Balancing Family and Work (http://www.stayhitched.com/balance.htm)
Family-work balance is a complex issue that involves financial values, gender roles, career paths, time management and many other factors. Hidden values and models from our cultures, original families and other sources influence our choices in ways that we often don‘t anticipate or understand and that have far-reaching consequences for our lives.
Like so many of the challenges and dilemmas of marriage, balancing family and work has no easy solution-no one-size-fits-all approach. Every person and couple will have their own preferences and needs. Many couples tell us that they have seen the drawbacks of their parents attempting to ?do it all‘ and ending up very much over-extended. Still others hope to avoid the restrictions of roles and experiences that are too narrow or mismatched for them. Couples are struggling with the relative priorities of their values family involvement, career and material goals, personal growth and fulfillment.
The most important thing we can tell you about balance: Preparation, intentionality and joint decision-making are the key to creating and maintaining the right family-work balance for you. Many couples experience extremely strong forces pulling them away from the priority that they would like their family to have. If you don‘t aggressively plan your balance, these other forces will prevail. Without a clear plan and commitment to maintaining balance, time and energy for family erodes and evaporates. Family-work balance is a process, not a static achievement. It‘s important to make the ?big decisions‘ – selecting careers and jobs, timing children, allocating roles and responsibilities, etc. that will provide the opportunity for balance. The real task of balance takes place on a weekly and daily basis, even from hour to hour. This is where couples hold the line to protect family time or allow it to evaporatewhere they opt to take advantage of a family opportunity or allow other priorities to interfere.
The process nature of balance means that you can and must adjust as required. No decision, plan or approach need be permanent. If it‘s not working or satisfying, you can reconsider and make changes. In fact, constant tactical adjustment and flexibility to keep on target toward your goals and priorities (but not to accommodate outside demands where limit-setting is usually more in order) is a hallmark of couples who are satisfied with their balance.
But how can you tell when you have found the right family-work balance for you and when you need to adjust make a different plan? According to Sandy Epstein on BlueSuitMom.com, good balance, while different for everyone, is characterized by:
·
Having enough time for both work and family without expending great effort, so
that your life feels relatively comfortable; · Having enough back-up, so that you can cope with minor emergencies like sick
baby sitters, car breakdowns, etc.; and · Being on the right personal and professional path for your future.
The first big balance decision faced by couples is when to become parents, if this is in their plans. Among the most important, but least appreciated, considerations is allowing an adequate post-marriage bonding period with your partner before children, even if you have been (or lived) together for an extended period before marriage. Experts recommend a minimum delay of one year before trying to become pregnant. Other issues include reconciling personal, career and financial developments with preferred timing of children and biological imperatives.
Another key balance decision is whether one or both partners will work outside the home and the characteristics of their jobs. These decisions will depend on your financial and career goals, the amount of gratification that you experience at work, your energy levels, your willingness to forego a high level of involvement in some aspects of your children‘s
lives, etc. Talk to both working and at home parents about the pros and cons they have experienced.
Commonly cited pro-work factors include potential income, career continuity and advancement, workplace intellectual and social stimulation, enriched childcare social environment for kids, etc. Adverse factors include reduced time spent with family, fatigue, weekends dominated by domestic chores, chronic crisis coping, etc.
If your motives for working are basically financial, look carefully at the actual net benefit after deducting childcare, taxes, transportation, work attire and other work-related costs, especially if you are earning a relatively low salary.
If you decide to work, one key to balance is finding family friendly employers with explicit, realistic policies, programs and commitment to support the family priorities of employees, such as flexible working arrangements, on-site child care or emergency child care coverage, limits on demands for extended work hours, parent support networks, sabbaticals, etc.
Work options that can promote balance include part-time, flex time, telecommuting, compressed workweek (full-time in 3 or 4 days), extended family leave, freelance and consulting, job-sharing, seasonal work.
Some experts recommend asking about these issues up-front during job interviews in order to promote accurate expectations for the employer and you. They advise that if these discussions lead to your not being hired, it probably wasn‘t the right job or organization for your balance priorities. It is critical to distinguish between lip service and real commitment. Committed large employers will have written policies and procedures to address these issues. The attitude of your direct supervisor will be critical.
Research Validated Models for Successful Family-Work Balance
Both Full-Time Employed
According to a recent study (Zimmerman, et al, 2003) of dual-earning (both partners fulltime employed) middle-class and professional couples with children that perceive themselves as successful in balancing family and work, these couples strive for marital partnership to support balance by:
· ·
Sharing housework (negotiating equal division of labor) Mutual, active involvement in child care (wives resist monopolizing and controlling,
make room for equal contribution by husband) · Joint decision-making (free expression of needs, negotiation and compromise wife
perceived to have slightly more influence) · · Equal financial influence and access based on joint decision-making, planning Valuing both partners‘ work and life goals (husband‘s careers somewhat more
prioritized, support for separate, individual time and activities) · Sharing emotional work (primacy of marital relationship, time alone together
These couples (Haddock, et al, 2001) also employ adaptive strategies, including:
·
Valuing family as the highest priority over professional responsibilities and
advancement · · Deriving enjoyment and purpose from work Actively setting limits on work by separating family and work and negotiating with
employers · · · · Focusing at work they experience limits as making them more productive at work Prioritizing family play and fun Taking pride in dual earning Living simply, giving up some material amenities in order to reduce financial Proactive decision-making: ?If you just define success as what you do at work, then
pressures and work hours ·
that is all you will do. Whereas, if you define success as having a happy family and a
happy marriage and [being] happy at work, then you make all those things happen.? · Recognizing the value of and protecting time for family, being present oriented
While this is not the only set of strategies for balance, it has the virtue of being one that is derived from the experience of satisfied couples.
Modified Traditional
A study (Marks, et al, 2001) of working-class, white couples produced a very different model of balance-a ?contemporary variant of traditional marriage‘ where primary gender responsibilities are clear, with men earning while women are caretakers. For these couples, husbands‘ role balance is related to higher income (better providing) and spending more leisure time with their families. Wives‘ balance is enhanced by contributing through paid work of their own, involvement with relatives and friends, and when husbands spend time alone with children, are communicative about their own needs and are willing to change their own behavior to meet their wives‘ needs. Financial strain detracts from balance for both partners.
Strategies to enhance balance: There was a time when the boundaries between work and home were fairly clear. Today, however, work is likely to invade your personal life — and maintaining work-life balance is no simple task. Still, work-life balance isn't out of reach. Start by evaluating your relationship to work. Then apply specific strategies to help you strike a healthier balance. Whatever your work arrangements, experts recommend a range of coping · · Make a list of essential activities and involvements that you want to maintain. Set and guard limits and boundaries to protect these; say no firmly to activities that Make a list of ?don‘t want to do‘ items that are aversive, waste your time, sap your
would interfere with your essentials. ·
energy. · Delegate these and other non-essential tasks and find or hire help.
·
Negotiate to achieve the most advantageous arrangement possible when it‘s not
feasible to reject or delegate an activity or task. · Clark (2002) found that individual who communicate with work associates about
family and with their family about work are more satisfied and higher functioning in both arenas. · Make long-term plans with your partner to meet your individual and mutual balance
goals. · Engage your partner in regular short-term planning: Briefly review activities and
arrangements for the coming week every Sunday evening. Briefly review activities for the next day every evening. · Organize division of labor with your partner so that you each cover those tasks that
are easiest and most enjoyable for you. · Try to let go of the responsibilities your partner has accepted or you have delegated Strictly prioritize tasks. Include ?slack‘ time in your plans and schedule. You won‘t
to others. Try not to control or criticize. Let go of guilt. ·
be able to maintain a schedule plan that commits 110 percent of your available time, let alone accommodate ?emergencies‘. See our time management article: stayhitched.com/time.htm · Take care of yourself first whenever feasible. You can‘t do very effectively for See our stress management article:
others if you are depleted. · stayhitched.com/stress.htm ·
Always be professional at work. Arrive at work early; leave work on a strict
schedule. Block out work when at home or confine it to strictly scheduled times. Minimize weekend work. Be prepared for family emergencies that call you away from work. Train subordinates to cover responsibilities when you are away from work.
Recognize that it will be hard but necessary to accept compromising some of your goals in order to protect higher priority involvements and activities. Remind yourself frequently that these strategies are critical to maintaining a life based on your true values.
How to Balance Life between Work and Home (http://voices.yahoo.com/how-balance-life-between-work-4784802.html?cat=5) Wake up, shake partner, stumble to the bathroom, curse about how "ungodly" it is to be up at this hour, turn light on, rub eyes, rub eyes, rub eyes, morning pee, shower, brush teeth, get dressed, fix hair/makeup/accessories, locate shoes, shake partner, yell for kids, let Milo out for his morning pee, make coffee, grab breakfast (optional), make sure everyone has what they need, rush out the door, rush back in to find your keys and let Milo in... ...And all this was just within your first 45 minutes of the day- with various amounts of time allotted for you snooze button users. As Americans, we know to take pride in our differences but one thing remains exactly the same: we are fully accustomed to the lifestyle of busy. We present a hard schedule to follow for outsiders and sometimes must wonder how we do it ourselves. It is not appreciated, but expected, to juggle 5000+ activities all within the pathetic twenty-four hours we are given in a day, with far less of this precious time wasted on sleep that our bodies require going. We all know that we work to live. Yes, live. With all our hours put in and all our bills paid off, some of us have enough left to eat, most of the time. Another fact that remains true is that we may have a little bit of money to blow on holidays or activities- but never any spare time. For that reason, we seem to get our priorities a bit out of place, such as bringing our work home and, God forbid, occasionally, our home to work. There is no one who hasn't been affected either directly or indirectly in this situation. My defining personal experience comes through my father, who managed to balance work and school for some time. He exceeded at work and school and provided all of our needs, but was nowhere to be seen at home where his children and exhausted wife waited until after 10 o-clock each night to have dinner with him right before bedtime. I should say provided all of our needs except one... him. If I were given the opportunity to arrange a day in his life I would tell him the following: 1. Don't stress out over things you can't control.
If you think this has nothing to do with the subject, ask yourself why do you need balance. The answer is clearly because you are stressing yourself out over all the activities you have lined up to do, so less overall stress equals more focus, more focus leads to getting more done, and getting more done means you deserve more free time. 2. Write a to-do list. It's a fact that these things improve your life, and it's also a fact we're too conceited to use simple tools that are there to make our lives easier. Come on work-potato... If you have so much to get done and it's time to go home and your project for tomorrow is incomplete simply prioritize your handy little to-do list and make small changes when needed, such as enjoying lunch at your desk on those I'll-never-get-this-done-in-time! Days. 3. Take the time each day, as soon as you walk in the door, to greet your family. Find something to complement your wife on (also a major stress reliever!), and be sure to eat dinner at the table, together. Little things. 4. If you absolutely have to bring your work home and absolutely have to shut yourself in a quiet room, still be sure to follow through with Step 3. If you get interrupted please do not shout at this person who only wants to be around you, tell them you will arrange some time to spend with them later, and mean it. 5. Tell your family that you love them even if you can't always fit them in. A lot of this unneeded stress is due to emotional reasons and with a little bit of TLC your homelife can be kept healthy and happy. When you keep your family happy, you will have less overall stress which will help in keeping your mind clear and focused at work... Have you figured out that this is all a big circle?
Working From Home: 10 Unconscious Cues to Create a Work-Life Balance
http://www.jonathanfields.com/blog/working-from-home-10-unconscious-cues-to-create-awork-life-balance/ Working from home sounds like a very simple concept. But there are a lot of built-in structures and boundaries inherent in a going-to-the-office job that we often take for granted. Recreating those boundaries when our home and work is one and the same is a crucial part of achieving a work-life balance. The personal battle One common trap of working from home is allowing your personal life to bleed into your work. A lack of discipline and motivation as well as a myriad of temptations lurking in every corner of your home can affect your productivity big time. This is the most obvious situation (and the one most often addressed) when considering the pitfalls of working from home. But there is a lot of support and feedback (in fact an entire industry) for this problem, and can be remedied by a host of productivity tools and exercises. The work battle However, the other trap, the one that is less easily recognized, is allowing your work to bleed into your personal life. Now, I realize that this doesn‘t apply to everyone. I work with two partners who are both single guys who sleep too little and work too much. But they enjoy their work and are motivated by it. I don‘t suggest that they take more ?me? time. If they ever start to get burnt out, their balance can be restored by simply taking a week off or watching a season of 24 in one sitting. When I talk about needing work-life balance, particularly when you work at home, I‘m referring to those who have personal relationships that are a part of the home – be it spouse, children and/or partner. Compromising these relationships in the name of your work is easy, and often completely unintentional, but damaging nevertheless. The following tips are the things that made it possible to live my entrepreneurial dream and keep a happy home at the same time.
Unconscious Cues These tips are often used to help productivity, but in case you‘ve ignored them because you have no problems with productivity, these things will also help you create an on/off switch for ?work mode.? Your body is amazingly attuned to your environment and habits. Sleep experts will tell you not to work in bed so your body will be able to identify the bed with rest. Keeping simple routines will help your body tell the difference between work time and home time. When you don‘t have something like a commute to and from work, you need to create other cues to help your mind and body ramp up for and then wind down from work. 1. Get dressed. Yes, this is one of the biggest luxuries of working from home. It‘s beautiful to be able to walk from the bedroom to the office in my PJs to turn on the computer, walk downstairs with bed hair to make coffee, and make it for a conference call before brushing my teeth. But it‘s important to cue your body and mind to take off ?home? and put on ?work.? Then, when you get out of your work clothes, you might be better able to get out of your work mode, too. You don‘t need to get into your best suit and tie – wear something comfortable, but at least suitable for the UPS guy to see you in (admittedly, the UPS guy has caught me in bed hair and bunny slippers on more than one occasion). 2. Create a work space. Don‘t work in bed. Don‘t work on the couch. Get a grown up chair and table that‘s only used for your work. Find a space that you can get peace, quiet, and privacy. Get the supplies and equipment that you need to be efficient and comfortable. Make the space separate and different from the rest of your house (try painting the room a different color). If you can create a boundary for your work space, you will also be setting up a home space by default. If you‘re taking your laptop all around the house to work, your family will feel that no place is safe from your work. At the same time, don‘t allow your family to take over your office space, either. It should be clutter free (or in my case, only cluttered with work stuff). 3. Display family photos. Do you have a photo of your family in your home office? I find it very interesting when people don‘t consider it for their home office, yet most offices and cubicles are littered with photos of family and friends. When you are physically away, it seems of utmost importance to have that reminder at your desk of your life away from work. When
there is little physical distinction between your home life and work life, you might start to think you don‘t really have a life away from work. Put some photos at your desk so you are reminded how lucky you are that you can give your kids a hug and a kiss right now…and go ahead and actually do it. 4. Set office hours. It doesn‘t have to resemble normal business hours. It can start at 2am and end at noon. It can be in 2 hour blocks with 1 hour breaks to attend to the kids. It can change on a daily basis. But having a schedule with your set office hours will let your family know when you‘re working and when you‘re available for them. This will also ensure that you schedule in your family every day, too. It‘s hard to believe, but if you don‘t, you may forget. Take advantage of your flexible schedule to take a few hours off to bring the kids to the beach on a weekday, when it‘s less crowded. Make a to do list with your family, so you can plan and look forward to hanging out with them as much as your conference calls and deadlines. 5. Don’t do chores while you work. Set parameters around doing personal tasks during the day. There are a lot of errands and chores that we have to take care of when running a household. If it isn‘t a trip to the grocery store it‘s laundry that needs to be done. If it isn‘t dishes to be put away it‘s the garden that needs tending. The beauty of working from home is that you are less restricted by when you need to do those things. But if you take work time to do home stuff, you‘ll just as easily take home time to do work stuff. Like I pointed out above, it‘s perfectly fine to work for two hours and then take a one hour break to clean the house, if that‘s the schedule you‘ve decided on. Just make sure that you‘re not jumping back and forth haphazardly. 6. Keep hydrated. You might not even notice that you‘re thirsty, but before you know it you‘ve gone six hours straight on no food or water. If you don‘t take care of your health while you work, you won‘t fully be present when you‘re with your family. All of a sudden you‘ll realize how exhausted you are, and will fall asleep during movie night. Also, drinking water will force you to get up and at least walk to the bathroom, so you‘re not literally glued to your chair for hours. 7. Take breaks. Schedule in break times . You can schedule them at a certain time or after a certain task, but it‘s important that you schedule them. It gets you into the habit of stopping work. If you just take a break whenever you feel like it, you‘ll find that you won‘t feel like it too
often. But if you take your specified breaks, the idea of letting work go at the end of the day won‘t be so hard. For example I will be sure to catch Oprah every day. You‘ll learn that work will still be there when you get back, and that it‘s okay to stop working to do something less ?important.? 8. Go outside. In the confines of your small home office, it‘s difficult to see beyond your work. Make sure to get some real world time every day, even if it‘s just to stand out on your porch for 10 minutes. Walk, get some sun, smell the fresh air. There‘s no better way to quickly get some perspective. There‘s a lot of life to live. Remember what and who you‘re working so hard for, and make sure you don‘t miss any of it. 9. File. It‘s amazing how much paperwork and just stuff can pile up in your office. Unlike a regular office environment where there might be an abundance of file cabinets and administrative assistants to take care of menial tasks like filing, you have to do it yourself (or hire someone). Either way, make sure you take care of it, and during your office hours, please. If it gets out of hand, you‘ll be tempted to use off office hours (because you‘re too busy during) to tidy up…time that is supposed to be for your family. 10. Have a trigger for winding down. Most 9-5ers are eagerly watching the clock at the end of the day. They know they have to start finishing things up for the day by a certain time so they can get out of there. They are prepared to do what they can, and get back to it, tomorrow. For those who work from home, though, this is an extremely difficult thing to do. The computer is always within reach. It‘s always possible to get back to work and get more things done. If you have an office you need to leave, the only option you have at home is to spend that time with your family. But when your work is at home, it‘s always in competition. Do I watch Lost with my husband or work on that project? It shouldn‘t be an option though. You need to develop cues to help you wind down and let the work go…until tomorrow. Decide on a time every day to close out your email. Write up notes on things to do tomorrow and plan out your next day. These are things that will help you leave work for the next day. Also, by making a to do list and preparing for the next day, it will remove any guilt you might feel about stopping work, even though you are still able to work.
Flexibility is your greatest ally The reason I love to work from home is that it gives me the freedom to be flexible with my time. I hated that I was forced to be at my desk every day for a specific duration for no good reason, really. So putting aside all these rules, parameters, schedules and boundaries that you have to have in order to keep you from working nonstop and ignoring your family completely, the biggest advantage you have is that you can be flexible. Use that. It‘s easy to move things around without affecting your work. We often forget that making time is actually an option. If the car breaks down or the pipes explode, we have no other choice than to drop what we‘re doing and make the time to fix it. We do this without even thinking. But we rarely consider making time for the small things in life, because it‘s easier to just put it off. We can always make time. It‘s just a matter of whether we really want to.
Drawing Boundaries Between Work Life and Home Life http://www.bcbusinessonline.ca/bcb/bc-blogs/boss-ladies/2011/04/13/drawing-boundariesbetween-work-life-home-life Charting the challenges of balancing work life and home life as a new mom and entrepreneur. Since starting my company over 11 years ago, I‘ve been perpetually chasing the fabled work life balance. According to Barbara Moses in a recent Globe and Mail article, that balance is within grasp for anyone who wants it. Surprisingly, after having my daughter 14 months ago, I‘ve enjoyed a better balance than ever. Before you get knocked up to alleviate entrepreneurial burnout, let me explain. I‘ve had more balance in my life since my daughter was born because I finally set clear boundaries with work. I can‘t say I‘ve had more free time in general, or felt particularly well rested over the past year, but I‘ve made the crucial distinction between being industrious and being a workaholic. The Globe article suggests that balance is achieved by creating boundaries and sticking to them. I first had to determine how often I was willing to work – this includes checking email, answering calls, and monitoring social media. Since returning to work 10 weeks after my daughter was
born, I‘ve had less time to divide up, so clear and stringent boundaries are even more important now than in my pre-baby entrepreneurial life. I leave the office at 4 p.m. to do the daycare pick-up, whether or not my to-do list is completed. Upon arriving home, there‘s no popping onto my email or responding to conversations on social media. I‘ll admit to working during my daughter‘s nap times and pulling some late nights to meet immovable deadlines, but I definitely have more boundaries on my personal time than I ever did before becoming a mother. The interesting thing is that nothing has fallen apart because I didn‘t get something done within my set work time. I‘ve dropped a few balls, but to no dire consequences. Various people in my life, my business partner included, have commented on a conspicuous decrease in my stress levels, and how much better I‘ve become at setting boundaries on my time. I take great care to protect my time with my daughter. But as she gets older and more independent, I‘ll have to monitor my tendency to over commit myself and let the boundaries slide. As my life gradually becomes less consumed by the relentless demands of an infant, I‘ll have to remain vigilant; if not for anything else, as a gesture to myself that I value my own sanity. It‘s not an easy goal, but when you can commit to that balance, it brings a new perspective on work and life.
25 Effective Tips on How to Balance Work and Family http://www.gopinoy.com/advice/career-advice/25-effective-tips-on-how-to-balance-workand-family.html Balancing work and family means something different for each individual family. For some people it means making sure that everything on the schedule for the day gets done while other people measure their success by their level of enjoyment between the work day and home responsibilities. A good work-family life balance is vital to making living a much more enjoyable and fun experience. We work hard to gain some of the finer things in life, or at least to
make sure the bills get paid. If you can effectively balance work and family life you are less likely to suffer from stress related health issues like obesity, heart disease, or even migraines.
These effective tips on how to balance work and family are written from the perspective of a two parent household or a household with children that are old enough to take on some of the basic chore responsibilities around the home. Most of the tips can be adapted to meet a single parent's agenda. 1. Part of learning how to balance work and family means learning how to delegate chores and successfully divide the household chores up in a fair and equal manner. Everyone who lives in the house is responsible for its cleanliness. 2. Delegate work responsibilities as well so that you are less likely to be called on during your time off. When your staff or team knows how to handle stress it reflects more time back at you. 3. Two parent households are also responsible for caring for the children on an equal level. When one parent checks out of the parenting role it leaves all the really hard work left on the shoulders of the other parent. Sometimes a parent opts out because he or she isn't trusted to parent the "right way" and sometimes they check out because it's easier to let someone else handle behavioral issues. Two parent households need two active parents in order for both parents to balance work and family life. 4. Life is loaded with choices. Some of those choices pit balancing work and family against each other. Sometimes you have to choose to stay late at work, pick up the over time, or devote your evening hours to a project. Most often the motivation is money. Knowing that absolutely nothing comes before your family means that you will carefully consider what you are giving up for the evening versus how much that time is actually worth. 5. By making your family's fun and play time one of your highest priorities, right under their health and general happiness, you will see that finding a true work-family life balance is priceless and a bigger house or a newer car isn't going to change how your family feels about their time to together.
6. Maintaining a sense of equality within a partnership or marriage can help you both learn how to balance work and family. Financial influence, access, and stability should not be dependant upon contribution. One of you is simply bound to make more than the other. 7. Additionally, the ability to make decisions together in a reasonable and realistic manner helps ease the family life and creates a partnership that is actively working. All couples who are working on balancing work and family need to not only make sure that they make their couple--hood a priority in their life but also support and value the career and family oriented goals of each partner. 8. At the same time, couples who set firm boundaries with their superiors regarding how much of time will realistically be set aside for career have a much healthier work-family life balance. 9. Emotional intimacy with a partner can help you achieve career goals much faster and with fewer distractions. 10. Setting time limits at work can help you streamline your work efforts, get more done during the work day, and alleviate the pressure you feel when trying to attain more than reasonable expectations. 11. If you literally hate your job you are going to have a harder time finding that ability to balance work and family life. While at work you have to maintain strong focus to keep your hours reasonable and dreading your day is just going to encourage your mind to wander to your family, their day, and soon you'll find yourself sneaking in phone calls to lift your spirits. It is important for both partners to feel that sense of pride that a paycheck provides as well as a sense of pride that their partner's paycheck provides. 12. It is also important to enjoy how you earn that paycheck. While you might not have your dream job an enjoyable circumstance help you attain better balance simply because it helps you manage stress better.
13. While we often make lists reminding us what we need to get done, we rarely make lists of what we need to avoid. Working out a list of tasks to avoid because they are time and energy wasters help us stay focused and on productive tasks. 14. Alternatively, make a list of your favorite off-work activities and make sure that you maintain those that involve both family time and alone time. 15. The work-family life balance often calls for financial sacrifice. It means valuing the time you get to spend together and doing fun things together that are free or cost very little instead of dedicating your life to buying the house you can't really afford that is way too big for your family anyway. 16. Live in a simple fashion that doesn't rely on high levels of basic "stuff" that doesn't enhance your life together. 17. Developing the sense of "family first" you have no problem putting time with your partner or your child's school play ahead of overtime or even a new position with more responsibility and pay. 18. Relieve your home phone and cell phone of twenty four hour duty. Work calls at home should be banned or limited to absolute emergencies. Bringing work into the home via the phone can turn into a constant distraction. 19. Keeping major decisions open to discussion makes maintaining balancing work and family efforts easier. This helps alleviate one partner shouldering the majority of the work load and keeps everyone involved in the family life. 20. For all the strategies that you can implement to learn how to balance work and family the most important is to become ferocious mother lion-like when it comes to protecting and developing the time with the family. Set your family time goals and stick to them. 21. If you are looking to balance out your life then it is quite likely that you already sacrificed either the job performance or the family time. Almost everyone sacrifices the family time because they fear the consequences of standing up for their right to work reasonable and productive hours. Family is not an element that can readily withstand a lot
of sacrifice. Keeping a reminder of the importance of family at work can help you retain your decision making abilities. 22. Discovering new options available to you can help you reschedule your work hours. Whether you need a different shift, job sharing, or telecommuting, letting your superiors know that these changes are vital to you can help make them happen. 23. Family revolves around love and nurturing. Devoting yourself fully to developing balance, work and family can become separate yet enjoyable experiences that receive your full attention when appropriate. 24. Relieve yourself of working guilt, get a job you like, and become a ferocious protector of your valuable time away from work. 25. Allow pampering time and self time to care for you. This is a valuable step that is often overlooked in exchange for spending more time together or being more productive at work, but the opposite theory applies. Taking care of you takes care of everything else. Work–life balance is a broad concept including proper prioritizing between "work" (career and ambition) on the one hand and "life" (Health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include "lifestyle balance" and "life balance". History http://en.wikipedia.org/wiki/Work%E2%80%93life_balance#History The work-leisure dichotomy was invented in the mid 1800s.[1][2] In anthropology, a definition of happiness is to have as little separation as possible "between your work and your play."[3][4] The expression "Work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life.[5] In the United States, this phrase was first used in 1986. Most recently, there has been a shift in the workplace as a result of advances in technology. As Bowswell and Olson-Buchanan stated, ?increasingly sophisticated and affordable technologies have made it more feasible for employees to keep contact with work.? Employees have many methods, such as emails, computers and cell phones, which enable them to accomplish their
work beyond the physical boundaries of their office. Employees may respond to an email or a voice mail after-hours or during the weekend, typically while not officially ?on the job.? Researchers have found that employees that consider their work roles to be an important component of their identities, they will be more likely to apply these communication technologies to work while in their non-work domain. [6] Some theorists suggest that this blurred boundary of work and life is a result of technological control. Technological control ?emerges from the physical technology of an organization? [7] . In other words, companies utilize email and distribute smart phones to enable and encourage their employees to stay connected to the business even when they are not in the real office. This type of control, as Barker would argued, replaces the more direct, authoritarian control, or simple control, such as managers and bosses. As a result, communication technologies in the temporal and structural aspects of work have changed, defining a ?new workplace? in which employees are more connected to the jobs beyond the boundaries of the traditional workday and workplace
[8]
. The more this boundary is blurred, the higher work-to-life conflict is self-reported by
employees [9] Many Americans are experiencing burnout due to overwork and increased stress. This condition is seen in nearly all occupations from blue collar workers to upper management. Over the past decade, a rise in workplace violence and an increase in levels of absenteeism as well as rising workers‘ compensation claims are all evidence of an unhealthy work life balance.[citation needed] Employee assistance professionals say there are many causes for this situation ranging from personal ambition and the pressure of family obligations to the accelerating pace of technology.[1]. According to a recent study for the Center for Work-Life Policy, 1.7 million people consider their jobs and their work hours excessive because of globalization. These difficult and exhausting conditions are having adverse effects. According to the study, fifty percent of top corporate executives are leaving their current positions. Although sixty-four percent of workers feel that their work pressures are "self-inflicted", they state that it is taking a toll on them. The study shows that seventy percent of US respondents and eighty-one percent of global respondents say their jobs are affecting their health.
Between forty-six and fifty-nine percent of workers feel that stress is affecting their interpersonal and sexual relationships. Additionally, men feel that there is a certain stigma associated with saying "I can't do this".
Top 10 Ways to Balance Life and Work http://fatherhood.about.com/od/workingfathers/tp/balance_ideas.htm Committed fathers love spending time with their children, but with today's pressures of work and other priorities, work life balance can be difficult for fathers. Here are some important resources for fathers to help make work life balance work for them and their families. 1. Pace Yourself Four of my five children have been cross country runners in middle school and high school (the other one is into competitive ballroom dance). All of them have learned the importance of pacing to maximize their effectiveness. The same rules apply in life try to be successful in our efforts at work life balance. 2. Say No to the Unimportant One of my favorite stories from management guru and mentor Stephen Covey is about the gracious way his wife has learned to say "no" to the mountain of requests she gets to help with worthy causes. Work life balance cannot be successful without effective priority setting. Learn ways to set priorities on the things that matter most and to say "no" to the things that matter least. 3. Take Care of Yourself: Health and Wellness Tips for Dads Sometimes, the things that suffer in our busy lives have to do with our own personal health. Fast food, while a convenient time saver, can lead to weight and health problems. Managing your personal health is essential to balancing work and life. Find out the keys to improving and maintaining your personal health and wellness. 4. Get a Checkup
Speaking of the importance of health and wellness to finding balance in your life, it's important to stay in touch with your physician as well. Review our checkups calendar to see if it is time for a physical, and what kinds of questions and tests you should anticipate and expect. Being informed about your health is an important part of work life balance. 5. Stop Being A Workaholic If you have already found yourself in an addictive pattern with your job, it is time to get out of that habit and commit more time at home. Learn the warning signs of workaholism and the best ways to climb out of that rut so you can find yourself at home more and make more time for better work life balance. 6. Simplify Your Life Life tends to get pretty complex, especially for fathers trying to balance so many demands. I was inspired recently by a friend and his wife who set about to simplify their lives and to make more time for the things that were really important to them. He felt that his life and work had never been more balanced than when he started to simplify. This article talks about the whys and hows of getting back to a simpler approach to daily living. 7. Find a Family Friendly Workplace I am always inspired when I read about workplaces that recognize that their employees are real people with real needs - that they are "humans" not just "human resources." Find out how to identify and select an employer which will be friendly to your family commitments and support your work life balance priorities. 8. Eat Together We have always tried in our family to make sure we eat at least one meal a day together. It doesn't always work, but we try hard. Learn more about the work life balance benefits and methods for making a mealtime together work for your family. 9. Join a Fathers' Support Group
Feeling like you need a little emotional support or connection with other dads? Being a part of a fathers' group can help you find ideas for better work life balance and for reducing the stress of parenthood. 10. Start Having Family Night For many years, our family has set aside one night a week to be together - no interruptions, no excuses. We have modified work schedules, set aside other demands and spent the evening together. Find out why the family night concept works and how to make it happen in your family.
Balance your work and home life http://h71036.www7.hp.com/hho/us/en/pclc/articles/balance-work-and-home-life.html
Let’s face it—working from home has some major perks. You get to work in comfy clothes (even PJs), skip the commute and listen to music without worrying about keeping it down.
While working from home has its benefits, it can also zap your productivity if you let it. To get the most out of your workdays, try the following tips for staying focused in your home office. Create a schedule
An occasional personal phone call or a visit from a friend can be welcome breaks in your day, but on a regular basis they become serious distractions. Interruptions throughout the day can cause your work to suffer and you‘ll eventually have to make up the lost time.
Avoid burning the candle at both ends—working late into the evening only to start back up again in the morning—by setting regular ?office hours? and posting them for loved ones. A set schedule will help friends and family realize you have boundaries and deadlines that need to be
upheld. It will also help you pace yourself throughout the workday
Set daily goals
If you have a large project on your plate, it‘s easy to feel overwhelmed and unsure where to start. Tackle that seemingly daunting task by breaking it up into smaller, more manageable ones. Try setting daily goals by working backward from your project‘s due date. For example, if you‘re creating a presentation, give yourself a day at the end for final revisions, a day for formatting, a day for putting it all together, etc. These objectives will help you stay on target and serve as a stopping point for each workday. Plus, you‘ll get a sense of accomplishment by checking things off your to-do list.
Limit breaks
?Break time? has a whole new meaning when you work from home. Take a few minutes to stretch with a walk around the block, watch the news, eat lunch outside or throw in a load of laundry. The important thing is to make sure you‘re not stepping away for too long. Try setting a timer or using your cell phone‘s alarm to alert you when break time is up.
Prevent distractions
An office environment simply can‘t compete with the comforting sights and sounds of home. However, those charming aspects of domestic life can become real distractions when trying to get work done. If you‘re not the only one home during the day, invest in noise-cancelling headphones to block out background noise. For phone calls or web conferences, use a noiseblocking headset to keep the focus on you.
If you find yourself straying to social network sites too often, considering blocking them from your work computer to nix the temptation. Or if your weakness is daytime TV, set up a personal video recorder on your PC1 so you can watch your favorite shows on your schedule.
Keep a well-stocked office
There‘s nothing worse than being in the middle of a project—especially one on a tight deadline—and running out of paper or ink. Avoid emergency supply runs by creating an office supply cabinet that‘s regularly stocked with all the items you need. Also, tools like HP Sure Supply can help by tracking ink levels and alerting you when it‘s time to shop for more.2
Finding balance
Now that you know a few do‘s and don‘ts of working from home, you‘ll be able to keep a healthy balance between a productive work life and a comfy home one.
10 ways to strike a healthy work-life balance http://www.bupa.co.uk/business/employerhealth-hub/work-life-balance/all-work-no-play 1. Be clear about what is important to you in life – writing down your long-term goals and aspirations may encourage you to realise them. 2. Take advantage of your options – most companies offer flexible provisions that could free up your personal time without impacting on your work. 3. Leave work where it belongs, at work – turn off your mobile and resist temptation to check work emails when at home. 4. Learn to say no and avoid taking too much on.
5. Manage your time effectively in and out of the office – the more organised you are, the more you‘ll get done (and that includes housework!). 6. Limit time-consuming misunderstandings by communicating clearly and listening carefully. 7. Set aside time for relaxing, rejuvenating or recreational activities, with and without your family or friends. 8. Get enough sleep – vital for your health, wellbeing, productivity and stress levels. 9. Ask for help if you feel things are spiralling out of control; your company may have provisions in place such as counselling through an employee assistance programme. 10. Protect your private time, you‘ve earned it. http://www.bupa.co.uk/business/employer-health-hub/work-life-balance/flexible-business Today‘s fast paced lifestyle means some employees, especially those with families, find balancing home and work life difficult. With the pressures of some jobs meaning people are working longer and longer hours, one way of helping create a better work-life balance for employees is to offer the opportunity to work more flexibly. Put simply, flexible working can include part-time working, job share, flexi-time and working from home. For example, allowing parents to work from home if their young children are off school or permitting an employee to work from home two days a week if they have a long and tiring commute. Businesses in the UK are now embracing this idea with latest figures showing more than 3.5 million people now work from home or another non-office based location, an increase of 31.8% over the last decade to 2008.1 A facilitator of this growth is likely to be the increased use of technology. The internet and laptops give employees the opportunity to work when and where it suits them. Mobile phones and wireless email also mean people are more contactable and not reliant upon physically being in the workplace.
What are the benefits for business? Increasingly, employers are seeing the benefits of choosing to offer flexible working to their employees. The Chartered Institute of Personnel and Development‘s (CIPD) survey on flexible working found most businesses achieved positive results from flexible working. It revealed 47% of organisations said it helped them retain staff and 43% said it helps them meet employees‘ needs. In addition, 70% of HR professionals said they thought flexible-working practices benefited employee motivation.2 With sickness absence now costing businesses on average £666 per employee per year3, flexible working could help combat the amount of money lost. In a recent survey, 59% of respondents believed that including flexible working as part of their healthcare strategy helped to reduce sickness absence within their business.4
Attracting people back to work Having the flexibility to leave work early to pick children up from school could be a major draw for those with young families. For older members of the workforce looking to return to work, the benefits of flexible working could also be appealing. If more people are attracted to employers offering such policies, it could help with recruitment. Legal obligations of the employer The law has gone some way to help encourage companies to offer flexible working to people with young families. Parents of children under six years old or disabled children have the right to request flexible work, in a law introduced by the Government in April 2003. Employers are not under any obligation to allow flexible working but are expected to consider requests carefully.
