation, promotions, recognition and appreciation, freedom to work, challenges in work and autonomy. On the other hand, negative motivation is referred to the act of forcing employees to work by threatening them air punishing them. It involves disciplinary actions such as pay cuts, fines and charges, penalties and more. The non-monetary demotivation that applies to an individual includes demotivation, group rejection for team working, the threat for dismissal from a job, transfer to remote areas and more. It may also be used or practised by the managers to prevent the undesirable behaviour of the individuals (Ali and Anwar, 2021).

2.3 WORK-LIFE BALANCE AS A MOTIVATIONAL FACTOR AT JET-FLY LIMITED

According to Wolor et. al. (2020), there are many factors of motivation for an individual that can be used by organisations to motivate the employees for retaining and engaging them towards higher productivity. It is very important for a business organisation to promote growth and success with the use of human capital. The key driver of success for the better performance and productivity of an organisation in uncertain situations also is the human capital of the company. It is been recently got realized by the organisations that the employees are one of the most important factors that promote the company’s success. Thus, for the success and engagement of employees towards the organisation, motivation is highly necessary as it builds them to go extra mile for the accomplishment of goals and objectives of the business (Wolor et al., 2020). It also assists them in developing new skills and the role of highly engaged and motivated employees towards the organisation cannot be underestimated. The top motivational factors that are considered to increase the interest of the employees include the carrier development practices, appreciation and recognition, involvement in the management decision-making process, financial rewards and the ability to manage the work-life balance.

Balven et. al. (2018) states that the concept of work-life balance can be applied to all the employees within the Jet-Fly organisation. It is the self-defined and self-determined state of well-being that enables an individual to efficiently manage multiple roles and responsibilities at work and home also. It supports the individual to balance the work in accordance with their other duties and tasks also and balances the physical, emotional, community health, family and emotions of an individual without negatively impacting him or her with stress or grief (Balven et al., 2018).

As per the view of Hossain et al. (2018), there has been a push towards understanding the notion of work-life balance in recent years by business organisations. It has been emphasized that achieving and maintaining work-life balance is the concept which business organisations are highly noticing and building strategies to have happy employees for boosting their satisfaction and strong relationships with the management of the company. The concept of work-life balance can be applied to all workers in an organisation as a healthy workplace is a happy workplace. The focus of the Jet-Fly organisation towards employee's happiness and health promotes the strong brand name and reputation of the business organisation in the market and amongst the customers. It does not only retain the employees but also track new customers by the positive word of mouth from one place and others in the market.

The research study of Rani and Desiana (2019) states that there are many benefits that work-life balance promotes for an individual as well as for the Jet-Fly Ltd, such as it drives retention of employees for the organisation and increases the productivity and performance of an individual by boosting their ability to balance their home and work. Work-life balance plays as a motivational factor for the employees at Jet-Fly as it is highly important in the given unpredictable and uncertain work environment, especially in the circumstances such as working under pressure, uncertain situations, stressed workplace environment and blurred lines between works in personal (Hossain et al., 2018). With the increase in the trend of working from home due to some uncertainties has also mixed the work and personal which highly required is the balance between work life and personal life. Therefore, work-life balance is achieved through adopting time management practices, creating a more flexible work schedule, and adopting productivity hacks. It all promotes better working conditions with encouraging motivation in an individual (Rani and Desiana, 2019).

2.2 FACTORS THAT LEAD TO MENTAL STRESS IN EMPLOYEES AT THE WORKPLACE 

On one hand, Janssen et al. (2018) research study argues that work-related stress is one of the major problems that is affecting the health and well-being of the employees as well as the productivity of the employees. The mental stress in employees at the workplace exceeds the maximized work pressure or when the work demands various combinations and types that exceed the person's capability and capacity to cope up with the situation and balance the stress. Employees at Jet-Fly organisation might feel under pressure while working in a company with a high workload that exceeds their capacity. The increased demand for the job roles and working hours are greater than they can comfortably manage which impacts negatively on their mental state and maximizes their stress level. There are many other reasons also that maximize the mental stress of the employees such as long working hours, conflicts with bosses or team members, job security threats, constant change, potential redundancy and many more.

On the other hand, Guthrie et al. (2018) study states that to better understand workplace stress, it should be classified into two categories such as psychosocial stress and physical stress. Physical stress involves the factors such as poor office layout, ergonomic factors, noise, bad working postures and poor lightning. It creates a disturbance in the mind of an individual and increases their stress level in performing the job roles and responsibilities. On the other hand, psychosocial factors that promote mental stress in the employees includes harassment, job insecurity, poor job control, high demands of the job, inflexible working hours, bullying, poor web designs and structure and many more. It influences the performance and productivity of an individual in a very negative way that impacts the individual’s mind. it may affect the worker's physical health and their behaviour also (Janssen et al., 2018).

According to Hendrix et al. (2020), workplace stress that leads to mental stress may adversely affect the mental health of the individual as it increases the risks of depression, substance use disorders, anxiety and burnouts. They are also more likely to engage with negative practices such as excessive use of alcohol, smoking, poor dietary patterns and drug abuse. Therefore, with such increased habits of the employees, it optimises their leaves and impacts on the behaviour patterns also that may influence bad relationships with the colleagues and bosses with arising conflicts amongst them. However, Janssen et al. (2018) highlights that injury rates, doctor visits, healthcare costs, accidents and higher turnover rates are influenced by the employee's workplace stress. It impacts adversely to both the employees as well as to the organisation because of the reduced productivity and performance. It does not only impacts the mental well-being of the employee's but also negatively influences the brand name of the company with the higher turnover rates, increased administrative costs and employees dissatisfaction.

