Essay
Table of Contents
Introduction:
The project will describe about the various laws and regulations that a company can implement to enhance its productivity. Further, strategies will be discussed to influence the profit margin and smooth working of the company. Importance of work-live balance of the workers in an organisation will be discussed.
(AC 3.1)
An explanation of the importance of achieving work-life balance in the work relationship with an overview of the regulations related to work-life balance.
Work-life balance is an idea that describes an ideal situation where employees can divide their time & energy amid work and other significant features of life. Balancing work and life is a daily task. In addition to work demands, it is difficult to make period for family, networks, community contribution, spirituality, individual growth, self-care, and other personal activities. Many employees have personal, specialized, and financial needs that can make it difficult to balance work and life. Employers can aid workers achieve a work-life balance by setting policies, measures, measures, and prospects that allow them to lead a more balanced life, such as actions and activities (Saxena, 2018).
Work-life balance decreases employee stress. Stress and dissatisfaction arise when employees feel that they spend most of their day on work-related activities and ignore other significant aspects of their lives. After all, employees who don't spend their time on their own will lose performance and efficiency. A workplace where employees can balance work and life is especially motivating and rewarding for them and makes them content. And happy employees who meet their work-life balance needs tend to break with their employers and become more creative.
• Telework and ICT-based mobile work (TICTM) aid improve the work-life balance of workers, but they also have drawbacks. For instance, the existing restrictions on working hours & breaks contained in a European Working Time Directive (2003/88 / EC) are harder to enforce under the TICTM Agreement.
• It can be difficult to record the working hours of TICTM employees. However, this is significant because such employees tend to work long hours. Few European nations have laws that specifically cover this issue (Owens et al.,2018).
• National regulations on TICTM employees generally emphasis on promoting the aids of remote work, rather than shielding them from adverse work-life balance and health effects. Only Belgium, French Republic, Italy and Spain have laws that include the exact to separation.
• Country-level regulations on work-life balance for TICTM employees vary in gratified and scope. EU-level initiatives may be advanced to protect work-life balance and worker health and safeguard fairer competition.
(AC 3.2)
Explain what is meant by well-being in the workplace and its importance
The goal of the workplace welfare policy is to accompaniment the occupational health and safety policy and ensure that workers are innocuous, healthy, happy and engaged in their work. Employee well-being is an important factor in the long-term effectiveness of an organization. Many studies have shown a direct link amid productivity stages and the overall health and well-being of the workforce (Brough et al.,2020).
Other administrations are beginning to tackle the issue of well-being as it becomes progressively clear that many workroom issues result from a absence of involvement in the needs of employees. Lack of awareness of the need to endorse employee well-being can lead to workplace problems such as stress, intimidation, conflict, alcohol & substance abuse, and mental illness. Possible solutions such as leadership, communication, and emphasis on learning and growth are vital for those who are dedicated to making the office a more humane and sustaining place.
Importance:
• Increased employee efficiency: On the supplementary hand, workers who can cope with stress are less probable to have burnout. When employee benefits are optimized, workers as a whole are more attentive and productive in their work.
• Employee morale improvement: Recognized the importance of maintaining worker morale during the COVID 19 crisis.
• Attractive Employer Branding: 78% of managers offer wellness plans to attract and recall talent. The battle for the finest talent on the marketplace is highly competitive, and good applicants can choose from multiple options when choosing their next manager (Adnan, 2019).
(AC 3.3)
Evaluate how the positive and negative aspects of employee engagement can affect the way people feel at work, and the likely outcomes.
Benefits: High employee retention rate
The main reason for the increased employee participation is that it has been exposed to increase worker loyalty to the organization. By actively engaging workers in the decision making, business leaders confirm their value (Pawlicka et al.,2019).
Benefits: More and better ideas
Business leaders often get a more informed perspective on what their customers want by creating an environment that inspires workers to share thoughts and participate in decision making. If top executives make all important decisions themselves without the involvement of employees, their ideas are incomplete to their awareness and past experience.
Disadvantages: Manager Employee Limitations
A potential challenge in encouraging worker participation is the risk of blurring the line amid managerial and employee levels. There is a real risk in enabling workers to share thoughts and make choices without pushing limits or taking on the responsibilities assigned to senior management (Motyka, 2018).
(AC.3.4)
Summary of the main points of discrimination legislation and the impact that discrimination can have throughout the employment relationship
The Equal Employment Opportunity Commission (EEOC) applies federal law that prohibits discrimination in contradiction of job seekers or employees in a diversity of work conditions, including employment, dismissal, promotion, training, wages, and benefits.
Current federal law includes:
• Civil Rights Act of 1964 Title VII: Makes discrimination based on race, religion, country of origin, or gender illegal. The law likewise protects workers from retaliation if they file a complaint of discrimination in the office (Stypi?ska and Nikander, 2018).
• Pregnancy Discrimination Act: This alteration to Title VII extends protection related to "gender" and includes a ban on sex discrimination based on pregnancy, childbirth, and / or medical conditions associated with pregnancy and childbirth.
These laws form the foundation of how EEOC implements discrimination in the office. The interpretation of court law and the alterations to these rules are evolving.
Many of the national laws presently in force are essentially similar to central civil rights law, but might provide additional protection against employment-related discrimination. Nearly every state has employment-related discrimination laws that provide protection in contradiction of discernment based on numerous factors such as race, age, gender, marital status, country of origin, religion, and disability (Lang, K. and Kahn-Lang, 2020).