Possible challenges for employers Employees being allowed to work more flexibly can bring its own set of challenges and it is important that employers effectively manage working practices from the start. Commonly reported issues arising from the introduction of flexible working can include:2
? ? ? ?
meeting operational pressures in the workplace concerns about managers being able to manage individuals achieving support for the policy from a senior level changing the existing organisational culture of the workplace
Balancing Life Between Work and Home http://www.dalecarnegiewaynl.com/2011/09/27/balancing-life-between-work-and-home/ It is a fact of life that most people have to work in order to sustain a means of living and their lifestyles. Depending on circumstances, having a job means the difference between getting food to eat each day or having a place to live versus having nothing at all. Other times, it is to pay for premium purchases like cars and utility vehicles. No matter which way you look at it, working is a part of life. The problem for some people is in finding a balance between their work lives and their family lives. Most people spend most of their waking hours at their jobs, leaving very little time to spend with their families. Even dinner time with the family gathered around the table becomes a conversation time that is all about their day at work. There are times that this is healthy dinner conversation, but the children really aren‘t interested in hearing about your day slaving for a paycheck. Especially if you have had a bad day on your job, the tone of the conversation can give dinner time a negative atmosphere, taking away from the precious time you have to spend with the family. This is the time that you have to remember to leave work at work, and focus on your home. Even if you live alone, your work day should not intrude on your off-work hours. Once you leave for your job for the day, you should be focusing on you and your family, not the pile of
paperwork that is still left on your desk at the end of the day, or the production numbers that didn‘t get reached for the day. You have to train your mind to ?change gears? so that you can enjoy life outside of your work hours. If there is something important that you have to remember for your next day of work, write it down and put it where you will be sure to grab it on your way to work. Then forget it until it‘s time to use it. You can go back to it later. Stay in the time that you have away from your work. Busy schedules for both work and family can be stressful, but you have to be able to find that fine line between the two. Life is not a juggling act. It is a daily opportunity to enjoy what and whom you have. Work and Life: Achieving a Reasonable Balance Tracey Leger-Hornby Brandeis University Ron Bleed "Can I really do this job well and have a life?" If you've found yourself asking that question, you're not alone. It is not unusual to hear IT staff say they feel they have too much to do and not enough time. In a world with expectations of service 24 hours a day, seven days a week, IT staff often feel pressure to put in long hours, to work from home, and to be constantly on call, online, and available. At times of great stress—or at annual performance review time—this question of balancing work and home life is bound to come up. Contemplating a new job where the levels of responsibility will increase also raises the issue. Studies show that IT workers have more difficulty with work/life balance than their non-IT counterparts do.1 In casual conversations with colleagues both on our own campuses and around the country, we often hear people express the feeling that they have not achieved what they consider an acceptable balance between work and personal interests. The research supports these perceptions. Working long hours, working on the weekends, and bringing work home are most often noted as the major disrupters to work/life balance.2 Many studies, including a summary in
Communications of the ACM,3 have also pointed to the perceived variability in the work/life balance depending on gender, generation, culture, income level, and type of job. The problem is also affecting the pipeline of potential IT leaders. A 2004 ECAR study of the IT profession in higher education found that the typical IT professional is a male over 40 who works more than 50 hours per week.4 It also reports a lack of interest among respondents—particularly women in mid-management positions—in advancing to the senior-most IT positions. Another study found this phenomenon in the wider population as well.5 This study showed a trend among both women and men that involves lowering career ambitions to avoid having to make the personal trade-offs associated with advancing to jobs having more responsibility. While a number of factors might influence decisions not to pursue more senior-level IT positions, it is difficult to discount the perception—or reality—that senior IT jobs are just too demanding. All our employees have to do is look around to see the long hours that their managers and leaders work. A growing trend in today's workforce puts a greater emphasis on living a successful, happy life versus simply achieving success at work.6 A recent study found that employees who place a similar priority on family life and work ("dual-centric" people) had advanced more in their careers than those who are "work-centric" or "family-centric." Dual-centric and family-centric employees also exhibited a greater satisfaction with their jobs and lives than work-centric employees. Does trying to balance work and personal life have to cause problems, conflicts, guilt, and tensions both at work and at home? We believe this balancing act can be done successfully, to the benefit of both job and family. Commitments to family, church, community groups, and others make our lives rich and rewarding. Performing well in a challenging position, at an interesting place with friendly colleagues also brings satisfaction. The pressure to do it all and do it well is strong in our society. Finding ways to bring a sense of balance to your life—to feel successful in your job and happy in your outside activities, is what we address in this chapter, suggesting strategies for both the supervisor and the employee and making a call to action for the IT leadership at higher education institutions.
Personal Values—What Drives You? Whether or not you realize it, the decisions you make are influenced by what you value—the beliefs, attitudes, and ideas you think are important. These values shape the choices all of us make in our lives, and understanding more about them helps us make choices we can live with, both for our careers and our personal lives. Identifying and understanding your own values is a first step toward understanding your current position and helping you make adjustments to achieve the balance you desire. Numerous values assessment tools are available in books, in journal articles, and on career development Web sites. Several university career counseling centers, including Arizona State University (http://career.asu.edu/S/careerplan/selfdiscovery/ValuesAssessment.htm) and the University of British Columbia (http://www.sauder.ubc.ca/ccc/docs/AssessmentHandouts.pdf), can get you thinking about what is important to you. Start by examining the intrinsic values, or the things that provide you with inner satisfaction, such as working for a good cause or experiencing adventure, and the extrinsic values, such as your salary, job title, or level of authority at work. Factor in lifestyle values, too, such as living in a rural or urban setting, having time for spiritual or personal growth, spending time with family, or being active in your community. Evaluating the Gap Looking at the values you have identified as most important to you and then reflecting on how you spend your time, do you see any gaps? How have the values you ranked most important influenced your career choices and your life choices? Might you need to make changes to bring your work or your personal life more in line with what you value? Prioritize the multiple roles you perform so that you make decisions and set limits between the demands of work and your home life. To focus, organize your life priorities. Managing Priorities You can take two simple yet important steps to limit the demands of work and manage priorities. Understanding the job and knowing the schedule can clarify and simplify the overwhelming list
of things to do. The suggestions that follow are divided into two sections, for an employee and for a supervisor. Looking at both may give you insight into the workplace environment and the work/life balance. Understanding the Job—for Employees
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Develop a broad perspective. Understanding how higher education works can help you decide if you want to stay in the field. Working in higher education is not the same as going to college or attending graduate school. For IT, higher education may be as pressured an environment as any corporation. Getting summers off in higher education is a myth for IT—summer is the busy season for many IT departments trying to catch up on systems upgrades while students and faculty are not on campus. At the same time, summer may be the most difficult season for parents of young children who need to balance summer camps, vacation, and simple relaxation with hectic, high-pressure schedules at work.
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Know the goals. For a staff member, knowing why something must be done can be very helpful. A good deal of frustration from having too much on your plate can be relieved by understanding the project goals. It is also easier to discuss how to balance workload if you have the whole picture.
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Understand expectations. Make sure you understand your job description and the expectations of your supervisors. For example, a frequent point of contention is afterhours communications. Are staff members expected to check e-mail in the evenings or on weekends? Do you have to carry a cell phone or a pager? What are the policies covering off-hours? If you take responsibility for meeting communications expectations, you should be able to take time off without guilt or recrimination.
Understanding the Job—for Supervisors
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Know the goals. Really understanding the environment and expectations of your job makes setting priorities simpler. Maintaining perspective on what is important—what must be done immediately and what can wait—becomes easier if you see the big picture. A supervisor must determine and communicate goals and objectives clearly. Know where
you are going and what you expect yourself and others to do. Be available for questions, and anticipate them. Explain how your department fits into the larger environment. Describe the issues and options. Do not expect everyone to understand your perspective every time. Be patient.
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Distribute decision making. One way to help staff understand priorities is to let staff work with you in setting them. If you can, bring the issues to the table and present the full picture. What resources are available? Are there constraints or issues to address? What are the deadlines? Can the work be distributed across departments? After an open and creative discussion, new alternatives to accomplishing goals may arise, and the team feels a sense of engagement from going through the process together.
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Set clear expectations. Clearly communicate expectations around work schedules. If you work 50 hours a week, do you expect everyone to do that? If you arrive at 8:00 a.m., should everyone be there? Is flextime an option? Do departmental habits or customs dictate staff hours? Can staff telecommute regularly? Do they have Internet access at home provided as part of their compensation packages? What about laptops? Decide on acceptable behaviors and be explicit about your expectations. What are the policies? You can take the following specific steps to achieve clarity:
o
Work with staff and human resources to develop a set of operational norms that include work hours. Communicate these to everyone.
o
If people do not meet expectations (for example, by coming in at 10:00 a.m. each day), let them know immediately. Tell them what you expect (everyone at their desks by 9:00 a.m.) and ask for the rationale behind the later arrival time. Perhaps the expectations were not clear, or the person might have a long commute or childcare responsibilities. If exceptions are not acceptable, you will need to work out a performance plan to ensure changes.
o
Publish clear policies on after-hours coverage. If you expect staff to check e-mail at regular intervals on weekends, make it part of the job description and orientation. Do not assume everyone knows what he or she should do.
Know the Schedule—for Employees
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Understand business cycles. If you know that the end of August and early September will be busy on campus, try not to plan competing events at home. This is not always possible, of course, especially if you have young children starting school who need extra time to adjust. Discuss options for a more flexible schedule with your supervisor—in advance.
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Share the load. Get to know your colleagues. If you build good relationships with them, it will be easier to spot areas of overlap. Know the team's strengths and weaknesses, and share the burdens. If you see another team member struggling with something, offer to assist. Then when you are under pressure, chances are co-workers will help you in return.
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Communicate often. Communication is key. For supervisors, employees, and communities, it is important to keep communication flowing. Understand the relevant goals, know the priorities and who has responsibility for each task, and be clear on the deadlines. Share questions and concerns before problems get out of hand. Maintaining good communication with partners at home is also critical. Further, knowing when problems really are based at work and not at home can help prevent arguments. It is also important to keep a sense of humor and perspective.
Know the Schedule—for Supervisors
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Know cycles and patterns. Higher education has routine events and regular cycles. Every year the academic calendar dictates the work on a college or university campus. Developing a calendar of activities and reviewing it with the staff well in advance of the events is basic to good project planning and can help avoid surprises and late nights at work.
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Accommodate the schedule. The back-to-school time can be particularly taxing and affect schedules more than other times of the year. Hiring temporary workers and scheduling student workers for fall hours before they leave for the summer break are two useful techniques. Working across traditional boundaries can also be helpful. For example, the administrative systems group is busy at the end of the fiscal year, not at the start of the fall semester, so some staff time may be available to assist with fall activities. At Brandeis, everyone in the Library and Technology Services division pitches in on Opening Sunday, when new students arrive. A tremendous team-building event that
provides great visibility for the department, it also provides help to the small group supporting student computing and telephony when they need it most. Productivity and Managing Time Controlling the demands of work and being productive requires that you manage your time well. This is easier said than done, but a few basics will help you find the model that works best for you. Managing Time—for Employees
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Create a schedule. Follow a schedule as much as possible. If your work offers a shared calendar utility, use it—it's easier to schedule meetings and make effective use of everyone's time. If you can keep to a routine schedule and mark blocks of time for regular tasks, you can better plan and execute your work. Once you get into a routine, you will see how long it actually takes to do something and become better at predicting your schedule.
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Find a time-management strategy. Many time management models can help you organize your schedule. David Allen proposed one popular approach, chiefly making and using lists. Allen's model offers ways to collect things that demand attention, process them, organize the results, review options, and do something about them. His theory is, do it now or do it later, and schedule it, delegate it, or forget it.7
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Plan some uninterrupted time. Reserve an hour of quiet time every day, and close your office door if you can. Use the uninterrupted time to catch up on e-mail, work on projects, or return calls. Marking that hour a day in your calendar will keep others in the department from scheduling you then. If taking that time during the day is not possible, try to schedule it at the end or beginning of the day. Know the flow of work around you, and adjust to it.
Managing Time—for Supervisors
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Respect others. Your calendar is important, yes, but remember to respect your staff's time as well. Hold meetings only when necessary, and keep them short. Check to see if
staff are busy before initiating a meeting. Give advance warning on the time and topic. All meetings should have agendas and minutes.
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Open door policy. If you need time to concentrate on writing or making calls, put the time into your calendar and shut the door. As long as others know the signal, and you are available for consultation on a regular basis, holding aside occasional periods of solitude will not cause a problem.
When Worlds Collide Making choices is what the balance between work and life is all about. There may be times when the choice between moving ahead with your career takes a back seat to your health or happiness at home. How to make choices and deal with the demands for your time and energy are up to you. The values you identify as important can guide you in making decisions. One of the places where conflict arises, for women in particular, comes during childbearing years. The decisions on having children, whether to interrupt career plans, how soon to return to work, and how to manage ongoing child care are a source of conflict for many workers. According to a 2002 RAND study, whether women remain in the workforce will depend to a great extent on working parents' ability to balance work and family. As a woman enters the labor force, not all of her homemaker responsibilities will be transferred to others. These dual work and homemaker responsibilities can strain a woman's limits on time and effort. Women (and their spouses or partners who share in homemaking responsibilities) are therefore likely to increasingly favor family-friendly workplace policies and benefits.8 Similarly, working adults may face greater demands when it comes to caring for aging parents. According to the same RAND study, the proportion of elderly people requiring help with daily activities increased from 35 percent in 1984 to nearly 43 percent in 2004.9 To provide this help, middle-aged and older workers may increasingly need flexible scheduling and assistance with finding caregivers. Individuals who care for both children and aging parents may feel pressure from both sides at the same time.
Fortunately for many of us, institutions of higher education have led the way in providing policies and services that support faculty and staff. On-campus child care, health and wellness programs, telecommuting opportunities, flexible working hours, and more generous leave policies can assist staff in balancing these family and work demands. Careful, thoughtful, and open communication with your supervisor, your colleagues, your partner, and your family is critical to dealing with these special demands. Dealing with Burnout We have all heard colleagues describe themselves as having had enough of the pressures and demands of the job. Not only do self-described workaholics experience high levels of stress and anxiety, but even those who try hard to maintain a reasonable work/life balance will at times succumb to stress. Burnout is not simply excessive stress but a complex reaction to ongoing stress—"a physical, mental, and emotional response" that often includes emotional exhaustion and an increasingly negative attitude toward work and perhaps life.10 A person who is overwhelmed, overworked, or burned out can not only be ineffective in his or her job and have a very negative effect on colleagues but also is at risk of serious depression that can threaten employment, relationships, and health. College and university health centers and counseling centers have resources available to help individuals deal with job burnout and identify early indicators of a developing problem. It is important for all of us to observe the early signs of burnout and develop strategies to avoid it. Mental health associations, counseling centers, and career Web sites offer lots of advice on how to identify problems and monitor levels of stress. Not surprisingly, many of the strategies for preventing burnout are the same as those recommended for managing stress. A good tool for understanding and preventing burnout is available from coping.org (http://www.coping.org/growth/burnout.htm). Examining and making changes to your job or even to your daily routine can help prevent stress from building. Making Changes This may seem dramatic, but many times a drastic change is needed to obtain your desired balance. If your work schedule is excessive or inflexible, seek remedies from your institution—
talk candidly about the situation with your supervisor. Flexible scheduling tends to increase employee satisfaction and lessen the conflict between work and family. When the work schedule fits poorly with an employee's preferences, burnout is more likely. If your institution cannot accommodate you, you may want to seek other positions at other places. IT is a very mobile profession; use that to your advantage. If IT is the source of your problems with balance, consider changing careers. For some people, the fast pace of change in technology may be a reason to get off the IT career track. Strategies to Promote Balance—for Employees
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Take time off. Work has been hectic for months and things at home have been busy. Tension has been building for weeks. What should you do? Plan a vacation and take it! Your vacation can be a day on the porch with a good book, a picnic by a river or lake with the kids, or a trip to a far away location. The point is—it is not work. A break in the routine, even a small one, can bring back perspective. Relaxation is important for good physical and mental health.
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Take a lunch break. This may not always be possible, but no one should work through lunch every day. Get outside into the fresh air and sunshine. Take a 10-minute walk. Take care of yourself, and then you can take care of others.
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Exercise. Working up a good sweat eliminates lots of frustration and has many other benefits. It takes time to make the commitment, so work on managing your calendar and your time. Make exercise a priority.
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Volunteer. Join a committee and get a new perspective on the organization. Meet new people and give yourself a new challenge. Volunteering can lead to a new job, help you contribute to your organization or community, and break up your routine.
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Learn something new. Teach a class or take one. Can you use the class to make your job easier? Or to help you get another job in the future?
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Laugh. Keep your sense of humor. Read the comics every day. Tell a silly joke. Blow bubbles.
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Get help. Ask for help if you need it.
Strategies to Promote Balance—for Supervisors
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Be a role model. Follow the preceding advice and let your employees do the same. Work on making your organization healthy and productive. No one is irreplaceable, and no one needs to be there all the time. You may find your employees more relaxed when you have been away—they can get things done in your absence. Insist that staff take all the vacation they earn. One IT division at an institution in the east implemented a policy where every IT staff member was required to take five consecutive working days of vacation every year. Temporary staff can help if necessary. Train other people to help where they can—cross-training is a morale builder that benefits everyone in the organization. Remember that you are a role model for your employees. What kind of manager or leader do they see? Can you find positive ways to change your behavior? It will help them as well.
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Cultivate the next generation. Build a good team with good managers and nextgeneration leaders. If you have a good team working for you, you can relax more yourself. The trust you have in each other will provide the stability and structure needed for letting people take vacation or pass tasks to team members.
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Promote camaraderie. Allow for humor and play in the organization. Food is a great icebreaker and a way to get people to mingle. Could you have lunch as a group? Are there playing fields nearby for a quick softball game? How about bowling during a winter break? Movies and popcorn? Potluck lunches? Do you do team-building exercises during meetings to get to know each other? Do you have casual dress days? Do you have "team" shirts or other types of rewards for staff? Anything outside the routine can help in creating a strong team, but remember to respect individual preferences on participation.
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Use your resources. Use your human resources department as a place to get advice when staff members need help. Often the HR office can point to resources or offer suggestions on how to open up channels of communication.
Work/Life Balance Questionnaire 1. Do you spend more hours than you would like at work? Yes No 2. Do you spend more hours than you would like working at home? Yes No (Be honest! Business calls, e-mails, projects, etc)
If yes, how many hours do you work at home in an average week? 1-4 hours 5-9 hours 10+ hours If you have a home-based business, how many more hours than 40 do you work in an average week? 1-4 hours 5-9 hours 10+ hours 3. Do you find yourself thinking about work instead of focusing on home/pleasure activities? Yes No 4. Have you given up activities you enjoy to work? Yes No If yes, how many activities have you given up? 1-3 activities 4-6 activities 7+ activities 5. Do you get enough sleep, exercise and healthy food? Yes No 6. Do you spend as much time as you‘d like with your loved ones? Yes No 7. Do you spend most of your time doing what is most important to you? Yes No 8. Are you happy? Yes No 9. Are you living your ideal life? Yes No Number of times you marked Yes to items 1 – 4 _____ out of 4 (Lower the better) Number of times you marked No to items 5 – 9 _____ out of 5 (Lower the better)
Fathers and paid work - sample questionnaire
Introduction
(You may want some sort of endorsement from a CEO or manager to increase confidence that this issue matters.)
We are keen to explore whether there are any particular issues for men with fathering responsibilities within this organisation. We want to find out what we are doing well to assist fathers balance their work and family life, and how we could improve. Your answers are confidential. Please return this questionnaire to:………………………………..by …………………
Thank you for your help.
(Signed)
Section 1: Demographic information
1. How old are you?
? ? ?
Under 30 years 31-40 years Over 40 years
2. How many children do you have?
?1
?2
?3
?4
?5
? more than 5
3. How old are your children?
? Under 2 years ? 2-5 years ? 6-10 years ? 11-14
? 15-18 ? over 18 years
4. Do any of your children have a disability or special needs?
? Yes
? No
Having a balance
5. Do you generally feel you are able to balance your work and family life?
? Yes
? No
6. Do you currently use any of the work-life policies or programmes provided by the organisation?
? Yes
? No
Working hours
7. Do any of the following help you balance your work and family commitments?
Yes
No
Not available Not applicable to me to me
Flexible starting times Flexible finish times Flexible hours generally
Time off for family emergencies & events Part-time or reduced work hours Time off in school holidays Compressed working week/fortnight
8. Do any of the following hinder you in balancing your work and family commitments?
Yes
No
Not applicable to me
Long work hours Compulsory over time Weekend work Shift work Timing of work meetings/training Support from others
9. Do any of the following help you balance your work and family commitments?
Yes
No
Not
Not
available to applicable me Support from manager/supervisor to me
Support from colleagues Support from team members Encouragement to use paid and unpaid parental leave Seeing other men use work/family policies
10. Do any of the following hinder you balance your work and family commitments?
Yes Negative attitude of managers Negative attitude of colleagues Negative attitude of team members
No
Not applicable to me
Working arrangements
11. Do any of the following help you balance your work and family commitments?
Yes
No
Not available to me
Not applicable to me
Working from home Technology such as laptops or cell phones Being able to bring children into work on occasions
12. Do any of the following hinder you balancing your work and family commitments?
Yes Technology such as laptops or cell phones Frequent travelling away from home
No
Not applicable to me
Getting a balance
13. What could this organisation do to help you balance your work and family life?
Comments:
14. Do you think that if employees have good work-life balance the organization will be more effective and successful?
Yes/No
If so how?
Thank you for your time.
A Report on the Importance of Work-Life Balancehttp://www.bia.ca/articles/AReportontheImportanceofWork-LifeBalance.htm by Melissa Abercromby Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity.
Numerous studies have been conducted on work-life balance. According to a major Canadian study conducted by Lowe (2005), 1 in 4 employees experience high levels of conflict between work and family, based on work-to-family interference and caregiver strain. If role overload is included, then close to 60 percent of employees surveyed experience work-family conflict.
Of all the job factors that influence work-life conflict, the amount of time spent at work is the strongest and most consistent predictor. The higher levels of work-to-family conflict reported by managers or professionals often are a function of their longer work hours. Other reasons include: job security, support from one‘s supervisor, support from co-workers, work demands or overload, work-role conflict, work-role ambiguity, job dissatisfaction, and extensive use of
communication technology that blurs the boundaries between home and work. Today‘s workers have many competing responsibilities such as work, children, housework, volunteering, spouse and elderly parent care and this places stress on individuals, families and the communities in which they reside. Work-life conflict is a serious problem that impacts workers, their employers and communities.
It seems that this problem is increasing over time due to high female labour force participation rates, increasing numbers of single parent families, the predominance of the dual-earner family and emerging trends such as elder care. It is further exasperated with globalization, an aging population, and historically low unemployment. The Negative Effects of Work Life Conflict Long work hours and highly stressful jobs not only hamper employees‘ ability to harmonize work and family life but also are associated with health risks, such as increased smoking and alcohol consumption, weight gain and depression. Work life conflict has been associated with numerous physical and mental health implications.
According to a 2007 study by Duxbury and Higgins, women are more likely than men to report high levels of role overload and caregiver strain. This is because women devote more hours per week than men to non-work activities such as childcare, elder care and are more likely to have primary responsibility for unpaid labour such as domestic work. Furthermore, other studies show that women also experience less spousal support for their careers than their male counterparts. Although women report higher levels of work-family conflict than do men, the numbers of worklife conflict reported by men is increasing.
Work-life conflict has negative implications on family life. According to the 2007 study by Duxbury and Higgins, 1 in 4 Canadians report that their work responsibilities interfere with their ability to fulfill their responsibilities at home.
Employees, especially the younger generation who are faced with long hours, the expectations of 24/7 connection and increasing pressure of globalization are beginning to demand changes from their employers. Also, people in the elderly employee segment are working longer now than in
the past and are demanding different work arrangements to accommodate their life style needs. Current Practices Employers are becoming increasingly aware of the cost implications associated with overworked employees such as: operating and productivity costs, absenteeism, punctuality, commitment and performance. There are five main reasons why companies participate in work life balance programs: high return on investment, recruitment and retention of employees, legislation, costs and union regulations.
There are a wide variety of practices currently being used to help employees achieve work-life balance. It is important to note that some work-life balance programs help employees handle stress and otherwise cope more effectively while other programs help to reduce the absolute stress levels by rebalancing work life.
A growing number of employers have implemented wellness programs or pay for their employees‘ gym membership as part of a benefits package. Some companies invite fitness trainers or yoga instructors into the office to hold lunchtime sessions. Some companies undertake initiatives to improve employees‘ healthy eating habits. Others offer stress management programs which include stretching, yoga, counseling, as well as bringing in Registered Massage Therapists to work.
Many employers are offering longer vacation times than the mandatory 2 weeks per year imposed by Canadian legislation. Additionally, some companies will offer ?flex? days. Interestingly, sick days tend to go down once some is ?entitled? to three weeks or more a year of holidays.
Human resources policies that can be used to increase work-life balance include implementing time off in lieu of overtime pay arrangements, providing a limited number of days of paid leave per year for child care, elder care or personal problems, or having policies around weekend and evening use of laptops and Blackberrys.
There are some issues that arise when employees have flexible work hours such as lack of facetime with other staff and not being as available to clients; these issues can be solved by ensuring employees discuss scheduling with supervisor and let clients and other employees know their hours of availability.
Sometimes in order to accommodate workers need for work life balance, firms may need to reduce the amount of work given to each employee. To accomplish this, employers can hire new people, reduce time spent in job-related travel, allow for job sharing, or reevaluate the work itself and how it is structured and organized with work process improvements and/or reengineering of work.
According to a study by Messmer in 2006, flexible scheduling is the benefit valued most by employees. However, increased flexibility, if implemented without conditions and used to facilitate business ends without provision for worker consent, could compromise instead of enhance work life balance. Conclusion Evidence suggests that improvements in people management practices, especially work time and work location flexibility, and the development of supportive managers, contribute to increased work-life balance. Work-life balance programs have been demonstrated to have an impact on employees in terms of recruitment, retention/turnover, commitment and satisfaction, absenteeism, productivity and accident rates.
Companies that have implemented work-life balance programs recognize that employee welfare affects the ?bottom line? of the business. Parameters are required to ensure that programs are having the desired effect on both employees and the company. Six parameters that can be used to evaluate work life balance programs are: extent of management buy-in and training, how programs are communicated to employees, corporate culture, management controls, human resources policies and employee control.
Finally, self-management is important; people need to control their own behaviour and expectations regarding work-life balance.
http://www.virtualmedicalcentre.com/healthandlifestyle/balancing-working-andparenting/320#c10 What is work life balance? Work life balance refers to an individual's ability to balance work and personal commitments. Those who find a healthy balance between work and life achieve a sense of wellbeing and feel that they not only have control over their working life (e.g. by being able to determine when and how much they work), but also have enough time to lead a rich and fulfilling personal life. Factors relating to an individual's workplace and working conditions (e.g. hours worked, flexibility of work arrangements) affect an individual's ability to maintain a balance between work and life. Government policies also exert and influence. For example, government provision or subsidisation of childcare or parental leave may make it easier for parents to participate in the workforce without interrupting their work life balance. The characteristics of an individual's personal life are also important determinants of their ability to maintain a balance between work and life and parenting is one of the key factors influencing an individual's ability to balance work and life commitments. Challenges individuals face when trying to balance work and parenting Raising children is a time consuming activity and child-rearing and working are the two major commitments of parents. While most families find it necessary for at least one parent to work in order to provide for the material needs (e.g. food, clothing, shelter) and other desires, combining work and parenting can interfere with a working parent's ability to dedicate sufficient time to their family. Similarly bearing or raising children can interfere with an individual's ability to fulfil their commitments to work or develop their career as desired. There are many challenges faced by men and women as they attempt to find and maintain a balance between work and parenting.
Deciding if and when to have children Children and the time-demands they create mean that parents face considerably greater challenges to finding a work life balance than childless individuals. Evidence suggests that many Australian couples delay childbearing, do no have as many children as they want or have no children at all, because of concerns about maintaining a balance between work and family life (although financial aspirations and other factors also influence these decisions). This is highlighted by the increasing age of women at first childbirth in Australia, which rose from 26.5 years in 1976 to 31 years in 2007, a rise which was attributed to increased female workforce participation. Having a child often means one member of the couple (typically the woman) must reduce working hours or cease work altogether in order to provide childcare. The Australian government has provided numerous incentives for couples to have children in recent years (e.g. baby bonus scheme for newborns, childcare rebates for working parents). Access to maternity leave has also increased. For example, since Australia ratified the International Labour Organisation Convention 156 (which guarantees workers with parenting responsibilities protection from discrimination) access to maternity leave has increased from 43% in 2002 to 53% in 2007, while 50% of men now have access to paternity leave compared to 38% in 2002. While increasing access to parental leave diminishes some of the work-life balance challenges that child-bearing and rearing raises, it should be noted that many individuals in Australia are still unable to access parental leave. Australia is one of only two countries (America being the other) in the Organisation for Economic Cooperation and Development (OECD), a collective of developed nations, which do not have a universally accessible, national paid parenting leave scheme.
Dedicating sufficient time to childcare Some parents may wish to reduce their working hours to spend more time with their children, particularly in the early years of a child's life at which time children develop and grow very rapidly and are most dependent on care. However, employees may not always be willing or able
to let their employees reduce their working hours (e.g. to work part-time for several years). For example, about 10% of Australian workers have their requests for reduced hours denied and >20% have their requests only partially fulfilled. In other cases, individuals may wish to reduce working hours or stop working in paid employment to make more time for family commitments but cannot afford to reduce working hours because it also means taking a pay cut. Reducing working hours can also negatively impact on job quality, career advancement and superannuation contributions.
Finding and affording child-care facilities Widespread female participation in the workforce is a relatively new phenomena which has dramatically changed family life and created an increased demand for external childcare. While the Australian government now provides childcare rebates to working families, many couples still have great difficulty finding or affording day or out-of school-hours care for their children. Some are forced to reduce their working hours or give up work altogether because they cannot access suitable childcare facilities. While the Australian government dedicates relatively large sums to offer cash benefits to families (e.g. rebates for childcare fees paid), it spends relatively little on the provision of social services such as government run childcare facilities, compared to other OECD countries. Cash benefits provided by the Australia government tend to be targeted at low-income families and are usually withdrawn once the family achieves a certain income level. This means there is sometimes no financial incentive for low-income families to enter the paid workforce.
Balancing work and breastfeeding Working mothers are less likely to breastfeed than those who do not work, indicating that women face considerable challenges in providing for the nutritional needs of their infant's development and maintaining paid employment. Higher breastfeeding rates amongst women with flexible working conditions (e.g. self employment, flexible hours) and those working <15 hours per week, indicate that workplace flexibility is an important factor influencing a woman's decision to
breastfeed. In Australia, women are required to individually negotiate access to breastfeeding spaces in the workplace, limiting their ability to reconcile breastfeeding and work if their employer is not supportive. More information on Breastfeeding in the Workplace
Changing domestic roles of men and women Increasing female participation in the workforce demands reorganisation of domestic responsibility. However, male participation in domestic life has not kept pace with female workforce participation. This creates challenges for women, who are often expected to take on a greater share of domestic responsibilities than their male partners despite working full-time. It may also make things more difficult for men, who have traditionally had their domestic needs provided for by full-time home makers, but are now increasingly expected to fulfil domestic responsibilities.
Dedicating sufficient time to work to enable career advancement and satisfaction Many women decide to leave paid employment or reduce working hours following the birth of a child. For example, only 20% of Australian women with children <20 months of age are in fulltime employment. Although this provides quality time for childcare, it interrupts the development of a woman's career and contributes to the difficulties women continue to face in obtaining promotions and income consistent with that of their male counterparts. Men with children, and particularly those with children <5 years of age have more difficulty balancing their work and life commitments than men without children, indicating that their family commitments may also interfere with their ability to advance their career and be satisfied with the work.
Working enough to ensure financial stability within the family
Reducing working hours is one way in which parents might increase their time for family fun and responsibilities. However, reducing working hours almost always means reducing income, which increases the risk that the family will struggle financially or live in poverty. While reducing working hours or stopping work may increase time available for the family, it does not necessarily solve the work-family life balance as it may result in increasing financial concerns. It is known that financial stress is associated with adverse parenting. Benefits of maintaining a work-life balance There are many challenges which make it difficult for individuals to maintain a balance between work and life. However, it is in the interests of governments, communities and individuals to overcome these challenges, as maintaining a good balance between work and life can improve individual and family health.
Improved child health, development and behaviour Evidence suggests that a parent's failure to balance their work and family life affects the health of their children. A study conducted in Canada reported that the children of individuals working non-standard hours (i.e. night and weekends) were more likely to experience behavioural problems than the children of parents who did not work such hours. Parents who experience stress at work, or those who perceive a poor fit between their actual and preferred hours of work may also affect the health of their children by being tired or ill-tempered, when the stress from work spills over into the home environment.
Better parental health An Australian survey reported that individuals with poor work life outcomes were more likely to report:
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Poor mental health; Using prescription drugs; Stress; and Dissatisfaction with personal relationships.
Being dissatisfied with various aspects of work (which increases the likelihood of dissatisfaction with work life balance) is also associated with poor health outcomes. For example, another Australian survey reported that individuals who experienced job strain and insecurity were approximately two and a half times more likely to have depression or anxiety, and were also more likely to experience poor physical health. Another Australian survey reported an approximately 13 times increased risk of depression or anxiety amongst managers and professionals who experienced job strain, compared to those who did not. There is also evidence that long and/or atypical working hours are associated with depression and other psychological conditions such as anxiety. Highly demanding and stressful jobs have also been associated with poor emotional and physical health outcomes. Thus, finding a secure and satisfying job, with regular work hours can considerably improve psychological health amongst workers. Women who participate in the workforce experience health benefits compared to women who do not work, such as spacing the births of their children more widely and they are more selfconfident.
Better family relationships Stress from work can spill over into family life and negatively affect relationships between parents and their children. Stress might also affect family relations by increasing individual anger and aggression which affects the quality of parenting.
Family relationships are also affected by atypical working hours, as these interfere with the time families have to spend together. Atypical working hours may lead to:
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less emotional involvement in the family; difficulty communicating, sharing feelings and defining roles within the family; and child behavioural problems.
Atypical work patterns (which are presumably more challenging and more likely associated with difficulties maintaining work life balance) are also associated with higher rates of separation, divorce and marital problems as well as reduced quality parenting (e.g. less spontaneity in parenting and increased anger). Poor quality parenting is in turn associated with poor health outcomes in children, for example chaotic parenting, or parenting charaterised by demanding, power assertive and disapproving behaviours is a risk factor for attention deficit hyperactivity disorder in children. Parents with high levels of stress from work are also more likely to report low levels of relationship satisfaction compared to those with low levels of stress.
Improved social relationships Individuals who are dissatisfied with their work life balance are more likely to have difficulty establishing ties in their community and positive social relationships than those with a satisfying work-life balance. Almost half of Australian workers report that work interferes with their ability to establish ties in the community. Good social relationships and networks in turn have many positive affects on parenting and child health and development, and thus finding time to improve social relationships and networks can also improve the psychological and physical health of a family.
Reduced risk of poverty Families with at least one working parent are less likely to live in poverty than those without a "breadwinner". Children who have no working parent are greater than three times more likely to
live in poverty than those with one working parent. The risk of poverty persists intergenerationally, meaning that children who grew up in poverty in a household without a "breadwinner" are also more likely to raise their offspring in conditions of poverty. Single-parent families (usually headed by women) are particularly likely to live without a breadwinner. Less than 60% of sole parents participate in the paid workforce in Australia (compared to >80% in a number of European countries). Poverty is associated with poor childhood development and thus paid employment which raises a family above the poverty line has numerous health and social benefits for the family.
Educational benefits of early-childhood education Early childhood education or care outside the home is associated with improved childhood development such as better cognitive development and better school performance later in life. Working parents are more likely than non-working parents to enrol their children in childcare, and many childcare facilities have explicit educational goals. They also provide additional environments in which children can explore new social relationships.
Improved child development and wellbeing Evidence shows that children who receive fulltime parental care for the first 6-12 months of life achieve better development outcomes. Thus finding a balance between work and life which enables fulltime parental care (by either the mother or father) can improve the wellbeing and development of children. Employer benefits of employees maintaining a healthy work life balance
In addition to reduced absenteeism stemming from improved health of employees who maintain a healthy work life balance, there are numerous other benefits that employers may experience when their workers successfully balance work and life. These include:
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Improved employee productivity and performance; Improved attraction and retention of skilled staff; Improved morale amongst employees; and Increased workforce diversity.
Techniques for maintaining a work-life balance Be familiar with workplace legislation protecting parents from discrimination Parents should familiarise themselves with Australian legislation giving parents rights to flexible working arrangements and employer responsibilities to workers with parental responsibilities (e.g. that employers must consider all requests for flexible working arrangements). Being familiar with such legislation may help ensure that they are not discriminated against in the workplace because they are parents.
Be willing to negotiate work arrangements with the employer While Australian legislation mandates that employers must consider all requests for flexible working arrangements and workplace facilities (e.g. for breastfeeding), it is up to individual employees to negotiate their conditions with their employers. This may be difficult for some individuals. However, flexible work arrangements also have benefits for employers (e.g. reduced recruitment costs). Employees negotiating flexible work arrangements should also bear in mind that there are many different types of flexible working arrangements (e.g. work from home, jobsharing, flexible start and finish times) and some may be more or less suitable depending on the individual's employment type.
Be familiar with and consider accessing government assistance The Australian government provides a number of assistance schemes to working and nonworking families, including the baby bonus scheme (a one off payment to the parents of newborn infants) and childcare rebates for low income families. Being familiar with the types of assistance available can help patients improve their work life balance, either by increasing their options for childcare, or providing additional income which may reduce their need to work.
Reduce stress As stress from the workplace can exert an effect in the home and affect the family relationships, individuals may also benefit from making a conscious attempt to reduce stress, for example by identifying stressors in the workplace or by talking to someone about the things that are causing them stress.
Attempt to spend more quality time with family Working parents should also consider the ways in which they can dedicate quality time to spending with family, for example by planning routines or rituals. Family routines may be as simple as eating dinner or washing the dishes together and are associated with better family relationships and increased marital satisfaction.
Job-seeking considerations Characteristics of a job influence the likelihood of an individual being satisfied with their worklife balance. Job-seeking individuals should attempt to avoid jobs with poor working conditions including those which:
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Have low job security; Offer little flexibility;
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Do not offer parenting leave; Involve long working hours; Involve long commuting; Involve work at unusual hours, for example in the evening or on weekends; Do not provide breastfeeding facilities at work (for women who plan to give birth).
https://nursing.advanceweb.com/SharedResources/Downloads/2011/JF_PDFS/ADVANCE_ Work_Life_Balance_ppt_use.pdf Blend the Significant 7 with the 7 Daily Habits Set Priorities Keep Track of Time Have Realistic Expectations Take Care of You Develop Support Be Flexible Schedule Fun Physical exercise Mental stimulation Artistic stimulation Do something for someone else Pleasure break Give yourself a treat Congratulate yourself
Work-life balance: Tips to reclaim control Strike a better work-life balance As long as you're working, juggling the demands of career and personal life will probably be an ongoing challenge. Use these ideas to help you find the work-life balance that's best for you:
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Track your time. Track everything you do for one week, including work-related and personal activities. Decide what's necessary and what satisfies you the most. Cut or delegate activities you don't enjoy or can't handle — or share your concerns and possible solutions with your employer or others.
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Take advantage of your options. Ask your employer about flex hours, a compressed workweek, job sharing, telecommuting or other scheduling flexibility. The more control you have over your hours, the less stressed you're likely to be.
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Learn to say no. Whether it's a co-worker asking you to spearhead an extra project or your child's teacher asking you to manage the class play, remember that it's OK to respectfully say no. When you quit doing the things you do only out of guilt or a false sense of obligation, you'll make more room in your life for the activities that are meaningful to you and bring you joy.
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Leave work at work. With the technology to connect to anyone at any time from virtually anywhere, there may be no boundary between work and home — unless you create it. Make a conscious decision to separate work time from personal time. When you're with your family, for instance, turn off your cell phone and put away your laptop computer.
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Manage your time. Organize household tasks efficiently, such as running errands in batches or doing a load of laundry every day, rather than saving it all for your day off. Put family events on a weekly family calendar and keep a daily to-do list. Do what needs to be done and let the rest go. Limit time-consuming misunderstandings by communicating clearly and listening carefully. Take notes if necessary.
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Bolster your support system. At work, join forces with co-workers who can cover for you — and vice versa — when family conflicts arise. At home, enlist trusted friends and
loved ones to pitch in with child care or household responsibilities when you need to work overtime or travel.
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Nurture yourself. Eat healthy foods, include physical activity in your daily routine and get enough sleep. Set aside time each day for an activity that you enjoy, such as practicing yoga or reading. Better yet, discover activities you can do with your partner, family or friends — such as hiking, dancing or taking cooking classes.