As per Guthrie et al. (2018), one of the most harmful effects of workplace stress on the mental health of the employees involves the attempt to suicide because of stress-related depression. Mental stress could lead to permanent disorders to the employees or it may even cause death with the changes in an emotional state of an individual. It reduces the ability of employees to work effectively and with proficiency and leads to poor decision-making and choices that harm the individual as well as the organisation also. The concentration of the employees towards the work performance is decreased with the mental stress at the replace and he is unable to cope up with others. Therefore, at Jet-Fly Ltd, the factors that lead to the increased mental stress amongst the employees may include the poor workplace culture, bad practices of the management, increased demands of the job, bad relationships at work, lack support and guidance, role conflict, trauma and change management. However, there are also many other reasons that promote mental stress amongst the employees at the Jet-Fly which may involve the long working hours, job insecurity, over-supervision, lack of equipment’s, discrimination and many more. Janssen et al. (2018), that mental stress in an individual at the workplace has been a management issue that requires the company to work upon the strategy that helps in reducing such stress as it significantly impacts the health and safety issues. Employees must not be subjected to unnecessary stress levels which leads to any disorders or impacts on the well-being of the employees. Jet-Fly Ltd needs to build a safe working environment, provide proper training to the employees, de-stigmas work-related issues, hold meetings or discussions with the employees for taking appropriate actions, encourage a positive workplace environment, seek advice from the healthcare professionals and many more as to reduce their mental stress.

According to Ali and Anwar, (2021), the factors that Jet-Fly Ltd needs to focus on is the development of strategies that reduces the mental stress level of the employees include reducing the long-working hours, providing job security, eliminating any discrimination amongst employees, building strong relationships and interactions with the employees withholding discussion sessions once a week, and decreasing the right deadlines to promote the health of the individuals. Therefore, by the Jet-fly Ltd focusing on such factors, the mental stress amongst their employees can be reduced. Alternatively, Guthrie et al. (2018) research study suggests that the elimination of such factors from the employees every day working would the firm in influencing the strong brand name in the market with the increased productivity and performance of the organisation. It would help in assisting the company in achieving its desired goals and objectives. Jet-Fly organisation management must identify the future possible challenges or factors that may lead towards the increased mental stress amongst the employees as to work upon its improvements or reduction of such factors to promote the positive working environment and healthy lifestyle and mind of the employees (Janssen et al., 2018).

2.3 EFFECT OF EMPLOYEE MOTIVATION ON JET-FLY LIMITED PROFITABILITY 

Putri and Amran (2017) research study states that there are many motivational factors for employees that influences the productivity and profitability of an organisation. Employee motivation can come from various factors at the organisation such as support from the team leaders, a positive workplace environment, cooperative team members, rewards and incentives, paid leaves and many more. Therefore, for a better understanding of the employee's motivation at the workplace, describes the motivation can be either intrinsic or extrinsic. Intrinsic motivation is referred to the motivation that is derived through the individual activity such as successful completion of the projects, the well-being of an individual, good recognition, expertise and ability to perform work, responsibilities, mutual respect and freedom of decision-making (Putri and Amran, 2017). On the other hand, the study of Kaushik and Guleria (2020) states that extrinsic motivation comes from the external activities which are determined by the company such as welfares, elevation. Compensation, work conditions, safety and many more that inspires the employees through the rewards and incentives they get for the work rather than the completion of tasks. The promotions, additional benefits, competition, monetary benefits and more trigger the motivation in an individual to perform better and appreciate the organisation practices.

Jet-fly Ltd focuses on motivating their employees in both intrinsic and extrinsic manner so as to increase their productivity and work performance of the business. On one hand, the study of Wolor et. al., (2020) argues that the availability of the career development programs, rewards and incentives and competition at the company influences employee motivation at Jet-fly through extrinsic motivation. On the other hand, Kaushik and Guleria, (2020) research highlights that intrinsic motivation at the company is influenced through the healthy relationships of the management with employees and co-workers as well as the company's focus towards employee well-being also promotes the organisation productivity.

To support the above, the study of Hossain et. al., (2018), identifies that both intrinsic and extrinsic factors of employee’s motivation highly influence the company’s productivity and profitability. It benefits the organisation in increasing the engagement of employees towards the work and they also go extra mile for the achievement of desired goals and objectives of the business. The competitive advantages that the Jet-Fly organisation gains through employees' motivation promote the company’s productivity in a very efficient manner. It influences the high working capacity of the company which encourages through the participation of the employees towards the growth and expansion of the business. The better relationships with the employees and their motivation towards the achievement of organisational goals promote the company is investing more in the growth through promoting change and expansion. It directly increases the company’s well-being with the high interest of the stakeholders towards the organisation. Rani and Desai (2019)., the profitability of the company is influenced through employees motivation in one more manner as it maximizes the potential of every individual working in the organisation to be more efficient as to gain the rewards, incentives or promotions. It encourages them to work harder and offer more to the company than just working as per the routine. This promotes the high revenues of the jet-fly business organisation by assisting the company to focus on the development of strategic vision and achievement of the organisational goals and objectives (Hossain et al., 2018).

2.4 WORK-LIFE BALANCE TO DIMINISH MENTAL STRESS IN WORK FROM THE HOME SITUATION AT JET-FLY 

Wolor et al. (2020) states that work-life balance is one of the greatest motivational boosters for the employees as it helped in reducing the mental stress of the employees. Especially, I the recent uncertain situation where the business organisations have provided work from home to the employees, it has highly disturbed the maintenance of work life and personal life balance by the individuals. However, the promotion of work-life balance at Jet-Fly in the work from situation especially helps in keeping the employees motivated towards their work and performance. It helps in assisting in the form of encouragement to the individuals to pursue the work-life balance with allowing to delegate the tasks as per the appropriate schedule as for achieving both the goals personal as well as professional (Wolor et al., 2020).