Workplace harassment: Workplace harassment based on these threatened classes is likewise prohibited by state and central law. These safeguards prohibit annoyance when it is serious or widespread enough to create a hostile work setting. Rendering to the EEOC, "The law does not forbid simple teasing, casual comments, or less serious isolated cases, but harassment is recurrent or serious enough to create a hostile or unpleasant work environment. If, or that leads to an unfavourable hiring decision (e.g., dismissal or demotion of the victim). "
(AC 3.5)
An explanation of what diversity and inclusion means, how it differs from equal opportunity, the importance of business and for social justice
• The diversity at work means using a team of diverse people reflected from a society where organizations are present. Unfortunately, this is not so easy to make the team diverse. Diversity contains all elements that are unique each other, and are actually the infinity of people (Cooke et al.,2019).
• Everything involved in the office rotates for understanding and admiration. Make sure that each voice or opinion is carefully reflected. Everyone creates a working environment accepted, and all parts of the decision-making process are very difficult and require certain support to function.
• There are many equality opportunities and various benefits. If you access the same opportunity, the business thrives if everyone is considerably treated. They are considered employers that consciously promote equality and variety, with policies outlining the essence of his surgery. In this type of setting, people can gather from various mixing of the background that works to build achievement. Through the promotion of all opportunities, they draw the idea that persons should be preserved quiet. People should be treated in different ways, as the concept of variety is always a difference in individual groups (Cappelen et al.,2020)
(AC 3.6)
Explaining the difference between fair and unfair separation as defined in the legislation, and as seen by those involved and non-participants.
Misconduct
If a company hire individuals, you have to have the Disciplinary Policy & it have to be stated on your Employment Agreements. The Disciplinary Policy have to set out instances of what you'll see as misbehaviour and gross wrongdoing issues. It has to additionally define the technique you'll comply with while handling a misconduct circumstance. How many warnings (possibilities to improve) the worker may be given earlier than dismissal is measured? It has to say how lengthy every kind of caution will last. An individual has to realize your personal Disciplinary Policy. Disappointment to comply with your personal coverage may want to render you by accident at risk of the Unfair Dismissal claim (Nabi et al.,2019).
Capability
Even the finest recruiters, who conduct extensive interviews and collect all references, can find employees stressed with their role. It's not uncommon for candidates to decorate their resumes, and it quickly became clear that they didn't have the skills and experiences you needed. A good worker may get sick and take sick leave for more than a few months. Employers need to wonder if they must keep their positions open so they can return.
In additional words, we give the opportunity to improve itself before seeing the release. If you can, you must help you improve it so that you can improve it, and this income that you provide more training and mentoring. If the ability is the consequence of ILL-HEALTH, the process may be different. First check the absence policy. Not required, but many companies have the absence policy and must follow each procedure of this directive before rejecting (Katyal et al.,2019).
Conclusion:
The assignment discussed about the strategies that help a company to maintain its work-life balance of the workers. Fair and unfair agreement adapted by the company was assessed. Impact of discrimination laws that impact the employee relationship was discussed.
References:
Adnan Bataineh, K., 2019. Impact of work-life balance, happiness at work, on employee performance. International Business Research, 12(2), pp.99-112.
Brough, P., Timms, C., Chan, X.W., Hawkes, A. and Rasmussen, L., 2020. Work–life balance: Definitions, causes, and consequences. Handbook of socioeconomic determinants of occupational health: From macro-level to micro-level evidence, pp.473-487.
Cappelen, A.W., Falch, R. and Tungodden, B., 2020. Fair and unfair income inequality. Handbook of Labor, Human Resources and Population Economics, pp.1-25.
Cooke, D.T., Olive, J., Godoy, L., Preventza, O., Mathisen, D.J. and Prager, R.L., 2019. The importance of a diverse specialty: introducing the STS Workforce on Diversity and Inclusion. The Annals of Thoracic Surgery, 108(4), pp.1000-1005.
Katyal, K., Kanetkar, V. and Patro, S., 2019. What is a fair fare? Exploring the differences between perceived price fairness and perceived price unfairness. Journal of Revenue and Pricing Management, 18(2), pp.133-146.
Lang, K. and Kahn-Lang Spitzer, A., 2020. Race discrimination: An economic perspective. Journal of Economic Perspectives, 34(2), pp.68-89.
Motyka, B., 2018. Employee engagement and performance: a systematic literature review. International Journal of Management and Economics, 54(3), pp.227-244.
Nabi, R., Malinsky, D. and Shpitser, I., 2019, May. Learning optimal fair policies. In International Conference on Machine Learning (pp. 4674-4682). PMLR.
Owens, J., Kottwitz, C., Tiedt, J. and Ramirez, J., 2018. Strategies to attain faculty work-life balance. Building Healthy Academic Communities Journal, 2(2), pp.58-73.
Pawlicka, A., Pawlicki, M., Tomaszewska, R., Chora?, M. and Gerlach, R., 2020. Innovative machine learning approach and evaluation campaign for predicting the subjective feeling of work-life balance among employees. PloS one, 15(5), p.e0232771.
Saxena, R., 2018. Achieving work life balance through flexible work schedule: A conceptual study. Asian Journal of Management, 9(1), pp.307-312.
Stypi?ska, J. and Nikander, P., 2018. Ageism and age discrimination in the labour market: A macrostructural perspective. In Contemporary perspectives on ageism (pp. 91-108). Springer, Cham.