Know when to seek professional help Everyone needs help from time to time. If your life feels too chaotic to manage and you're spinning your wheels worrying about it, talk with a professional — such as a counselor or other mental health professional. If your employer offers an employee assistance program (EAP), take advantage of available services. Remember, striking a healthy work-life balance isn't a one-shot deal. Creating work-life balance is a continuous process as your family, interests and work life change. Periodically examine your priorities — and make changes, if necessary — to make sure you're keeping on track. Sometimes, what's supposed to make our lives more enjoyable actually becomes a source of stress. Technology's supposed to save time and money, but the incessant chimes, pings and alerts of phones and computers can cost us our sanity. Searching for time to schedule leisure activities makes them feel like just another chore. And when you're a working parent, sometimes it's harder to figure out who's the tougher boss: your actual boss or your kids. Feeling overworked is a recognized psychological state that's usually acute (intense but temporary) instead of chronic (persisting) [source: Families and Work Institute]. The working world has changed, and in a tougher global economy, people feel pressure to work harder to prevent their jobs from being outsourced or eliminated entirely. Companies cut back on nonessentials. Managers and bosses turn up the heat accordingly. They might expect workers to be available anywhere and anytime, thanks to technology. Even though it enables international communication and can be a great time saver, in some fields technology also necessitates around-the-clock access.
The good news is that there are strategies to reclaim control. Creating a good work-life balance enables you to focus on yourself and your relationships. If you make the time to take better care of yourself, you can work healthier habits into your lifestyle. Imagine how much more relaxed and in control you'd feel if you enjoyed your favorite form of exercise a few times a week and ate healthier meals. More sleep might seem like an unaffordable luxury, but it'll help maintain your health, and you'll have more energy. Achieving a balance between work and home life takes effort, so you have to be willing to work toward it. Keep in mind as you read that it doesn't mean you can attain perfection; rather than finding time to squeeze in more, your goal should actually be trying to tackle less. To get the most from this article, it's important to realize you can't do it all. Focus on what you must accomplish at work and what you can reasonably do at home. Read on to discover how you can begin.
Effects of Being Overworked Even if your work doesn't take you away from home excessively, the stress from being overworked can affect how you interact with people. You'll have less time to develop relationships with your friends, partner and, as we've already discussed, kids. With children, you should be available to them and provide guidance. It's also important to understand and acknowledge the effects unhealthy relationships will have on you, though, and you deserve some time to yourself every now and then [source: Weiss]. When you have less time for yourself, it increases the tendency to neglect healthy activities like exercise and sleep. If you have to juggle other commitments in order to schedule time for your hobbies, you'll probably enjoy it less, and it may even cause you additional stress. One way around this is to think of your private time as a relationship and treat it as you would treat your other relationships [source: Rauh]. The Families and Work Institute study reported that people who feel overworked are more likely to resent co-workers and much more likely to resent their companies [source: Families and Work Institute]. If all you can think about is what you'd rather be doing, the work won't seem fulfilling
and you'll be less motivated to move up in the company or take on new challenges. These mental burdens will probably show in your attitude, which can hold you back or even lead to unemployment. Studies show that tired, stressed employees are less productive, have higher health care costs, and jeopardize workplace safety [source: Families and Work Institute]. The good news, however, is that there are companies who recognize the solid investment of treating their employees well. Several magazines and Web sites rank companies based on submissions from human resources departments and nominations from happy workers. We've outlined some of the benefits here, especially those most relevant to working parent families, and you can search online based on your priorities, including industry, location, and specific perks. http://books.google.co.in/books?id=jbmVofYDJRQC&printsec=frontcover&dq=balancing+life+ between+work+and+home&hl=en&sa=X&ei=nWB1T63KDIGrAeFm6CiDQ&ved=0CFkQ6AEwBg#v=onepage&q=balancing%20life%20between%20work %20and%20home&f=false
As you probably know from experience, it can be a hard problem to solve. You try and try, but keep falling back on old habits and working each day until 2am. How do you solve it? It comes down to firewalling. Firewall by Time and Day The first thing you need to do is determine when you will work, and only work during those hours. If work spills over, you need to have the self-discipline to say, ?I can pick this up in the morning.? The most common objection to this idea is that emergencies are constantly coming up. If emergencies are constantly cropping up, you need to do one of two things:
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Improve your personal productivity and get your act together.
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Manage your clients better—emergencies suddenly crop up less often when they know your boundaries.
The truth is that for most people, the first problem is the real problem. Worse still, most people with the first problem use the excuse that it‘s the second problem. Next time you find yourself cursing a client for throwing you into a midnight spin, ask yourself: is this really their fault, or did I manage this poorly? Firewall by Location When your home and professional life occur in the same place, it is absolutely essential to firewall by location. You need to keep personal and professional locations totally separate. If you live in a studio apartment or some other one-room accommodation, this isn‘t impossible. You just have to learn to firewall without actual walls: pick a corner, stick your desk there, and refuse to go near it when you‘re not working. Similarly, you need to define areas where work can‘t take place, such as the living room and the bedroom. Some people say they work best in the bedroom (no, your dirty buggers, I didn‘t mean it like that), and that‘s fine—just make sure there is somewhere in your home you can be workfree. Though I‘m willing to bet people who say they work best in the bedroom have poor worklife balance! If you feel the need to get away from your desk, don‘t take your laptop over to the couch. Go be a hipster and hang out at the café, or if you don‘t need free café wifi, go sit on a bench in the park or at the beach. Just don‘t get sand in your keyboard. Firewall Your Communication If you‘ve read my work for long elsewhere, you‘re probably sick of hearing me talk about this. If you need to get work done, I always say, firewall your incoming communication channels.
Well, I‘m not talking about that right now; I‘m talking about when you don‘t want to get anything done! If you‘re not working, you still need to firewall your communication lines in case you end up working when you shouldn‘t be. If you have been clever enough to separate your personal and professional communication lines, just turn the business phone and cell off. Sign out of business email. If they‘re combined, you may just have to do some dodging and let the phone ring out. I use the same cell for everything, so it can be difficult to do. Money Isn’t Everything I know that my problem with work-life balance ultimately came from the desire to earn more income. I loved the fact I could support my family, but I wanted to go further and be able to take them out for the day without worrying about cash, or buy them a plasma TV. Okay, that wasn‘t for them. I recently made a move that significantly reduced my income. But you know what? I‘m happier, and I enjoy the money I do have more. And the things I bought when I was making more money? I‘m enjoying them more, too! Be careful of falling into the trap of sacrificing your life for more money. If you want to make more than you‘re making, find a way to do it without making that sacrifice or there‘s just no point to having the extra cash to begin with. What Constitutes Balance? What is balance? How much time needs to be set aside for work and how much time needs to be reserved for yourself? It‘s really an individual thing and it comes down to a variety of factors. How much do you need to rest to become optimally productive for the week that follows? Personally, I need a day. Some need two. Some need a day every two weeks, but don‘t ask me how they do it.
There are other factors—how much time does you family need from you? Can you meld your personal relaxation time in with family time, or do you need to separate them? Do you have a choice anyway? Decide what you need to recharge your batteries, and be honest. The temptation is to underestimate it. But if you underestimate it, you‘re not doing your clients a favor, because you‘ll just be sending them worse work. Flexible work programs are work arrangements wherein employees are given greater scheduling freedom in how they fulfill the obligations of their positions. The most commonplace of these programs is flextime, which gives workers far greater leeway in terms of the time when they begin and end work, provided they put in the total number of hours required by the employer. Other common flexible working arrangements involve telecommuting, job-sharing, and compressed work weeks. Supporters of flexible work programs hail them as important recognition of the difficulties that many employees have in balancing their family obligations and their work duties, and they note that such programs can make a company more attractive to prospective employees. Critics contend, however, that while flexible employment initiatives do attempt to redress some longtime inequities in the work life-family life balance, ill-considered plans can have a deleterious impact on a company. PRIMARY FLEXIBLE WORK PROGRAMS Flexible work arrangements can take any number of forms, from basic flextime programs to innovative child-and eldercare programs.
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Flextime—This is a system wherein employees choose their starting and quitting times from a range of available hours. These periods are usually at either end of a "core" time during which most company business takes place. Formerly regarded as a rare, cuttingedge workplace arrangement, flextime is now commonly practiced in a wide variety of industries.
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Compressed Work Week—Under this arrangement, the standard work week is compressed into fewer than five days. The most common incarnation of the compressed work week is one of four 10-hour days. Other options include three 12-hour days or arrangements in which employees work 9-or 10-hour days over two weeks and are compensated with an extra day or two of time off during that time.
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Flexplace—This term encompasses various arrangements in which an employee works from home or some other non-office location. Telecommuting is the most commonly practiced example of this type of flexible employment.
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Job Sharing—Under these arrangements, two people voluntarily share the duties and responsibilities of one full-time position, with both salary and benefits of that position prorated between the two individuals.
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Work Sharing—These programs are increasingly used by companies that wish to avoid layoffs. It allows businesses to temporarily reduce hours and salary for a portion of their workforce.
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Expanded Leave—This option gives employees greater flexibility in terms of requesting extended periods of time away from work without losing their rights as employees. Expanded leave, which can be granted on either a paid or unpaid basis, is used for a variety of reasons, including sabbaticals, education, community service, family problems, and medical care (the latter two reasons are now largely covered by the terms of the Family and Medical Leave Act).
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Phased Retirement—Under these arrangements, the employee and employer agree to a schedule wherein the employee's full-time work commitments are gradually reduced over a period of months or years.
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Partial Retirement—These programs allow older employees to continue working on a part time basis, with no established end date.
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Work and Family Programs—These programs are still relatively rare, although some larger companies have reported good results with pilot initiatives in this area. These programs are ones in which employers provide some degree of assistance to their employees in the realms of childcare and eldercare. The best-known of these programs are in-house facilities providing care for the children of employees, but even basic flex time programs can ease childcare logistics for employees. "Employers see that the
availability, affordability, and accessability of good child care have a bottom line impact," wrote Diane E. Kirrane in Association Management. "Lack of quality child care leads to employees' absenteeism, tardiness, distraction, and stress-related health problems. Conversely, employees' reliability, good morale, and motivation are positive results that derive from safe, stable, developmentally sound child care arrangements." ADVANTAGES OF FLEXIBLE WORK PROGRAMS Defenders of flexible work initiatives point to the competitive advantages that such programs bring to companies that move in that direction. Perhaps the single most cited reason for introducing a flexible work environment is employee retention. Indeed, many businesses contend that the recent trend toward flextime and other programs has made it necessary for them to introduce their own programs or risk losing valued employees. "Another business argument for flexible work arrangements is that they allow companies to match the peaks and valleys of activity," wrote Elizabeth Sheley in HRMagazine. "More organizations have shifted their focus to how potential changes in schedule will affect the product. Reduced absenteeism, though often overlooked, is also a legitimate business rationale; flexible options not only strengthen commitment, but also give employees more time to handle the very situations that sometimes lead to absenteeism." Proponents also note that, in many respects, flexible work programs provide a way for businesses to increase employee loyalty without resorting to making fundamental changes in their operations. Indeed, Sheley observed that "the most popular flexible work options are those that involve the least change. Flex time and compressed work weeks, for example, call for the same number of hours, at the same workplace, as in traditional work arrangements." In addition, some supporters of flexible work arrangements argue that such programs can actually have a positive impact on the productivity of employees. They contend that employees who are better able to attend to family needs through flex time are more likely to be contented and productive, while good employees who telecommute may get even more work done if they are freed up from office interruptions.
Business can also use flexible programs to address institutional problems. For instance, a smallor mid-sized business that is crammed into a small facility or office may want to explore telecommuting programs in order to relieve the situation without resorting to an expensive relocation or expansion. Finally, proponents say the flexible work programs can be beneficial to companies by enhancing their public image and expanding the number of hours during which customers can be serviced. DISADVANTAGES OF FLEXIBLE WORK PROGRAMS Flexible work programs have many apparent advantages, but critics point out that ill-conceived programs can have a negative impact on businesses, and they add that even good programs often present challenges that a business has to address. First of all, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. Telecommuting and other "flexplace" arrangements, for example, can be disastrous (or at the very least a productivity drain) if used by employees who are unwilling or unable to put in a full day of work amid the non-work temptations (television, pleasure reading, housecleaning, etc.) of a home setting. Other companies, meanwhile, find that employees "flex" in and out of the business at such different hours that overhead costs increase, customer service suffers (i.e., no one comes in until 9:30 a.m., a state of affairs that forces customers and vendors to cool their heels until then), and manufacturing output suffers. This latter factor makes flex time a difficult fit for many manufacturing facilities. "Many of the factory operations depend on each other being there," said human resources consulting executive Terry McGeorge in an interview with The Milwaukee Business Journal. "Especially when you talk about the concept of work-cell team manufacturing, they really all have to be there at the same time." Critics also contend that flex programs often leave managers in exceedingly difficult situations. "Far too often, flex is embraced … for its 'family-friendly' aspects long before the corporate support needed to manage it takes root," wrote Martha H. Peak in Management Review. "In these companies, flex policies are outlined in the employee manual but implementation is left up to
individual managers. Then, when managers try to implement these programs, they discover that to be fair, flex requires them to treat different employees differently." Finally, many observers argue that businesses launch flexible work plans without adequate preparation. "I know that flex is a basic element of family-friendly and that family-friendly is a requisite for competitive companies," stated Peak. "But it takes more than a statement in the policy manual to institutionalize flex. It takes new methodologies to measure job success and investment in technologies to keep employees in constant communication." INSTITUTING A FLEXIBLE WORK ENVIRONMENT Business experts and companies that have instituted flexible work programs offer a variety of recommendations to businesses that are pondering a move to a "flex" environment. RESEARCH Research the pros and cons of instituting a flexible work program in your company. Every company's needs and operating environment is different; just because a flex program worked for a neighboring business, that does not necessarily mean that it will work for your company. Conversely, a program that fails in another firm may work in yours. Detailed research into the needs and pressures of both the operations and the employees of each business, then, is a necessary component of any decision. So is an honest assessment of the qualities of the business's work force. Obviously, a company that is blessed with a work force of dedicated and conscientious employees is far more likely to be productive in a flex environment than is one that is saddled with a heavy sprinkling of unmotivated employees. Kirane recommended that businesses "assess current work-home issues affecting the [company] and its staff. If feasible, also assess the future needs of the work force and labor pool. Defuse concerns about invasion of privacy. Structure a needs assessment survey—for example, as a checklist that doesn't require respondents to show their handwriting or give their names. Or, within guidelines related to business needs, allow staffers to propose flexible arrangements for themselves." GUIDELINES Create guidelines and systems of flex program administration that: 1) address all business needs, and 2) stand up to tests of fairness and comprehensiveness. Barney Olmstead and Suzanne Smith, co-authors of the book Creating a Flexible Workplace: How to Select and Manage Alternative Work Options, recommended that the creation process include steps to
ensure that new policies are compatible with existing company objectives. They also noted that such issues as eligibility, application processes, reversibility, and changes to employee status should be plainly addressed. Finally, companies should formalize guidelines to head off complaints about favoritism or unfair treatment. "Partly to avoid polarizing staffers who have school-aged children and those who don't, more general terms (such as work-life and flexible work arrangements) are gaining favor," noted Kirrane. "In the workplace there is concern about equity." TRAINING Employees should be educated about policies and feel comfortable using them. This can only happen, stated Olmstead and Smith, if the company actively promotes the program. Employees need to know that participation in such initiatives will not hurt their career. Indeed, HRMagazine noted that a mid-990s report by the Catalyst research organization indicated that this can be a significant deterrent: "Many of the options for flexible scheduling are perceived as being bad for one's career by management and by co-workers who have more traditional working arrangements. A job-share partner or part-time employee cannot be as committed, the thinking goes. A positive experience with less than full-time work depends on the cultural values of the employee's organization. In some organizations, people who have taken less traditional schedules have been perceived as committing career suicide." Employees are not the only workers who need to be reassured. Companies instituting flex work plans must also develop resource materials and training programs for managers. In fact, in many respects, managers of personnel and projects are the people who must make the biggest adjustment to a flexible work environment. "Workplace flexibility requires managers to develop a new set of skills," wrote Sheley. "Managers used to manage by sight, and defined work by hours on site. If a worker was in the office for eight hours, the boss assumed that person did eight hours of work." With flex time and other developments, however, managers need to develop new skills that emphasize work flow and productivity. "Managers may need to learn about new thinking on employee motivation and performance standards," wrote Kirrane. "Employees may need to be cross-trained for greater flexibility in assignments." CONTROL Ultimately, a flexible work program is only worth keeping if it benefits your company's financial, strategic, and production goals. A key to making sure that those needs are
met is to maintain control of the program. Employees and work teams can be very helpful in shaping flexible work guidelines, but business owners and managers should be wary of handing over too much control. Indeed, they need to make sure that business considerations remain paramount in any discussion of flex time and other options, and that ultimate control over flexible work programs rests with them. Dysfunctional work teams, for example, will reduce flex time to a shambles if they are left to institute and supervise it themselves. EVALUATION Businesses should evaluate their flex work programs on a regular basis. Too many businesses introduce workplace flexibility programs that are flawed, but rather than review the program and make the necessary corrections, they throw up their arms and ask their personnel (managers and eligible employees alike) to reshape their responsibilities, priorities, and planning to match the flawed program. Other companies, meanwhile, launch good programs that lose their effectiveness over time because of neglect. Instead, business managers and owners need to practice continuous improvement in their workplace flexibility programs, just as they do in other aspects of their operations. "Fine-tune the program," wrote Sheley. "The evaluation process will provide at least some of the information necessary to make the adjustments that will make a workplace flexibility program of optimum benefit to both the company and its employees."
"Six Ways To Balance Work And Family Life If you have a company to run, children to raise, a home to keep together, and a host of other commitments to husband, extended family and community organizations. Considering that there are only 24 hours in a day, only so much is going to get done. Even less will get done on those days that the kids are sick or a client has a crisis. Besides the dream of cloning ourselves, what else is available so make the day run a little smoother and (hopefully) leave some time for each important part of your life? So here is my list of the Top Six Essential Items Necessary for Work and Family Life Balance. Start with a plan. Imagine hiking through the woods with no trail or map. Most of your time is spent going in circles with little hope of finding your way back out. Focus on your family
plan first and then on your business plan. I suggest the family plan first because your ability to keep everything going will depend on a solid foundation at home and the boost you will get from feeling that what you are doing is worthwhile.
Answer these questions for yourself: Why am I working? How can I make the most of my time with my spouse and children? What type of lifestyle do I really want and will this lifestyle make me and my family happy? When I‘m 80 years old, how do I want to remember my life? Next, put together a formal business plan (see our Business Plan section for help) and map out how your business is going to work. Build a team. You‘ll need a team at home and a team at work. Lucky you! You are probably the coach of both teams. Use your plan and let everyone know on both teams what the plan is and how it will run. Let them know what part they have in the plan. Ask them about their plan and what role you play. Talk about what you will do when you reach certain milestones (celebrations!) and what you will do when the going gets bad. Practice your plan with your teams on a regular basis so everyone still knows what the plan is and can contribute the most to the effectiveness of the team.
Implement a schedule. Humans are creatures of habit and we tend to love schedules. Effective families have a number of traits, and a consistent schedule is usually one of them. Chaos is not effective and does not promote balance. Use visual reminders at home so that the family knows about the schedule. Laminated poster board works well so that everyone sees what
everyone else is doing and what the family events will be. Too many family events such as sports, community activities, or chores? Consider limiting activities or outsourcing or delegating chores to others.
Use the concept of Family Meetings (weekly for most work well) so that everyone can check-in. In my family we have dinner together every night of the week. The family dinner is a very important time for everyone to reconnect and express themselves. Keep work at work. This is a really difficult one for most of us. I started out with a home office that had no doors and was formerly my dining room. It was so easy to work at night and on weekends. There are times when I still do work on the weekends, but I try to pick times that my children are not going to want time with Mommy. We call weekends ?Family Days? for that very reason – to remind us that family is the most important thing on the weekends. If you are still working 60 hour weeks after your business is a couple of years old, make sure that those hours fit your plan from item #1. Burnout is around the corner if your situation does not match your plan and your team is clamoring for your missing attention.
Keep home at home. If you worry about your home situation while you are working, your productivity will be significantly reduced. What can you do to help with the stresses at home? Refer back to your teams. Expand the size of the teams so that you have more flexibility to do what you need to. Enlist the help of a relative, spouse, ex-husband, neighbor, or trusted friend to cover those little emergencies that come up with a home and
children.
Another option is to hire an assistant at the office that can cover for you there while to handle the little emergencies. Have backup plans for when the sitter is sick or the daycare center won‘t take your child because they have a fever.
Use a time management system. So far you have some plans, teams, schedules, and the separation of home and work. Now lets look at how you can keep track of it all. If you don‘t use a planner (paper) or PDA (personal digital assistant) you should seriously consider using one. I use a planner where I have my schedule, phone numbers, codes, notes, and pictures. The planner zips up so nothing falls out. The amount of time I‘ve saved with this low-tech device has been remarkable.
Stress At Work Employers should recognize stress at workplace as serious problem because it reduces productivity, affects employees well-being and places greater pressure on individual. Stress at workplace is not a new phenomenon but its recognition has vastly increased in recent years and affected companies throughout the globe.
Employers should support stress management at work since it is important factor that helps both employees and managers to reduce their job stress. They should also try to avoid possible stressors and provide relaxing work environment for their staff and themselves. Effective stress management can increase productivity, reduce pressure on employees and improve work performance. What is stress at work?
We are stressed our whole life but it is only sometimes that stress reaches high levels that negatively affect our functioning. Everyday stress helps us to meet deadlines, increase productivity, arrange meetings with new clients or improve our work motivation in general. This type of stress is normal and allows people to develop new skills, acquire new knowledge, and possibly improve their careers. When individual is constantly stressed and cannot relax the line is crossed and normal stress becomes excessive. This change can trigger emotional and physical responses that are harmful to employees and bussineses, therefore it should be avoided if possible. How does stress affect people at work?
It reduces productivity of the employees, their motivation and team work. Stressed employee will be less communicative and unsusceptible to new tasks. His motivation will be battered and his productivity reduced. Stress at workplace will not only affect his work performance but also his personal life. This can lead to even further reduction of work productivity and can result in quitting the job in the worse case scenario it could even affect the health of people that are seriously stressed. know that key to successful business is healthy and satisfied employees or coworkers.
It is important for managers and staff work hand in hand when approaching stress management. Only cooperation of all involved individuals in company or business can result in proper utlisation of stress management techniques for successful stress reduction. Common causes of stress at work It's important to recognise the common causes of stress at work so that you can take steps to reduce stress levels where possible. Some typical stress inducers
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Excessively high workloads, with unrealistic deadlines making people feel rushed, under pressure and overwhelmed.
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Insufficient workloads, making people feel that their skills are being underused. A lack of control over work activities. A lack of interpersonal support or poor working relationships leading to a sense of isolation.
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People being asked to do a job for which they have insufficient experience or training. Difficulty settling into a new promotion, both in terms of meeting the new role's requirements and adapting to possible changes in relationships with colleagues.
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Concerns about job security, lack of career opportunities, or level of pay. Bullying or harassment. A blame culture within your business where people are afraid to get things wrong or to admit to making mistakes.
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Weak or ineffective management which leaves employees feeling they don't have a sense of direction, or over-management, which can leave employees feeling undervalued and affect their self-esteem.
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Multiple reporting lines for employees, with each manager asking for their work to be prioritised.
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Failure to keep employees informed about significant changes to the business, causing them uncertainty about their future.
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A poor physical working environment, eg excessive heat, cold or noise, inadequate lighting, uncomfortable seating, malfunctioning equipment, etc.
There are many causes for stress at work and you would not believe how many factors can affect your work performance. Perhaps this is the reason that for many people ?stress? has become synonymous with ?work.?
The key to successful business is strategic stress management at work that helps to increase happiness and motivation of employees. Employees and managers have to know the causes of stress at work in order to successfully reduce it and boost morale in the workplace.
There are just so many causes of job stress that it is hard to name them all. Below you will find comprehensive list of possible stress causes in the workplace that are divided into groups by type of job stressor. Common work factors
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Excessive workload. Not enough rest or lunch breaks. Unimportant and meaningless tasks. Long working time and low payment. Unreasonable demands from managers or employers.
Workplace environment
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New technology Noise and overcrowding. Poor air quality. Health risks (toxic chemicals). Safety risks (heavy equipment).
Organizational practices
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Conflicting job demands. Multiple supervisors. Lack of individual autonomy and cooperation in decision-making. Inefficient interpersonal communication.
Relationships in workplace
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Workplace Bullying or harassment. Distant, unreachable supervisors. Poor performance from co-workers. Conflicts and competition among staff. Time spent away from family.
Tips to Reduce and Manage Job and Workplace Stress More Sharing ServicesShare RSS
In this difficult economy, many of us are finding it harder than ever to cope with stress in the workplace. Regardless of occupation, seniority, or salary level, we‘re spending more and more of our work days feeling frazzled and out of control, instead of alert and relaxed. While some stress is a normal part of the workplace, excessive stress can interfere with your productivity and reduce your physical and emotional health. Finding ways to manage workplace stress is not about making huge changes to every aspect of your work life or rethinking career ambitions. Rather, stress management requires focus on the one thing that‘s always within your control: you. Coping with work stress in today’s uncertain climate For workers everywhere, the troubled economy may feel like an emotional roller coaster. "Layoffs" and "budget cuts" have become bywords in the workplace, and the result is increased fear, uncertainty, and higher levels of stress. Since job and workplace stress increase in times of economic crisis, it‘s important to learn new and better ways of coping with the pressure. The ability to manage stress in the workplace can not only improve your physical and emotional health, it can also make the difference between success or failure on the job. Your emotions are contagious, and stress has an impact on the quality of your interactions with others. The better
you are at managing your own stress, the more you'll positively affect those around you, and the less other people's stress will negatively affect you. You can learn how to manage job stress There are a variety of steps you can take to reduce both your overall stress levels and the stress you find on the job and in the workplace. These include:
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Taking responsibility for improving your physical and emotional well-being. Avoiding pitfalls by identifying knee jerk habits and negative attitudes that add to the stress you experience at work.
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Learning better communication skills to ease and improve your relationships with management and coworkers.
Tip 1: Recognize warning signs of excessive stress at work When you feel overwhelmed at work, you lose confidence and may become irritable or withdrawn. This can make you less productive and less effective in your job, and make the work seem less rewarding. If you ignore the warning signs of work stress, they can lead to bigger problems. Beyond interfering with job performance and satisfaction, chronic or intense stress can also lead to physical and emotional health problems. Signs and symptoms of excessive job and workplace stress
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Feeling anxious, irritable, or depressed Apathy, loss of interest in work Problems sleeping Fatigue Trouble concentrating
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Muscle tension or headaches Stomach problems Social withdrawal Loss of sex drive Using alcohol or drugs to cope
Tip 2: Reduce job stress by taking care of yourself When stress at work interferes with your ability to perform in your job, manage your personal life, or adversely impacts your health, it‘s time to take action. Start by paying attention to your
physical and emotional health. When your own needs are taken care of, you‘re stronger and more resilient to stress. The better you feel, the better equipped you‘ll be to manage work stress without becoming overwhelmed. Taking care of yourself doesn‘t require a total lifestyle overhaul. Even small things can lift your mood, increase your energy, and make you feel like you‘re back in the driver‘s seat. Take things one step at a time, and as you make more positive lifestyle choices, you‘ll soon notice a reduction in your stress levels, both at home and at work. Get moving Aerobic exercise—activity that raises your heart rate and makes you sweat—is a hugely effective way to lift your mood, increase energy, sharpen focus, and relax both the mind and body. For maximum stress relief, try to get at least 30 minutes of heart-pounding activity on most days. If it‘s easier to fit into your schedule, break up the activity into two or three shorter segments. Make food choices that keep you going Low blood sugar can make you feel anxious and irritable, while eating too much can make you lethargic. By eating small but frequent meals throughout the day, you can help your body maintain an even level of blood sugar and avoid these swings in mood. Learn more. Drink alcohol in moderation and avoid nicotine Alcohol temporarily reduces anxiety and worry, but too much can cause anxiety as it wears off. Drinking to relieve job stress may also eventually lead to alcohol abuse and dependence. Similarly, smoking when you're feeling stressed and overwhelmed may seem calming, but nicotine is a powerful stimulant – leading to higher, not lower, levels of anxiety. Get enough sleep Not only can stress and worry can cause insomnia, but a lack of sleep can leave you vulnerable to even more stress. When you're well-rested, it's much easier to keep your emotional balance, a key factor in coping with job and workplace stress. Learn more.
Tip 3: Reduce job stress by prioritizing and organizing When job and workplace stress threatens to overwhelm you, there are simple steps you can take to regain control over yourself and the situation. Your newfound ability to maintain a sense of self-control in stressful situations will often be well-received by coworkers, managers, and subordinates alike, which can lead to better relationships at work. Here are some suggestions for reducing job stress by prioritizing and organizing your responsibilities. Time management tips for reducing job stress
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Create a balanced schedule. Analyze your schedule, responsibilities, and daily tasks. All work and no play is a recipe for burnout. Try to find a balance between work and family life, social activities and solitary pursuits, daily responsibilities and downtime.
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Don’t over-commit yourself. Avoid scheduling things back-to-back or trying to fit too much into one day. All too often, we underestimate how long things will take. If you've got too much on your plate, distinguish between the "shoulds" and the "musts." Drop tasks that aren't truly necessary to the bottom of the list or eliminate them entirely.
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Try to leave earlier in the morning. Even 10-15 minutes can make the difference between frantically rushing to your desk and having time to ease into your day. Don‘t add to your stress levels by running late.
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Plan regular breaks. Make sure to take short breaks throughout the day to take a walk or sit back and clear your mind. Also try to get away from your desk or work station for lunch. Stepping away from work to briefly relax and recharge will help you be more, not less, productive.
Task management tips for reducing job stress
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Prioritize tasks. Make a list of tasks you have to do, and tackle them in order of importance. Do the high-priority items first. If you have something particularly unpleasant to do, get it over with early. The rest of your day will be more pleasant as a result.
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Break projects into small steps. If a large project seems overwhelming, make a step-bystep plan. Focus on one manageable step at a time, rather than taking on everything at once.
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Delegate responsibility. You don‘t have to do it all yourself. If other people can take care of the task, why not let them? Let go of the desire to control or oversee every little step. You‘ll be letting go of unnecessary stress in the process.
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Be willing to compromise. When you ask someone to contribute differently to a task, revise a deadline, or change their behavior at work, be willing to do the same. Sometimes, if you can both bend a little, you‘ll be able to find a happy middle ground that reduces the stress levels for everyone concerned.
Tip 4: Reduce job stress by improving emotional intelligence Learn to Recognize Hidden Stress Watch a 4-min. video: Quick Stress Relief Even if you‘re in a job where the environment has grown increasingly stressful, you can retain a large measure of self-control and self-confidence by understanding and practicing emotional intelligence. Emotional intelligence is the ability to manage and use your emotions in positive and constructive ways. When it comes to satisfaction and success at work, emotional intelligence matters just as much as intellectual ability. Emotional intelligence is about communicating with others in ways that draw people to you, overcome differences, repair wounded feelings, and defuse tension and stress. Emotional intelligence in the workplace: Emotional intelligence in the workplace has four major components:
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Self-awareness – The ability to recognize your emotions and their impact while using gut feelings to guide your decisions. Self-management – The ability to control your emotions and behavior and adapt to changing circumstances.
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Social awareness – The ability to sense, understand, and react to other's emotions and feel comfortable socially. Relationship management – The ability to inspire, influence, and connect to others and manage conflict.
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The five key skills of emotional intelligence There are five key skills that you need to master in order to raise your emotional intelligence and manage stress at work.
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Realize when you’re stressed, recognize your particular stress response, and become familiar with sensual cues that can rapidly calm and energize you. The best way to reduce stress quickly is through the senses: through sight, sound, smell, taste, and touch. But each person responds differently to sensory input, so you need to find things that are soothing to you.
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Stay connected to your internal emotional experience so you can appropriately manage your own emotions. Your moment-to-moment emotions influence your thoughts and actions, so pay attention to your feelings and factor them into your decision making at work. If you ignore your emotions you won‘t be able to fully understand your own motivations and needs, or to communicate effectively with others.
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Recognize and effectively use the nonverbal cues that make up 95-98% of our communication process. In many cases, what we say is less important than how we say it or the other nonverbal signals we send out, such as eye contact, facial expression, tone of voice, posture, gesture and touch. Your nonverbal messages can either produce a sense of interest, trust, and desire for connection–or they can generate confusion, distrust, and stress. You also need to be able to accurately read and respond to the nonverbal cues that other people send you at work.
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Develop the capacity to meet challenges with humor. There is no better stress buster than a hearty laugh and nothing reduces stress quicker in the workplace than mutually shared humor. But, if the laugh is at someone else‘s expense, you may end up with more rather than less stress.
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Resolve conflict positively. Resolving conflict in healthy, constructive ways can strengthen trust between people and diffuse workplace stress and tension. When handling emotionally-charged situations, stay focused in the present by disregarding old hurts and resentments, connect with your emotions, and hear both the words and the nonverbal cues being used. If a conflict can‘t be resolved, choose to end the argument, even if you still disagree.
Tip 5: Reduce job stress by breaking bad habits As you learn to manage your job stress and improve your work relationships, you‘ll have more control over your ability to think clearly and act appropriately. You will be able to break habits that add to your stress at work – and you‘ll even be able to change negative ways of thinking about things that only add to your stress. Eliminate self-defeating behaviors Many of us make job stress worse with negative thoughts and behavior. If you can turn around these self-defeating habits, you‘ll find employer-imposed stress easier to handle.
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Resist perfectionism. No project, situation, or decision is ever perfect, so trying to attain perfection on everything will simply add unnecessary stress to your day. When you set unrealistic goals for yourself or try to do too much, you‘re setting yourself up to fall short. Aim to do your best, no one can ask for more than that.
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Clean up your act. If you‘re always running late, set your clocks and watches fast and give yourself extra time. If your desk is a mess, file and throw away the clutter; just knowing where everything is saves time and cuts stress. Make to-do lists and cross off items as you accomplish them. Plan your day and stick to the schedule — you‘ll feel less overwhelmed.
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Flip your negative thinking. If you see the downside of every situation and interaction, you‘ll find yourself drained of energy and motivation. Try to think positively about your work, avoid negative-thinking co-workers, and pat yourself on the back about small accomplishments, even if no one else does.
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Don’t try to control the uncontrollable. Many things at work are beyond our control— particularly the behavior of other people. Rather than stressing out over them, focus on the things you can control such as the way you choose to react to problems.
Five Ways to Dispel Stress
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Take time away. When stress is mounting at work, try to take a quick break and move away from the stressful situation. Take a stroll outside the workplace if possible, or spend a few minutes meditating in the break room. Physical movement or finding a quiet place to regain your balance can quickly reduce stress.
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Talk it over with someone. In some situations, simply sharing your thoughts and feelings with someone you trust can help reduce stress. Talking over a problem with someone who is both supportive and empathetic can be a great way to let off steam and relieve stress.
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Connect with others at work. Developing friendships with some of your co-workers can help buffer you from the negative effects of stress. Remember to listen to them and offer support when they are in need as well.
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Look for humor in the situation. When used appropriately, humor is a great way to diffuse stress in the workplace. When you or those around you start taking things too seriously, find a way to lighten the mood by sharing a joke or funny story.
Tip 6: Learn how managers or employers can reduce job stress It's in a manager's best interest to keep stress levels in the workplace to a minimum. Managers can act as positive role models, especially in times of high stress, by following the tips outlined in this article. If a respected manager can remain calm in stressful work situations, it is much easier for his or her employees to also remain calm. Additionally, there are a number of organizational changes that managers and employers can make to reduce workplace stress. These include: Improve communication
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Share information with employees to reduce uncertainty about their jobs and futures. Clearly define employees‘ roles and responsibilities. Make communication friendly and efficient, not mean-spirited or petty.
Consult your employees
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Give workers opportunities to participate in decisions that affect their jobs. Consult employees about scheduling and work rules. Be sure the workload is suitable to employees‘ abilities and resources; avoid unrealistic deadlines.
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Show that individual workers are valued. Offer rewards and incentives. Praise good work performance, both verbally and officially, through schemes such as Employee of the Month.
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Provide opportunities for career development. Promote an ?entrepreneurial? work climate that gives employees more control over their work.
Cultivate a friendly social climate
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Provide opportunities for social interaction among employees. Establish a zero-tolerance policy for harassment. Make management actions consistent with organizational values.
What Causes Stress at Home? Stress is something that we all have to deal with on a daily basis. Identifying what causes our stress can help us to deal with it more proactively and positively. There are many factors in the workplace that cause stress, but our home lives can bring us just as much, if not more, anxiety. So let's look at some common causes of stress in the home, including finances, family, health, life changes and even ourselves.
Read more: What Causes Stress at Home? | eHow.com http://www.ehow.com/about_5065545_causes-stress-home.html#ixzz1rqdBd8nj 1. Finances
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We all need money to get by, but it can make your life miserable. According to a 2005 poll by LifeCare, Inc., 23 percent of respondents claimed finances as their leading cause of stress. Many families stress over the monthly battle to stay within a budget, pay their household bills and provide necessities like food and clothing. The decision-making process surrounding a major purchase like a house or car can also cause stress. Losing the income that has provided your livelihood is one of the most stressful experiences in a person's life. Many people are stressed about their amount of debt or fluctuating stock market investments. As we get older, retirement planning becomes a major source of stress as well. 2. Family
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Family can be a source of great joy, but also great conflict, and conflict causes stress. Spouses who disagree, parents who nag, teenagers who don't cooperate, toddlers who throw tantrums, even pets who chew our favorite pair of slippers all cause stress. Most of us also constantly worry about our family members, and worry is just another word for stress. We are concerned about our family's safety, health and well-being, all of which are beyond our control.
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3. Health and Safety
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Our own personal health and safety causes stress also. People with chronic illnesses such as cancer are under a great deal of stress. Even common illnesses and injuries disrupt our lives, causing stress to mount. This can be a vicious cycle, because stress is also known to cause health problems. Women, especially, worry about their personal safety and being the victim of a crime. 4. Life Changes
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According to the Mayo Clinic, major life changes, whether positive or negative, bring about stress. People experience stress as they adjust and adapt to positive changes, such as pregnancy or adoption, marriage or a new home. Negative changes, like the death of a loved one or divorce can cause stress for obvious reasons.