As per the views of Sirgy and Lee, (2018) the work-life balance provides efficiency to the individuals to work happily and smoothly with maintaining their proficiency in the completion of work. Work-life balance is also reflected as a driver for increasing the productivity and performance of individuals. It provides competitive advantages to the employees working at Jet-fly as it reduces the work pressure and provides the time for relaxation to the employees (Sirgy and Lee, 2018).

On another note, the study of Rodríguez-Sánchez et al. (2020) states that, business organisations promote work-life balance in different ways. Therefore, Jet-Fly organisation influences such aspects with prioritising the time of individuals through delegating tasks with balancing urgent basis requirements and also providing spare time to the employees. The company provides the required breaks to the employees for promoting their work-life balance and encouraging them to work with a fresh mind and perspective. In addition to this, Jet-fly offers technological advancements tools to the employees for maintaining their schedule as per dividing the work, breaks and personal time. Thus, all such strategies highly benefit the company in influencing their motivation to work harder and increase their productivity (Rodríguez-Sánchez et al., 2020).

2.5 STRATEGIES TO OVERCOME MENTAL STRESS AMONG EMPLOYEES

According to the business, organisations must develop effective strategies for the maintenance of the employee’s well-being. It is very essential for the business organisation to reduce employee stress as it highly impacts the performance and productivity of the employees. The increasing employee’s mental stress is one of the key areas where business organisations are required to focus upon. Therefore, Jet-fly must build strategies that help in overcoming employee mental stress and promote the balance of their health and wellness. Thus, as per the views of Chen et al. (2019), the strategies that can be adopted by the company for eliminating or reducing employee mental stress includes encouraging workplace wellness, allowing flexible working hours, providing remote working opportunities, encouraging social activities, recognising the employees, creating a quiet time, and many more. the primary and most effective strategies for the elimination of mental stress amongst employees include offering flexible working hours schedules or remote working to the employees. It refers to allowing the employees to work as per their comfortability through selecting the schedule of work as per their routine and efficiency. This provides the employees with a better opportunity to work with motivation and effectively that also encourages their performance. In addition to this, the availability of work from home or remote working would also be helpful for Jet-fly to promote high employee retention in the company and also reduce their mental stress that may get influenced through requirements of the company to reach office locations on time without considering the distance (Chen et al., 2019).

As stated by Huang et al. (2018), another strategy that would be helpful for the Jet-Fly to reduce the employee’s mental stress includes encouraging employee wellness, as such the company can promote the healthy and fresh mind of the employees by encouraging the employees by offering them healthy snacks in the office, providing health workshops once in a month, subsidizing gym membership, and encouraging employees to go on walks for the lunch breaks. The management of Jet-Fly must also encourage social activities and hold monthly interactions session for the employees to improve their relationships and reduce stress with communication and team bonding. It would also help in building good relationships among the employees and the management of the organisation. The barriers to the communication would be broken down through such strategy and it would enable the employees to share their views perceptions and challenges easily with the teammates or team leaders that would reduce their mental stress. The support and guidance from the team leaders would be promoted through such strategies and the performance of the employees will be positively influenced (Huang et al., 2018). As per the views of Follmer et al. (2018), Jet-fly can also provide counselling sessions for the employees as it would assist them in sharing their problems with the experts that would also provide them with the right suggestion or guidance. It would provide the opportunity to the employees for sharing the challenges that they are facing and also gain the solutions for the same. Therefore through these strategies, it would be helpful for them to reduce their mental stress and work upon their further areas of improvement to accomplish the desired goals and objectives.

The ability of the company to build strategies for overcoming the mental stress amongst the employees would benefit the organisation in enhancing the high employee retention in the company as well as boosting organisational profitability (Follmer et al., 2018). According to the views of Bartlett et al. (2019), it provides opportunities and benefits to both the employees and the organisation as it supports in reducing the mental stress of employees and boosting their confidence, performance abilities and productivities as well as it benefits the company in gaining competitive advantages in the market, influencing high employee retention and building a strong brand name in the market. It would attract a high number of investors amongst the company and also provide growth opportunities to the employees with their ability to manage stress effectively (Bartlett et al., 2019).

CHAPTER: 3 METHODOLOGY

3.1 RESEARCH METHODOLOGY

Islam, (2022) research states that methodology is determined as an exploration system which help to interprets ontological and epistemological standards in the rules that show how the examination is to be led and standards, systems, and practices that manages research. Generally talking there are assortments of examination philosophies with no single acknowledged exploration system material to all examination issues. Each examination strategy has its overall shortcoming what's more, strength.

Furthermore, the study of Nayak, (2021) highlights that no single philosophy examination is fundamentally great, and that determination unavoidably includes misfortune just as to gain. The determination of exploration approach relies upon the worldview that directs the exploration movement, more, convictions about the idea of the real world and mankind (cosmology), the hypothesis of information that educates the examination (epistemology), and how that information might be acquired (philosophy). As such based-on Luhrmann et al., (2021) study, this chapter critically analyzed the understanding of the choice of method applied to conduct the research. The understanding of research philosophies, types, process, and design is critically examined. In addition, the research onion gives a depressing demonstration of the layers or basic categories that will be refined to find a practical philosophy. The evaluation process consists of the first phase with a demonstration of basic thinking, selection methods, strategies, and systems such as the simulation of time clusters, many of which take the exploration experience in the test program - principles and integrated information systems (Melnikovas, 2018).