Beating the Clock
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Most of us feel stressed when we lack control over our own lives. A major source of this kind of stress is an inability to control our own time. We can't control our time the way we would like to because of our obligations to others. We must be on time to work; we must arrive to the dentist for our appointment; we must pick up the kids when soccer is over; we must have dinner ready by 6 p.m.; we must get to the movie by 8:15 p.m.; and the list goes on and on. Many people say that they don't feel there is enough time in the day. There is enough time, we just aren't in control of it as much as we'd like to be. The Unexpected
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Experts at the Mayo Clinic report unpredicted events as a major stressor in our lives. When things happen that we weren't planning on, we have to adjust our
plans, our routines and our lives to accommodate. This could be something small like an uninvited house guest or a leaky faucet or it could be something catastrophic like the loss of a job, a car accident or the diagnosis of a terminal illness. Internal Stressors
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We all have internal irritations that cause stress also. Fears of things like flying, public speaking or germs cause us to become stressed when we have to deal with our phobias. Uncertainty makes us feel stressed because we don't know what's coming up or how to plan for it. People with a habitually negative attitude live with a lot of stress because they "create an unpleasant environment in which to live" (MayoClinic.com). Having unrealistic expectations can cause high levels of stress because you are never satisfied with yourself or your accomplishments.
Read more: What Causes Stress at Home? | eHow.com http://www.ehow.com/about_5065545_causes-stress-home.html#ixzz1rqd6PBBy
18 Ways to Manage Stress In her insightful book, ?The Superstress Solution,? Roberta Lee, M.D. assesses the stress level in most homes today, and offers a word of caution about chronic stress. In her introduction, she writes:
We‘re deluding ourselves if we think that we can indefinitely endure the macro stresses that accompany impersonal encounters, less sleep, more work, less leisure, raising kids in this dangerous world, bad marriages, less exercise, junk and processed foods eaten on the run, hypercaffeinated and sugar-saturated beverages, addictive devices that give us ?screen sickness,? traffic jams, flight delays, and so much more, and come away unscathed.
Stress isn‘t all, bad, of course. In fact, like dark chocolate, small chunks here and there can be good for you, or at least give you a reason to get of bed in the morning. But chronic and severe stress can damage your body and mind, blocking the fluid communication to and from most organs–especially in the hypothalamic-pituitary-adrenal (HPA) axis and in the limbic system, the brain‘s emotional center. Believe me, you want these two systems–much like the House and Senate–running as smoothly as possible, with low levels of the delinquent stress hormones in your bloodstream. In college I realized that my stress tolerance was below seawater. Unlike friends who could pack their semester full of 21 credit hours, I never went above 16 because I wanted to stay as stressfree as possible. However, as a mother who works full time, there is no way around the stress. I‘m running into it in the closet, when I can‘t find two matching shoes; at parent-teacher conferences, where I am introduced to new issues; as I sit down to 200 unanswered emails; and at the vet‘s office, when I‘m told the dogs are allergic to the cheap food we‘ve been buying and now must be placed on a salmon diet. So I turn to my pacifiers, my stress busters. Most of them involve the support of friends, who reassure me that our house isn‘t the only one that scares away babysitters; my marriage to the most patient man on the Western hemisphere; and, of course, my faith: turning to my higher power and dumping my load of responsibilities and disappointments and worry unto His lap, for Him to deal with. Here, then, are 18 ways I try to de-stress! 1. Simplify Cut your to-do list in half. How? Ask yourself this question after every item: Will I die tomorrow if this doesn‘t get accomplished? I‘m guessing you‘ll get a lot of no‘s. 2. Prioritize. Let‘s say you‘ve got five huge work projects due next week, two Cub Scout commitments you promised your son, your mom‘s overdue taxes on your desk, your wife‘s 40th birthday
celebration to plan, and your sister‘s computer to fix. What do you do? You record all the tasks on a sheet of paper or on your computer and you give each one a number between 1 and 10: 10 being the most important (life threatening) to one (stupid bloody thing I signed up for). Start with the 10s. If you never get beyond the 8s, that‘s okay! 3. Use pencil, not pen. If you rely on your to-do list as much as I do, then you‘ll want to start using pencil instead of pen. Because one important stress buster is to try to stay as flexible as you can. Things change! 4. Give away your cape. If you haven‘t already guessed by now, you are not a superpower and don‘t possess supernatural qualities and capabilities. I‘m sorry, but you‘re going to have to join the race … the human race. Which means surrendering to limitations and conditions–like the number of hours in a day (24) and the amount of time it takes to get from point A to point B. In your car. Not in your bat mobile. 5. Collaborate and cooperate. There are lots of people out there with to-do lists that look very similar to yours. Why not let them do some of your tasks so that you all don‘t have to do them? 6. Laugh. Just as chronic and severe stress can damage organic systems in our body, humor can heal. 7. Exercise. Exercise relieves stress in several ways. First, cardiovascular workouts stimulate brain chemicals that foster growth of nerve cells. Second, exercise increases the activity of serotonin and/or norepinephrine. Third, a raised heart rate releases endorphins and a hormone known as ANP, which reduces pain, induces euphoria, and helps control the brain‘s response to stress and anxiety.
8. Stop juggling. I realize some multi-tasking is inevitable in our rushed culture. But do we really have to simultaneously cook dinner, talk to Mom, help with homework, and check e-mail? If you were an excellent waiter or waitress in your past or present, then skip this one. 9. Build boundaries. Speaking of activities, get some boundaries, ASAP–meaning designate a place and time for certain things so that your brain doesn‘t have to wear so many hats at the same time. 10. Think globally. I don‘t say this to induce a guilt trip. No, no, no. Because guilt trips compound stress. What I mean here is a simple reminder that compared to other problems in our world today–abject poverty in Somalia or Cambodia–the things that we stress about are pretty minor. Put another way: Don‘t sweat the small stuff, and most of it is small stuff. 11. Avoid stimulants and sugar. Here‘s the catch-22: the more stressed you get, the more you crave coffee and doughnuts, pizza and Coke. But the more coffee, Coke, doughnuts, and pizza in your system, the more stressed you get. It‘s not your imagination. 12. Compare and despair. The last thing you should do when you‘re stressed–which I always do when I‘m stressed–is start looking around at other people‘s package (job, family support, balanced brain) and pine for some of that. Comparing my insides to someone else‘s outsides is a fruitless and dangerous game to play, especially when I‘m stressed. 13. Avoid negative people.
Once the negativity is out there, it‘s up to you to tell your brain not to dwell on it. And, well, if you‘re like me, that cognitive exchange demands a lot of energy. Best to choose your friends carefully and avoid the toxic conversations as much as you can. 14. Sleep. Everything breaks down when you don‘t sleep well. Any sleep disturbance will diminish mental performance. Stress affects sleep and vice versa. Researchers at Pennsylvania State University College of Medicine compared patients with insomnia to those without sleep disruptions and found that the insomniacs with the most severe sleep disturbances secreted the highest amount of cortisol. 15. Categorize your problems. If you lump your problems into categories, you will feel like you have less obstacles. I spend some time doing this in therapy every other week. Because to solve each and every hiccup is too overwhelming. 16. Lower your standards. Fire the perfectionist in your head who won‘t accept anything less from you than a five-star performance. She could single-handedly cause a lot of stress. 17. Just say no. If you haven‘t yet learned how to politely decline offers to head the next school fundraiser, it‘s time you stand in front of a mirror and practice. Repeat after me: ?Mr. X, I am so flattered by the invitation to serve on your committee. But I just simply can‘t do it at this time.? 18. Learn how to recharge. Know your rechargers and do them routinely.
Read more: http://blog.beliefnet.com/beyondblue/2010/07/20-ways-to-managestress.html#ixzz1rqecWAzN
5 Ways for Parents to Manage Stress at Home Our economy might be suffering right now, but people must still continue to spend in order to revive it. Despite the rise in the unemployment rate, we still must go on with our daily lives and do what we usually do or perhaps change some of our lifestyles to keep on going.
It is no secret. Families everywhere have been affected by this economic crisis one way or the other. If not you directly, someone close to you, either a family, friend or relative has been hit financially. If you are the breadwinner in your family, your ability to afford your family's lifestyle put a great burden and stress on your part, the minute you take a financial hit.
The stress that comes from not being able to provide for your family could take a toll on your health. Instead of keeping it to yourself, try to get your family involved in tackling down family issues. You, as the parent, should set a good example for your children.
So, how and where do we begin? There are five ways to manage stress at your home.
Understand your family's current lifestyle and prioritize it accordingly. Before gathering all your children together, let your spouse in with the current issues, frustrations and decisions you may have. Try to come up with a game plan. For example, if your family is used to traveling 3 times a year, you may have to forego your travel plans, instead, do a "staycation" this year in order to maintain a "financially sound" family budget.
Communicate and educate. It is good to get your children involved in what's going on around us. Although you may be tempted to say, "we are broke and we need money," there is such a thing as a therapeutic communication. You can let them in about what's going on in the economy and how it directly affect every family financially (not just yours), and explain that as a family, each one of you needs to be a part of the solution. In doing so, you are able to address your
family's financial concerns without putting the blame on anybody, instead it opens up the communication line in finding ways to spending wisely and saving smartly as a family.
Keep yourself healthy. Stress can take a toll on your health. Stress can lead to sleep deprivation, unhealthy eating habits and perhaps picking up new unhealthy habits (drinking, smoking). Don't let this happen to you. Try to find ways to keep you and your family healthy. Get out and go for a walk. Eat more vegetables. If you find it difficult to do these things on your own, try to find a support group that can help you and your family through trying times. The most important thing to remember is that you are not alone.
Create a healthy environment. One thing that you don't want to end up doing is letting go of yourself, your family, your children and your surroundings. Your mind will work better in a healthy environment. Try to clutter-free your space, clean your house or better yet, ask your family to do some garage or yard sale. Not only are you maintaining a healthier environment, your family can also make some money if you clean up your space and get rid of unwanted stuff.
Re-invent yourself. Start over and replace your bad habits with healthy ones. This may be impossible to do on your own. I suggest finding a free support group to help you either quit smoking or finding a healthier way to eat. Not only are you doing good for your health, you will also be able to save some money from getting rid of expensive vices such as smoking.
Benefits of Work Life Balance
Finding a ?perfect‘ balance between work and life is rare. The nature of that balance is different for every person, and changes over time for each person. So we shouldn‘t strive for perfection, but to constantly be aware of making choices that will benefit all aspects of our lives. Achieving work/life balance is an investment – it does take time and effort to implement the changes necessary. But it‘s worth the effort! Work/life balance offers some major rewards.
Here are some of the potential benefits: At Work
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Feeling more rested and energized Working more productively and getting more accomplished, leading to greater career success
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More fulfillment from work
In Life
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Improving relationships with family and friends Better physical and mental health Making choices about your priorities, rather than sacrifices among them More leisure time to spend with loved ones, or time for yourself
Benefits for you Employees in companies already implementing work-life practices enjoy significant benefits such as:
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Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret.
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Being able to work in flexible ways so that earning an income and managing family/other commitments become easier.
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Being part of a supportive workplace that values and trusts staff.
People want to be able to have1:
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a good quality of life an enjoyable work life and career progression training and development good health affordable childcare or eldercare
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further education more money time to travel time with friends and family time to do sports and hobbies time to do voluntary work
Benefits for your business Good work-life balance policies and practices are good for business. Some of the benefits for you and your staff are:
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Getting and keeping the right staff Getting the best from staff Being an ?employer of choice‘ and future proofing Improving productivity
Getting and keeping the right staff Finding and keeping good staff can be difficult especially in a tight labour market. Employers who can offer work-life balance and flexible work options are likely to have the competitive edge, gain access to a wider recruitment pool, and are more likely to hold onto existing staff. As a result of the flexible working arrangements and other work-life initiatives, Harrison Grierson have increased retention of graduates and women returning from parental leave. ?We estimate that the savings over the past three years through retaining employees who have returned to work after a period of parental leave are worth more than $300,000," says Raewyn van Lingen, Franklin Kindergarten Association, winners of the EEO Trust Large Organisation Work-Life Award 2007. Getting the best from staff
Poor work-life balance can lead to stress and absenteeism, and low output. Helping employees achieve work-life balance is integral to their general health and wellbeing, increasing their work satisfaction and motivation. They are likely to be more committed, more flexible and more responsive to the business and customers‘ needs. "It's a wellness thing but it's also a monetary thing. You've got to have employees who are engaged, who are feeling good and who want to come to work. The alternative is to have highly stressed, underproductive people.? Lisa Gunnery Chief Operating Officer of Insurance Operations, Southern Cross, winners of the EEO Trust Manaki Tangata Innovation Award 2007. Being an ‘employer of choice’ and future proofing Being an ?employer of choice‘ can give you the competitive edge for attracting talent. Employees who are positive about their workplace help to foster a positive attitude in the wider community. Increasingly businesses are adopting practices that make a positive difference for the environment and society. Staff are a vital business resource, so it makes sound business sense to develop and protect this resource. ?IAG New Zealand sent out an army of volunteers on two projects during Volunteer Awareness Week. They planted natives at Kaitoke Regional Park and repaired, painted, cleaned out, polished at Riding for the Disabled in Kenepuru.? Volunteer Wellington News from the Edge reporting on their 2007 Corporate Challenge. Improving productivity Getting and keeping the right staff and getting the best from them will help to increase productivity. Costs associated with recruitment, training and absenteeism will reduce and employees will be more engaged motivated and committed. …initiatives to encourage work-life balance do have a positive impact on engagement and productivity provided the workplace culture supports use of the initiatives - EEO Trust research 2007.
Benefits of work-life balance policies The various roles we occupy as parents, partners and employees or employers bring with them different obligations which need to be reconciled. Balancing work, family and lifestyle commitments is often difficult and sometimes the different demands can be overwhelming and incompatible. The result in the workplace can be that employees:
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are less productive are absent more often, or for longer disguise the real reasons for their absence have lower levels of morale are more stressed are more likely to leave a workplace unsupportive of work-life balance issues.
Helping individuals and families achieve a balance between their work, family and lifestyle commitments by introducing work-life balance policies (i.e. policies that help people meet the needs of their work life and personal life) can provide benefits for both employees and employers. Recognised benefits of work-life balance policies for employees include:
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improved work-life balance ? a reduction in the impact of work on home and family life reduced stress levels control over time management in meeting work-life commitments autonomy to make decisions regarding work-life balance increased focus, motivation and job satisfaction knowing that family and work commitments are being met
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increased job security from the knowledge that an organisation understands and supports workers with family responsibilities.
The benefits of work-life balance policies are not restricted to the employees using the policies, but also to the employer providing them. Recognised benefits for introducing work-life balance policies for employers include:
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reduced staff turnover rates lower recruitment and training costs, associated with reduced turnover becoming a good employer or an employer of choice increased return on investment in training as employees stay longer reduced absenteeism reduced use of sick leave reductions in worker?s stress levels improved morale or satisfaction greater staff loyalty and commitment improved productivity.
Executive summary The role of work has changed throughout the world due to economic conditions and social demands. Originally, work was a matter of necessity and survival. Throughout the years, the role of ?work? has evolved and the composition of the workforce has changed. Today, work still is a necessity but it should be a source of personal satisfaction as well. One of the vehicles to help provide attainment of personal and professional goals is work-life benefits and programs. Implementation of these programs in the United States (?U.S.?) and the European Union (?EU?) countries differs, due to fundamental beliefs about the goals of such programs. Are work-life balance programs in existence as a result of a social responsibility to employees or to provide a competitive advantage to employers?
Before we can answer this question, we need to define what work-life balance is. Many people think of work-life balance only in the framework of what the company does for the
individual. However, work-life balance is a two prong approach. The other prong of worklife balance, which many individuals overlook, relates to what individuals do for themselves. According to Jim Bird, CEO of Worklifebalance.com1, ?Work-life balance is meaningful achievement and enjoyment in everyday life.? The primary way companies can help facilitate work-life balance for their employees is through work-life programs and training. Achievement and enjoyment at work is a critical part of anyone‘s work-life balance.
Business benefits of improved work/life balance Introducing employment policies that encourage a healthier work/life balance for your employees can bring real benefits to your business. Flexible working and work/life balance policies will also foster a more positive perception of you as an employer. This can lead to better relations with your employees and greater staff loyalty, commitment and motivation, reducing staff turnover and recruitment costs. Allowing employees to work flexibly in order to encourage a better work/life balance can lead to improvements in health and well-being. For more information on the benefits that this can bring, see the page on the business benefits of promoting employee health and well-being in our guide on how to improve employee health and well-being. However, the benefits of a work-life balance initiative are not confined to just the workforce. Work/life policies and flexible working practices can also help you:
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react to changing market conditions more effectively and meet customer demands - for example, shift work, part-time work and flexitime can help you open longer without making your employees work longer hours
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meet seasonal peaks and troughs in your business boost your competitiveness become recognised as a business that people want to work for
Entrepreneurship stress
http://www.energybyte.com/blog/entrepreneurship-stress For some reason, people believe that entrepreneurs are the happiest persons in the World. That happens mostly because people get to know about entrepreneurs only when they got to the ?spending time golfing while burning money in my Porsche? period. I mean, entrepreneurs are not famous while spending nights working for their businesses and for an unsure outcome. Actually entrepreneurs have to endure large amounts of stress starting with the moment they think they might start a business and until the exit point. Entrepreneurship stress comes from many sources, so let‘s make a list:
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Signing contracts with the customers. Is my offer good enough? Will the client pick my solution? Contract completion. Can we finish the job on time? Quality is good enough? Will the customer be happy with the results? Getting paid. The customer has delayed payment. Will he send the money or do I have to fight him in the court? Competition. Damn, they just took my most important customer. What are they up to? How can they go on the market with this price? Legal. The new law makes things much more complicated. Will I find a way to run my business in the new conditions? I hate this employee. But its the best one I‘ve got for this job, I have to live with it. Need some financing. Will the bank approve my loan? If not, I will never be able to pull it on my own Working late. Honey, I need to stay late at the office to finish the offer for tomorrow. Yes, I know, honey, I‘m never home. I promise that‘s the last time Money. Not enough money in the bank. But I need money to pay my employees at least. Forget my salary
It‘s incredible how much stress is involved in Entrepreneurship. And I can‘t play smart and say I have a solution for it. Because you just can‘t take that vacation that you say you will sometime, somewhere take.
Stress Reduction for the Entrepreneur http://mariocarini.suite101.com/stress-reduction-for-the-entrepreneur-a120213
During the course of doing business the successful man and woman entrepreneur use techniques that keep them focused and prevent burnout from daily stressful activities.
Stress relief is as important for the entrepreneur as it is for the man or woman who works a typical nine-to-five job. Many entrepreneurs enjoy their work and spend several hours devoted to
their business. But when the economy sours and profits slow down, it's sometimes difficult to keep the entrepreneurial spirit alive. To keep the entrepreneurial fires alive the entrepreneur applies a few rules that help alleviate daily stress before it leads to emotional breakdown and burnout.
A Regular Time Out
The man and woman with ambition have the habit of working long hours. But being locked in the office for those hours can lead to high levels of stress. To cope they take regular time outs throughout the work day. That often means simple activities like stretching unused muscles, taking a brief walk around the block or calling the spouse or a friend. Anything that lasts ten to fifteen minutes can help charge tired batteries and clear the mind so the thinking process can be rejuvenated.
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A Break form the Routine
Many famous people throughout history took time to lie down on the couch and take a brief nap. Thomas Edison took regular naps. Winston Churchill often spent his mornings working in bed. While getting eight hours of rest every night is important, it has been shown that those who rest frequently during the day retain more energy and work longer hours without fatigue. A Review of Priorities
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The reason why some businessmen and women burn themselves out is because they lose sight of their reasons for being in business. Daily problems tend to draw attention away from the important tasks and on to trivialities. Many entrepreneurs get busy but don't accomplish anything meaningful. When that happens they stop to refocus attention on the important areas. That includes their loved ones and children.
Authority Delegation
Unfortunately, this isn't the strength of many entrepreneurs. They are independent people who see the need to get things done a certain way. While this is an asset when starting out a new business venture, it becomes a severe handicap when the business starts to grow. Menial tasks are better left to someone else who can handle them. If hiring a full time employee isn't in the cards, temporary help will release the time the entrepreneur can spend to focus his/her attention on more important tasks.
A Cool Head
Most people don't get ahead in life because they react to problems, but don't actually solve them. They lose themselves in negative emotions that keep them from finding lasting solutions to their problems. Entrepreneurs are just as fallible to this phenomenon. Keeping a cool head means looking at the problem from different perspectives. There is always a solution to every problem but getting lost in worry and fear does little to resolve the issues. Success can't come to the entrepreneur who worries constantly.
A Backup Plan
Every successful businessman and woman has the day mapped out. They have a planner and a schedule. But sometimes events throw off the best plans. Rather than resort to panic, the effective entrepreneur has a backup plan that still steers him/her in the right direction. A backup plan is one way to steer clear of stress.
Acceptance of the Inevitable:
Life throws many curves. Sometimes, no matter what happens, the business just doesn't become a viable or profitable enterprise. If bankruptcy is imminent, the entrepreneur accepts it and doesn't berate himself for his failure. Many entrepreneurs have found themselves in the depths of despair, only to rise again in a new venture that proved successful. The rules of entrepreneurial stress relief is just the same as the rules for running a household or working for a job. Common sense, a cool head and living in the present can help anyone in business for themselves avoid the stresses that lead many to mental breakdown.
Read more at Suite101: Stress Reduction for the Entrepreneur: How to Ease the Stress of Daily Business Activity | Suite101.com http://mario-carini.suite101.com/stress-reduction-for-the-entrepreneura120213#ixzz1tA5OeOx0
Stress Management Tips for Entrepreneurs
http://www.smallbusinessbrief.com/entrepreneurship/who-me-stressed/
As a business owner, you may feel as though you are never able to get away from the business. You get e-mail to your smart phone, you get text messages incessantly, and whenever there is a problem, your phone rings off the hook. Even when you are not working, you are likely thinking about your business. It unfortunately is the nature of the beast. Keeping in mind that how you handle the stress of your business isn‘t really any different than the way you deal with personal stress, I want to give you my TOP 7 STRESS MANAGEMENT TIPS.
1. Take a break.Sometimes, just stepping away from a stressful situation will give you the time you need to think clearly and come up with a solution to whatever challenge you may be facing. 2. Take a walk.Exercise has a calming effect on the human body. When you exercise, your body releases certain chemicals that are known to relieve pain, both physical and mental. Since the brain releases endorphins within 30 minutes from the start of activity, why not take a break from what you are doing and just take a nice walk. It will give you time to step away from stressors and provide a nice respite from the daily onslaught! 3. Think positively.You may not have control over things that happen to you, but you can control the way you react to those situations. When you think positively, you’re more inclined to see the bright side of every situation. 4. Ask for help. No matter what you are going through, someone else has experienced it and can help you get through a challenging situation 5. Pray. Maybe you aren’t the “spiritual” type, but there is plenty of research to indicate that prayer and meditation have a calming effect. Even if this isn’t your normal predisposition, you can still set aside quiet time to just relax and reflect. 6. Make a “kudos” file.Every time I receive a note of thanks or a card from someone expressing appreciation for the job I do or the services I provide, I file those away for a rainy day. When I begin to feel the pressures of my life and question why I am doing what I do, I pull out this file and am quickly reminded of the people who look to me for strength and I’m encouraged again by the kind words they have written to me. 7. Volunteer to help someone less fortunate. Our problems and stressors often appear monumental until we see them in proper perspective. I have heard it said that, “a dime seems huge if held close enough to your eye, but when you pull it back, you see it in its proper perspective.” The same is true when you volunteer your time to help others who are hurting and in need. In doing so, your stress and the problems you think you are facing, gain their proper perspective and you begin to realize that your challenges aren’t nearly as difficult as you perceived them.
There are many things you can do to deal with the stress you face each day. I‘ve only given you a few to get started. The key is to have a plan before the stress begins to mount. If you aren‘t prepared when it hits you head-on, there is a pretty good chance that it will overtake you and knock you back. Be prepared and face stress with the proper tools and perspective.
5 Ways to Decrease Stress When Starting a Business
http://www.youngentrepreneur.com/blog/5-ways-to-decrease-stress-when-starting-a-business/
Starting a business can easily be one of the most stressful projects that you can take on in your life. With that being what it is, it is critical for many reasons to find ways to manage the high levels of stress. Not only can this be important for the health of the business, but is also very important for the physical health of the entrepreneur. Here are five simple things that you can do to immediately manage and decrease your stress level while starting a business.
1. Simplify your lifestyle
It is part of our human nature to try to progress in what we are doing. As we try to do this, we can often try to accumulate more and better quality material items in terms of our lifestyle. When we improve our quality of life, we typically increase our bills and personal overhead. There really is no problem with this when we work in the corporate world where we get a paycheck on a regular basis. Unfortunately, there is not as much financial security when starting a business and high personal overhead can have a direct impact on the level of stress. To counter this, we can simplify our lifestyle by decreasing our activities, decreasing our assets, and decreasing the quality of our purchases. By making these minor modifications, we can decrease our cost of living and this can help to minimize the level of stress.
2. Workout
The 40 hour work week does not exist when starting a business. Not only are there typically longer days, but work often spills over into the weekends. Even though the work may seem like it never ends, we need to stop periodically and take a break. While we should spend some of our breaks purely relaxing, we can also get some of our time away from the business by spending some personal time focusing on physical fitness by working out. Not only will working out have many different positive impacts on your life long-term, but getting in some good exercise in the short-term will release endorphins and these can have a direct impact on your ability to deal with and decrease stress. When stress builds, there can sometimes not be a better way to get a release than going to the gym or going for a run.
3. Compartmentalize your life
One of the challenges with starting a business is that there are so many different hats to wear. You are in charge of finance, sales, accounting, marketing, engineering, janitor, spouse, parent, and I could probably keep going. This can easily become overwhelming and can create a tremendous amount of stress. One way to deal with this challenge is to compartmentalize your life to create areas of time that are dedicated specifically for each area. And during the time that is specified for one area of responsibility, you can shut down your attention and concerns for the other areas. Not only can this help to decrease stress, it can also help to make you more productive.
4. Have a financial cushion
If you are reading this and have already started a business, it may be too late for this tip as it can help to decrease stress when you have some sort of a financial cushion when starting a business. This would be some sort of savings or funds that you can dip into when things are slow or take a dip during the early stages of the business. Having some sort of financial cushion could be accomplished by working to build up some funds prior to taking the leap toward entrepreneurship. Other alternatives could be to sell some of your assets or to secure some funds or line of credit from a financial institution.
5. Keep things in perspective
The last tip that we will discuss is to always try to keep things in perspective. We could lose a deal or see things progressing slower than we would like and this can fuel a tremendous amount of stress. Regardless of the driver for the stress, at some points we need to stop and try to keep things in perspective to realize that there are bigger things in life to get upset about. Things like health for ourselves and for our family and friends are examples of things that are truly important and worth getting upset over. Bumps in the road with the business should fall well behind those and it can help to keep that in mind when we experience stress from the business. We should remember that if worse comes to worse, we can always start a new chapter down the road and get a job if our business does not make it. Not the most positive thought to have, but if our stress level gets high, we can acknowledge that we can always get a job if things get really bad.
Why tackling stress in your business is important
The costs of neglecting stress in your business can be high. Stress is sometimes overlooked as a health and safety issue by small businesses. The unexpected absence of just one member of staff can affect productivity, and efforts to secure cover can be costly and time-consuming. Stress can cause many workplace problems, including:
A fall in your productivity and that of your employees Poor decision-making An increase in mistakes which may in turn lead to more customer complaints Increased sickness absence
High staff turnover Poor workplace relations
Stress often has a cumulative effect. If one member of staff becomes ill through stress, it places added pressure on those covering for them. A stressed manager may find it difficult to create a positive working environment and monitor stress levels in others. It's also important to tackle any stress you face as an owner-manager or self-employed person. This is often caused by working excessively long hours or from a feeling of isolation.
Your legal duty on stress
Employers have a legal duty to ensure employees aren't made ill by their work. This includes taking steps to prevent physical and mental illness brought about by stress. These steps need not cost a lot of money and the benefits can be significant. You must assess the risks of stress caused, or made worse, by work as part of your overall health and safety risk assessment. See our guide on managing the risks in your business. One of the best ways of assessing stress levels in your business is to carry out a stress audit. See the page in this guide on how to assess whether stress is a problem for your business. Failure to take action could leave you open to a compensation claim from workers who fall ill due to work-related stress. http://ezinearticles.com/?Business-Stress-and-its-Causes&id=57010
What is Business Stress?
Business stress is felt during times of conflict, pressure, loss, illness or anxiety. It describes the frantic pace of business life. Everyone reacts differently to stress. Some people can cope and take it in their stride; others find the pressure too much and buckle under. Much of the stress, anxiety, and the sense of overload that people carry is because they feel their lives are out of control. Stress seems to come from the perception that our life feels overloaded. In medical terms, stress is your body's physical reactions to change, which is not always bad. It is said that a little bit of stress is good for our well-being and exercises our faculties. However today's stress caused by business activity can have a detrimental, psychological or emotional effect on our health. What Causes
Stress?
Business stress is a common result of fear - fear of uncertainty and insecurity. When working within a large company your fear may come from dealing with your boss, or from handling requests from management. It may arise from the uncertainty about your job and what performance expectations are required of you. It manifests itself in the feelings of insecurities that your job may not even exist tomorrow. Many people experience business stress in large organisations. Often they will look at going into business on their own account, to reduce this workplace stress. Before you can free yourself from workplace-induced stress, you need to identify the source of the stress and explore ways of dealing with it. You cannot attribute stress to the fact that you have a difficult boss or that management do not understand the needs of workers. Workplace induced stress arises from 2 sources: 1. Psychological. It is often said that some people are just born worriers and it would be fair to say that there are many people with experience and skills who simply do not fit into the category of true entrepreneurs. That is, they should not be self-employed because their makeup may not handle the stress of looking after their own destiny in business. Some people simply sail through the challenges and pressures that come with being self employed, while others already have chronic fears, insecurities and other anxieties and should seek professional assistance in some areas of their business, or make a decision to get out all together. 2. External. This comes from the very nature of a competitive global environment. There is no room for mediocre performance and in some industries it is definitely the strong that survive. Stress that comes from within a business organisation may arise from conflicts between employees or from reaction to challenges to the authority of a superior, or it could arise from the lack of cash to pay the bills, or the loss of a contract that a business was depending on.
Article Source: http://EzineArticles.com/57010
The Leading Cause of Stress in Small Business http://smallbusiness.chron.com/leading-cause-stress-small-business31152.html
Stress leads to a state of physical, mental and emotional exhaustion that can interfere with your ability to successfully keep up with your commitments and effectively run your business. Burnout, financial difficulties, employee turnover, government regulations and competition are just a few of the causes of stress for small business people. While you run the risk of losing ground with your business when stress goes untreated, you also put yourself at risk of developing a number of diseases, ranging from cardiac arrest to chronic headaches.
Lack of Control
According to Business Knowledge Source, factors that you cannot control are the leading cause of stress in the workplace. For small business owners, that translates into a myriad of issues that can include the weather, vendor prices and deliveries, and employee behavior. Allowing yourself to become frustrated with outside interruptions over which you have no control can cause your blood pressure to rise and your confidence to wane. Often, the only area where you have constant control is yourself and your own reactions to the uncontrollable factors in business. The list of things over which you have little or no control is endless, so you'd do best to recognize those factors and develop ways to successfully deal with uncontrollable situations when they occur.
Recognition
You may think you have your reactions under control when the bottom falls out due to no fault of your own. It behooves you to learn the warning signs of stress, however, to prevent illness and inappropriate reactions. While lack of control is the leading cause of stress, masking its consequences and failing to communicate your frustration is a close second. Check yourself for feelings and behaviors that could signal you're heading for a stressful breakdown. You may be experiencing extraordinary stress when you don‘t sleep through the night, have changes in your appetite, develop unexplained backaches or realize you're lacking energy, according to the Mayo Clinic.
Reactions
You'll exacerbate your stress levels if you react to stress inappropriately. Becoming irritable and snapping at your employees is a signal that the stress is taking its toll on you. Fits of rage or manic activity do not help solve the problems caused by the uncontrollable events, but often worsen the outcome. If you find yourself turning to alcohol or drugs to help you cope with situations beyond your control, you will create additional problems, as well. You may see no alternative other than giving up if you allow these situations to control you.
Solutions
Stress often is triggered by your attitude toward things you cannot control. A positive outlook toward your business and your employees can help you better accept their shortcomings and appreciate those areas that do flow smoothly at work. Letting go of unrealistic expectations can drastically lower your stress levels. For example, you cannot control the weather, so there is no point in stressing out when it interferes with your business plans. Find support among your peers who face the same kinds of uncontrollable stress. Join a business network that provides opportunities to share experiences, vent and seek solutions. See a counselor if you cannot overcome the effects of your stress.
What HR do to encourage work life balance in employees? . Encourage
Work/Life Balance in Employees
As a recession looms and companies slash their payrolls, it is more important than ever to keep remaining employees productive and happy. One issue that employers constantly wrestle with is work/life balance, the allocation of employees‘ time and energy between work and family, health activities, hobbies and all of life's nonwork requirements.
Studies have shown that too much work can lead to a variety of stress-related illnesses that sap workers’ vitality, making them more prone to errors on the job, absenteeism, burnout and turnover. The tendency for work to dominate employees' lives is increased when layoffs and hiring freezes leave fewer workers with more to do. The remaining workers are often the hardest to replace because they are the best. It behooves companies to encourage employees to sustain healthy work/life balances. Here are some tips that companies can use to keep their work forces healthy and productive. On-the-Job Training
1. Management support for work/life balance is critical, and it must come from the top. Too often, the perception that hard work is the only way to rise in a company keeps employees at the grindstone, working themselves into illness. Top executives can set examples of good work/life balances and make it known that the same is expected from rank-and-file employees. 2. Surveys of employees‘ work/life issues can help a company understand workers' needs and design appropriate policies to meet them. Studies have shown that respect for work/life balance needs is high on employees‘ lists. 3. Set priorities for all work. When priorities are unclear, employees tend to overwork because they think that everything must get done at once. Setting priorities allows workers to schedule tasks over a reasonable period of time. 4. Train line managers to recognize signs of overwork. Supervisors can spot increasing error rates, absenteeism and signs of stress-related burnout more easily than anyone else in the organization. Workers who show these signs of a poor work/life balance can be referred to employee-assistance programs. 5. Seminars on work/life balance can help employees understand its importance and find ways to achieve it. Such seminars teach employees how to better manage their workloads, eliminate unproductive work habits, get sufficient exercise and negotiate more flexible work conditions that meet their needs.
Make Work More Flexible
6. Flextime is one of the most useful tools in helping workers achieve a good work/life balance. Companies should identify which jobs lend themselves to flexible work scheduling and
implement formal policies for coordinating flexible schedules with an employee's supervisors and co-workers. 7. Telecommuting is a way for employees to work from home while taking care of a sick or dependent family member. It also cuts down on stress and unproductive time due to a commute. Studies have shown that telecommuters can be 30 percent more productive than their officebound counterparts. Many companies are implementing formal telecommuting programs on an as-needed or permanent basis. Telecommuting can be a terrific recruitment tool as well. 8. Job sharing can keep two valuable employees busy while reducing work-related stress. In a job-sharing arrangement, two workers work part-time and share the workload of one job. Careful coordination between the two workers, their supervisor and their co-workers is necessary to make job sharing work.
Allow for Time Off from Work
9. Encourage the use of vacation and sick-leave time. Supervisors should advise employees to use their vacation and sick-leave benefits when signs of burnout or illness arise. Companies can implement use-it-or-lose- it policies to encourage employees to take time off when it is necessary. 10. A formal leave policy for employees with dependents recognizes and encourages the need to care for sick children or elderly parents. 11. Paid childbirth or adoption leave gives women and men the flexibility to keep their jobs while attending to a new addition to the family. This option is almost always cheaper than the alternatives of burnt-out employees or those who leave the company. 12. Limit how often employees take work home. The line between work and home lives tends to blur when employees regularly take work home. This practice should be monitored by management personnel, who should also develop plans for making sure that work gets done at the office instead of at home. 13. Some companies allow employees to take leave for community service. These firms recognize that employees obtain life satisfaction from projects or work outside of their regular jobs.
Bringing Life to Work
14. ?Bring-your-kids-to-work day? is a way to get employees' families involved in their work lives. The opportunity to share a day of work with children is a benefit that many employees appreciate. 15. Sponsoring employees‘ family-oriented activities is another way to combine work and life. Sporting events, excursions to amusement parks, fishing trips and other family-oriented jaunts are good opportunities to help employees strike a work/life balance.
16. Companies need to promote their work/life-balance policies year-round — not just in employee orientations and handbooks. Frequent, positive communication of these benefits reinforces management‘s commitment to help workers achieve work/life balances and gives employees the feeling that it is OK to live a little.
A BRIEF HISTORY–TRIAL AND ERROR
Role of managers in facilitating work–life balance
http://www.eurofound.europa.eu/ewco/2009/09/IE0909019I.htm
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establishing and disseminating good practice – a clear message that emerged from the interviews with managers is the need for leadership from the top HR directors and managers demonstrating their acceptance of work–life balance arrangements, without penalty, for all employees including senior managers. Campaigns promoting work–life balance are needed to remove the prevailing negative perceptions of such arrangements; reviewing work–life balance policies and practice – in particular, work–life balance needs to be marketed in a gender-neutral way that will appeal to men as well as women; challenging the prevalence of long hours – mechanisms to address this would include reducing the number of, and time allotted to, meetings; create an organisational and national culture of work–life balance – most of the managers who participated in the study supported the need for a culture change that departs from the prevailing reliance on ?presenteeism‘ to one which places an emphasis on performance results or outcomes.
How can employers help their employees manage workloads?
The most important variable in work/life balance is the nature of the job itself. Jobs with autonomy, flexibility, meaning, manager support, and a chance for advancement often result in enhanced job satisfaction, commitment, and retention. But even the best and most supportive workplace cannot prevent the negative effects of too much work. Managers should keep the following tips in mind:
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Keep workloads realistic Schedule time accurately, manage resources wisely, prioritize tasks, and say "No" to projects that would overload the team. Review work processes and load distribution regularly to see if you can help lighten the burden. Remove interruptions Setting aside specific interruption-free periods during the work week can result in increased productivity and a less stressful work environment. Interruptions prolong the workday and are symptomatic of a crisis-centered, reactive approach to work.
Examine what you expect from your employees and what you can offer to help them balance work and personal lives. Consider adopting policies and programs that promote the life side of the equation. A little sensitivity and effort on your part can significantly help with morale and company commitment.
What is the company role in work/life balance?
According to a recent survey, more than 70% of CEOs thought that they could not remain competitive if they didn't help employees balance their work life and home life. Employees have realized that they're expendable, and consequently they're much less committed to their employers and more likely to leave for greener pastures. Since employers don't guarantee lifelong employment, employees want more flexibility in their jobs, and they're no longer as willing to give up personal time for the company. To remain competitive, and to retain their most talented employees, companies must provide more than a good salary and a medical plan. Companies have started implementing flexible work options like:
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Childcare Wellness programs Financial planning Concierge services
These work/life benefits encourage employees to be more productive and committed to the company, and they make your company more competitive when recruiting new candidates.