3.2 RESEARCH PHILOSOPHY

The structures of experimental structures in the framework of metaphysics - true nature, epistemology is considered as nature, sources or facts, and axiology is determined as values, beliefs, and experimental behaviors (Melnikovas, 2018). The traditional method of testing is based on a philosophical concept that, at the same time, has provided methods and procedures for testing (Ping et al., 2019). From the stated objective point of view, there may be two old styles or on the other hand a standard - positivist and translation, and two later - rational thought and basic pragmatist, areas of rational testing theory:

Positivism- Demonstrates the philosophical position of a particular researcher. Metaphysics is determined on basis of objectivist assumptions that objects are perceived, atomic events, existing without social excitement, therefore, mere perception and observational details can be referred to as "active" (Roach, 2018). Interpretation - A method based on the subjectivist ontological allegations that things were invented verbally, in which way the reality that exists or developed in society can be explored only with friendly developments such as understanding or language. Expects capricious nature of future. What's to come is seen as an irregular, turbulent and erratic chain of occasions, along these lines the control or forecast of the future as such is incomprehensible, information on the future must be acquired through a natural system (Melnikovas, 2018). The severe division among positivist and interpretive positions involves steady pundits based on qualification among normal and sociologies. Positivist way of thinking conceding that elements, for example, thoughts or social constructions exist freely of people, doesn't take into account the job of an individual in social reality. On the other hand, interpretivism guarantees that the existence of the world, autonomous of human ideas and insight is incomprehensible (Melnikovas, 2018).

The research conducted is based on interpretivism philosophy which relies on human subject as instrument to measure specific phenomenon. This type of philosophy is based on observation and interview and further responses are collected and analyzed. Future expectations based on our data about current and general acquisition times, reasoning, legal compliance, and useful relationships enable precise future estimates for more output. The qualitative data is gathered through conducting interview with 5 employees and understanding their perspective towards prevailing problem.

3.3 PURPOSE OF RESEARCH

The purpose of research lies in deciding the utilization of qualitative and subjective techniques or different combinations of both. Research decisions concerns the utilization of qualitative and subjective examination techniques, just as the straightforward or complex blend of both or the utilization of mono techniques (Walker, 2019). Subjective techniques suggest an assortment of huge enlightening information. Mono technique is implied when the research is centered to one choice of method either around qualitative or subjective information gathering; blended techniques –qualitative data is also gathered through interview, subjective strategies utilized inside a similar exploration to complete various points and counterbalance the limitations of the utilization of mono strategy; multi-technique decision subverts the utilization of both, subjective and quantitative techniques, albeit the examination depends on of them, while the other strategy is a helper or advantageous (Melnikovas, 2018).

3.4 RESEARCH PROCESS AND DESIGN

The research process is based on conducting interview with employee and gathering qualitative data (Roach, 2018). The data is further discussed and analyzed to meet research gap. The transcript made through conducting interview is discussed and findings are made in context to same. Use of important/optional information, choosing test circles, creating research content, finding relevant conversations, and more are method of data collection (Ping et al., 2019). Following the onion test gradually, the last layer methods, and techniques, move the examination plan towards information assortment and investigation. All the previous decisions decide the sort of fundamental information and data assortment and examination methods, which will assist with addressing the exploration question (Melnikovas, 2018).

The research onion is instruments that assists with getting sorted out the investigation and foster the suspension of the test follow the onion layers of the test gradually. However, the experimental onion model was intended for business considerations, in this way it would be inaccurate to adjust this model "with no guarantees" for exploring what's to come (Vodithala, 2020). The investigation of writing on prospects concentrates on strategy has uncovered those fates studies are a particular field of experimentation as it regulates supernatural phenomena, in this way supporting clear ontological and epistemological thinking leading to a selection of processes, techniques, and techniques unique from ones utilized in business contemplates (Melnikovas, 2018).

3.5 METHODS OF DATA COLLECTION

This research applied a qualitative data collection method and will be gathered through collective interview with the 5 employees of Jet-fly Limited. The qualitative data will be gathered through interview that will be conducted with 5 employees belonging to Jet Fly organisation. The data gathered will be analysed with help of thematic analysis and findings will be framed. The data gathered through interview will be based on one-to-one interactions and will be helpful in understanding perspective of employees. Each employee will be asked question and will be said to determine their perspectives on same. With help of observation and data gathered further discussion will be made. The discussion will aim to meet research aim and objectives and thus meet research gap. The employee for interview will be selected through random sampling method and will be interviewed by researcher.

The transcript made will be made on the observation and replies of 5 employees which will be further discussed. The transcript made based on the observation and reply of interviewee will be base for data analysis.

3.6 RESEARCH ETHICS

The research conducted is based on qualitative data that is gathered through interview method. The data gathered will be examined based on the understanding gained through responses of employees. Employees for interview will be selected based on random sampling method. To conduct interview and gather qualitative data, ethical considerations of research will be imbibed. The ethical consideration creates strong base for validity and reliability of research (Moore et al., 2021). Ethics in research play major role as it determine strong base to rely on the data gathered through research method. To conduct the research based on the interview, privacy and confidentiality of the individual employees was maintained. No personal information of the participants was misused. Confidentiality in context to maintain anonymity and privacy was taken care of. Respect towards individual opinion and perspective was maintained and care was taken to ensure respect towards individual response during interview (Roach, 2018). The use of individual participant information was critically discussed and mentioned below. At time of conducting interview ethic approval form was filled by the participants to ensure their willingness and consent to participate in interview (Melnikovas, 2018). No ethical breaching occurred, and the information gained was stored in softcopy and hardcopy form. The access to both the form f data will only be with researcher and care will be ensured that gathered information through interview is not misused in any form.

3.7 RESEARCH LIMITATIONS

The data gathered through conducting interview and observation of individual may lack in certain areas. The data obtained may be biased and would only suit individual perspective. Gathering data through interview may be false and be result of grapevine. Hence one cannot fully rely on the data gathered through interview (Nayak, 2021).