For an employee, balancing a challenging career with life outside work is a complex task. Maybe your employees have decided that it's time to step back and take a good look at their work/life balance. As an employer, you need to be aware of your employees' needs and to set realistic goals so that valuable staff members don't get burned-out or decide to move on.
doc_707309893.docx
Family-work balance is a complex issue that involves financial values, gender roles, career paths, time management and many other factors. Hidden values and models from our cultures, original families and other sources influence our choices in ways that we often don‘t anticipate or understand and that have far-reaching consequences for our lives.
Like so many of the challenges and dilemmas of marriage, balancing family and work has no easy solution-no one-size-fits-all approach. Every person and couple will have their own preferences and needs. Many couples tell us that they have seen the drawbacks of their parents attempting to ?do it all‘ and ending up very much over-extended. Still others hope to avoid the restrictions of roles and experiences that are too narrow or mismatched for them. Couples are struggling with the relative priorities of their values family involvement, career and material goals, personal growth and fulfillment.
The most important thing we can tell you about balance: Preparation, intentionality and joint decision-making are the key to creating and maintaining the right family-work balance for you. Many couples experience extremely strong forces pulling them away from the priority that they would like their family to have. If you don‘t aggressively plan your balance, these other forces will prevail. Without a clear plan and commitment to maintaining balance, time and energy for family erodes and evaporates. Family-work balance is a process, not a static achievement. It‘s important to make the ?big decisions‘ – selecting careers and jobs, timing children, allocating roles and responsibilities, etc. that will provide the opportunity for balance. The real task of balance takes place on a weekly and daily basis, even from hour to hour. This is where couples hold the line to protect family time or allow it to evaporatewhere they opt to take advantage of a family opportunity or allow other priorities to interfere.
The process nature of balance means that you can and must adjust as required. No decision, plan or approach need be permanent. If it‘s not working or satisfying, you can reconsider and make changes. In fact, constant tactical adjustment and flexibility to keep on target toward your goals and priorities (but not to accommodate outside demands where limit-setting is usually more in order) is a hallmark of couples who are satisfied with their balance.
But how can you tell when you have found the right family-work balance for you and when you need to adjust make a different plan? According to Sandy Epstein on BlueSuitMom.com, good balance, while different for everyone, is characterized by:
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Having enough time for both work and family without expending great effort, so
that your life feels relatively comfortable; · Having enough back-up, so that you can cope with minor emergencies like sick
baby sitters, car breakdowns, etc.; and · Being on the right personal and professional path for your future.
The first big balance decision faced by couples is when to become parents, if this is in their plans. Among the most important, but least appreciated, considerations is allowing an adequate post-marriage bonding period with your partner before children, even if you have been (or lived) together for an extended period before marriage. Experts recommend a minimum delay of one year before trying to become pregnant. Other issues include reconciling personal, career and financial developments with preferred timing of children and biological imperatives.
Another key balance decision is whether one or both partners will work outside the home and the characteristics of their jobs. These decisions will depend on your financial and career goals, the amount of gratification that you experience at work, your energy levels, your willingness to forego a high level of involvement in some aspects of your children‘s
lives, etc. Talk to both working and at home parents about the pros and cons they have experienced.
Commonly cited pro-work factors include potential income, career continuity and advancement, workplace intellectual and social stimulation, enriched childcare social environment for kids, etc. Adverse factors include reduced time spent with family, fatigue, weekends dominated by domestic chores, chronic crisis coping, etc.
If your motives for working are basically financial, look carefully at the actual net benefit after deducting childcare, taxes, transportation, work attire and other work-related costs, especially if you are earning a relatively low salary.
If you decide to work, one key to balance is finding family friendly employers with explicit, realistic policies, programs and commitment to support the family priorities of employees, such as flexible working arrangements, on-site child care or emergency child care coverage, limits on demands for extended work hours, parent support networks, sabbaticals, etc.
Work options that can promote balance include part-time, flex time, telecommuting, compressed workweek (full-time in 3 or 4 days), extended family leave, freelance and consulting, job-sharing, seasonal work.
Some experts recommend asking about these issues up-front during job interviews in order to promote accurate expectations for the employer and you. They advise that if these discussions lead to your not being hired, it probably wasn‘t the right job or organization for your balance priorities. It is critical to distinguish between lip service and real commitment. Committed large employers will have written policies and procedures to address these issues. The attitude of your direct supervisor will be critical.
Research Validated Models for Successful Family-Work Balance
Both Full-Time Employed
According to a recent study (Zimmerman, et al, 2003) of dual-earning (both partners fulltime employed) middle-class and professional couples with children that perceive themselves as successful in balancing family and work, these couples strive for marital partnership to support balance by:
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Sharing housework (negotiating equal division of labor) Mutual, active involvement in child care (wives resist monopolizing and controlling,
make room for equal contribution by husband) · Joint decision-making (free expression of needs, negotiation and compromise wife
perceived to have slightly more influence) · · Equal financial influence and access based on joint decision-making, planning Valuing both partners‘ work and life goals (husband‘s careers somewhat more
prioritized, support for separate, individual time and activities) · Sharing emotional work (primacy of marital relationship, time alone together
These couples (Haddock, et al, 2001) also employ adaptive strategies, including:
·
Valuing family as the highest priority over professional responsibilities and
advancement · · Deriving enjoyment and purpose from work Actively setting limits on work by separating family and work and negotiating with
employers · · · · Focusing at work they experience limits as making them more productive at work Prioritizing family play and fun Taking pride in dual earning Living simply, giving up some material amenities in order to reduce financial Proactive decision-making: ?If you just define success as what you do at work, then
pressures and work hours ·
that is all you will do. Whereas, if you define success as having a happy family and a
happy marriage and [being] happy at work, then you make all those things happen.? · Recognizing the value of and protecting time for family, being present oriented
While this is not the only set of strategies for balance, it has the virtue of being one that is derived from the experience of satisfied couples.
Modified Traditional
A study (Marks, et al, 2001) of working-class, white couples produced a very different model of balance-a ?contemporary variant of traditional marriage‘ where primary gender responsibilities are clear, with men earning while women are caretakers. For these couples, husbands‘ role balance is related to higher income (better providing) and spending more leisure time with their families. Wives‘ balance is enhanced by contributing through paid work of their own, involvement with relatives and friends, and when husbands spend time alone with children, are communicative about their own needs and are willing to change their own behavior to meet their wives‘ needs. Financial strain detracts from balance for both partners.
Strategies to enhance balance: There was a time when the boundaries between work and home were fairly clear. Today, however, work is likely to invade your personal life — and maintaining work-life balance is no simple task. Still, work-life balance isn't out of reach. Start by evaluating your relationship to work. Then apply specific strategies to help you strike a healthier balance. Whatever your work arrangements, experts recommend a range of coping · · Make a list of essential activities and involvements that you want to maintain. Set and guard limits and boundaries to protect these; say no firmly to activities that Make a list of ?don‘t want to do‘ items that are aversive, waste your time, sap your
would interfere with your essentials. ·
energy. · Delegate these and other non-essential tasks and find or hire help.
·
Negotiate to achieve the most advantageous arrangement possible when it‘s not
feasible to reject or delegate an activity or task. · Clark (2002) found that individual who communicate with work associates about
family and with their family about work are more satisfied and higher functioning in both arenas. · Make long-term plans with your partner to meet your individual and mutual balance
goals. · Engage your partner in regular short-term planning: Briefly review activities and
arrangements for the coming week every Sunday evening. Briefly review activities for the next day every evening. · Organize division of labor with your partner so that you each cover those tasks that
are easiest and most enjoyable for you. · Try to let go of the responsibilities your partner has accepted or you have delegated Strictly prioritize tasks. Include ?slack‘ time in your plans and schedule. You won‘t
to others. Try not to control or criticize. Let go of guilt. ·
be able to maintain a schedule plan that commits 110 percent of your available time, let alone accommodate ?emergencies‘. See our time management article: stayhitched.com/time.htm · Take care of yourself first whenever feasible. You can‘t do very effectively for See our stress management article:
others if you are depleted. · stayhitched.com/stress.htm ·
Always be professional at work. Arrive at work early; leave work on a strict
schedule. Block out work when at home or confine it to strictly scheduled times. Minimize weekend work. Be prepared for family emergencies that call you away from work. Train subordinates to cover responsibilities when you are away from work.
Recognize that it will be hard but necessary to accept compromising some of your goals in order to protect higher priority involvements and activities. Remind yourself frequently that these strategies are critical to maintaining a life based on your true values.
How to Balance Life between Work and Home (http://voices.yahoo.com/how-balance-life-between-work-4784802.html?cat=5) Wake up, shake partner, stumble to the bathroom, curse about how "ungodly" it is to be up at this hour, turn light on, rub eyes, rub eyes, rub eyes, morning pee, shower, brush teeth, get dressed, fix hair/makeup/accessories, locate shoes, shake partner, yell for kids, let Milo out for his morning pee, make coffee, grab breakfast (optional), make sure everyone has what they need, rush out the door, rush back in to find your keys and let Milo in... ...And all this was just within your first 45 minutes of the day- with various amounts of time allotted for you snooze button users. As Americans, we know to take pride in our differences but one thing remains exactly the same: we are fully accustomed to the lifestyle of busy. We present a hard schedule to follow for outsiders and sometimes must wonder how we do it ourselves. It is not appreciated, but expected, to juggle 5000+ activities all within the pathetic twenty-four hours we are given in a day, with far less of this precious time wasted on sleep that our bodies require going. We all know that we work to live. Yes, live. With all our hours put in and all our bills paid off, some of us have enough left to eat, most of the time. Another fact that remains true is that we may have a little bit of money to blow on holidays or activities- but never any spare time. For that reason, we seem to get our priorities a bit out of place, such as bringing our work home and, God forbid, occasionally, our home to work. There is no one who hasn't been affected either directly or indirectly in this situation. My defining personal experience comes through my father, who managed to balance work and school for some time. He exceeded at work and school and provided all of our needs, but was nowhere to be seen at home where his children and exhausted wife waited until after 10 o-clock each night to have dinner with him right before bedtime. I should say provided all of our needs except one... him. If I were given the opportunity to arrange a day in his life I would tell him the following: 1. Don't stress out over things you can't control.
If you think this has nothing to do with the subject, ask yourself why do you need balance. The answer is clearly because you are stressing yourself out over all the activities you have lined up to do, so less overall stress equals more focus, more focus leads to getting more done, and getting more done means you deserve more free time. 2. Write a to-do list. It's a fact that these things improve your life, and it's also a fact we're too conceited to use simple tools that are there to make our lives easier. Come on work-potato... If you have so much to get done and it's time to go home and your project for tomorrow is incomplete simply prioritize your handy little to-do list and make small changes when needed, such as enjoying lunch at your desk on those I'll-never-get-this-done-in-time! Days. 3. Take the time each day, as soon as you walk in the door, to greet your family. Find something to complement your wife on (also a major stress reliever!), and be sure to eat dinner at the table, together. Little things. 4. If you absolutely have to bring your work home and absolutely have to shut yourself in a quiet room, still be sure to follow through with Step 3. If you get interrupted please do not shout at this person who only wants to be around you, tell them you will arrange some time to spend with them later, and mean it. 5. Tell your family that you love them even if you can't always fit them in. A lot of this unneeded stress is due to emotional reasons and with a little bit of TLC your homelife can be kept healthy and happy. When you keep your family happy, you will have less overall stress which will help in keeping your mind clear and focused at work... Have you figured out that this is all a big circle?
Working From Home: 10 Unconscious Cues to Create a Work-Life Balance
http://www.jonathanfields.com/blog/working-from-home-10-unconscious-cues-to-create-awork-life-balance/ Working from home sounds like a very simple concept. But there are a lot of built-in structures and boundaries inherent in a going-to-the-office job that we often take for granted. Recreating those boundaries when our home and work is one and the same is a crucial part of achieving a work-life balance. The personal battle One common trap of working from home is allowing your personal life to bleed into your work. A lack of discipline and motivation as well as a myriad of temptations lurking in every corner of your home can affect your productivity big time. This is the most obvious situation (and the one most often addressed) when considering the pitfalls of working from home. But there is a lot of support and feedback (in fact an entire industry) for this problem, and can be remedied by a host of productivity tools and exercises. The work battle However, the other trap, the one that is less easily recognized, is allowing your work to bleed into your personal life. Now, I realize that this doesn‘t apply to everyone. I work with two partners who are both single guys who sleep too little and work too much. But they enjoy their work and are motivated by it. I don‘t suggest that they take more ?me? time. If they ever start to get burnt out, their balance can be restored by simply taking a week off or watching a season of 24 in one sitting. When I talk about needing work-life balance, particularly when you work at home, I‘m referring to those who have personal relationships that are a part of the home – be it spouse, children and/or partner. Compromising these relationships in the name of your work is easy, and often completely unintentional, but damaging nevertheless. The following tips are the things that made it possible to live my entrepreneurial dream and keep a happy home at the same time.
Unconscious Cues These tips are often used to help productivity, but in case you‘ve ignored them because you have no problems with productivity, these things will also help you create an on/off switch for ?work mode.? Your body is amazingly attuned to your environment and habits. Sleep experts will tell you not to work in bed so your body will be able to identify the bed with rest. Keeping simple routines will help your body tell the difference between work time and home time. When you don‘t have something like a commute to and from work, you need to create other cues to help your mind and body ramp up for and then wind down from work. 1. Get dressed. Yes, this is one of the biggest luxuries of working from home. It‘s beautiful to be able to walk from the bedroom to the office in my PJs to turn on the computer, walk downstairs with bed hair to make coffee, and make it for a conference call before brushing my teeth. But it‘s important to cue your body and mind to take off ?home? and put on ?work.? Then, when you get out of your work clothes, you might be better able to get out of your work mode, too. You don‘t need to get into your best suit and tie – wear something comfortable, but at least suitable for the UPS guy to see you in (admittedly, the UPS guy has caught me in bed hair and bunny slippers on more than one occasion). 2. Create a work space. Don‘t work in bed. Don‘t work on the couch. Get a grown up chair and table that‘s only used for your work. Find a space that you can get peace, quiet, and privacy. Get the supplies and equipment that you need to be efficient and comfortable. Make the space separate and different from the rest of your house (try painting the room a different color). If you can create a boundary for your work space, you will also be setting up a home space by default. If you‘re taking your laptop all around the house to work, your family will feel that no place is safe from your work. At the same time, don‘t allow your family to take over your office space, either. It should be clutter free (or in my case, only cluttered with work stuff). 3. Display family photos. Do you have a photo of your family in your home office? I find it very interesting when people don‘t consider it for their home office, yet most offices and cubicles are littered with photos of family and friends. When you are physically away, it seems of utmost importance to have that reminder at your desk of your life away from work. When
there is little physical distinction between your home life and work life, you might start to think you don‘t really have a life away from work. Put some photos at your desk so you are reminded how lucky you are that you can give your kids a hug and a kiss right now…and go ahead and actually do it. 4. Set office hours. It doesn‘t have to resemble normal business hours. It can start at 2am and end at noon. It can be in 2 hour blocks with 1 hour breaks to attend to the kids. It can change on a daily basis. But having a schedule with your set office hours will let your family know when you‘re working and when you‘re available for them. This will also ensure that you schedule in your family every day, too. It‘s hard to believe, but if you don‘t, you may forget. Take advantage of your flexible schedule to take a few hours off to bring the kids to the beach on a weekday, when it‘s less crowded. Make a to do list with your family, so you can plan and look forward to hanging out with them as much as your conference calls and deadlines. 5. Don’t do chores while you work. Set parameters around doing personal tasks during the day. There are a lot of errands and chores that we have to take care of when running a household. If it isn‘t a trip to the grocery store it‘s laundry that needs to be done. If it isn‘t dishes to be put away it‘s the garden that needs tending. The beauty of working from home is that you are less restricted by when you need to do those things. But if you take work time to do home stuff, you‘ll just as easily take home time to do work stuff. Like I pointed out above, it‘s perfectly fine to work for two hours and then take a one hour break to clean the house, if that‘s the schedule you‘ve decided on. Just make sure that you‘re not jumping back and forth haphazardly. 6. Keep hydrated. You might not even notice that you‘re thirsty, but before you know it you‘ve gone six hours straight on no food or water. If you don‘t take care of your health while you work, you won‘t fully be present when you‘re with your family. All of a sudden you‘ll realize how exhausted you are, and will fall asleep during movie night. Also, drinking water will force you to get up and at least walk to the bathroom, so you‘re not literally glued to your chair for hours. 7. Take breaks. Schedule in break times . You can schedule them at a certain time or after a certain task, but it‘s important that you schedule them. It gets you into the habit of stopping work. If you just take a break whenever you feel like it, you‘ll find that you won‘t feel like it too
often. But if you take your specified breaks, the idea of letting work go at the end of the day won‘t be so hard. For example I will be sure to catch Oprah every day. You‘ll learn that work will still be there when you get back, and that it‘s okay to stop working to do something less ?important.? 8. Go outside. In the confines of your small home office, it‘s difficult to see beyond your work. Make sure to get some real world time every day, even if it‘s just to stand out on your porch for 10 minutes. Walk, get some sun, smell the fresh air. There‘s no better way to quickly get some perspective. There‘s a lot of life to live. Remember what and who you‘re working so hard for, and make sure you don‘t miss any of it. 9. File. It‘s amazing how much paperwork and just stuff can pile up in your office. Unlike a regular office environment where there might be an abundance of file cabinets and administrative assistants to take care of menial tasks like filing, you have to do it yourself (or hire someone). Either way, make sure you take care of it, and during your office hours, please. If it gets out of hand, you‘ll be tempted to use off office hours (because you‘re too busy during) to tidy up…time that is supposed to be for your family. 10. Have a trigger for winding down. Most 9-5ers are eagerly watching the clock at the end of the day. They know they have to start finishing things up for the day by a certain time so they can get out of there. They are prepared to do what they can, and get back to it, tomorrow. For those who work from home, though, this is an extremely difficult thing to do. The computer is always within reach. It‘s always possible to get back to work and get more things done. If you have an office you need to leave, the only option you have at home is to spend that time with your family. But when your work is at home, it‘s always in competition. Do I watch Lost with my husband or work on that project? It shouldn‘t be an option though. You need to develop cues to help you wind down and let the work go…until tomorrow. Decide on a time every day to close out your email. Write up notes on things to do tomorrow and plan out your next day. These are things that will help you leave work for the next day. Also, by making a to do list and preparing for the next day, it will remove any guilt you might feel about stopping work, even though you are still able to work.
Flexibility is your greatest ally The reason I love to work from home is that it gives me the freedom to be flexible with my time. I hated that I was forced to be at my desk every day for a specific duration for no good reason, really. So putting aside all these rules, parameters, schedules and boundaries that you have to have in order to keep you from working nonstop and ignoring your family completely, the biggest advantage you have is that you can be flexible. Use that. It‘s easy to move things around without affecting your work. We often forget that making time is actually an option. If the car breaks down or the pipes explode, we have no other choice than to drop what we‘re doing and make the time to fix it. We do this without even thinking. But we rarely consider making time for the small things in life, because it‘s easier to just put it off. We can always make time. It‘s just a matter of whether we really want to.
Drawing Boundaries Between Work Life and Home Life http://www.bcbusinessonline.ca/bcb/bc-blogs/boss-ladies/2011/04/13/drawing-boundariesbetween-work-life-home-life Charting the challenges of balancing work life and home life as a new mom and entrepreneur. Since starting my company over 11 years ago, I‘ve been perpetually chasing the fabled work life balance. According to Barbara Moses in a recent Globe and Mail article, that balance is within grasp for anyone who wants it. Surprisingly, after having my daughter 14 months ago, I‘ve enjoyed a better balance than ever. Before you get knocked up to alleviate entrepreneurial burnout, let me explain. I‘ve had more balance in my life since my daughter was born because I finally set clear boundaries with work. I can‘t say I‘ve had more free time in general, or felt particularly well rested over the past year, but I‘ve made the crucial distinction between being industrious and being a workaholic. The Globe article suggests that balance is achieved by creating boundaries and sticking to them. I first had to determine how often I was willing to work – this includes checking email, answering calls, and monitoring social media. Since returning to work 10 weeks after my daughter was
born, I‘ve had less time to divide up, so clear and stringent boundaries are even more important now than in my pre-baby entrepreneurial life. I leave the office at 4 p.m. to do the daycare pick-up, whether or not my to-do list is completed. Upon arriving home, there‘s no popping onto my email or responding to conversations on social media. I‘ll admit to working during my daughter‘s nap times and pulling some late nights to meet immovable deadlines, but I definitely have more boundaries on my personal time than I ever did before becoming a mother. The interesting thing is that nothing has fallen apart because I didn‘t get something done within my set work time. I‘ve dropped a few balls, but to no dire consequences. Various people in my life, my business partner included, have commented on a conspicuous decrease in my stress levels, and how much better I‘ve become at setting boundaries on my time. I take great care to protect my time with my daughter. But as she gets older and more independent, I‘ll have to monitor my tendency to over commit myself and let the boundaries slide. As my life gradually becomes less consumed by the relentless demands of an infant, I‘ll have to remain vigilant; if not for anything else, as a gesture to myself that I value my own sanity. It‘s not an easy goal, but when you can commit to that balance, it brings a new perspective on work and life.
25 Effective Tips on How to Balance Work and Family http://www.gopinoy.com/advice/career-advice/25-effective-tips-on-how-to-balance-workand-family.html Balancing work and family means something different for each individual family. For some people it means making sure that everything on the schedule for the day gets done while other people measure their success by their level of enjoyment between the work day and home responsibilities. A good work-family life balance is vital to making living a much more enjoyable and fun experience. We work hard to gain some of the finer things in life, or at least to
make sure the bills get paid. If you can effectively balance work and family life you are less likely to suffer from stress related health issues like obesity, heart disease, or even migraines.
These effective tips on how to balance work and family are written from the perspective of a two parent household or a household with children that are old enough to take on some of the basic chore responsibilities around the home. Most of the tips can be adapted to meet a single parent's agenda. 1. Part of learning how to balance work and family means learning how to delegate chores and successfully divide the household chores up in a fair and equal manner. Everyone who lives in the house is responsible for its cleanliness. 2. Delegate work responsibilities as well so that you are less likely to be called on during your time off. When your staff or team knows how to handle stress it reflects more time back at you. 3. Two parent households are also responsible for caring for the children on an equal level. When one parent checks out of the parenting role it leaves all the really hard work left on the shoulders of the other parent. Sometimes a parent opts out because he or she isn't trusted to parent the "right way" and sometimes they check out because it's easier to let someone else handle behavioral issues. Two parent households need two active parents in order for both parents to balance work and family life. 4. Life is loaded with choices. Some of those choices pit balancing work and family against each other. Sometimes you have to choose to stay late at work, pick up the over time, or devote your evening hours to a project. Most often the motivation is money. Knowing that absolutely nothing comes before your family means that you will carefully consider what you are giving up for the evening versus how much that time is actually worth. 5. By making your family's fun and play time one of your highest priorities, right under their health and general happiness, you will see that finding a true work-family life balance is priceless and a bigger house or a newer car isn't going to change how your family feels about their time to together.
6. Maintaining a sense of equality within a partnership or marriage can help you both learn how to balance work and family. Financial influence, access, and stability should not be dependant upon contribution. One of you is simply bound to make more than the other. 7. Additionally, the ability to make decisions together in a reasonable and realistic manner helps ease the family life and creates a partnership that is actively working. All couples who are working on balancing work and family need to not only make sure that they make their couple--hood a priority in their life but also support and value the career and family oriented goals of each partner. 8. At the same time, couples who set firm boundaries with their superiors regarding how much of time will realistically be set aside for career have a much healthier work-family life balance. 9. Emotional intimacy with a partner can help you achieve career goals much faster and with fewer distractions. 10. Setting time limits at work can help you streamline your work efforts, get more done during the work day, and alleviate the pressure you feel when trying to attain more than reasonable expectations. 11. If you literally hate your job you are going to have a harder time finding that ability to balance work and family life. While at work you have to maintain strong focus to keep your hours reasonable and dreading your day is just going to encourage your mind to wander to your family, their day, and soon you'll find yourself sneaking in phone calls to lift your spirits. It is important for both partners to feel that sense of pride that a paycheck provides as well as a sense of pride that their partner's paycheck provides. 12. It is also important to enjoy how you earn that paycheck. While you might not have your dream job an enjoyable circumstance help you attain better balance simply because it helps you manage stress better.
13. While we often make lists reminding us what we need to get done, we rarely make lists of what we need to avoid. Working out a list of tasks to avoid because they are time and energy wasters help us stay focused and on productive tasks. 14. Alternatively, make a list of your favorite off-work activities and make sure that you maintain those that involve both family time and alone time. 15. The work-family life balance often calls for financial sacrifice. It means valuing the time you get to spend together and doing fun things together that are free or cost very little instead of dedicating your life to buying the house you can't really afford that is way too big for your family anyway. 16. Live in a simple fashion that doesn't rely on high levels of basic "stuff" that doesn't enhance your life together. 17. Developing the sense of "family first" you have no problem putting time with your partner or your child's school play ahead of overtime or even a new position with more responsibility and pay. 18. Relieve your home phone and cell phone of twenty four hour duty. Work calls at home should be banned or limited to absolute emergencies. Bringing work into the home via the phone can turn into a constant distraction. 19. Keeping major decisions open to discussion makes maintaining balancing work and family efforts easier. This helps alleviate one partner shouldering the majority of the work load and keeps everyone involved in the family life. 20. For all the strategies that you can implement to learn how to balance work and family the most important is to become ferocious mother lion-like when it comes to protecting and developing the time with the family. Set your family time goals and stick to them. 21. If you are looking to balance out your life then it is quite likely that you already sacrificed either the job performance or the family time. Almost everyone sacrifices the family time because they fear the consequences of standing up for their right to work reasonable and productive hours. Family is not an element that can readily withstand a lot
of sacrifice. Keeping a reminder of the importance of family at work can help you retain your decision making abilities. 22. Discovering new options available to you can help you reschedule your work hours. Whether you need a different shift, job sharing, or telecommuting, letting your superiors know that these changes are vital to you can help make them happen. 23. Family revolves around love and nurturing. Devoting yourself fully to developing balance, work and family can become separate yet enjoyable experiences that receive your full attention when appropriate. 24. Relieve yourself of working guilt, get a job you like, and become a ferocious protector of your valuable time away from work. 25. Allow pampering time and self time to care for you. This is a valuable step that is often overlooked in exchange for spending more time together or being more productive at work, but the opposite theory applies. Taking care of you takes care of everything else. Work–life balance is a broad concept including proper prioritizing between "work" (career and ambition) on the one hand and "life" (Health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include "lifestyle balance" and "life balance". History http://en.wikipedia.org/wiki/Work%E2%80%93life_balance#History The work-leisure dichotomy was invented in the mid 1800s.[1][2] In anthropology, a definition of happiness is to have as little separation as possible "between your work and your play."[3][4] The expression "Work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life.[5] In the United States, this phrase was first used in 1986. Most recently, there has been a shift in the workplace as a result of advances in technology. As Bowswell and Olson-Buchanan stated, ?increasingly sophisticated and affordable technologies have made it more feasible for employees to keep contact with work.? Employees have many methods, such as emails, computers and cell phones, which enable them to accomplish their
work beyond the physical boundaries of their office. Employees may respond to an email or a voice mail after-hours or during the weekend, typically while not officially ?on the job.? Researchers have found that employees that consider their work roles to be an important component of their identities, they will be more likely to apply these communication technologies to work while in their non-work domain. [6] Some theorists suggest that this blurred boundary of work and life is a result of technological control. Technological control ?emerges from the physical technology of an organization? [7] . In other words, companies utilize email and distribute smart phones to enable and encourage their employees to stay connected to the business even when they are not in the real office. This type of control, as Barker would argued, replaces the more direct, authoritarian control, or simple control, such as managers and bosses. As a result, communication technologies in the temporal and structural aspects of work have changed, defining a ?new workplace? in which employees are more connected to the jobs beyond the boundaries of the traditional workday and workplace
[8]
. The more this boundary is blurred, the higher work-to-life conflict is self-reported by
employees [9] Many Americans are experiencing burnout due to overwork and increased stress. This condition is seen in nearly all occupations from blue collar workers to upper management. Over the past decade, a rise in workplace violence and an increase in levels of absenteeism as well as rising workers‘ compensation claims are all evidence of an unhealthy work life balance.[citation needed] Employee assistance professionals say there are many causes for this situation ranging from personal ambition and the pressure of family obligations to the accelerating pace of technology.[1]. According to a recent study for the Center for Work-Life Policy, 1.7 million people consider their jobs and their work hours excessive because of globalization. These difficult and exhausting conditions are having adverse effects. According to the study, fifty percent of top corporate executives are leaving their current positions. Although sixty-four percent of workers feel that their work pressures are "self-inflicted", they state that it is taking a toll on them. The study shows that seventy percent of US respondents and eighty-one percent of global respondents say their jobs are affecting their health.
Between forty-six and fifty-nine percent of workers feel that stress is affecting their interpersonal and sexual relationships. Additionally, men feel that there is a certain stigma associated with saying "I can't do this".
Top 10 Ways to Balance Life and Work http://fatherhood.about.com/od/workingfathers/tp/balance_ideas.htm Committed fathers love spending time with their children, but with today's pressures of work and other priorities, work life balance can be difficult for fathers. Here are some important resources for fathers to help make work life balance work for them and their families. 1. Pace Yourself Four of my five children have been cross country runners in middle school and high school (the other one is into competitive ballroom dance). All of them have learned the importance of pacing to maximize their effectiveness. The same rules apply in life try to be successful in our efforts at work life balance. 2. Say No to the Unimportant One of my favorite stories from management guru and mentor Stephen Covey is about the gracious way his wife has learned to say "no" to the mountain of requests she gets to help with worthy causes. Work life balance cannot be successful without effective priority setting. Learn ways to set priorities on the things that matter most and to say "no" to the things that matter least. 3. Take Care of Yourself: Health and Wellness Tips for Dads Sometimes, the things that suffer in our busy lives have to do with our own personal health. Fast food, while a convenient time saver, can lead to weight and health problems. Managing your personal health is essential to balancing work and life. Find out the keys to improving and maintaining your personal health and wellness. 4. Get a Checkup
Speaking of the importance of health and wellness to finding balance in your life, it's important to stay in touch with your physician as well. Review our checkups calendar to see if it is time for a physical, and what kinds of questions and tests you should anticipate and expect. Being informed about your health is an important part of work life balance. 5. Stop Being A Workaholic If you have already found yourself in an addictive pattern with your job, it is time to get out of that habit and commit more time at home. Learn the warning signs of workaholism and the best ways to climb out of that rut so you can find yourself at home more and make more time for better work life balance. 6. Simplify Your Life Life tends to get pretty complex, especially for fathers trying to balance so many demands. I was inspired recently by a friend and his wife who set about to simplify their lives and to make more time for the things that were really important to them. He felt that his life and work had never been more balanced than when he started to simplify. This article talks about the whys and hows of getting back to a simpler approach to daily living. 7. Find a Family Friendly Workplace I am always inspired when I read about workplaces that recognize that their employees are real people with real needs - that they are "humans" not just "human resources." Find out how to identify and select an employer which will be friendly to your family commitments and support your work life balance priorities. 8. Eat Together We have always tried in our family to make sure we eat at least one meal a day together. It doesn't always work, but we try hard. Learn more about the work life balance benefits and methods for making a mealtime together work for your family. 9. Join a Fathers' Support Group
Feeling like you need a little emotional support or connection with other dads? Being a part of a fathers' group can help you find ideas for better work life balance and for reducing the stress of parenthood. 10. Start Having Family Night For many years, our family has set aside one night a week to be together - no interruptions, no excuses. We have modified work schedules, set aside other demands and spent the evening together. Find out why the family night concept works and how to make it happen in your family.
Balance your work and home life http://h71036.www7.hp.com/hho/us/en/pclc/articles/balance-work-and-home-life.html
Let’s face it—working from home has some major perks. You get to work in comfy clothes (even PJs), skip the commute and listen to music without worrying about keeping it down.
While working from home has its benefits, it can also zap your productivity if you let it. To get the most out of your workdays, try the following tips for staying focused in your home office. Create a schedule
An occasional personal phone call or a visit from a friend can be welcome breaks in your day, but on a regular basis they become serious distractions. Interruptions throughout the day can cause your work to suffer and you‘ll eventually have to make up the lost time.
Avoid burning the candle at both ends—working late into the evening only to start back up again in the morning—by setting regular ?office hours? and posting them for loved ones. A set schedule will help friends and family realize you have boundaries and deadlines that need to be
upheld. It will also help you pace yourself throughout the workday
Set daily goals
If you have a large project on your plate, it‘s easy to feel overwhelmed and unsure where to start. Tackle that seemingly daunting task by breaking it up into smaller, more manageable ones. Try setting daily goals by working backward from your project‘s due date. For example, if you‘re creating a presentation, give yourself a day at the end for final revisions, a day for formatting, a day for putting it all together, etc. These objectives will help you stay on target and serve as a stopping point for each workday. Plus, you‘ll get a sense of accomplishment by checking things off your to-do list.
Limit breaks
?Break time? has a whole new meaning when you work from home. Take a few minutes to stretch with a walk around the block, watch the news, eat lunch outside or throw in a load of laundry. The important thing is to make sure you‘re not stepping away for too long. Try setting a timer or using your cell phone‘s alarm to alert you when break time is up.
Prevent distractions
An office environment simply can‘t compete with the comforting sights and sounds of home. However, those charming aspects of domestic life can become real distractions when trying to get work done. If you‘re not the only one home during the day, invest in noise-cancelling headphones to block out background noise. For phone calls or web conferences, use a noiseblocking headset to keep the focus on you.
If you find yourself straying to social network sites too often, considering blocking them from your work computer to nix the temptation. Or if your weakness is daytime TV, set up a personal video recorder on your PC1 so you can watch your favorite shows on your schedule.
Keep a well-stocked office
There‘s nothing worse than being in the middle of a project—especially one on a tight deadline—and running out of paper or ink. Avoid emergency supply runs by creating an office supply cabinet that‘s regularly stocked with all the items you need. Also, tools like HP Sure Supply can help by tracking ink levels and alerting you when it‘s time to shop for more.2
Finding balance
Now that you know a few do‘s and don‘ts of working from home, you‘ll be able to keep a healthy balance between a productive work life and a comfy home one.
10 ways to strike a healthy work-life balance http://www.bupa.co.uk/business/employerhealth-hub/work-life-balance/all-work-no-play 1. Be clear about what is important to you in life – writing down your long-term goals and aspirations may encourage you to realise them. 2. Take advantage of your options – most companies offer flexible provisions that could free up your personal time without impacting on your work. 3. Leave work where it belongs, at work – turn off your mobile and resist temptation to check work emails when at home. 4. Learn to say no and avoid taking too much on.
5. Manage your time effectively in and out of the office – the more organised you are, the more you‘ll get done (and that includes housework!). 6. Limit time-consuming misunderstandings by communicating clearly and listening carefully. 7. Set aside time for relaxing, rejuvenating or recreational activities, with and without your family or friends. 8. Get enough sleep – vital for your health, wellbeing, productivity and stress levels. 9. Ask for help if you feel things are spiralling out of control; your company may have provisions in place such as counselling through an employee assistance programme. 10. Protect your private time, you‘ve earned it. http://www.bupa.co.uk/business/employer-health-hub/work-life-balance/flexible-business Today‘s fast paced lifestyle means some employees, especially those with families, find balancing home and work life difficult. With the pressures of some jobs meaning people are working longer and longer hours, one way of helping create a better work-life balance for employees is to offer the opportunity to work more flexibly. Put simply, flexible working can include part-time working, job share, flexi-time and working from home. For example, allowing parents to work from home if their young children are off school or permitting an employee to work from home two days a week if they have a long and tiring commute. Businesses in the UK are now embracing this idea with latest figures showing more than 3.5 million people now work from home or another non-office based location, an increase of 31.8% over the last decade to 2008.1 A facilitator of this growth is likely to be the increased use of technology. The internet and laptops give employees the opportunity to work when and where it suits them. Mobile phones and wireless email also mean people are more contactable and not reliant upon physically being in the workplace.
What are the benefits for business? Increasingly, employers are seeing the benefits of choosing to offer flexible working to their employees. The Chartered Institute of Personnel and Development‘s (CIPD) survey on flexible working found most businesses achieved positive results from flexible working. It revealed 47% of organisations said it helped them retain staff and 43% said it helps them meet employees‘ needs. In addition, 70% of HR professionals said they thought flexible-working practices benefited employee motivation.2 With sickness absence now costing businesses on average £666 per employee per year3, flexible working could help combat the amount of money lost. In a recent survey, 59% of respondents believed that including flexible working as part of their healthcare strategy helped to reduce sickness absence within their business.4
Attracting people back to work Having the flexibility to leave work early to pick children up from school could be a major draw for those with young families. For older members of the workforce looking to return to work, the benefits of flexible working could also be appealing. If more people are attracted to employers offering such policies, it could help with recruitment. Legal obligations of the employer The law has gone some way to help encourage companies to offer flexible working to people with young families. Parents of children under six years old or disabled children have the right to request flexible work, in a law introduced by the Government in April 2003. Employers are not under any obligation to allow flexible working but are expected to consider requests carefully.
Possible challenges for employers Employees being allowed to work more flexibly can bring its own set of challenges and it is important that employers effectively manage working practices from the start. Commonly reported issues arising from the introduction of flexible working can include:2
? ? ? ?
meeting operational pressures in the workplace concerns about managers being able to manage individuals achieving support for the policy from a senior level changing the existing organisational culture of the workplace
Balancing Life Between Work and Home http://www.dalecarnegiewaynl.com/2011/09/27/balancing-life-between-work-and-home/ It is a fact of life that most people have to work in order to sustain a means of living and their lifestyles. Depending on circumstances, having a job means the difference between getting food to eat each day or having a place to live versus having nothing at all. Other times, it is to pay for premium purchases like cars and utility vehicles. No matter which way you look at it, working is a part of life. The problem for some people is in finding a balance between their work lives and their family lives. Most people spend most of their waking hours at their jobs, leaving very little time to spend with their families. Even dinner time with the family gathered around the table becomes a conversation time that is all about their day at work. There are times that this is healthy dinner conversation, but the children really aren‘t interested in hearing about your day slaving for a paycheck. Especially if you have had a bad day on your job, the tone of the conversation can give dinner time a negative atmosphere, taking away from the precious time you have to spend with the family. This is the time that you have to remember to leave work at work, and focus on your home. Even if you live alone, your work day should not intrude on your off-work hours. Once you leave for your job for the day, you should be focusing on you and your family, not the pile of
paperwork that is still left on your desk at the end of the day, or the production numbers that didn‘t get reached for the day. You have to train your mind to ?change gears? so that you can enjoy life outside of your work hours. If there is something important that you have to remember for your next day of work, write it down and put it where you will be sure to grab it on your way to work. Then forget it until it‘s time to use it. You can go back to it later. Stay in the time that you have away from your work. Busy schedules for both work and family can be stressful, but you have to be able to find that fine line between the two. Life is not a juggling act. It is a daily opportunity to enjoy what and whom you have. Work and Life: Achieving a Reasonable Balance Tracey Leger-Hornby Brandeis University Ron Bleed "Can I really do this job well and have a life?" If you've found yourself asking that question, you're not alone. It is not unusual to hear IT staff say they feel they have too much to do and not enough time. In a world with expectations of service 24 hours a day, seven days a week, IT staff often feel pressure to put in long hours, to work from home, and to be constantly on call, online, and available. At times of great stress—or at annual performance review time—this question of balancing work and home life is bound to come up. Contemplating a new job where the levels of responsibility will increase also raises the issue. Studies show that IT workers have more difficulty with work/life balance than their non-IT counterparts do.1 In casual conversations with colleagues both on our own campuses and around the country, we often hear people express the feeling that they have not achieved what they consider an acceptable balance between work and personal interests. The research supports these perceptions. Working long hours, working on the weekends, and bringing work home are most often noted as the major disrupters to work/life balance.2 Many studies, including a summary in
Communications of the ACM,3 have also pointed to the perceived variability in the work/life balance depending on gender, generation, culture, income level, and type of job. The problem is also affecting the pipeline of potential IT leaders. A 2004 ECAR study of the IT profession in higher education found that the typical IT professional is a male over 40 who works more than 50 hours per week.4 It also reports a lack of interest among respondents—particularly women in mid-management positions—in advancing to the senior-most IT positions. Another study found this phenomenon in the wider population as well.5 This study showed a trend among both women and men that involves lowering career ambitions to avoid having to make the personal trade-offs associated with advancing to jobs having more responsibility. While a number of factors might influence decisions not to pursue more senior-level IT positions, it is difficult to discount the perception—or reality—that senior IT jobs are just too demanding. All our employees have to do is look around to see the long hours that their managers and leaders work. A growing trend in today's workforce puts a greater emphasis on living a successful, happy life versus simply achieving success at work.6 A recent study found that employees who place a similar priority on family life and work ("dual-centric" people) had advanced more in their careers than those who are "work-centric" or "family-centric." Dual-centric and family-centric employees also exhibited a greater satisfaction with their jobs and lives than work-centric employees. Does trying to balance work and personal life have to cause problems, conflicts, guilt, and tensions both at work and at home? We believe this balancing act can be done successfully, to the benefit of both job and family. Commitments to family, church, community groups, and others make our lives rich and rewarding. Performing well in a challenging position, at an interesting place with friendly colleagues also brings satisfaction. The pressure to do it all and do it well is strong in our society. Finding ways to bring a sense of balance to your life—to feel successful in your job and happy in your outside activities, is what we address in this chapter, suggesting strategies for both the supervisor and the employee and making a call to action for the IT leadership at higher education institutions.
Personal Values—What Drives You? Whether or not you realize it, the decisions you make are influenced by what you value—the beliefs, attitudes, and ideas you think are important. These values shape the choices all of us make in our lives, and understanding more about them helps us make choices we can live with, both for our careers and our personal lives. Identifying and understanding your own values is a first step toward understanding your current position and helping you make adjustments to achieve the balance you desire. Numerous values assessment tools are available in books, in journal articles, and on career development Web sites. Several university career counseling centers, including Arizona State University (http://career.asu.edu/S/careerplan/selfdiscovery/ValuesAssessment.htm) and the University of British Columbia (http://www.sauder.ubc.ca/ccc/docs/AssessmentHandouts.pdf), can get you thinking about what is important to you. Start by examining the intrinsic values, or the things that provide you with inner satisfaction, such as working for a good cause or experiencing adventure, and the extrinsic values, such as your salary, job title, or level of authority at work. Factor in lifestyle values, too, such as living in a rural or urban setting, having time for spiritual or personal growth, spending time with family, or being active in your community. Evaluating the Gap Looking at the values you have identified as most important to you and then reflecting on how you spend your time, do you see any gaps? How have the values you ranked most important influenced your career choices and your life choices? Might you need to make changes to bring your work or your personal life more in line with what you value? Prioritize the multiple roles you perform so that you make decisions and set limits between the demands of work and your home life. To focus, organize your life priorities. Managing Priorities You can take two simple yet important steps to limit the demands of work and manage priorities. Understanding the job and knowing the schedule can clarify and simplify the overwhelming list
of things to do. The suggestions that follow are divided into two sections, for an employee and for a supervisor. Looking at both may give you insight into the workplace environment and the work/life balance. Understanding the Job—for Employees
?
Develop a broad perspective. Understanding how higher education works can help you decide if you want to stay in the field. Working in higher education is not the same as going to college or attending graduate school. For IT, higher education may be as pressured an environment as any corporation. Getting summers off in higher education is a myth for IT—summer is the busy season for many IT departments trying to catch up on systems upgrades while students and faculty are not on campus. At the same time, summer may be the most difficult season for parents of young children who need to balance summer camps, vacation, and simple relaxation with hectic, high-pressure schedules at work.
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Know the goals. For a staff member, knowing why something must be done can be very helpful. A good deal of frustration from having too much on your plate can be relieved by understanding the project goals. It is also easier to discuss how to balance workload if you have the whole picture.
?
Understand expectations. Make sure you understand your job description and the expectations of your supervisors. For example, a frequent point of contention is afterhours communications. Are staff members expected to check e-mail in the evenings or on weekends? Do you have to carry a cell phone or a pager? What are the policies covering off-hours? If you take responsibility for meeting communications expectations, you should be able to take time off without guilt or recrimination.
Understanding the Job—for Supervisors
?
Know the goals. Really understanding the environment and expectations of your job makes setting priorities simpler. Maintaining perspective on what is important—what must be done immediately and what can wait—becomes easier if you see the big picture. A supervisor must determine and communicate goals and objectives clearly. Know where
you are going and what you expect yourself and others to do. Be available for questions, and anticipate them. Explain how your department fits into the larger environment. Describe the issues and options. Do not expect everyone to understand your perspective every time. Be patient.
?
Distribute decision making. One way to help staff understand priorities is to let staff work with you in setting them. If you can, bring the issues to the table and present the full picture. What resources are available? Are there constraints or issues to address? What are the deadlines? Can the work be distributed across departments? After an open and creative discussion, new alternatives to accomplishing goals may arise, and the team feels a sense of engagement from going through the process together.
?
Set clear expectations. Clearly communicate expectations around work schedules. If you work 50 hours a week, do you expect everyone to do that? If you arrive at 8:00 a.m., should everyone be there? Is flextime an option? Do departmental habits or customs dictate staff hours? Can staff telecommute regularly? Do they have Internet access at home provided as part of their compensation packages? What about laptops? Decide on acceptable behaviors and be explicit about your expectations. What are the policies? You can take the following specific steps to achieve clarity:
o
Work with staff and human resources to develop a set of operational norms that include work hours. Communicate these to everyone.
o
If people do not meet expectations (for example, by coming in at 10:00 a.m. each day), let them know immediately. Tell them what you expect (everyone at their desks by 9:00 a.m.) and ask for the rationale behind the later arrival time. Perhaps the expectations were not clear, or the person might have a long commute or childcare responsibilities. If exceptions are not acceptable, you will need to work out a performance plan to ensure changes.
o
Publish clear policies on after-hours coverage. If you expect staff to check e-mail at regular intervals on weekends, make it part of the job description and orientation. Do not assume everyone knows what he or she should do.
Know the Schedule—for Employees
?
Understand business cycles. If you know that the end of August and early September will be busy on campus, try not to plan competing events at home. This is not always possible, of course, especially if you have young children starting school who need extra time to adjust. Discuss options for a more flexible schedule with your supervisor—in advance.
?
Share the load. Get to know your colleagues. If you build good relationships with them, it will be easier to spot areas of overlap. Know the team's strengths and weaknesses, and share the burdens. If you see another team member struggling with something, offer to assist. Then when you are under pressure, chances are co-workers will help you in return.
?
Communicate often. Communication is key. For supervisors, employees, and communities, it is important to keep communication flowing. Understand the relevant goals, know the priorities and who has responsibility for each task, and be clear on the deadlines. Share questions and concerns before problems get out of hand. Maintaining good communication with partners at home is also critical. Further, knowing when problems really are based at work and not at home can help prevent arguments. It is also important to keep a sense of humor and perspective.
Know the Schedule—for Supervisors
?
Know cycles and patterns. Higher education has routine events and regular cycles. Every year the academic calendar dictates the work on a college or university campus. Developing a calendar of activities and reviewing it with the staff well in advance of the events is basic to good project planning and can help avoid surprises and late nights at work.
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Accommodate the schedule. The back-to-school time can be particularly taxing and affect schedules more than other times of the year. Hiring temporary workers and scheduling student workers for fall hours before they leave for the summer break are two useful techniques. Working across traditional boundaries can also be helpful. For example, the administrative systems group is busy at the end of the fiscal year, not at the start of the fall semester, so some staff time may be available to assist with fall activities. At Brandeis, everyone in the Library and Technology Services division pitches in on Opening Sunday, when new students arrive. A tremendous team-building event that
provides great visibility for the department, it also provides help to the small group supporting student computing and telephony when they need it most. Productivity and Managing Time Controlling the demands of work and being productive requires that you manage your time well. This is easier said than done, but a few basics will help you find the model that works best for you. Managing Time—for Employees
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Create a schedule. Follow a schedule as much as possible. If your work offers a shared calendar utility, use it—it's easier to schedule meetings and make effective use of everyone's time. If you can keep to a routine schedule and mark blocks of time for regular tasks, you can better plan and execute your work. Once you get into a routine, you will see how long it actually takes to do something and become better at predicting your schedule.
?
Find a time-management strategy. Many time management models can help you organize your schedule. David Allen proposed one popular approach, chiefly making and using lists. Allen's model offers ways to collect things that demand attention, process them, organize the results, review options, and do something about them. His theory is, do it now or do it later, and schedule it, delegate it, or forget it.7
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Plan some uninterrupted time. Reserve an hour of quiet time every day, and close your office door if you can. Use the uninterrupted time to catch up on e-mail, work on projects, or return calls. Marking that hour a day in your calendar will keep others in the department from scheduling you then. If taking that time during the day is not possible, try to schedule it at the end or beginning of the day. Know the flow of work around you, and adjust to it.
Managing Time—for Supervisors
?
Respect others. Your calendar is important, yes, but remember to respect your staff's time as well. Hold meetings only when necessary, and keep them short. Check to see if
staff are busy before initiating a meeting. Give advance warning on the time and topic. All meetings should have agendas and minutes.
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Open door policy. If you need time to concentrate on writing or making calls, put the time into your calendar and shut the door. As long as others know the signal, and you are available for consultation on a regular basis, holding aside occasional periods of solitude will not cause a problem.
When Worlds Collide Making choices is what the balance between work and life is all about. There may be times when the choice between moving ahead with your career takes a back seat to your health or happiness at home. How to make choices and deal with the demands for your time and energy are up to you. The values you identify as important can guide you in making decisions. One of the places where conflict arises, for women in particular, comes during childbearing years. The decisions on having children, whether to interrupt career plans, how soon to return to work, and how to manage ongoing child care are a source of conflict for many workers. According to a 2002 RAND study, whether women remain in the workforce will depend to a great extent on working parents' ability to balance work and family. As a woman enters the labor force, not all of her homemaker responsibilities will be transferred to others. These dual work and homemaker responsibilities can strain a woman's limits on time and effort. Women (and their spouses or partners who share in homemaking responsibilities) are therefore likely to increasingly favor family-friendly workplace policies and benefits.8 Similarly, working adults may face greater demands when it comes to caring for aging parents. According to the same RAND study, the proportion of elderly people requiring help with daily activities increased from 35 percent in 1984 to nearly 43 percent in 2004.9 To provide this help, middle-aged and older workers may increasingly need flexible scheduling and assistance with finding caregivers. Individuals who care for both children and aging parents may feel pressure from both sides at the same time.
Fortunately for many of us, institutions of higher education have led the way in providing policies and services that support faculty and staff. On-campus child care, health and wellness programs, telecommuting opportunities, flexible working hours, and more generous leave policies can assist staff in balancing these family and work demands. Careful, thoughtful, and open communication with your supervisor, your colleagues, your partner, and your family is critical to dealing with these special demands. Dealing with Burnout We have all heard colleagues describe themselves as having had enough of the pressures and demands of the job. Not only do self-described workaholics experience high levels of stress and anxiety, but even those who try hard to maintain a reasonable work/life balance will at times succumb to stress. Burnout is not simply excessive stress but a complex reaction to ongoing stress—"a physical, mental, and emotional response" that often includes emotional exhaustion and an increasingly negative attitude toward work and perhaps life.10 A person who is overwhelmed, overworked, or burned out can not only be ineffective in his or her job and have a very negative effect on colleagues but also is at risk of serious depression that can threaten employment, relationships, and health. College and university health centers and counseling centers have resources available to help individuals deal with job burnout and identify early indicators of a developing problem. It is important for all of us to observe the early signs of burnout and develop strategies to avoid it. Mental health associations, counseling centers, and career Web sites offer lots of advice on how to identify problems and monitor levels of stress. Not surprisingly, many of the strategies for preventing burnout are the same as those recommended for managing stress. A good tool for understanding and preventing burnout is available from coping.org (http://www.coping.org/growth/burnout.htm). Examining and making changes to your job or even to your daily routine can help prevent stress from building. Making Changes This may seem dramatic, but many times a drastic change is needed to obtain your desired balance. If your work schedule is excessive or inflexible, seek remedies from your institution—
talk candidly about the situation with your supervisor. Flexible scheduling tends to increase employee satisfaction and lessen the conflict between work and family. When the work schedule fits poorly with an employee's preferences, burnout is more likely. If your institution cannot accommodate you, you may want to seek other positions at other places. IT is a very mobile profession; use that to your advantage. If IT is the source of your problems with balance, consider changing careers. For some people, the fast pace of change in technology may be a reason to get off the IT career track. Strategies to Promote Balance—for Employees
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Take time off. Work has been hectic for months and things at home have been busy. Tension has been building for weeks. What should you do? Plan a vacation and take it! Your vacation can be a day on the porch with a good book, a picnic by a river or lake with the kids, or a trip to a far away location. The point is—it is not work. A break in the routine, even a small one, can bring back perspective. Relaxation is important for good physical and mental health.
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Take a lunch break. This may not always be possible, but no one should work through lunch every day. Get outside into the fresh air and sunshine. Take a 10-minute walk. Take care of yourself, and then you can take care of others.
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Exercise. Working up a good sweat eliminates lots of frustration and has many other benefits. It takes time to make the commitment, so work on managing your calendar and your time. Make exercise a priority.
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Volunteer. Join a committee and get a new perspective on the organization. Meet new people and give yourself a new challenge. Volunteering can lead to a new job, help you contribute to your organization or community, and break up your routine.
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Learn something new. Teach a class or take one. Can you use the class to make your job easier? Or to help you get another job in the future?
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Laugh. Keep your sense of humor. Read the comics every day. Tell a silly joke. Blow bubbles.
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Get help. Ask for help if you need it.
Strategies to Promote Balance—for Supervisors
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Be a role model. Follow the preceding advice and let your employees do the same. Work on making your organization healthy and productive. No one is irreplaceable, and no one needs to be there all the time. You may find your employees more relaxed when you have been away—they can get things done in your absence. Insist that staff take all the vacation they earn. One IT division at an institution in the east implemented a policy where every IT staff member was required to take five consecutive working days of vacation every year. Temporary staff can help if necessary. Train other people to help where they can—cross-training is a morale builder that benefits everyone in the organization. Remember that you are a role model for your employees. What kind of manager or leader do they see? Can you find positive ways to change your behavior? It will help them as well.
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Cultivate the next generation. Build a good team with good managers and nextgeneration leaders. If you have a good team working for you, you can relax more yourself. The trust you have in each other will provide the stability and structure needed for letting people take vacation or pass tasks to team members.
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Promote camaraderie. Allow for humor and play in the organization. Food is a great icebreaker and a way to get people to mingle. Could you have lunch as a group? Are there playing fields nearby for a quick softball game? How about bowling during a winter break? Movies and popcorn? Potluck lunches? Do you do team-building exercises during meetings to get to know each other? Do you have casual dress days? Do you have "team" shirts or other types of rewards for staff? Anything outside the routine can help in creating a strong team, but remember to respect individual preferences on participation.
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Use your resources. Use your human resources department as a place to get advice when staff members need help. Often the HR office can point to resources or offer suggestions on how to open up channels of communication.
Work/Life Balance Questionnaire 1. Do you spend more hours than you would like at work? Yes No 2. Do you spend more hours than you would like working at home? Yes No (Be honest! Business calls, e-mails, projects, etc)
If yes, how many hours do you work at home in an average week? 1-4 hours 5-9 hours 10+ hours If you have a home-based business, how many more hours than 40 do you work in an average week? 1-4 hours 5-9 hours 10+ hours 3. Do you find yourself thinking about work instead of focusing on home/pleasure activities? Yes No 4. Have you given up activities you enjoy to work? Yes No If yes, how many activities have you given up? 1-3 activities 4-6 activities 7+ activities 5. Do you get enough sleep, exercise and healthy food? Yes No 6. Do you spend as much time as you‘d like with your loved ones? Yes No 7. Do you spend most of your time doing what is most important to you? Yes No 8. Are you happy? Yes No 9. Are you living your ideal life? Yes No Number of times you marked Yes to items 1 – 4 _____ out of 4 (Lower the better) Number of times you marked No to items 5 – 9 _____ out of 5 (Lower the better)
Fathers and paid work - sample questionnaire
Introduction
(You may want some sort of endorsement from a CEO or manager to increase confidence that this issue matters.)
We are keen to explore whether there are any particular issues for men with fathering responsibilities within this organisation. We want to find out what we are doing well to assist fathers balance their work and family life, and how we could improve. Your answers are confidential. Please return this questionnaire to:………………………………..by …………………
Thank you for your help.
(Signed)
Section 1: Demographic information
1. How old are you?
? ? ?
Under 30 years 31-40 years Over 40 years
2. How many children do you have?
?1
?2
?3
?4
?5
? more than 5
3. How old are your children?
? Under 2 years ? 2-5 years ? 6-10 years ? 11-14
? 15-18 ? over 18 years
4. Do any of your children have a disability or special needs?
? Yes
? No
Having a balance
5. Do you generally feel you are able to balance your work and family life?
? Yes
? No
6. Do you currently use any of the work-life policies or programmes provided by the organisation?
? Yes
? No
Working hours
7. Do any of the following help you balance your work and family commitments?
Yes
No
Not available Not applicable to me to me
Flexible starting times Flexible finish times Flexible hours generally
Time off for family emergencies & events Part-time or reduced work hours Time off in school holidays Compressed working week/fortnight
8. Do any of the following hinder you in balancing your work and family commitments?
Yes
No
Not applicable to me
Long work hours Compulsory over time Weekend work Shift work Timing of work meetings/training Support from others
9. Do any of the following help you balance your work and family commitments?
Yes
No
Not
Not
available to applicable me Support from manager/supervisor to me
Support from colleagues Support from team members Encouragement to use paid and unpaid parental leave Seeing other men use work/family policies
10. Do any of the following hinder you balance your work and family commitments?
Yes Negative attitude of managers Negative attitude of colleagues Negative attitude of team members
No
Not applicable to me
Working arrangements
11. Do any of the following help you balance your work and family commitments?
Yes
No
Not available to me
Not applicable to me
Working from home Technology such as laptops or cell phones Being able to bring children into work on occasions
12. Do any of the following hinder you balancing your work and family commitments?
Yes Technology such as laptops or cell phones Frequent travelling away from home
No
Not applicable to me
Getting a balance
13. What could this organisation do to help you balance your work and family life?
Comments:
14. Do you think that if employees have good work-life balance the organization will be more effective and successful?
Yes/No
If so how?
Thank you for your time.
A Report on the Importance of Work-Life Balancehttp://www.bia.ca/articles/AReportontheImportanceofWork-LifeBalance.htm by Melissa Abercromby Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity.
Numerous studies have been conducted on work-life balance. According to a major Canadian study conducted by Lowe (2005), 1 in 4 employees experience high levels of conflict between work and family, based on work-to-family interference and caregiver strain. If role overload is included, then close to 60 percent of employees surveyed experience work-family conflict.
Of all the job factors that influence work-life conflict, the amount of time spent at work is the strongest and most consistent predictor. The higher levels of work-to-family conflict reported by managers or professionals often are a function of their longer work hours. Other reasons include: job security, support from one‘s supervisor, support from co-workers, work demands or overload, work-role conflict, work-role ambiguity, job dissatisfaction, and extensive use of
communication technology that blurs the boundaries between home and work. Today‘s workers have many competing responsibilities such as work, children, housework, volunteering, spouse and elderly parent care and this places stress on individuals, families and the communities in which they reside. Work-life conflict is a serious problem that impacts workers, their employers and communities.
It seems that this problem is increasing over time due to high female labour force participation rates, increasing numbers of single parent families, the predominance of the dual-earner family and emerging trends such as elder care. It is further exasperated with globalization, an aging population, and historically low unemployment. The Negative Effects of Work Life Conflict Long work hours and highly stressful jobs not only hamper employees‘ ability to harmonize work and family life but also are associated with health risks, such as increased smoking and alcohol consumption, weight gain and depression. Work life conflict has been associated with numerous physical and mental health implications.
According to a 2007 study by Duxbury and Higgins, women are more likely than men to report high levels of role overload and caregiver strain. This is because women devote more hours per week than men to non-work activities such as childcare, elder care and are more likely to have primary responsibility for unpaid labour such as domestic work. Furthermore, other studies show that women also experience less spousal support for their careers than their male counterparts. Although women report higher levels of work-family conflict than do men, the numbers of worklife conflict reported by men is increasing.
Work-life conflict has negative implications on family life. According to the 2007 study by Duxbury and Higgins, 1 in 4 Canadians report that their work responsibilities interfere with their ability to fulfill their responsibilities at home.
Employees, especially the younger generation who are faced with long hours, the expectations of 24/7 connection and increasing pressure of globalization are beginning to demand changes from their employers. Also, people in the elderly employee segment are working longer now than in
the past and are demanding different work arrangements to accommodate their life style needs. Current Practices Employers are becoming increasingly aware of the cost implications associated with overworked employees such as: operating and productivity costs, absenteeism, punctuality, commitment and performance. There are five main reasons why companies participate in work life balance programs: high return on investment, recruitment and retention of employees, legislation, costs and union regulations.
There are a wide variety of practices currently being used to help employees achieve work-life balance. It is important to note that some work-life balance programs help employees handle stress and otherwise cope more effectively while other programs help to reduce the absolute stress levels by rebalancing work life.
A growing number of employers have implemented wellness programs or pay for their employees‘ gym membership as part of a benefits package. Some companies invite fitness trainers or yoga instructors into the office to hold lunchtime sessions. Some companies undertake initiatives to improve employees‘ healthy eating habits. Others offer stress management programs which include stretching, yoga, counseling, as well as bringing in Registered Massage Therapists to work.
Many employers are offering longer vacation times than the mandatory 2 weeks per year imposed by Canadian legislation. Additionally, some companies will offer ?flex? days. Interestingly, sick days tend to go down once some is ?entitled? to three weeks or more a year of holidays.
Human resources policies that can be used to increase work-life balance include implementing time off in lieu of overtime pay arrangements, providing a limited number of days of paid leave per year for child care, elder care or personal problems, or having policies around weekend and evening use of laptops and Blackberrys.
There are some issues that arise when employees have flexible work hours such as lack of facetime with other staff and not being as available to clients; these issues can be solved by ensuring employees discuss scheduling with supervisor and let clients and other employees know their hours of availability.
Sometimes in order to accommodate workers need for work life balance, firms may need to reduce the amount of work given to each employee. To accomplish this, employers can hire new people, reduce time spent in job-related travel, allow for job sharing, or reevaluate the work itself and how it is structured and organized with work process improvements and/or reengineering of work.
According to a study by Messmer in 2006, flexible scheduling is the benefit valued most by employees. However, increased flexibility, if implemented without conditions and used to facilitate business ends without provision for worker consent, could compromise instead of enhance work life balance. Conclusion Evidence suggests that improvements in people management practices, especially work time and work location flexibility, and the development of supportive managers, contribute to increased work-life balance. Work-life balance programs have been demonstrated to have an impact on employees in terms of recruitment, retention/turnover, commitment and satisfaction, absenteeism, productivity and accident rates.
Companies that have implemented work-life balance programs recognize that employee welfare affects the ?bottom line? of the business. Parameters are required to ensure that programs are having the desired effect on both employees and the company. Six parameters that can be used to evaluate work life balance programs are: extent of management buy-in and training, how programs are communicated to employees, corporate culture, management controls, human resources policies and employee control.
Finally, self-management is important; people need to control their own behaviour and expectations regarding work-life balance.
http://www.virtualmedicalcentre.com/healthandlifestyle/balancing-working-andparenting/320#c10 What is work life balance? Work life balance refers to an individual's ability to balance work and personal commitments. Those who find a healthy balance between work and life achieve a sense of wellbeing and feel that they not only have control over their working life (e.g. by being able to determine when and how much they work), but also have enough time to lead a rich and fulfilling personal life. Factors relating to an individual's workplace and working conditions (e.g. hours worked, flexibility of work arrangements) affect an individual's ability to maintain a balance between work and life. Government policies also exert and influence. For example, government provision or subsidisation of childcare or parental leave may make it easier for parents to participate in the workforce without interrupting their work life balance. The characteristics of an individual's personal life are also important determinants of their ability to maintain a balance between work and life and parenting is one of the key factors influencing an individual's ability to balance work and life commitments. Challenges individuals face when trying to balance work and parenting Raising children is a time consuming activity and child-rearing and working are the two major commitments of parents. While most families find it necessary for at least one parent to work in order to provide for the material needs (e.g. food, clothing, shelter) and other desires, combining work and parenting can interfere with a working parent's ability to dedicate sufficient time to their family. Similarly bearing or raising children can interfere with an individual's ability to fulfil their commitments to work or develop their career as desired. There are many challenges faced by men and women as they attempt to find and maintain a balance between work and parenting.
Deciding if and when to have children Children and the time-demands they create mean that parents face considerably greater challenges to finding a work life balance than childless individuals. Evidence suggests that many Australian couples delay childbearing, do no have as many children as they want or have no children at all, because of concerns about maintaining a balance between work and family life (although financial aspirations and other factors also influence these decisions). This is highlighted by the increasing age of women at first childbirth in Australia, which rose from 26.5 years in 1976 to 31 years in 2007, a rise which was attributed to increased female workforce participation. Having a child often means one member of the couple (typically the woman) must reduce working hours or cease work altogether in order to provide childcare. The Australian government has provided numerous incentives for couples to have children in recent years (e.g. baby bonus scheme for newborns, childcare rebates for working parents). Access to maternity leave has also increased. For example, since Australia ratified the International Labour Organisation Convention 156 (which guarantees workers with parenting responsibilities protection from discrimination) access to maternity leave has increased from 43% in 2002 to 53% in 2007, while 50% of men now have access to paternity leave compared to 38% in 2002. While increasing access to parental leave diminishes some of the work-life balance challenges that child-bearing and rearing raises, it should be noted that many individuals in Australia are still unable to access parental leave. Australia is one of only two countries (America being the other) in the Organisation for Economic Cooperation and Development (OECD), a collective of developed nations, which do not have a universally accessible, national paid parenting leave scheme.
Dedicating sufficient time to childcare Some parents may wish to reduce their working hours to spend more time with their children, particularly in the early years of a child's life at which time children develop and grow very rapidly and are most dependent on care. However, employees may not always be willing or able
to let their employees reduce their working hours (e.g. to work part-time for several years). For example, about 10% of Australian workers have their requests for reduced hours denied and >20% have their requests only partially fulfilled. In other cases, individuals may wish to reduce working hours or stop working in paid employment to make more time for family commitments but cannot afford to reduce working hours because it also means taking a pay cut. Reducing working hours can also negatively impact on job quality, career advancement and superannuation contributions.
Finding and affording child-care facilities Widespread female participation in the workforce is a relatively new phenomena which has dramatically changed family life and created an increased demand for external childcare. While the Australian government now provides childcare rebates to working families, many couples still have great difficulty finding or affording day or out-of school-hours care for their children. Some are forced to reduce their working hours or give up work altogether because they cannot access suitable childcare facilities. While the Australian government dedicates relatively large sums to offer cash benefits to families (e.g. rebates for childcare fees paid), it spends relatively little on the provision of social services such as government run childcare facilities, compared to other OECD countries. Cash benefits provided by the Australia government tend to be targeted at low-income families and are usually withdrawn once the family achieves a certain income level. This means there is sometimes no financial incentive for low-income families to enter the paid workforce.
Balancing work and breastfeeding Working mothers are less likely to breastfeed than those who do not work, indicating that women face considerable challenges in providing for the nutritional needs of their infant's development and maintaining paid employment. Higher breastfeeding rates amongst women with flexible working conditions (e.g. self employment, flexible hours) and those working <15 hours per week, indicate that workplace flexibility is an important factor influencing a woman's decision to
breastfeed. In Australia, women are required to individually negotiate access to breastfeeding spaces in the workplace, limiting their ability to reconcile breastfeeding and work if their employer is not supportive. More information on Breastfeeding in the Workplace
Changing domestic roles of men and women Increasing female participation in the workforce demands reorganisation of domestic responsibility. However, male participation in domestic life has not kept pace with female workforce participation. This creates challenges for women, who are often expected to take on a greater share of domestic responsibilities than their male partners despite working full-time. It may also make things more difficult for men, who have traditionally had their domestic needs provided for by full-time home makers, but are now increasingly expected to fulfil domestic responsibilities.
Dedicating sufficient time to work to enable career advancement and satisfaction Many women decide to leave paid employment or reduce working hours following the birth of a child. For example, only 20% of Australian women with children <20 months of age are in fulltime employment. Although this provides quality time for childcare, it interrupts the development of a woman's career and contributes to the difficulties women continue to face in obtaining promotions and income consistent with that of their male counterparts. Men with children, and particularly those with children <5 years of age have more difficulty balancing their work and life commitments than men without children, indicating that their family commitments may also interfere with their ability to advance their career and be satisfied with the work.
Working enough to ensure financial stability within the family
Reducing working hours is one way in which parents might increase their time for family fun and responsibilities. However, reducing working hours almost always means reducing income, which increases the risk that the family will struggle financially or live in poverty. While reducing working hours or stopping work may increase time available for the family, it does not necessarily solve the work-family life balance as it may result in increasing financial concerns. It is known that financial stress is associated with adverse parenting. Benefits of maintaining a work-life balance There are many challenges which make it difficult for individuals to maintain a balance between work and life. However, it is in the interests of governments, communities and individuals to overcome these challenges, as maintaining a good balance between work and life can improve individual and family health.
Improved child health, development and behaviour Evidence suggests that a parent's failure to balance their work and family life affects the health of their children. A study conducted in Canada reported that the children of individuals working non-standard hours (i.e. night and weekends) were more likely to experience behavioural problems than the children of parents who did not work such hours. Parents who experience stress at work, or those who perceive a poor fit between their actual and preferred hours of work may also affect the health of their children by being tired or ill-tempered, when the stress from work spills over into the home environment.
Better parental health An Australian survey reported that individuals with poor work life outcomes were more likely to report:
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Poor mental health; Using prescription drugs; Stress; and Dissatisfaction with personal relationships.
Being dissatisfied with various aspects of work (which increases the likelihood of dissatisfaction with work life balance) is also associated with poor health outcomes. For example, another Australian survey reported that individuals who experienced job strain and insecurity were approximately two and a half times more likely to have depression or anxiety, and were also more likely to experience poor physical health. Another Australian survey reported an approximately 13 times increased risk of depression or anxiety amongst managers and professionals who experienced job strain, compared to those who did not. There is also evidence that long and/or atypical working hours are associated with depression and other psychological conditions such as anxiety. Highly demanding and stressful jobs have also been associated with poor emotional and physical health outcomes. Thus, finding a secure and satisfying job, with regular work hours can considerably improve psychological health amongst workers. Women who participate in the workforce experience health benefits compared to women who do not work, such as spacing the births of their children more widely and they are more selfconfident.
Better family relationships Stress from work can spill over into family life and negatively affect relationships between parents and their children. Stress might also affect family relations by increasing individual anger and aggression which affects the quality of parenting.
Family relationships are also affected by atypical working hours, as these interfere with the time families have to spend together. Atypical working hours may lead to:
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less emotional involvement in the family; difficulty communicating, sharing feelings and defining roles within the family; and child behavioural problems.
Atypical work patterns (which are presumably more challenging and more likely associated with difficulties maintaining work life balance) are also associated with higher rates of separation, divorce and marital problems as well as reduced quality parenting (e.g. less spontaneity in parenting and increased anger). Poor quality parenting is in turn associated with poor health outcomes in children, for example chaotic parenting, or parenting charaterised by demanding, power assertive and disapproving behaviours is a risk factor for attention deficit hyperactivity disorder in children. Parents with high levels of stress from work are also more likely to report low levels of relationship satisfaction compared to those with low levels of stress.
Improved social relationships Individuals who are dissatisfied with their work life balance are more likely to have difficulty establishing ties in their community and positive social relationships than those with a satisfying work-life balance. Almost half of Australian workers report that work interferes with their ability to establish ties in the community. Good social relationships and networks in turn have many positive affects on parenting and child health and development, and thus finding time to improve social relationships and networks can also improve the psychological and physical health of a family.
Reduced risk of poverty Families with at least one working parent are less likely to live in poverty than those without a "breadwinner". Children who have no working parent are greater than three times more likely to
live in poverty than those with one working parent. The risk of poverty persists intergenerationally, meaning that children who grew up in poverty in a household without a "breadwinner" are also more likely to raise their offspring in conditions of poverty. Single-parent families (usually headed by women) are particularly likely to live without a breadwinner. Less than 60% of sole parents participate in the paid workforce in Australia (compared to >80% in a number of European countries). Poverty is associated with poor childhood development and thus paid employment which raises a family above the poverty line has numerous health and social benefits for the family.
Educational benefits of early-childhood education Early childhood education or care outside the home is associated with improved childhood development such as better cognitive development and better school performance later in life. Working parents are more likely than non-working parents to enrol their children in childcare, and many childcare facilities have explicit educational goals. They also provide additional environments in which children can explore new social relationships.
Improved child development and wellbeing Evidence shows that children who receive fulltime parental care for the first 6-12 months of life achieve better development outcomes. Thus finding a balance between work and life which enables fulltime parental care (by either the mother or father) can improve the wellbeing and development of children. Employer benefits of employees maintaining a healthy work life balance
In addition to reduced absenteeism stemming from improved health of employees who maintain a healthy work life balance, there are numerous other benefits that employers may experience when their workers successfully balance work and life. These include:
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Improved employee productivity and performance; Improved attraction and retention of skilled staff; Improved morale amongst employees; and Increased workforce diversity.
Techniques for maintaining a work-life balance Be familiar with workplace legislation protecting parents from discrimination Parents should familiarise themselves with Australian legislation giving parents rights to flexible working arrangements and employer responsibilities to workers with parental responsibilities (e.g. that employers must consider all requests for flexible working arrangements). Being familiar with such legislation may help ensure that they are not discriminated against in the workplace because they are parents.
Be willing to negotiate work arrangements with the employer While Australian legislation mandates that employers must consider all requests for flexible working arrangements and workplace facilities (e.g. for breastfeeding), it is up to individual employees to negotiate their conditions with their employers. This may be difficult for some individuals. However, flexible work arrangements also have benefits for employers (e.g. reduced recruitment costs). Employees negotiating flexible work arrangements should also bear in mind that there are many different types of flexible working arrangements (e.g. work from home, jobsharing, flexible start and finish times) and some may be more or less suitable depending on the individual's employment type.
Be familiar with and consider accessing government assistance The Australian government provides a number of assistance schemes to working and nonworking families, including the baby bonus scheme (a one off payment to the parents of newborn infants) and childcare rebates for low income families. Being familiar with the types of assistance available can help patients improve their work life balance, either by increasing their options for childcare, or providing additional income which may reduce their need to work.
Reduce stress As stress from the workplace can exert an effect in the home and affect the family relationships, individuals may also benefit from making a conscious attempt to reduce stress, for example by identifying stressors in the workplace or by talking to someone about the things that are causing them stress.
Attempt to spend more quality time with family Working parents should also consider the ways in which they can dedicate quality time to spending with family, for example by planning routines or rituals. Family routines may be as simple as eating dinner or washing the dishes together and are associated with better family relationships and increased marital satisfaction.
Job-seeking considerations Characteristics of a job influence the likelihood of an individual being satisfied with their worklife balance. Job-seeking individuals should attempt to avoid jobs with poor working conditions including those which:
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Have low job security; Offer little flexibility;
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Do not offer parenting leave; Involve long working hours; Involve long commuting; Involve work at unusual hours, for example in the evening or on weekends; Do not provide breastfeeding facilities at work (for women who plan to give birth).
https://nursing.advanceweb.com/SharedResources/Downloads/2011/JF_PDFS/ADVANCE_ Work_Life_Balance_ppt_use.pdf Blend the Significant 7 with the 7 Daily Habits Set Priorities Keep Track of Time Have Realistic Expectations Take Care of You Develop Support Be Flexible Schedule Fun Physical exercise Mental stimulation Artistic stimulation Do something for someone else Pleasure break Give yourself a treat Congratulate yourself
Work-life balance: Tips to reclaim control Strike a better work-life balance As long as you're working, juggling the demands of career and personal life will probably be an ongoing challenge. Use these ideas to help you find the work-life balance that's best for you:
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Track your time. Track everything you do for one week, including work-related and personal activities. Decide what's necessary and what satisfies you the most. Cut or delegate activities you don't enjoy or can't handle — or share your concerns and possible solutions with your employer or others.
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Take advantage of your options. Ask your employer about flex hours, a compressed workweek, job sharing, telecommuting or other scheduling flexibility. The more control you have over your hours, the less stressed you're likely to be.
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Learn to say no. Whether it's a co-worker asking you to spearhead an extra project or your child's teacher asking you to manage the class play, remember that it's OK to respectfully say no. When you quit doing the things you do only out of guilt or a false sense of obligation, you'll make more room in your life for the activities that are meaningful to you and bring you joy.
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Leave work at work. With the technology to connect to anyone at any time from virtually anywhere, there may be no boundary between work and home — unless you create it. Make a conscious decision to separate work time from personal time. When you're with your family, for instance, turn off your cell phone and put away your laptop computer.
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Manage your time. Organize household tasks efficiently, such as running errands in batches or doing a load of laundry every day, rather than saving it all for your day off. Put family events on a weekly family calendar and keep a daily to-do list. Do what needs to be done and let the rest go. Limit time-consuming misunderstandings by communicating clearly and listening carefully. Take notes if necessary.
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Bolster your support system. At work, join forces with co-workers who can cover for you — and vice versa — when family conflicts arise. At home, enlist trusted friends and
loved ones to pitch in with child care or household responsibilities when you need to work overtime or travel.
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Nurture yourself. Eat healthy foods, include physical activity in your daily routine and get enough sleep. Set aside time each day for an activity that you enjoy, such as practicing yoga or reading. Better yet, discover activities you can do with your partner, family or friends — such as hiking, dancing or taking cooking classes.