Accuracy of the information may not be guaranteed as responses will be subjected to individual perspective. Being verbal interactions interview may lack the proper record and techniques of maintaining records.

The information gathered may be incomplete and cause of interviewee’s personality and mood. The information gained may not be organised and lack systematic pattern. The process of interview on other hand is lengthy and time consuming.

CHAPTER: 4 RESULTS AND FINDINGS

This chapter summarizes the results and analysis the same. The research is conducted based on qualitative data gathered through interview. The chapter states the responses of 5 participants in interview method and analysis their statements. The interview conducted with 5 employees from Jet-fly Limited, to understand their perspective in context to ensuring work-life balance to eliminate the mental stress and motivate employees during WFH condition.

Question 1

Interviewer: Are you able to maintain work-life balance during WFH condition?

Interviewee 1:

No, It was impossible to maintain work-life balance during WFH condition. The reason behind the same is irregular working hours, changes in schedule. WFH condition largely impact work-life balance due to remote working condition. The technological challenges were prevailing that resist to ensure higher efficiency towards work. Working from home causes various distractions through which the work performance is decreased. I was not able to perform my personal as well as professional task with ease and thus cause huge impact on work-life balance.

Interviewee 2:

Maintaining work-life balance was tedious task during WFH condition. I was unable to concentrate on work due to remote distractions. I was not able to cope with the team work activities due to changes in schedule and changes in time zone. This affected organisational productivity. Thus causes huge impact on work life balance. I was distracted and was not able to maintain work-life balance which ultimately created challenges for self-productivity. This affected work-life balance and my motivation towards work.

Interviewee 3:

I am toward partial side and it was not as tough for me to maintain work-life balance. I use to maintain timetable and work accordingly. The thing that affected me was lack of communication as various communication barriers prevail such as network issues, lack of medium, misunderstandings, changes in interpretations, etc. This affected organisational communication and thus affected my morale. Else I was able to maintain work-life balance due to scheduled work and maintaining balance between personal and professional lives.

Interviewee 4:

WFH condition affected my work efficiency and I was not able to maintain work life balance. The communication channels were not adequate and hamper the quality of work. Remote working causes several distractions which affected my personal as well as professional life. The work culture was largely affected and no motivation exists to continue the work with enthusiasm. Lack of team work and unwanted pressure affected my work-life balance.

Interviewee5:

I was not able to maintain work-life balance due to improper working schedule and lack of balance between work and other personal activities. Time schedule in association to the work were largely affected and causes impact on employee productivity. The work-life balance was crucial factors that was not being able to maintain during remote working and thus affected my motivation towards work. Effective collaboration and communication was not facilitated through WFH condition.

Question 2

Interviewer: Which techniques of motivation play significant role in improving employee productivity?

Interviewee 1:

In my context the monetary incentives and better work-culture play significant role in improving employee motivation. Monetary incentives add value to employee performance and motivate them to work to their fullest. Employees are also motivated by organisational work culture whereby employees are motivated, encouraged and considered accordingly. Work culture and monetary incentives are factors as per my context that motivates employees to enhance their productivity.

Interviewee 2:

Awards and recognition in my context play major role. Employees should be considered in decision-making ad should be further awarded and rewarded according to their efforts. This may include promotion, bonus, etc. This boosts employee motivation to work and develops strong base for improving employee productivity.

Interviewee 3:

As per my understanding employees should be involved included in decision-making process and be provided with smaller goals to achieve. This will provide employees with the purpose and will improve their performance. Employees with purpose should be included in organisational decision-making process. This will enhance employee morale and they will feel worthy and thus will get motivated towards work.

Interviewee 4:

Monetary and non-monetary form of motivation such as recognition, awards, etc. develops strong base for motivation and ensure increase in employee performance. This will benefit employees from working hard and will ensure proper delivery of the services. Based on the requirement of employees organisation should consider the provision of employee motivation. The needs and wants of employees should be valued and accordingly work should be provided.

Interviewee5:

Including employees in decision-making and valuing their needs and preference should be considered as this motivates employees a lot. I my understanding employees are motivated when considered and valued in decision-making process. This makes employee to feel worthy and valued. The strong base for trust in organisation and in management will be building and will boost working of employees.

Question 3

Interviewer: Do you consider work-life balance as motivational aspect to eliminate mental stress throughout the WFH situation?

Interviewee 1:

I consider work-life balance as crucial factor in determining employee motivation and eliminating mental stress caused due to WFH. The mental stress was caused due to irregular working hours, lack of support, coordination, communication, etc. Effective work-life balance and ensuring employee motivation through implementation of the strategies can be ensured. WFH condition affected personal and professional balance which can be rectified through effective work-life balance.

Interviewee 2:

Only work-life balance will not prove beneficial to eliminate mental stress and ensure employee motivation. Along with work-life balance it is essential to emphasis on key factors that will eliminate employee mental stress and will further motivate them towards work. Work-life balance is an segment that will add value to employee motivation along with it effective communication, work culture, organisational behaviour are crucial factors to boost employee motivation and release mental stress due to WFH.

Interviewee 3:

Yes, in my opinion work-life balance play major role to add value to employee motivation and eliminate mental stress due to WFH. Work-life balance provides employees with potential to deal with personal as well as professional task and deal with changes accordingly. Employee feels motivated and ensures higher performance. Work-life balance is an essential segment that develop base for employee motivation and eliminate mental stress. Various dimensions are undertaken such as work culture, work environment, effective communication, etc. to build better work-life balance.

Interviewee 4:

Yes, work-life balance is essential element that ensures reduction in mental stress caused due to WFH condition. After WFH employees feel demotivated and were unable to maintain a balance in work. Effective work-life balance strategies will prove helpful in managing mental stress and undertake measures in accordance to deliver greater value. This ensures elimination of employee burnouts and creates space for productive activities along with generating greater employee value.

Interviewee5:

In my opinion work-life balance alone cannot ensure employee motivation and eliminate mental stress due to WFH situation. Along with work-life balance it is essential to understand the issues faced by employees and add value to employee motivation. Organisation should also focus on enhancing communication channel and providing feedback. Various other factors of motivation should be considered and accordingly strategies should be implemented. Work-life balance is crucial aspect but on other hand emphasis should also be made on other factors that eliminate employee mental stress.

Question 4

Interviewer: What techniques or strategies are used in your organisation to maintain work-life balance?

Interviewee 1:

In my organisation the work-life balance is ensured through maintaining flexible working hours and promoting remote working through effective training and development. The effectiveness of work along with time consumed is considered this makes employee with the understanding of each task and activity. Better communication channel and advancement in technology is implemented that promotes effective work-life balance. The health is set as a priority and employees are given adequate time to take care of their physical and mental health issues.

Interviewee 2:

Maintaining personal and professional growth of an employee is nurtured and solutions are provided to nurture family and relationship along with work. The organisation set specific schedule of work that best suits all employees and ensure work scheduling according to preferences of the employees. Work culture in organisation is enhanced through effective communication, shared decision-making, establishing boundaries, etc. This makes employee feeling worthy and valued and help them to maintain work-life balance.

Interviewee 3:

To maintain work-life balance, organisation undertakes frequent breaks, working schedule being flexible, making fitness as priority. This ensures undertaking of the measures that enhance employee concentration and decreases the stress. Employees feel encouraged and undertake effective decision. This ensures timely completion of task and provides strong base for employee motivation. The stress caused due to work is eliminated and mental and physical health of the employees is prioritized.

Interviewee 4:

Organisation provides employees with leniency and flexible working hours. Organisation undertakes measures to schedule the work according to employee preferences. Organisation ensures trade-off and develops strong base for employee satisfaction. Employees feel worthy as they are able to maintain balance in their personal and professional work. Employees are provided with flexible working hours and remote work system that helps them to keep track on personal as well as professional lives.

Interviewee5:

Effective communication, providing and receiving feedback, determination of personal demand, balance between personal and professional lives, etc. is determined. Employees are motivated and encouraged and feedback is provided. Work-life balance is also promoted through remote working and providing them with work holistic and developing base to motivate employee and eliminate mental stress.

Question 5

Interviewer: What significance does work-life balance as motivation plays to enhance employee efficacy?

Interviewee 1:

Motivation of employees is directly related to employee productivity. If the employee is motivated than he or she will put maximum efforts. I strongly agree that motivation is directly related to employee efficacy. The ability and willingness to work is enhanced with proper motivation. It implies measures that add value to organisational performance. A motivated employee will feel appreciated and will result in better performance and enthusiasm in employees. The organisational relationship with employees is enhanced with motivational factors and applying use of them.

Interviewee 2:

In my opinion motivation factor puts human resource into actions and strive for achievement and power. Motivation is vital aspect that implies consideration of employee’s needs and wants and accordingly actions are taken. This motivates employees and ensure higher employee efficacy. Motivation is crucial factor to eliminate employee burnout and maintain work-life balance. Employees are retain in organisation for longer time and bridges the gap between individual understandings and deliver better performance. The stability of work force is ensured and enhances workculture in the organisation.

Interviewee 3:

Motivation is essential element that provides employees the encouragement to perform their work with ease and ensure delivery of effective outcome. Based on the motivation employees are provided right guidance to deal with things and ensure accomplishment of task. Work-life balance is essential element that motivates employees. Due to work-life balance employees feel motivated and are able to maintain balance in their personal and professional task. This ensures encouragement to employees to perform their task effectively.

Interviewee 4:

As per my opinion motivation due to work-life balance is essential segment that facilitate employees to inculcate their personal and professional tasks accordingly. It is essential for organisation to organised effective strategies to promote work-life balance as this will motivate employees to perform their task with ease. Work-life balance helps employees to manage their work schedule and ensure effective remote working. While remote working work-life balance provides ease with work and help employees to manage mental stress.

Interviewee5:

Employee motivation is crucial element that ensures remote working without demotivating employees and eliminating stress. Work-life balance promotes healthy work culture and on other hand ensures elimination of mental stress. I am of opinion that to ensure organisational profitability and productivity organisation should inculcate techniques and strategies that will make employee motivate towards organisation. Motivated employees are loyal towards organisation and provide greater outcome and on other hand throughout remote working employee stress can be reduced. WFH condition has affected employee motivation towards work, work-life balance strategies are essential to promote motivation in the employees.

CHAPTER 4: DISCUSSION

This chapter analysis the findings made through results and analysis. The interview conducted is crucially analyzed and discussion of the findings is based on the thematic analysis. The thematic analysis summarizes the findings and further draws the base to meet research gap. The discussion of the findings is of great significance to help study determine its aims and objectives. Various themes are prepared based on which the analysis is made to meet research gap.

THEME 1: MOTIVATION AND ITS SIGNIFICANCE ON EMPLOYEES

Motivation is considered as key element in functioning of the organisation. The commitment level, brand loyalty, employee satisfaction, fair and effective work practices, etc. can be assured through effective motivation. The motivated employees are crucial resource to organisation that helps to maintain and retain the potential and skilled employees within organisation (Reizer, 2019). Motivation aims to enhance employee production and help them achieve short term and long term goals. The enthusiastic and goal driven employee through motivation aims to accomplish the task and help employee gain productivity (Melnikovas, 2018). The revenue can be boosted along with the same employee trust in the organisation can be enhanced. The accomplishment of organisational goals and aim and objectives largely depend upon employee motivation. Motivated employee work faster and efficiently and ensure higher productivity level, more innovation can be implemented within the organisation. The level of employee absenteeism is reduced leading to grater production. Along with the same organisational reputation is build and stronger recruitment is undertaken. In the Jet-fly Limited the staff turnover can be reduced and training and recruitment cost on other hand is also reduced (Ryan and Deci, 2020). Employees are lead with vision and set frequent targets to accomplish it. The personal and professional growth of the employees is enhanced through effective motivation.