Know when to seek professional help Everyone needs help from time to time. If your life feels too chaotic to manage and you're spinning your wheels worrying about it, talk with a professional — such as a counselor or other mental health professional. If your employer offers an employee assistance program (EAP), take advantage of available services. Remember, striking a healthy work-life balance isn't a one-shot deal. Creating work-life balance is a continuous process as your family, interests and work life change. Periodically examine your priorities — and make changes, if necessary — to make sure you're keeping on track. Sometimes, what's supposed to make our lives more enjoyable actually becomes a source of stress. Technology's supposed to save time and money, but the incessant chimes, pings and alerts of phones and computers can cost us our sanity. Searching for time to schedule leisure activities makes them feel like just another chore. And when you're a working parent, sometimes it's harder to figure out who's the tougher boss: your actual boss or your kids. Feeling overworked is a recognized psychological state that's usually acute (intense but temporary) instead of chronic (persisting) [source: Families and Work Institute]. The working world has changed, and in a tougher global economy, people feel pressure to work harder to prevent their jobs from being outsourced or eliminated entirely. Companies cut back on nonessentials. Managers and bosses turn up the heat accordingly. They might expect workers to be available anywhere and anytime, thanks to technology. Even though it enables international communication and can be a great time saver, in some fields technology also necessitates around-the-clock access.
The good news is that there are strategies to reclaim control. Creating a good work-life balance enables you to focus on yourself and your relationships. If you make the time to take better care of yourself, you can work healthier habits into your lifestyle. Imagine how much more relaxed and in control you'd feel if you enjoyed your favorite form of exercise a few times a week and ate healthier meals. More sleep might seem like an unaffordable luxury, but it'll help maintain your health, and you'll have more energy. Achieving a balance between work and home life takes effort, so you have to be willing to work toward it. Keep in mind as you read that it doesn't mean you can attain perfection; rather than finding time to squeeze in more, your goal should actually be trying to tackle less. To get the most from this article, it's important to realize you can't do it all. Focus on what you must accomplish at work and what you can reasonably do at home. Read on to discover how you can begin.
Effects of Being Overworked Even if your work doesn't take you away from home excessively, the stress from being overworked can affect how you interact with people. You'll have less time to develop relationships with your friends, partner and, as we've already discussed, kids. With children, you should be available to them and provide guidance. It's also important to understand and acknowledge the effects unhealthy relationships will have on you, though, and you deserve some time to yourself every now and then [source: Weiss]. When you have less time for yourself, it increases the tendency to neglect healthy activities like exercise and sleep. If you have to juggle other commitments in order to schedule time for your hobbies, you'll probably enjoy it less, and it may even cause you additional stress. One way around this is to think of your private time as a relationship and treat it as you would treat your other relationships [source: Rauh]. The Families and Work Institute study reported that people who feel overworked are more likely to resent co-workers and much more likely to resent their companies [source: Families and Work Institute]. If all you can think about is what you'd rather be doing, the work won't seem fulfilling
and you'll be less motivated to move up in the company or take on new challenges. These mental burdens will probably show in your attitude, which can hold you back or even lead to unemployment. Studies show that tired, stressed employees are less productive, have higher health care costs, and jeopardize workplace safety [source: Families and Work Institute]. The good news, however, is that there are companies who recognize the solid investment of treating their employees well. Several magazines and Web sites rank companies based on submissions from human resources departments and nominations from happy workers. We've outlined some of the benefits here, especially those most relevant to working parent families, and you can search online based on your priorities, including industry, location, and specific perks. http://books.google.co.in/books?id=jbmVofYDJRQC&printsec=frontcover&dq=balancing+life+ between+work+and+home&hl=en&sa=X&ei=nWB1T63KDIGrAeFm6CiDQ&ved=0CFkQ6AEwBg#v=onepage&q=balancing%20life%20between%20work %20and%20home&f=false
As you probably know from experience, it can be a hard problem to solve. You try and try, but keep falling back on old habits and working each day until 2am. How do you solve it? It comes down to firewalling. Firewall by Time and Day The first thing you need to do is determine when you will work, and only work during those hours. If work spills over, you need to have the self-discipline to say, ?I can pick this up in the morning.? The most common objection to this idea is that emergencies are constantly coming up. If emergencies are constantly cropping up, you need to do one of two things:
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Improve your personal productivity and get your act together.
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Manage your clients better—emergencies suddenly crop up less often when they know your boundaries.
The truth is that for most people, the first problem is the real problem. Worse still, most people with the first problem use the excuse that it‘s the second problem. Next time you find yourself cursing a client for throwing you into a midnight spin, ask yourself: is this really their fault, or did I manage this poorly? Firewall by Location When your home and professional life occur in the same place, it is absolutely essential to firewall by location. You need to keep personal and professional locations totally separate. If you live in a studio apartment or some other one-room accommodation, this isn‘t impossible. You just have to learn to firewall without actual walls: pick a corner, stick your desk there, and refuse to go near it when you‘re not working. Similarly, you need to define areas where work can‘t take place, such as the living room and the bedroom. Some people say they work best in the bedroom (no, your dirty buggers, I didn‘t mean it like that), and that‘s fine—just make sure there is somewhere in your home you can be workfree. Though I‘m willing to bet people who say they work best in the bedroom have poor worklife balance! If you feel the need to get away from your desk, don‘t take your laptop over to the couch. Go be a hipster and hang out at the café, or if you don‘t need free café wifi, go sit on a bench in the park or at the beach. Just don‘t get sand in your keyboard. Firewall Your Communication If you‘ve read my work for long elsewhere, you‘re probably sick of hearing me talk about this. If you need to get work done, I always say, firewall your incoming communication channels.
Well, I‘m not talking about that right now; I‘m talking about when you don‘t want to get anything done! If you‘re not working, you still need to firewall your communication lines in case you end up working when you shouldn‘t be. If you have been clever enough to separate your personal and professional communication lines, just turn the business phone and cell off. Sign out of business email. If they‘re combined, you may just have to do some dodging and let the phone ring out. I use the same cell for everything, so it can be difficult to do. Money Isn’t Everything I know that my problem with work-life balance ultimately came from the desire to earn more income. I loved the fact I could support my family, but I wanted to go further and be able to take them out for the day without worrying about cash, or buy them a plasma TV. Okay, that wasn‘t for them. I recently made a move that significantly reduced my income. But you know what? I‘m happier, and I enjoy the money I do have more. And the things I bought when I was making more money? I‘m enjoying them more, too! Be careful of falling into the trap of sacrificing your life for more money. If you want to make more than you‘re making, find a way to do it without making that sacrifice or there‘s just no point to having the extra cash to begin with. What Constitutes Balance? What is balance? How much time needs to be set aside for work and how much time needs to be reserved for yourself? It‘s really an individual thing and it comes down to a variety of factors. How much do you need to rest to become optimally productive for the week that follows? Personally, I need a day. Some need two. Some need a day every two weeks, but don‘t ask me how they do it.
There are other factors—how much time does you family need from you? Can you meld your personal relaxation time in with family time, or do you need to separate them? Do you have a choice anyway? Decide what you need to recharge your batteries, and be honest. The temptation is to underestimate it. But if you underestimate it, you‘re not doing your clients a favor, because you‘ll just be sending them worse work. Flexible work programs are work arrangements wherein employees are given greater scheduling freedom in how they fulfill the obligations of their positions. The most commonplace of these programs is flextime, which gives workers far greater leeway in terms of the time when they begin and end work, provided they put in the total number of hours required by the employer. Other common flexible working arrangements involve telecommuting, job-sharing, and compressed work weeks. Supporters of flexible work programs hail them as important recognition of the difficulties that many employees have in balancing their family obligations and their work duties, and they note that such programs can make a company more attractive to prospective employees. Critics contend, however, that while flexible employment initiatives do attempt to redress some longtime inequities in the work life-family life balance, ill-considered plans can have a deleterious impact on a company. PRIMARY FLEXIBLE WORK PROGRAMS Flexible work arrangements can take any number of forms, from basic flextime programs to innovative child-and eldercare programs.
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Flextime—This is a system wherein employees choose their starting and quitting times from a range of available hours. These periods are usually at either end of a "core" time during which most company business takes place. Formerly regarded as a rare, cuttingedge workplace arrangement, flextime is now commonly practiced in a wide variety of industries.
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Compressed Work Week—Under this arrangement, the standard work week is compressed into fewer than five days. The most common incarnation of the compressed work week is one of four 10-hour days. Other options include three 12-hour days or arrangements in which employees work 9-or 10-hour days over two weeks and are compensated with an extra day or two of time off during that time.
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Flexplace—This term encompasses various arrangements in which an employee works from home or some other non-office location. Telecommuting is the most commonly practiced example of this type of flexible employment.
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Job Sharing—Under these arrangements, two people voluntarily share the duties and responsibilities of one full-time position, with both salary and benefits of that position prorated between the two individuals.
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Work Sharing—These programs are increasingly used by companies that wish to avoid layoffs. It allows businesses to temporarily reduce hours and salary for a portion of their workforce.
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Expanded Leave—This option gives employees greater flexibility in terms of requesting extended periods of time away from work without losing their rights as employees. Expanded leave, which can be granted on either a paid or unpaid basis, is used for a variety of reasons, including sabbaticals, education, community service, family problems, and medical care (the latter two reasons are now largely covered by the terms of the Family and Medical Leave Act).
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Phased Retirement—Under these arrangements, the employee and employer agree to a schedule wherein the employee's full-time work commitments are gradually reduced over a period of months or years.
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Partial Retirement—These programs allow older employees to continue working on a part time basis, with no established end date.
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Work and Family Programs—These programs are still relatively rare, although some larger companies have reported good results with pilot initiatives in this area. These programs are ones in which employers provide some degree of assistance to their employees in the realms of childcare and eldercare. The best-known of these programs are in-house facilities providing care for the children of employees, but even basic flex time programs can ease childcare logistics for employees. "Employers see that the
availability, affordability, and accessability of good child care have a bottom line impact," wrote Diane E. Kirrane in Association Management. "Lack of quality child care leads to employees' absenteeism, tardiness, distraction, and stress-related health problems. Conversely, employees' reliability, good morale, and motivation are positive results that derive from safe, stable, developmentally sound child care arrangements." ADVANTAGES OF FLEXIBLE WORK PROGRAMS Defenders of flexible work initiatives point to the competitive advantages that such programs bring to companies that move in that direction. Perhaps the single most cited reason for introducing a flexible work environment is employee retention. Indeed, many businesses contend that the recent trend toward flextime and other programs has made it necessary for them to introduce their own programs or risk losing valued employees. "Another business argument for flexible work arrangements is that they allow companies to match the peaks and valleys of activity," wrote Elizabeth Sheley in HRMagazine. "More organizations have shifted their focus to how potential changes in schedule will affect the product. Reduced absenteeism, though often overlooked, is also a legitimate business rationale; flexible options not only strengthen commitment, but also give employees more time to handle the very situations that sometimes lead to absenteeism." Proponents also note that, in many respects, flexible work programs provide a way for businesses to increase employee loyalty without resorting to making fundamental changes in their operations. Indeed, Sheley observed that "the most popular flexible work options are those that involve the least change. Flex time and compressed work weeks, for example, call for the same number of hours, at the same workplace, as in traditional work arrangements." In addition, some supporters of flexible work arrangements argue that such programs can actually have a positive impact on the productivity of employees. They contend that employees who are better able to attend to family needs through flex time are more likely to be contented and productive, while good employees who telecommute may get even more work done if they are freed up from office interruptions.
Business can also use flexible programs to address institutional problems. For instance, a smallor mid-sized business that is crammed into a small facility or office may want to explore telecommuting programs in order to relieve the situation without resorting to an expensive relocation or expansion. Finally, proponents say the flexible work programs can be beneficial to companies by enhancing their public image and expanding the number of hours during which customers can be serviced. DISADVANTAGES OF FLEXIBLE WORK PROGRAMS Flexible work programs have many apparent advantages, but critics point out that ill-conceived programs can have a negative impact on businesses, and they add that even good programs often present challenges that a business has to address. First of all, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. Telecommuting and other "flexplace" arrangements, for example, can be disastrous (or at the very least a productivity drain) if used by employees who are unwilling or unable to put in a full day of work amid the non-work temptations (television, pleasure reading, housecleaning, etc.) of a home setting. Other companies, meanwhile, find that employees "flex" in and out of the business at such different hours that overhead costs increase, customer service suffers (i.e., no one comes in until 9:30 a.m., a state of affairs that forces customers and vendors to cool their heels until then), and manufacturing output suffers. This latter factor makes flex time a difficult fit for many manufacturing facilities. "Many of the factory operations depend on each other being there," said human resources consulting executive Terry McGeorge in an interview with The Milwaukee Business Journal. "Especially when you talk about the concept of work-cell team manufacturing, they really all have to be there at the same time." Critics also contend that flex programs often leave managers in exceedingly difficult situations. "Far too often, flex is embraced … for its 'family-friendly' aspects long before the corporate support needed to manage it takes root," wrote Martha H. Peak in Management Review. "In these companies, flex policies are outlined in the employee manual but implementation is left up to
individual managers. Then, when managers try to implement these programs, they discover that to be fair, flex requires them to treat different employees differently." Finally, many observers argue that businesses launch flexible work plans without adequate preparation. "I know that flex is a basic element of family-friendly and that family-friendly is a requisite for competitive companies," stated Peak. "But it takes more than a statement in the policy manual to institutionalize flex. It takes new methodologies to measure job success and investment in technologies to keep employees in constant communication." INSTITUTING A FLEXIBLE WORK ENVIRONMENT Business experts and companies that have instituted flexible work programs offer a variety of recommendations to businesses that are pondering a move to a "flex" environment. RESEARCH Research the pros and cons of instituting a flexible work program in your company. Every company's needs and operating environment is different; just because a flex program worked for a neighboring business, that does not necessarily mean that it will work for your company. Conversely, a program that fails in another firm may work in yours. Detailed research into the needs and pressures of both the operations and the employees of each business, then, is a necessary component of any decision. So is an honest assessment of the qualities of the business's work force. Obviously, a company that is blessed with a work force of dedicated and conscientious employees is far more likely to be productive in a flex environment than is one that is saddled with a heavy sprinkling of unmotivated employees. Kirane recommended that businesses "assess current work-home issues affecting the [company] and its staff. If feasible, also assess the future needs of the work force and labor pool. Defuse concerns about invasion of privacy. Structure a needs assessment survey—for example, as a checklist that doesn't require respondents to show their handwriting or give their names. Or, within guidelines related to business needs, allow staffers to propose flexible arrangements for themselves." GUIDELINES Create guidelines and systems of flex program administration that: 1) address all business needs, and 2) stand up to tests of fairness and comprehensiveness. Barney Olmstead and Suzanne Smith, co-authors of the book Creating a Flexible Workplace: How to Select and Manage Alternative Work Options, recommended that the creation process include steps to
ensure that new policies are compatible with existing company objectives. They also noted that such issues as eligibility, application processes, reversibility, and changes to employee status should be plainly addressed. Finally, companies should formalize guidelines to head off complaints about favoritism or unfair treatment. "Partly to avoid polarizing staffers who have school-aged children and those who don't, more general terms (such as work-life and flexible work arrangements) are gaining favor," noted Kirrane. "In the workplace there is concern about equity." TRAINING Employees should be educated about policies and feel comfortable using them. This can only happen, stated Olmstead and Smith, if the company actively promotes the program. Employees need to know that participation in such initiatives will not hurt their career. Indeed, HRMagazine noted that a mid-990s report by the Catalyst research organization indicated that this can be a significant deterrent: "Many of the options for flexible scheduling are perceived as being bad for one's career by management and by co-workers who have more traditional working arrangements. A job-share partner or part-time employee cannot be as committed, the thinking goes. A positive experience with less than full-time work depends on the cultural values of the employee's organization. In some organizations, people who have taken less traditional schedules have been perceived as committing career suicide." Employees are not the only workers who need to be reassured. Companies instituting flex work plans must also develop resource materials and training programs for managers. In fact, in many respects, managers of personnel and projects are the people who must make the biggest adjustment to a flexible work environment. "Workplace flexibility requires managers to develop a new set of skills," wrote Sheley. "Managers used to manage by sight, and defined work by hours on site. If a worker was in the office for eight hours, the boss assumed that person did eight hours of work." With flex time and other developments, however, managers need to develop new skills that emphasize work flow and productivity. "Managers may need to learn about new thinking on employee motivation and performance standards," wrote Kirrane. "Employees may need to be cross-trained for greater flexibility in assignments." CONTROL Ultimately, a flexible work program is only worth keeping if it benefits your company's financial, strategic, and production goals. A key to making sure that those needs are
met is to maintain control of the program. Employees and work teams can be very helpful in shaping flexible work guidelines, but business owners and managers should be wary of handing over too much control. Indeed, they need to make sure that business considerations remain paramount in any discussion of flex time and other options, and that ultimate control over flexible work programs rests with them. Dysfunctional work teams, for example, will reduce flex time to a shambles if they are left to institute and supervise it themselves. EVALUATION Businesses should evaluate their flex work programs on a regular basis. Too many businesses introduce workplace flexibility programs that are flawed, but rather than review the program and make the necessary corrections, they throw up their arms and ask their personnel (managers and eligible employees alike) to reshape their responsibilities, priorities, and planning to match the flawed program. Other companies, meanwhile, launch good programs that lose their effectiveness over time because of neglect. Instead, business managers and owners need to practice continuous improvement in their workplace flexibility programs, just as they do in other aspects of their operations. "Fine-tune the program," wrote Sheley. "The evaluation process will provide at least some of the information necessary to make the adjustments that will make a workplace flexibility program of optimum benefit to both the company and its employees."
"Six Ways To Balance Work And Family Life If you have a company to run, children to raise, a home to keep together, and a host of other commitments to husband, extended family and community organizations. Considering that there are only 24 hours in a day, only so much is going to get done. Even less will get done on those days that the kids are sick or a client has a crisis. Besides the dream of cloning ourselves, what else is available so make the day run a little smoother and (hopefully) leave some time for each important part of your life? So here is my list of the Top Six Essential Items Necessary for Work and Family Life Balance. Start with a plan. Imagine hiking through the woods with no trail or map. Most of your time is spent going in circles with little hope of finding your way back out. Focus on your family
plan first and then on your business plan. I suggest the family plan first because your ability to keep everything going will depend on a solid foundation at home and the boost you will get from feeling that what you are doing is worthwhile.
Answer these questions for yourself: Why am I working? How can I make the most of my time with my spouse and children? What type of lifestyle do I really want and will this lifestyle make me and my family happy? When I‘m 80 years old, how do I want to remember my life? Next, put together a formal business plan (see our Business Plan section for help) and map out how your business is going to work. Build a team. You‘ll need a team at home and a team at work. Lucky you! You are probably the coach of both teams. Use your plan and let everyone know on both teams what the plan is and how it will run. Let them know what part they have in the plan. Ask them about their plan and what role you play. Talk about what you will do when you reach certain milestones (celebrations!) and what you will do when the going gets bad. Practice your plan with your teams on a regular basis so everyone still knows what the plan is and can contribute the most to the effectiveness of the team.
Implement a schedule. Humans are creatures of habit and we tend to love schedules. Effective families have a number of traits, and a consistent schedule is usually one of them. Chaos is not effective and does not promote balance. Use visual reminders at home so that the family knows about the schedule. Laminated poster board works well so that everyone sees what
everyone else is doing and what the family events will be. Too many family events such as sports, community activities, or chores? Consider limiting activities or outsourcing or delegating chores to others.
Use the concept of Family Meetings (weekly for most work well) so that everyone can check-in. In my family we have dinner together every night of the week. The family dinner is a very important time for everyone to reconnect and express themselves. Keep work at work. This is a really difficult one for most of us. I started out with a home office that had no doors and was formerly my dining room. It was so easy to work at night and on weekends. There are times when I still do work on the weekends, but I try to pick times that my children are not going to want time with Mommy. We call weekends ?Family Days? for that very reason – to remind us that family is the most important thing on the weekends. If you are still working 60 hour weeks after your business is a couple of years old, make sure that those hours fit your plan from item #1. Burnout is around the corner if your situation does not match your plan and your team is clamoring for your missing attention.
Keep home at home. If you worry about your home situation while you are working, your productivity will be significantly reduced. What can you do to help with the stresses at home? Refer back to your teams. Expand the size of the teams so that you have more flexibility to do what you need to. Enlist the help of a relative, spouse, ex-husband, neighbor, or trusted friend to cover those little emergencies that come up with a home and
children.
Another option is to hire an assistant at the office that can cover for you there while to handle the little emergencies. Have backup plans for when the sitter is sick or the daycare center won‘t take your child because they have a fever.
Use a time management system. So far you have some plans, teams, schedules, and the separation of home and work. Now lets look at how you can keep track of it all. If you don‘t use a planner (paper) or PDA (personal digital assistant) you should seriously consider using one. I use a planner where I have my schedule, phone numbers, codes, notes, and pictures. The planner zips up so nothing falls out. The amount of time I‘ve saved with this low-tech device has been remarkable.
Stress At Work Employers should recognize stress at workplace as serious problem because it reduces productivity, affects employees well-being and places greater pressure on individual. Stress at workplace is not a new phenomenon but its recognition has vastly increased in recent years and affected companies throughout the globe.
Employers should support stress management at work since it is important factor that helps both employees and managers to reduce their job stress. They should also try to avoid possible stressors and provide relaxing work environment for their staff and themselves. Effective stress management can increase productivity, reduce pressure on employees and improve work performance. What is stress at work?
We are stressed our whole life but it is only sometimes that stress reaches high levels that negatively affect our functioning. Everyday stress helps us to meet deadlines, increase productivity, arrange meetings with new clients or improve our work motivation in general. This type of stress is normal and allows people to develop new skills, acquire new knowledge, and possibly improve their careers. When individual is constantly stressed and cannot relax the line is crossed and normal stress becomes excessive. This change can trigger emotional and physical responses that are harmful to employees and bussineses, therefore it should be avoided if possible. How does stress affect people at work?
It reduces productivity of the employees, their motivation and team work. Stressed employee will be less communicative and unsusceptible to new tasks. His motivation will be battered and his productivity reduced. Stress at workplace will not only affect his work performance but also his personal life. This can lead to even further reduction of work productivity and can result in quitting the job in the worse case scenario it could even affect the health of people that are seriously stressed. know that key to successful business is healthy and satisfied employees or coworkers.
It is important for managers and staff work hand in hand when approaching stress management. Only cooperation of all involved individuals in company or business can result in proper utlisation of stress management techniques for successful stress reduction. Common causes of stress at work It's important to recognise the common causes of stress at work so that you can take steps to reduce stress levels where possible. Some typical stress inducers
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Excessively high workloads, with unrealistic deadlines making people feel rushed, under pressure and overwhelmed.
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Insufficient workloads, making people feel that their skills are being underused. A lack of control over work activities. A lack of interpersonal support or poor working relationships leading to a sense of isolation.
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People being asked to do a job for which they have insufficient experience or training. Difficulty settling into a new promotion, both in terms of meeting the new role's requirements and adapting to possible changes in relationships with colleagues.
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Concerns about job security, lack of career opportunities, or level of pay. Bullying or harassment. A blame culture within your business where people are afraid to get things wrong or to admit to making mistakes.
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Weak or ineffective management which leaves employees feeling they don't have a sense of direction, or over-management, which can leave employees feeling undervalued and affect their self-esteem.
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Multiple reporting lines for employees, with each manager asking for their work to be prioritised.
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Failure to keep employees informed about significant changes to the business, causing them uncertainty about their future.
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A poor physical working environment, eg excessive heat, cold or noise, inadequate lighting, uncomfortable seating, malfunctioning equipment, etc.
There are many causes for stress at work and you would not believe how many factors can affect your work performance. Perhaps this is the reason that for many people ?stress? has become synonymous with ?work.?
The key to successful business is strategic stress management at work that helps to increase happiness and motivation of employees. Employees and managers have to know the causes of stress at work in order to successfully reduce it and boost morale in the workplace.
There are just so many causes of job stress that it is hard to name them all. Below you will find comprehensive list of possible stress causes in the workplace that are divided into groups by type of job stressor. Common work factors
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Excessive workload. Not enough rest or lunch breaks. Unimportant and meaningless tasks. Long working time and low payment. Unreasonable demands from managers or employers.
Workplace environment
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New technology Noise and overcrowding. Poor air quality. Health risks (toxic chemicals). Safety risks (heavy equipment).
Organizational practices
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Conflicting job demands. Multiple supervisors. Lack of individual autonomy and cooperation in decision-making. Inefficient interpersonal communication.
Relationships in workplace
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Workplace Bullying or harassment. Distant, unreachable supervisors. Poor performance from co-workers. Conflicts and competition among staff. Time spent away from family.
Tips to Reduce and Manage Job and Workplace Stress More Sharing ServicesShare RSS
In this difficult economy, many of us are finding it harder than ever to cope with stress in the workplace. Regardless of occupation, seniority, or salary level, we‘re spending more and more of our work days feeling frazzled and out of control, instead of alert and relaxed. While some stress is a normal part of the workplace, excessive stress can interfere with your productivity and reduce your physical and emotional health. Finding ways to manage workplace stress is not about making huge changes to every aspect of your work life or rethinking career ambitions. Rather, stress management requires focus on the one thing that‘s always within your control: you. Coping with work stress in today’s uncertain climate For workers everywhere, the troubled economy may feel like an emotional roller coaster. "Layoffs" and "budget cuts" have become bywords in the workplace, and the result is increased fear, uncertainty, and higher levels of stress. Since job and workplace stress increase in times of economic crisis, it‘s important to learn new and better ways of coping with the pressure. The ability to manage stress in the workplace can not only improve your physical and emotional health, it can also make the difference between success or failure on the job. Your emotions are contagious, and stress has an impact on the quality of your interactions with others. The better
you are at managing your own stress, the more you'll positively affect those around you, and the less other people's stress will negatively affect you. You can learn how to manage job stress There are a variety of steps you can take to reduce both your overall stress levels and the stress you find on the job and in the workplace. These include:
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Taking responsibility for improving your physical and emotional well-being. Avoiding pitfalls by identifying knee jerk habits and negative attitudes that add to the stress you experience at work.
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Learning better communication skills to ease and improve your relationships with management and coworkers.
Tip 1: Recognize warning signs of excessive stress at work When you feel overwhelmed at work, you lose confidence and may become irritable or withdrawn. This can make you less productive and less effective in your job, and make the work seem less rewarding. If you ignore the warning signs of work stress, they can lead to bigger problems. Beyond interfering with job performance and satisfaction, chronic or intense stress can also lead to physical and emotional health problems. Signs and symptoms of excessive job and workplace stress
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Feeling anxious, irritable, or depressed Apathy, loss of interest in work Problems sleeping Fatigue Trouble concentrating
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Muscle tension or headaches Stomach problems Social withdrawal Loss of sex drive Using alcohol or drugs to cope
Tip 2: Reduce job stress by taking care of yourself When stress at work interferes with your ability to perform in your job, manage your personal life, or adversely impacts your health, it‘s time to take action. Start by paying attention to your
physical and emotional health. When your own needs are taken care of, you‘re stronger and more resilient to stress. The better you feel, the better equipped you‘ll be to manage work stress without becoming overwhelmed. Taking care of yourself doesn‘t require a total lifestyle overhaul. Even small things can lift your mood, increase your energy, and make you feel like you‘re back in the driver‘s seat. Take things one step at a time, and as you make more positive lifestyle choices, you‘ll soon notice a reduction in your stress levels, both at home and at work. Get moving Aerobic exercise—activity that raises your heart rate and makes you sweat—is a hugely effective way to lift your mood, increase energy, sharpen focus, and relax both the mind and body. For maximum stress relief, try to get at least 30 minutes of heart-pounding activity on most days. If it‘s easier to fit into your schedule, break up the activity into two or three shorter segments. Make food choices that keep you going Low blood sugar can make you feel anxious and irritable, while eating too much can make you lethargic. By eating small but frequent meals throughout the day, you can help your body maintain an even level of blood sugar and avoid these swings in mood. Learn more. Drink alcohol in moderation and avoid nicotine Alcohol temporarily reduces anxiety and worry, but too much can cause anxiety as it wears off. Drinking to relieve job stress may also eventually lead to alcohol abuse and dependence. Similarly, smoking when you're feeling stressed and overwhelmed may seem calming, but nicotine is a powerful stimulant – leading to higher, not lower, levels of anxiety. Get enough sleep Not only can stress and worry can cause insomnia, but a lack of sleep can leave you vulnerable to even more stress. When you're well-rested, it's much easier to keep your emotional balance, a key factor in coping with job and workplace stress. Learn more.
Tip 3: Reduce job stress by prioritizing and organizing When job and workplace stress threatens to overwhelm you, there are simple steps you can take to regain control over yourself and the situation. Your newfound ability to maintain a sense of self-control in stressful situations will often be well-received by coworkers, managers, and subordinates alike, which can lead to better relationships at work. Here are some suggestions for reducing job stress by prioritizing and organizing your responsibilities. Time management tips for reducing job stress
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Create a balanced schedule. Analyze your schedule, responsibilities, and daily tasks. All work and no play is a recipe for burnout. Try to find a balance between work and family life, social activities and solitary pursuits, daily responsibilities and downtime.
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Don’t over-commit yourself. Avoid scheduling things back-to-back or trying to fit too much into one day. All too often, we underestimate how long things will take. If you've got too much on your plate, distinguish between the "shoulds" and the "musts." Drop tasks that aren't truly necessary to the bottom of the list or eliminate them entirely.
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Try to leave earlier in the morning. Even 10-15 minutes can make the difference between frantically rushing to your desk and having time to ease into your day. Don‘t add to your stress levels by running late.
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Plan regular breaks. Make sure to take short breaks throughout the day to take a walk or sit back and clear your mind. Also try to get away from your desk or work station for lunch. Stepping away from work to briefly relax and recharge will help you be more, not less, productive.
Task management tips for reducing job stress
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Prioritize tasks. Make a list of tasks you have to do, and tackle them in order of importance. Do the high-priority items first. If you have something particularly unpleasant to do, get it over with early. The rest of your day will be more pleasant as a result.
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Break projects into small steps. If a large project seems overwhelming, make a step-bystep plan. Focus on one manageable step at a time, rather than taking on everything at once.
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Delegate responsibility. You don‘t have to do it all yourself. If other people can take care of the task, why not let them? Let go of the desire to control or oversee every little step. You‘ll be letting go of unnecessary stress in the process.
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Be willing to compromise. When you ask someone to contribute differently to a task, revise a deadline, or change their behavior at work, be willing to do the same. Sometimes, if you can both bend a little, you‘ll be able to find a happy middle ground that reduces the stress levels for everyone concerned.
Tip 4: Reduce job stress by improving emotional intelligence Learn to Recognize Hidden Stress Watch a 4-min. video: Quick Stress Relief Even if you‘re in a job where the environment has grown increasingly stressful, you can retain a large measure of self-control and self-confidence by understanding and practicing emotional intelligence. Emotional intelligence is the ability to manage and use your emotions in positive and constructive ways. When it comes to satisfaction and success at work, emotional intelligence matters just as much as intellectual ability. Emotional intelligence is about communicating with others in ways that draw people to you, overcome differences, repair wounded feelings, and defuse tension and stress. Emotional intelligence in the workplace: Emotional intelligence in the workplace has four major components:
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Self-awareness – The ability to recognize your emotions and their impact while using gut feelings to guide your decisions. Self-management – The ability to control your emotions and behavior and adapt to changing circumstances.
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Social awareness – The ability to sense, understand, and react to other's emotions and feel comfortable socially. Relationship management – The ability to inspire, influence, and connect to others and manage conflict.
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The five key skills of emotional intelligence There are five key skills that you need to master in order to raise your emotional intelligence and manage stress at work.
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Realize when you’re stressed, recognize your particular stress response, and become familiar with sensual cues that can rapidly calm and energize you. The best way to reduce stress quickly is through the senses: through sight, sound, smell, taste, and touch. But each person responds differently to sensory input, so you need to find things that are soothing to you.
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Stay connected to your internal emotional experience so you can appropriately manage your own emotions. Your moment-to-moment emotions influence your thoughts and actions, so pay attention to your feelings and factor them into your decision making at work. If you ignore your emotions you won‘t be able to fully understand your own motivations and needs, or to communicate effectively with others.
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Recognize and effectively use the nonverbal cues that make up 95-98% of our communication process. In many cases, what we say is less important than how we say it or the other nonverbal signals we send out, such as eye contact, facial expression, tone of voice, posture, gesture and touch. Your nonverbal messages can either produce a sense of interest, trust, and desire for connection–or they can generate confusion, distrust, and stress. You also need to be able to accurately read and respond to the nonverbal cues that other people send you at work.
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Develop the capacity to meet challenges with humor. There is no better stress buster than a hearty laugh and nothing reduces stress quicker in the workplace than mutually shared humor. But, if the laugh is at someone else‘s expense, you may end up with more rather than less stress.
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Resolve conflict positively. Resolving conflict in healthy, constructive ways can strengthen trust between people and diffuse workplace stress and tension. When handling emotionally-charged situations, stay focused in the present by disregarding old hurts and resentments, connect with your emotions, and hear both the words and the nonverbal cues being used. If a conflict can‘t be resolved, choose to end the argument, even if you still disagree.
Tip 5: Reduce job stress by breaking bad habits As you learn to manage your job stress and improve your work relationships, you‘ll have more control over your ability to think clearly and act appropriately. You will be able to break habits that add to your stress at work – and you‘ll even be able to change negative ways of thinking about things that only add to your stress. Eliminate self-defeating behaviors Many of us make job stress worse with negative thoughts and behavior. If you can turn around these self-defeating habits, you‘ll find employer-imposed stress easier to handle.
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Resist perfectionism. No project, situation, or decision is ever perfect, so trying to attain perfection on everything will simply add unnecessary stress to your day. When you set unrealistic goals for yourself or try to do too much, you‘re setting yourself up to fall short. Aim to do your best, no one can ask for more than that.
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Clean up your act. If you‘re always running late, set your clocks and watches fast and give yourself extra time. If your desk is a mess, file and throw away the clutter; just knowing where everything is saves time and cuts stress. Make to-do lists and cross off items as you accomplish them. Plan your day and stick to the schedule — you‘ll feel less overwhelmed.
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Flip your negative thinking. If you see the downside of every situation and interaction, you‘ll find yourself drained of energy and motivation. Try to think positively about your work, avoid negative-thinking co-workers, and pat yourself on the back about small accomplishments, even if no one else does.
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Don’t try to control the uncontrollable. Many things at work are beyond our control— particularly the behavior of other people. Rather than stressing out over them, focus on the things you can control such as the way you choose to react to problems.
Five Ways to Dispel Stress
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Take time away. When stress is mounting at work, try to take a quick break and move away from the stressful situation. Take a stroll outside the workplace if possible, or spend a few minutes meditating in the break room. Physical movement or finding a quiet place to regain your balance can quickly reduce stress.
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Talk it over with someone. In some situations, simply sharing your thoughts and feelings with someone you trust can help reduce stress. Talking over a problem with someone who is both supportive and empathetic can be a great way to let off steam and relieve stress.
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Connect with others at work. Developing friendships with some of your co-workers can help buffer you from the negative effects of stress. Remember to listen to them and offer support when they are in need as well.
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Look for humor in the situation. When used appropriately, humor is a great way to diffuse stress in the workplace. When you or those around you start taking things too seriously, find a way to lighten the mood by sharing a joke or funny story.
Tip 6: Learn how managers or employers can reduce job stress It's in a manager's best interest to keep stress levels in the workplace to a minimum. Managers can act as positive role models, especially in times of high stress, by following the tips outlined in this article. If a respected manager can remain calm in stressful work situations, it is much easier for his or her employees to also remain calm. Additionally, there are a number of organizational changes that managers and employers can make to reduce workplace stress. These include: Improve communication
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Share information with employees to reduce uncertainty about their jobs and futures. Clearly define employees‘ roles and responsibilities. Make communication friendly and efficient, not mean-spirited or petty.
Consult your employees
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Give workers opportunities to participate in decisions that affect their jobs. Consult employees about scheduling and work rules. Be sure the workload is suitable to employees‘ abilities and resources; avoid unrealistic deadlines.
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Show that individual workers are valued. Offer rewards and incentives. Praise good work performance, both verbally and officially, through schemes such as Employee of the Month.
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Provide opportunities for career development. Promote an ?entrepreneurial? work climate that gives employees more control over their work.
Cultivate a friendly social climate
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Provide opportunities for social interaction among employees. Establish a zero-tolerance policy for harassment. Make management actions consistent with organizational values.
What Causes Stress at Home? Stress is something that we all have to deal with on a daily basis. Identifying what causes our stress can help us to deal with it more proactively and positively. There are many factors in the workplace that cause stress, but our home lives can bring us just as much, if not more, anxiety. So let's look at some common causes of stress in the home, including finances, family, health, life changes and even ourselves.
Read more: What Causes Stress at Home? | eHow.com http://www.ehow.com/about_5065545_causes-stress-home.html#ixzz1rqdBd8nj 1. Finances
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We all need money to get by, but it can make your life miserable. According to a 2005 poll by LifeCare, Inc., 23 percent of respondents claimed finances as their leading cause of stress. Many families stress over the monthly battle to stay within a budget, pay their household bills and provide necessities like food and clothing. The decision-making process surrounding a major purchase like a house or car can also cause stress. Losing the income that has provided your livelihood is one of the most stressful experiences in a person's life. Many people are stressed about their amount of debt or fluctuating stock market investments. As we get older, retirement planning becomes a major source of stress as well. 2. Family
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Family can be a source of great joy, but also great conflict, and conflict causes stress. Spouses who disagree, parents who nag, teenagers who don't cooperate, toddlers who throw tantrums, even pets who chew our favorite pair of slippers all cause stress. Most of us also constantly worry about our family members, and worry is just another word for stress. We are concerned about our family's safety, health and well-being, all of which are beyond our control.
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3. Health and Safety
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Our own personal health and safety causes stress also. People with chronic illnesses such as cancer are under a great deal of stress. Even common illnesses and injuries disrupt our lives, causing stress to mount. This can be a vicious cycle, because stress is also known to cause health problems. Women, especially, worry about their personal safety and being the victim of a crime. 4. Life Changes
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According to the Mayo Clinic, major life changes, whether positive or negative, bring about stress. People experience stress as they adjust and adapt to positive changes, such as pregnancy or adoption, marriage or a new home. Negative changes, like the death of a loved one or divorce can cause stress for obvious reasons.