THEME 2: IMPACT OF WFH CONDITION ON EMPLOYEES

The pandemic era sweeping the world and caused huge impact on work culture in the organisations. WFH condition is associated with changes in organisational strategies and future policies to ensure completion of work. Working remote caused various challenges faced by employees. It was difficult for employees to communicate effectively and take decision. The changes in time schedule affected team work and cause huge impact on team work (Ping et al., 2019). The task in team being depended on particular individual and changes in work schedule affected the organisational tasks. Decision-making process was slow down and circumstances affected individual personal as well as professional life. The employees were unable to ensure work-life balance due to changes in work schedule and lack of alignment with working hours. Remote working leads to employee burnouts and impact their productivity. Various distractions were identified that hampers task efficiency (Ryan and Deci, 2020). Communication channels were not adequate and lead to lack of community and teamwork. The motivation in employees towards work was decreasing and huge impact was seen on their productivity. Unmonitored performance and frequent breaks affected the sync of the work and ensure larger time in between work and affects the track of work performance (Melnikovas, 2018). This causes mental stress among the employee and impacts their mental and physical well-being. The WFH condition affected employees from Jet-fly Limited and affected employee morale towards work (Reizer, 2019). Employees were unable to manage personal and professional work due to lack of time schedule, improper methods to monitor the work, lack of technological advancement and facilities, delays in decision-making, etc. which causes huge impact on employee efficiency and their work productivity.

The employee was demotivated towards work performance and was constantly affected by low performance and lack of technological advancements. Lack of adequate equipment and security concern was also the major issue that affected work efficiency. The security concerns were raised and further distractions were created due to lack of adequate work environment. The work culture in the organisation was largely affected by lack of employee involvement, delays in decision making, lack of communication, etc. Employee burnout was caused due to lack of work-life balance and risk to individual productivity (Ryan and Deci, 2020). This leads to mental stress and impact wellbeing of the employees.

THEME 3: SIGNIFICANCE OF WORK-LIFE BALANCES TO ELIMINATE MENTAL STRESS TO EMPLOYEES

Work-life balance ensure developing positive and stress free working environment that will help employees to manage their personal and professional life easily. Work-life balance signifies increase in employee engagement and it keeps them motivating towards their work. Work-life balance is associated with enhancing employee experience towards work and provides them flexibility with work timing, schedule and work. This help to eliminate work-anxiety, mental fatigue and poor health of employees. Employees can perform their task according to their convenience and further develop balance in their personal and professional life. Work-life balance as identified is associated with mental peace and stress free living for employees. Organisation should not develop unnecessary pressure on employee towards work (Ryan and Deci, 2020). The flexibility should allocated that will help employees to strive balance and develop positive approach towards work (Ping et al., 2019). The workload should be shared and employees should be facilitated with decision-making ability to cure any gap in the organisation. The work-life balance strives towards engaging employees with ability to manage work and personal life so as to eliminate mental stress (Ping et al., 2019).

As identified through qualitative data WFH condition affected individual balance and created various barriers that affected timely delivery of goods and services. WFH condition during pandemic was main cause of employee demotivation and mental stress. This condition in log run affected health of employees and causes impact on their profitability (Reizer, 2019). Therefore work-life balance manages and encourages employees to deliver their possible best outcome along with managing personal as well as professional life. Work-life balance ensure engaging in team-based challenges that boosted collaboration and enhance wellbeing, the opportunities to build social relationship is enhanced and employees are provided with flexibility and freedom to perform tasks at their ease, this proves beneficial to eliminate mental stress. The mental health of employees is managed as they are able to maintain work-life balance and work with ease and burnout is eliminated. A healthy workplace promotes healthy work environment and reduces employee stress.

THEME4: IMPACT OF MOTIVATION AND WORK-LIFE BALANCE ON PRODUCTIVITY OF EMPLOYEES

The motivation and work-life balance are two crucial aspects that will help organisation to eliminate negative impact of WFH condition. The issues and challenges faced during work-life balance can be eliminated through implementation of motivation techniques and strategies. The application of motivation strategies ensure encouraging employees to perform their best. The employee motivation can be granted through effective work-life balance and in monetary and non-monetary form. Sustainable organisation performance along with motivating employees can be ensured. The productivity of employees is largely depended upon employee motivation which can be ensured through work-lifer balance (Melnikovas, 2018). Work-life balance during WFH condition is crucial as it ensure physical and mental well-being of the individual. Work-life balance implies determining flexibility with working hours and schedule and also focus on need and requirement of employees. Once effective work-life balance is ensured and employees feel motivated.

The organisational productivity can be enhanced. The productivity of employees is depended on employee motivation and organisational relationship (Ping et al., 2019). The employee productivity is depended on efficacy of organisation towards its employees. Organisation should ensure better physical and mental well-being of employees. The productivity of the employees proves beneficial for organisation as it ensure innovation application which promotes organisational productivity (Ryan and Deci, 2020). Work-life balance is crucial motivational factor that help organisation with strong base to generate employee productivity.

CHAPTER 6: CONCLUSION AND RECOMMENDATIONS

The research determines the significance of work-life balance. The WFH condition has caused several negative impacts on employee motivation and has leads to several challenges faced by employees. In context to WFH condition employees faced communication barriers, lack of internet connection, delays in decision-making, etc. The study makes use of qualitative data gathered through conducting interview and emphasis on determining experience of 5 employees. The results were stated and further examination and discussion is made based on the research. The study states that work-life balance is essential element in determining employee motivation in the organisation. Organisation should ensure effective work-life balance through ensuring flexibility with working schedule and providing employee leniency towards work. Employee should be provided physical and mental care to eliminate ill-impact on health of the individual. It is necessary to understand the needs and wants of employees and considering the challenges faced in remote working. Organisation should implement various measures that facilitate employee benefits and help them to maintain work-life balance. Employee motivation is essential element that ensures organisational profitability and productivity. Jet-Fly Limited should introduce measures that will ensure effective employee motivation and eliminate mental stress from the employees.

RECOMMENDATION

The Jet-Fly Limited should ensure effective communication strategies and provide employees with short-term goals that can be assessed through effective medium. The working schedule should be flexible that suits the employee and keep them motivated towards work. The effective work-life balance strategies should be implemented that along with monetary and non-monetary motivation techniques. It is essential to take feedback from employees towards remote working and understand their perspective. The strategies should be implemented that assure elimination of mental stress and provides employees with the ease to perform their work (Ping et al., 2019). The business organisation Jet-Fly human resource management should build the strategies that influence the high employee retention with fulfilling their needs and requirements such as by satisfying the employees through providing required support and motivation with the maintenance of work life and personal life. It highly matters in the life of the workers in an organisation as it helps the employees in increasing their productivity, enhancing motivation and happiness of the individuals. In today’s fast-paced world, every individual requires to balance their time with appropriately managing work, home, family and friends. Employers must strive to provide a balance to the employees by influencing a positive work environment.

RECOMMENDATION FOR FURTHER STUDIES

The future researchers should consider quantitative data gathered through survey questionnaire method. The qualitative data gathered through conducting interview is time-consuming and cost-consuming. The quantitative data used in further studies will develop strong base for research analysis and can be determined based on frequency data analysis them. This method of data collection is comparatively easy to conduct and results can be obtained easily through frequency data analysis method in future studies.

CHAPTER 7: REFLECTIVE LOG AND PDP

The research project has highly benefitted in enhancing my skills and knowledge as I faced many opportunities as well as challenges in the research that assisted me in working on my skills gap and strengthening my core capabilities. In the beginning, I faced many challenges in gathering data and information on “efficacy of work-life balance as a motivational aspect at the workplace to diminish mental stress during WFH condition” as it is a new subject and it is hard to get accurate information on the case study. Therefore, it was challenging for me to perform research to gather the right information on the case study. However, with the help of my teacher’s guidance to perform research with utilizing the right resources and studying the learning materials on appropriate websites and books assisted me in completing my task (Crespí and Ramos, 2021).

Another challenge that I faced while performing research was time-management. I had to work on my dissertation as well as other projects and class activities in the module learning at university. Thus, I felt frustrated many times when I was not able in manage my time and schedule the work. However, with recognizing my skills gap, I further worked on it through prioritizing my work and scheduling them as per the deadlines. Despite of this, I believe that I need to continue working on my time-management skills for improving my performance. The lack of knowledge on the use of digital tools and technologies also decreased my efficiency on completing the research as I was not very proficient in using the MS PowerPoint, word or more digital technologies. Therefore, I believe that I need to work upon my IT skills for further improvements in my other projects and tasks. It would also be beneficial for my future development too.

On the other hand, I got many opportunities also for improving my work quality and enhancing my skills as I believe my proposal presentation to the teacher was attractive and impressive (Val?nait?-Oleškevi?ien? et al., 2019). I was able in conveying my thoughts and ideas for the research to the lecturer. Not only through oral presentation but my teacher also remarked good for my written proposal also. Thus, it boosted my confidence and further communication skills. It would highly benefit me in my future professional career development also. I have observed that my Interpersonal skills have been highly improved with the completion of research and other projects also. My proficiency of work and general awareness has been increased that would benefit me in my future career development also as I believe with my hard work and patience I am now competitive enough to work in a business organisation. The skills and knowledge enhancement would assist me in accomplishing my desired goals and objectives for the future career development in the choice of my field (Crespí and Ramos, 2021).

Despite of this, the research has helped me in performing self-assessment to identify the skills gap and my strengths. Therefore, with such activity I am able in identifying my skills gap that I need to work upon such time-management skills, research skills and IT skills to further enhance my capabilities and to be competitive in the market. Thus, the PDP would be helpful for me in working on my skills gaps.

PERSONAL DEVELOPMENT PLAN

Skills development	Action Plan	Resources required	Time frame	Results
Research skills	I would be reading books, lecture notes, watching online videos and take guidance from my teachers for improving my research skills with the use of right sources.	Books, online videos, and lecture notes	3 months	I would be able in completing my projects on time with gathering the right data and information through appropriate sources.
Time-management	I would be scheduling my time with prioritizing deadlines of work as well as sparing some free time as to be face any uncertainties effectively.	Time-scheduling activities.	4 months	This would help me in facing any uncertainities effectively without getting stressed and I would also be able in submitting my work before time to never miss the projects deadlines.
IT skills	I would be joining extra classes in my university as well as practice my IT skills at home also with watching online videos and performing mock tests and tasks as to enhance my skills to use digital tools and technologies proficiently.	Extra classes, teacher’s guidance and online videos.	6 months	This would enable my ability to use digital tools and technologies effectively. My work would also look professional with the effective presentation and designs through the use of technology.

Table 1: Personal development plan

Source: (Bintani, 2020)

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