Beating the Clock
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Most of us feel stressed when we lack control over our own lives. A major source of this kind of stress is an inability to control our own time. We can't control our time the way we would like to because of our obligations to others. We must be on time to work; we must arrive to the dentist for our appointment; we must pick up the kids when soccer is over; we must have dinner ready by 6 p.m.; we must get to the movie by 8:15 p.m.; and the list goes on and on. Many people say that they don't feel there is enough time in the day. There is enough time, we just aren't in control of it as much as we'd like to be. The Unexpected
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Experts at the Mayo Clinic report unpredicted events as a major stressor in our lives. When things happen that we weren't planning on, we have to adjust our
plans, our routines and our lives to accommodate. This could be something small like an uninvited house guest or a leaky faucet or it could be something catastrophic like the loss of a job, a car accident or the diagnosis of a terminal illness. Internal Stressors
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We all have internal irritations that cause stress also. Fears of things like flying, public speaking or germs cause us to become stressed when we have to deal with our phobias. Uncertainty makes us feel stressed because we don't know what's coming up or how to plan for it. People with a habitually negative attitude live with a lot of stress because they "create an unpleasant environment in which to live" (MayoClinic.com). Having unrealistic expectations can cause high levels of stress because you are never satisfied with yourself or your accomplishments.
Read more: What Causes Stress at Home? | eHow.com http://www.ehow.com/about_5065545_causes-stress-home.html#ixzz1rqd6PBBy
18 Ways to Manage Stress In her insightful book, ?The Superstress Solution,? Roberta Lee, M.D. assesses the stress level in most homes today, and offers a word of caution about chronic stress. In her introduction, she writes:
We‘re deluding ourselves if we think that we can indefinitely endure the macro stresses that accompany impersonal encounters, less sleep, more work, less leisure, raising kids in this dangerous world, bad marriages, less exercise, junk and processed foods eaten on the run, hypercaffeinated and sugar-saturated beverages, addictive devices that give us ?screen sickness,? traffic jams, flight delays, and so much more, and come away unscathed.
Stress isn‘t all, bad, of course. In fact, like dark chocolate, small chunks here and there can be good for you, or at least give you a reason to get of bed in the morning. But chronic and severe stress can damage your body and mind, blocking the fluid communication to and from most organs–especially in the hypothalamic-pituitary-adrenal (HPA) axis and in the limbic system, the brain‘s emotional center. Believe me, you want these two systems–much like the House and Senate–running as smoothly as possible, with low levels of the delinquent stress hormones in your bloodstream. In college I realized that my stress tolerance was below seawater. Unlike friends who could pack their semester full of 21 credit hours, I never went above 16 because I wanted to stay as stressfree as possible. However, as a mother who works full time, there is no way around the stress. I‘m running into it in the closet, when I can‘t find two matching shoes; at parent-teacher conferences, where I am introduced to new issues; as I sit down to 200 unanswered emails; and at the vet‘s office, when I‘m told the dogs are allergic to the cheap food we‘ve been buying and now must be placed on a salmon diet. So I turn to my pacifiers, my stress busters. Most of them involve the support of friends, who reassure me that our house isn‘t the only one that scares away babysitters; my marriage to the most patient man on the Western hemisphere; and, of course, my faith: turning to my higher power and dumping my load of responsibilities and disappointments and worry unto His lap, for Him to deal with. Here, then, are 18 ways I try to de-stress! 1. Simplify Cut your to-do list in half. How? Ask yourself this question after every item: Will I die tomorrow if this doesn‘t get accomplished? I‘m guessing you‘ll get a lot of no‘s. 2. Prioritize. Let‘s say you‘ve got five huge work projects due next week, two Cub Scout commitments you promised your son, your mom‘s overdue taxes on your desk, your wife‘s 40th birthday
celebration to plan, and your sister‘s computer to fix. What do you do? You record all the tasks on a sheet of paper or on your computer and you give each one a number between 1 and 10: 10 being the most important (life threatening) to one (stupid bloody thing I signed up for). Start with the 10s. If you never get beyond the 8s, that‘s okay! 3. Use pencil, not pen. If you rely on your to-do list as much as I do, then you‘ll want to start using pencil instead of pen. Because one important stress buster is to try to stay as flexible as you can. Things change! 4. Give away your cape. If you haven‘t already guessed by now, you are not a superpower and don‘t possess supernatural qualities and capabilities. I‘m sorry, but you‘re going to have to join the race … the human race. Which means surrendering to limitations and conditions–like the number of hours in a day (24) and the amount of time it takes to get from point A to point B. In your car. Not in your bat mobile. 5. Collaborate and cooperate. There are lots of people out there with to-do lists that look very similar to yours. Why not let them do some of your tasks so that you all don‘t have to do them? 6. Laugh. Just as chronic and severe stress can damage organic systems in our body, humor can heal. 7. Exercise. Exercise relieves stress in several ways. First, cardiovascular workouts stimulate brain chemicals that foster growth of nerve cells. Second, exercise increases the activity of serotonin and/or norepinephrine. Third, a raised heart rate releases endorphins and a hormone known as ANP, which reduces pain, induces euphoria, and helps control the brain‘s response to stress and anxiety.
8. Stop juggling. I realize some multi-tasking is inevitable in our rushed culture. But do we really have to simultaneously cook dinner, talk to Mom, help with homework, and check e-mail? If you were an excellent waiter or waitress in your past or present, then skip this one. 9. Build boundaries. Speaking of activities, get some boundaries, ASAP–meaning designate a place and time for certain things so that your brain doesn‘t have to wear so many hats at the same time. 10. Think globally. I don‘t say this to induce a guilt trip. No, no, no. Because guilt trips compound stress. What I mean here is a simple reminder that compared to other problems in our world today–abject poverty in Somalia or Cambodia–the things that we stress about are pretty minor. Put another way: Don‘t sweat the small stuff, and most of it is small stuff. 11. Avoid stimulants and sugar. Here‘s the catch-22: the more stressed you get, the more you crave coffee and doughnuts, pizza and Coke. But the more coffee, Coke, doughnuts, and pizza in your system, the more stressed you get. It‘s not your imagination. 12. Compare and despair. The last thing you should do when you‘re stressed–which I always do when I‘m stressed–is start looking around at other people‘s package (job, family support, balanced brain) and pine for some of that. Comparing my insides to someone else‘s outsides is a fruitless and dangerous game to play, especially when I‘m stressed. 13. Avoid negative people.
Once the negativity is out there, it‘s up to you to tell your brain not to dwell on it. And, well, if you‘re like me, that cognitive exchange demands a lot of energy. Best to choose your friends carefully and avoid the toxic conversations as much as you can. 14. Sleep. Everything breaks down when you don‘t sleep well. Any sleep disturbance will diminish mental performance. Stress affects sleep and vice versa. Researchers at Pennsylvania State University College of Medicine compared patients with insomnia to those without sleep disruptions and found that the insomniacs with the most severe sleep disturbances secreted the highest amount of cortisol. 15. Categorize your problems. If you lump your problems into categories, you will feel like you have less obstacles. I spend some time doing this in therapy every other week. Because to solve each and every hiccup is too overwhelming. 16. Lower your standards. Fire the perfectionist in your head who won‘t accept anything less from you than a five-star performance. She could single-handedly cause a lot of stress. 17. Just say no. If you haven‘t yet learned how to politely decline offers to head the next school fundraiser, it‘s time you stand in front of a mirror and practice. Repeat after me: ?Mr. X, I am so flattered by the invitation to serve on your committee. But I just simply can‘t do it at this time.? 18. Learn how to recharge. Know your rechargers and do them routinely.
Read more: http://blog.beliefnet.com/beyondblue/2010/07/20-ways-to-managestress.html#ixzz1rqecWAzN
5 Ways for Parents to Manage Stress at Home Our economy might be suffering right now, but people must still continue to spend in order to revive it. Despite the rise in the unemployment rate, we still must go on with our daily lives and do what we usually do or perhaps change some of our lifestyles to keep on going.
It is no secret. Families everywhere have been affected by this economic crisis one way or the other. If not you directly, someone close to you, either a family, friend or relative has been hit financially. If you are the breadwinner in your family, your ability to afford your family's lifestyle put a great burden and stress on your part, the minute you take a financial hit.
The stress that comes from not being able to provide for your family could take a toll on your health. Instead of keeping it to yourself, try to get your family involved in tackling down family issues. You, as the parent, should set a good example for your children.
So, how and where do we begin? There are five ways to manage stress at your home.
Understand your family's current lifestyle and prioritize it accordingly. Before gathering all your children together, let your spouse in with the current issues, frustrations and decisions you may have. Try to come up with a game plan. For example, if your family is used to traveling 3 times a year, you may have to forego your travel plans, instead, do a "staycation" this year in order to maintain a "financially sound" family budget.
Communicate and educate. It is good to get your children involved in what's going on around us. Although you may be tempted to say, "we are broke and we need money," there is such a thing as a therapeutic communication. You can let them in about what's going on in the economy and how it directly affect every family financially (not just yours), and explain that as a family, each one of you needs to be a part of the solution. In doing so, you are able to address your
family's financial concerns without putting the blame on anybody, instead it opens up the communication line in finding ways to spending wisely and saving smartly as a family.
Keep yourself healthy. Stress can take a toll on your health. Stress can lead to sleep deprivation, unhealthy eating habits and perhaps picking up new unhealthy habits (drinking, smoking). Don't let this happen to you. Try to find ways to keep you and your family healthy. Get out and go for a walk. Eat more vegetables. If you find it difficult to do these things on your own, try to find a support group that can help you and your family through trying times. The most important thing to remember is that you are not alone.
Create a healthy environment. One thing that you don't want to end up doing is letting go of yourself, your family, your children and your surroundings. Your mind will work better in a healthy environment. Try to clutter-free your space, clean your house or better yet, ask your family to do some garage or yard sale. Not only are you maintaining a healthier environment, your family can also make some money if you clean up your space and get rid of unwanted stuff.
Re-invent yourself. Start over and replace your bad habits with healthy ones. This may be impossible to do on your own. I suggest finding a free support group to help you either quit smoking or finding a healthier way to eat. Not only are you doing good for your health, you will also be able to save some money from getting rid of expensive vices such as smoking.
Benefits of Work Life Balance
Finding a ?perfect‘ balance between work and life is rare. The nature of that balance is different for every person, and changes over time for each person. So we shouldn‘t strive for perfection, but to constantly be aware of making choices that will benefit all aspects of our lives. Achieving work/life balance is an investment – it does take time and effort to implement the changes necessary. But it‘s worth the effort! Work/life balance offers some major rewards.
Here are some of the potential benefits: At Work
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Feeling more rested and energized Working more productively and getting more accomplished, leading to greater career success
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More fulfillment from work
In Life
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Improving relationships with family and friends Better physical and mental health Making choices about your priorities, rather than sacrifices among them More leisure time to spend with loved ones, or time for yourself
Benefits for you Employees in companies already implementing work-life practices enjoy significant benefits such as:
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Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret.
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Being able to work in flexible ways so that earning an income and managing family/other commitments become easier.
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Being part of a supportive workplace that values and trusts staff.
People want to be able to have1:
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a good quality of life an enjoyable work life and career progression training and development good health affordable childcare or eldercare
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further education more money time to travel time with friends and family time to do sports and hobbies time to do voluntary work
Benefits for your business Good work-life balance policies and practices are good for business. Some of the benefits for you and your staff are:
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Getting and keeping the right staff Getting the best from staff Being an ?employer of choice‘ and future proofing Improving productivity
Getting and keeping the right staff Finding and keeping good staff can be difficult especially in a tight labour market. Employers who can offer work-life balance and flexible work options are likely to have the competitive edge, gain access to a wider recruitment pool, and are more likely to hold onto existing staff. As a result of the flexible working arrangements and other work-life initiatives, Harrison Grierson have increased retention of graduates and women returning from parental leave. ?We estimate that the savings over the past three years through retaining employees who have returned to work after a period of parental leave are worth more than $300,000," says Raewyn van Lingen, Franklin Kindergarten Association, winners of the EEO Trust Large Organisation Work-Life Award 2007. Getting the best from staff
Poor work-life balance can lead to stress and absenteeism, and low output. Helping employees achieve work-life balance is integral to their general health and wellbeing, increasing their work satisfaction and motivation. They are likely to be more committed, more flexible and more responsive to the business and customers‘ needs. "It's a wellness thing but it's also a monetary thing. You've got to have employees who are engaged, who are feeling good and who want to come to work. The alternative is to have highly stressed, underproductive people.? Lisa Gunnery Chief Operating Officer of Insurance Operations, Southern Cross, winners of the EEO Trust Manaki Tangata Innovation Award 2007. Being an ‘employer of choice’ and future proofing Being an ?employer of choice‘ can give you the competitive edge for attracting talent. Employees who are positive about their workplace help to foster a positive attitude in the wider community. Increasingly businesses are adopting practices that make a positive difference for the environment and society. Staff are a vital business resource, so it makes sound business sense to develop and protect this resource. ?IAG New Zealand sent out an army of volunteers on two projects during Volunteer Awareness Week. They planted natives at Kaitoke Regional Park and repaired, painted, cleaned out, polished at Riding for the Disabled in Kenepuru.? Volunteer Wellington News from the Edge reporting on their 2007 Corporate Challenge. Improving productivity Getting and keeping the right staff and getting the best from them will help to increase productivity. Costs associated with recruitment, training and absenteeism will reduce and employees will be more engaged motivated and committed. …initiatives to encourage work-life balance do have a positive impact on engagement and productivity provided the workplace culture supports use of the initiatives - EEO Trust research 2007.
Benefits of work-life balance policies The various roles we occupy as parents, partners and employees or employers bring with them different obligations which need to be reconciled. Balancing work, family and lifestyle commitments is often difficult and sometimes the different demands can be overwhelming and incompatible. The result in the workplace can be that employees:
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are less productive are absent more often, or for longer disguise the real reasons for their absence have lower levels of morale are more stressed are more likely to leave a workplace unsupportive of work-life balance issues.
Helping individuals and families achieve a balance between their work, family and lifestyle commitments by introducing work-life balance policies (i.e. policies that help people meet the needs of their work life and personal life) can provide benefits for both employees and employers. Recognised benefits of work-life balance policies for employees include:
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improved work-life balance ? a reduction in the impact of work on home and family life reduced stress levels control over time management in meeting work-life commitments autonomy to make decisions regarding work-life balance increased focus, motivation and job satisfaction knowing that family and work commitments are being met
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increased job security from the knowledge that an organisation understands and supports workers with family responsibilities.
The benefits of work-life balance policies are not restricted to the employees using the policies, but also to the employer providing them. Recognised benefits for introducing work-life balance policies for employers include:
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reduced staff turnover rates lower recruitment and training costs, associated with reduced turnover becoming a good employer or an employer of choice increased return on investment in training as employees stay longer reduced absenteeism reduced use of sick leave reductions in worker?s stress levels improved morale or satisfaction greater staff loyalty and commitment improved productivity.
Executive summary The role of work has changed throughout the world due to economic conditions and social demands. Originally, work was a matter of necessity and survival. Throughout the years, the role of ?work? has evolved and the composition of the workforce has changed. Today, work still is a necessity but it should be a source of personal satisfaction as well. One of the vehicles to help provide attainment of personal and professional goals is work-life benefits and programs. Implementation of these programs in the United States (?U.S.?) and the European Union (?EU?) countries differs, due to fundamental beliefs about the goals of such programs. Are work-life balance programs in existence as a result of a social responsibility to employees or to provide a competitive advantage to employers?
Before we can answer this question, we need to define what work-life balance is. Many people think of work-life balance only in the framework of what the company does for the
individual. However, work-life balance is a two prong approach. The other prong of worklife balance, which many individuals overlook, relates to what individuals do for themselves. According to Jim Bird, CEO of Worklifebalance.com1, ?Work-life balance is meaningful achievement and enjoyment in everyday life.? The primary way companies can help facilitate work-life balance for their employees is through work-life programs and training. Achievement and enjoyment at work is a critical part of anyone‘s work-life balance.
Business benefits of improved work/life balance Introducing employment policies that encourage a healthier work/life balance for your employees can bring real benefits to your business. Flexible working and work/life balance policies will also foster a more positive perception of you as an employer. This can lead to better relations with your employees and greater staff loyalty, commitment and motivation, reducing staff turnover and recruitment costs. Allowing employees to work flexibly in order to encourage a better work/life balance can lead to improvements in health and well-being. For more information on the benefits that this can bring, see the page on the business benefits of promoting employee health and well-being in our guide on how to improve employee health and well-being. However, the benefits of a work-life balance initiative are not confined to just the workforce. Work/life policies and flexible working practices can also help you:
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react to changing market conditions more effectively and meet customer demands - for example, shift work, part-time work and flexitime can help you open longer without making your employees work longer hours
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meet seasonal peaks and troughs in your business boost your competitiveness become recognised as a business that people want to work for
Entrepreneurship stress
http://www.energybyte.com/blog/entrepreneurship-stress For some reason, people believe that entrepreneurs are the happiest persons in the World. That happens mostly because people get to know about entrepreneurs only when they got to the ?spending time golfing while burning money in my Porsche? period. I mean, entrepreneurs are not famous while spending nights working for their businesses and for an unsure outcome. Actually entrepreneurs have to endure large amounts of stress starting with the moment they think they might start a business and until the exit point. Entrepreneurship stress comes from many sources, so let‘s make a list:
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Signing contracts with the customers. Is my offer good enough? Will the client pick my solution? Contract completion. Can we finish the job on time? Quality is good enough? Will the customer be happy with the results? Getting paid. The customer has delayed payment. Will he send the money or do I have to fight him in the court? Competition. Damn, they just took my most important customer. What are they up to? How can they go on the market with this price? Legal. The new law makes things much more complicated. Will I find a way to run my business in the new conditions? I hate this employee. But its the best one I‘ve got for this job, I have to live with it. Need some financing. Will the bank approve my loan? If not, I will never be able to pull it on my own Working late. Honey, I need to stay late at the office to finish the offer for tomorrow. Yes, I know, honey, I‘m never home. I promise that‘s the last time Money. Not enough money in the bank. But I need money to pay my employees at least. Forget my salary
It‘s incredible how much stress is involved in Entrepreneurship. And I can‘t play smart and say I have a solution for it. Because you just can‘t take that vacation that you say you will sometime, somewhere take.
Stress Reduction for the Entrepreneur http://mariocarini.suite101.com/stress-reduction-for-the-entrepreneur-a120213
During the course of doing business the successful man and woman entrepreneur use techniques that keep them focused and prevent burnout from daily stressful activities.
Stress relief is as important for the entrepreneur as it is for the man or woman who works a typical nine-to-five job. Many entrepreneurs enjoy their work and spend several hours devoted to
their business. But when the economy sours and profits slow down, it's sometimes difficult to keep the entrepreneurial spirit alive. To keep the entrepreneurial fires alive the entrepreneur applies a few rules that help alleviate daily stress before it leads to emotional breakdown and burnout.
A Regular Time Out
The man and woman with ambition have the habit of working long hours. But being locked in the office for those hours can lead to high levels of stress. To cope they take regular time outs throughout the work day. That often means simple activities like stretching unused muscles, taking a brief walk around the block or calling the spouse or a friend. Anything that lasts ten to fifteen minutes can help charge tired batteries and clear the mind so the thinking process can be rejuvenated.
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A Break form the Routine
Many famous people throughout history took time to lie down on the couch and take a brief nap. Thomas Edison took regular naps. Winston Churchill often spent his mornings working in bed. While getting eight hours of rest every night is important, it has been shown that those who rest frequently during the day retain more energy and work longer hours without fatigue. A Review of Priorities
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The reason why some businessmen and women burn themselves out is because they lose sight of their reasons for being in business. Daily problems tend to draw attention away from the important tasks and on to trivialities. Many entrepreneurs get busy but don't accomplish anything meaningful. When that happens they stop to refocus attention on the important areas. That includes their loved ones and children.
Authority Delegation
Unfortunately, this isn't the strength of many entrepreneurs. They are independent people who see the need to get things done a certain way. While this is an asset when starting out a new business venture, it becomes a severe handicap when the business starts to grow. Menial tasks are better left to someone else who can handle them. If hiring a full time employee isn't in the cards, temporary help will release the time the entrepreneur can spend to focus his/her attention on more important tasks.
A Cool Head
Most people don't get ahead in life because they react to problems, but don't actually solve them. They lose themselves in negative emotions that keep them from finding lasting solutions to their problems. Entrepreneurs are just as fallible to this phenomenon. Keeping a cool head means looking at the problem from different perspectives. There is always a solution to every problem but getting lost in worry and fear does little to resolve the issues. Success can't come to the entrepreneur who worries constantly.
A Backup Plan
Every successful businessman and woman has the day mapped out. They have a planner and a schedule. But sometimes events throw off the best plans. Rather than resort to panic, the effective entrepreneur has a backup plan that still steers him/her in the right direction. A backup plan is one way to steer clear of stress.
Acceptance of the Inevitable:
Life throws many curves. Sometimes, no matter what happens, the business just doesn't become a viable or profitable enterprise. If bankruptcy is imminent, the entrepreneur accepts it and doesn't berate himself for his failure. Many entrepreneurs have found themselves in the depths of despair, only to rise again in a new venture that proved successful. The rules of entrepreneurial stress relief is just the same as the rules for running a household or working for a job. Common sense, a cool head and living in the present can help anyone in business for themselves avoid the stresses that lead many to mental breakdown.
Read more at Suite101: Stress Reduction for the Entrepreneur: How to Ease the Stress of Daily Business Activity | Suite101.com http://mario-carini.suite101.com/stress-reduction-for-the-entrepreneura120213#ixzz1tA5OeOx0
Stress Management Tips for Entrepreneurs
http://www.smallbusinessbrief.com/entrepreneurship/who-me-stressed/
As a business owner, you may feel as though you are never able to get away from the business. You get e-mail to your smart phone, you get text messages incessantly, and whenever there is a problem, your phone rings off the hook. Even when you are not working, you are likely thinking about your business. It unfortunately is the nature of the beast. Keeping in mind that how you handle the stress of your business isn‘t really any different than the way you deal with personal stress, I want to give you my TOP 7 STRESS MANAGEMENT TIPS.
1. Take a break.Sometimes, just stepping away from a stressful situation will give you the time you need to think clearly and come up with a solution to whatever challenge you may be facing. 2. Take a walk.Exercise has a calming effect on the human body. When you exercise, your body releases certain chemicals that are known to relieve pain, both physical and mental. Since the brain releases endorphins within 30 minutes from the start of activity, why not take a break from what you are doing and just take a nice walk. It will give you time to step away from stressors and provide a nice respite from the daily onslaught! 3. Think positively.You may not have control over things that happen to you, but you can control the way you react to those situations. When you think positively, you’re more inclined to see the bright side of every situation. 4. Ask for help. No matter what you are going through, someone else has experienced it and can help you get through a challenging situation 5. Pray. Maybe you aren’t the “spiritual” type, but there is plenty of research to indicate that prayer and meditation have a calming effect. Even if this isn’t your normal predisposition, you can still set aside quiet time to just relax and reflect. 6. Make a “kudos” file.Every time I receive a note of thanks or a card from someone expressing appreciation for the job I do or the services I provide, I file those away for a rainy day. When I begin to feel the pressures of my life and question why I am doing what I do, I pull out this file and am quickly reminded of the people who look to me for strength and I’m encouraged again by the kind words they have written to me. 7. Volunteer to help someone less fortunate. Our problems and stressors often appear monumental until we see them in proper perspective. I have heard it said that, “a dime seems huge if held close enough to your eye, but when you pull it back, you see it in its proper perspective.” The same is true when you volunteer your time to help others who are hurting and in need. In doing so, your stress and the problems you think you are facing, gain their proper perspective and you begin to realize that your challenges aren’t nearly as difficult as you perceived them.
There are many things you can do to deal with the stress you face each day. I‘ve only given you a few to get started. The key is to have a plan before the stress begins to mount. If you aren‘t prepared when it hits you head-on, there is a pretty good chance that it will overtake you and knock you back. Be prepared and face stress with the proper tools and perspective.
5 Ways to Decrease Stress When Starting a Business
http://www.youngentrepreneur.com/blog/5-ways-to-decrease-stress-when-starting-a-business/
Starting a business can easily be one of the most stressful projects that you can take on in your life. With that being what it is, it is critical for many reasons to find ways to manage the high levels of stress. Not only can this be important for the health of the business, but is also very important for the physical health of the entrepreneur. Here are five simple things that you can do to immediately manage and decrease your stress level while starting a business.
1. Simplify your lifestyle
It is part of our human nature to try to progress in what we are doing. As we try to do this, we can often try to accumulate more and better quality material items in terms of our lifestyle. When we improve our quality of life, we typically increase our bills and personal overhead. There really is no problem with this when we work in the corporate world where we get a paycheck on a regular basis. Unfortunately, there is not as much financial security when starting a business and high personal overhead can have a direct impact on the level of stress. To counter this, we can simplify our lifestyle by decreasing our activities, decreasing our assets, and decreasing the quality of our purchases. By making these minor modifications, we can decrease our cost of living and this can help to minimize the level of stress.
2. Workout
The 40 hour work week does not exist when starting a business. Not only are there typically longer days, but work often spills over into the weekends. Even though the work may seem like it never ends, we need to stop periodically and take a break. While we should spend some of our breaks purely relaxing, we can also get some of our time away from the business by spending some personal time focusing on physical fitness by working out. Not only will working out have many different positive impacts on your life long-term, but getting in some good exercise in the short-term will release endorphins and these can have a direct impact on your ability to deal with and decrease stress. When stress builds, there can sometimes not be a better way to get a release than going to the gym or going for a run.
3. Compartmentalize your life
One of the challenges with starting a business is that there are so many different hats to wear. You are in charge of finance, sales, accounting, marketing, engineering, janitor, spouse, parent, and I could probably keep going. This can easily become overwhelming and can create a tremendous amount of stress. One way to deal with this challenge is to compartmentalize your life to create areas of time that are dedicated specifically for each area. And during the time that is specified for one area of responsibility, you can shut down your attention and concerns for the other areas. Not only can this help to decrease stress, it can also help to make you more productive.
4. Have a financial cushion
If you are reading this and have already started a business, it may be too late for this tip as it can help to decrease stress when you have some sort of a financial cushion when starting a business. This would be some sort of savings or funds that you can dip into when things are slow or take a dip during the early stages of the business. Having some sort of financial cushion could be accomplished by working to build up some funds prior to taking the leap toward entrepreneurship. Other alternatives could be to sell some of your assets or to secure some funds or line of credit from a financial institution.
5. Keep things in perspective
The last tip that we will discuss is to always try to keep things in perspective. We could lose a deal or see things progressing slower than we would like and this can fuel a tremendous amount of stress. Regardless of the driver for the stress, at some points we need to stop and try to keep things in perspective to realize that there are bigger things in life to get upset about. Things like health for ourselves and for our family and friends are examples of things that are truly important and worth getting upset over. Bumps in the road with the business should fall well behind those and it can help to keep that in mind when we experience stress from the business. We should remember that if worse comes to worse, we can always start a new chapter down the road and get a job if our business does not make it. Not the most positive thought to have, but if our stress level gets high, we can acknowledge that we can always get a job if things get really bad.
Why tackling stress in your business is important
The costs of neglecting stress in your business can be high. Stress is sometimes overlooked as a health and safety issue by small businesses. The unexpected absence of just one member of staff can affect productivity, and efforts to secure cover can be costly and time-consuming. Stress can cause many workplace problems, including:
A fall in your productivity and that of your employees Poor decision-making An increase in mistakes which may in turn lead to more customer complaints Increased sickness absence
High staff turnover Poor workplace relations
Stress often has a cumulative effect. If one member of staff becomes ill through stress, it places added pressure on those covering for them. A stressed manager may find it difficult to create a positive working environment and monitor stress levels in others. It's also important to tackle any stress you face as an owner-manager or self-employed person. This is often caused by working excessively long hours or from a feeling of isolation.
Your legal duty on stress
Employers have a legal duty to ensure employees aren't made ill by their work. This includes taking steps to prevent physical and mental illness brought about by stress. These steps need not cost a lot of money and the benefits can be significant. You must assess the risks of stress caused, or made worse, by work as part of your overall health and safety risk assessment. See our guide on managing the risks in your business. One of the best ways of assessing stress levels in your business is to carry out a stress audit. See the page in this guide on how to assess whether stress is a problem for your business. Failure to take action could leave you open to a compensation claim from workers who fall ill due to work-related stress. http://ezinearticles.com/?Business-Stress-and-its-Causes&id=57010
What is Business Stress?
Business stress is felt during times of conflict, pressure, loss, illness or anxiety. It describes the frantic pace of business life. Everyone reacts differently to stress. Some people can cope and take it in their stride; others find the pressure too much and buckle under. Much of the stress, anxiety, and the sense of overload that people carry is because they feel their lives are out of control. Stress seems to come from the perception that our life feels overloaded. In medical terms, stress is your body's physical reactions to change, which is not always bad. It is said that a little bit of stress is good for our well-being and exercises our faculties. However today's stress caused by business activity can have a detrimental, psychological or emotional effect on our health. What Causes
Stress?
Business stress is a common result of fear - fear of uncertainty and insecurity. When working within a large company your fear may come from dealing with your boss, or from handling requests from management. It may arise from the uncertainty about your job and what performance expectations are required of you. It manifests itself in the feelings of insecurities that your job may not even exist tomorrow. Many people experience business stress in large organisations. Often they will look at going into business on their own account, to reduce this workplace stress. Before you can free yourself from workplace-induced stress, you need to identify the source of the stress and explore ways of dealing with it. You cannot attribute stress to the fact that you have a difficult boss or that management do not understand the needs of workers. Workplace induced stress arises from 2 sources: 1. Psychological. It is often said that some people are just born worriers and it would be fair to say that there are many people with experience and skills who simply do not fit into the category of true entrepreneurs. That is, they should not be self-employed because their makeup may not handle the stress of looking after their own destiny in business. Some people simply sail through the challenges and pressures that come with being self employed, while others already have chronic fears, insecurities and other anxieties and should seek professional assistance in some areas of their business, or make a decision to get out all together. 2. External. This comes from the very nature of a competitive global environment. There is no room for mediocre performance and in some industries it is definitely the strong that survive. Stress that comes from within a business organisation may arise from conflicts between employees or from reaction to challenges to the authority of a superior, or it could arise from the lack of cash to pay the bills, or the loss of a contract that a business was depending on.
Article Source: http://EzineArticles.com/57010
The Leading Cause of Stress in Small Business http://smallbusiness.chron.com/leading-cause-stress-small-business31152.html
Stress leads to a state of physical, mental and emotional exhaustion that can interfere with your ability to successfully keep up with your commitments and effectively run your business. Burnout, financial difficulties, employee turnover, government regulations and competition are just a few of the causes of stress for small business people. While you run the risk of losing ground with your business when stress goes untreated, you also put yourself at risk of developing a number of diseases, ranging from cardiac arrest to chronic headaches.
Lack of Control
According to Business Knowledge Source, factors that you cannot control are the leading cause of stress in the workplace. For small business owners, that translates into a myriad of issues that can include the weather, vendor prices and deliveries, and employee behavior. Allowing yourself to become frustrated with outside interruptions over which you have no control can cause your blood pressure to rise and your confidence to wane. Often, the only area where you have constant control is yourself and your own reactions to the uncontrollable factors in business. The list of things over which you have little or no control is endless, so you'd do best to recognize those factors and develop ways to successfully deal with uncontrollable situations when they occur.
Recognition
You may think you have your reactions under control when the bottom falls out due to no fault of your own. It behooves you to learn the warning signs of stress, however, to prevent illness and inappropriate reactions. While lack of control is the leading cause of stress, masking its consequences and failing to communicate your frustration is a close second. Check yourself for feelings and behaviors that could signal you're heading for a stressful breakdown. You may be experiencing extraordinary stress when you don‘t sleep through the night, have changes in your appetite, develop unexplained backaches or realize you're lacking energy, according to the Mayo Clinic.
Reactions
You'll exacerbate your stress levels if you react to stress inappropriately. Becoming irritable and snapping at your employees is a signal that the stress is taking its toll on you. Fits of rage or manic activity do not help solve the problems caused by the uncontrollable events, but often worsen the outcome. If you find yourself turning to alcohol or drugs to help you cope with situations beyond your control, you will create additional problems, as well. You may see no alternative other than giving up if you allow these situations to control you.
Solutions
Stress often is triggered by your attitude toward things you cannot control. A positive outlook toward your business and your employees can help you better accept their shortcomings and appreciate those areas that do flow smoothly at work. Letting go of unrealistic expectations can drastically lower your stress levels. For example, you cannot control the weather, so there is no point in stressing out when it interferes with your business plans. Find support among your peers who face the same kinds of uncontrollable stress. Join a business network that provides opportunities to share experiences, vent and seek solutions. See a counselor if you cannot overcome the effects of your stress.
What HR do to encourage work life balance in employees? . Encourage
Work/Life Balance in Employees
As a recession looms and companies slash their payrolls, it is more important than ever to keep remaining employees productive and happy. One issue that employers constantly wrestle with is work/life balance, the allocation of employees‘ time and energy between work and family, health activities, hobbies and all of life's nonwork requirements.
Studies have shown that too much work can lead to a variety of stress-related illnesses that sap workers’ vitality, making them more prone to errors on the job, absenteeism, burnout and turnover. The tendency for work to dominate employees' lives is increased when layoffs and hiring freezes leave fewer workers with more to do. The remaining workers are often the hardest to replace because they are the best. It behooves companies to encourage employees to sustain healthy work/life balances. Here are some tips that companies can use to keep their work forces healthy and productive. On-the-Job Training
1. Management support for work/life balance is critical, and it must come from the top. Too often, the perception that hard work is the only way to rise in a company keeps employees at the grindstone, working themselves into illness. Top executives can set examples of good work/life balances and make it known that the same is expected from rank-and-file employees. 2. Surveys of employees‘ work/life issues can help a company understand workers' needs and design appropriate policies to meet them. Studies have shown that respect for work/life balance needs is high on employees‘ lists. 3. Set priorities for all work. When priorities are unclear, employees tend to overwork because they think that everything must get done at once. Setting priorities allows workers to schedule tasks over a reasonable period of time. 4. Train line managers to recognize signs of overwork. Supervisors can spot increasing error rates, absenteeism and signs of stress-related burnout more easily than anyone else in the organization. Workers who show these signs of a poor work/life balance can be referred to employee-assistance programs. 5. Seminars on work/life balance can help employees understand its importance and find ways to achieve it. Such seminars teach employees how to better manage their workloads, eliminate unproductive work habits, get sufficient exercise and negotiate more flexible work conditions that meet their needs.
Make Work More Flexible
6. Flextime is one of the most useful tools in helping workers achieve a good work/life balance. Companies should identify which jobs lend themselves to flexible work scheduling and
implement formal policies for coordinating flexible schedules with an employee's supervisors and co-workers. 7. Telecommuting is a way for employees to work from home while taking care of a sick or dependent family member. It also cuts down on stress and unproductive time due to a commute. Studies have shown that telecommuters can be 30 percent more productive than their officebound counterparts. Many companies are implementing formal telecommuting programs on an as-needed or permanent basis. Telecommuting can be a terrific recruitment tool as well. 8. Job sharing can keep two valuable employees busy while reducing work-related stress. In a job-sharing arrangement, two workers work part-time and share the workload of one job. Careful coordination between the two workers, their supervisor and their co-workers is necessary to make job sharing work.
Allow for Time Off from Work
9. Encourage the use of vacation and sick-leave time. Supervisors should advise employees to use their vacation and sick-leave benefits when signs of burnout or illness arise. Companies can implement use-it-or-lose- it policies to encourage employees to take time off when it is necessary. 10. A formal leave policy for employees with dependents recognizes and encourages the need to care for sick children or elderly parents. 11. Paid childbirth or adoption leave gives women and men the flexibility to keep their jobs while attending to a new addition to the family. This option is almost always cheaper than the alternatives of burnt-out employees or those who leave the company. 12. Limit how often employees take work home. The line between work and home lives tends to blur when employees regularly take work home. This practice should be monitored by management personnel, who should also develop plans for making sure that work gets done at the office instead of at home. 13. Some companies allow employees to take leave for community service. These firms recognize that employees obtain life satisfaction from projects or work outside of their regular jobs.
Bringing Life to Work
14. ?Bring-your-kids-to-work day? is a way to get employees' families involved in their work lives. The opportunity to share a day of work with children is a benefit that many employees appreciate. 15. Sponsoring employees‘ family-oriented activities is another way to combine work and life. Sporting events, excursions to amusement parks, fishing trips and other family-oriented jaunts are good opportunities to help employees strike a work/life balance.
16. Companies need to promote their work/life-balance policies year-round — not just in employee orientations and handbooks. Frequent, positive communication of these benefits reinforces management‘s commitment to help workers achieve work/life balances and gives employees the feeling that it is OK to live a little.
A BRIEF HISTORY–TRIAL AND ERROR
Role of managers in facilitating work–life balance
http://www.eurofound.europa.eu/ewco/2009/09/IE0909019I.htm
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establishing and disseminating good practice – a clear message that emerged from the interviews with managers is the need for leadership from the top HR directors and managers demonstrating their acceptance of work–life balance arrangements, without penalty, for all employees including senior managers. Campaigns promoting work–life balance are needed to remove the prevailing negative perceptions of such arrangements; reviewing work–life balance policies and practice – in particular, work–life balance needs to be marketed in a gender-neutral way that will appeal to men as well as women; challenging the prevalence of long hours – mechanisms to address this would include reducing the number of, and time allotted to, meetings; create an organisational and national culture of work–life balance – most of the managers who participated in the study supported the need for a culture change that departs from the prevailing reliance on ?presenteeism‘ to one which places an emphasis on performance results or outcomes.
How can employers help their employees manage workloads?
The most important variable in work/life balance is the nature of the job itself. Jobs with autonomy, flexibility, meaning, manager support, and a chance for advancement often result in enhanced job satisfaction, commitment, and retention. But even the best and most supportive workplace cannot prevent the negative effects of too much work. Managers should keep the following tips in mind:
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Keep workloads realistic Schedule time accurately, manage resources wisely, prioritize tasks, and say "No" to projects that would overload the team. Review work processes and load distribution regularly to see if you can help lighten the burden. Remove interruptions Setting aside specific interruption-free periods during the work week can result in increased productivity and a less stressful work environment. Interruptions prolong the workday and are symptomatic of a crisis-centered, reactive approach to work.
Examine what you expect from your employees and what you can offer to help them balance work and personal lives. Consider adopting policies and programs that promote the life side of the equation. A little sensitivity and effort on your part can significantly help with morale and company commitment.
What is the company role in work/life balance?
According to a recent survey, more than 70% of CEOs thought that they could not remain competitive if they didn't help employees balance their work life and home life. Employees have realized that they're expendable, and consequently they're much less committed to their employers and more likely to leave for greener pastures. Since employers don't guarantee lifelong employment, employees want more flexibility in their jobs, and they're no longer as willing to give up personal time for the company. To remain competitive, and to retain their most talented employees, companies must provide more than a good salary and a medical plan. Companies have started implementing flexible work options like:
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Childcare Wellness programs Financial planning Concierge services
These work/life benefits encourage employees to be more productive and committed to the company, and they make your company more competitive when recruiting new candidates.
For an employee, balancing a challenging career with life outside work is a complex task. Maybe your employees have decided that it's time to step back and take a good look at their work/life balance. As an employer, you need to be aware of your employees' needs and to set realistic goals so that valuable staff members don't get burned-out or decide to move on.
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