Issues Of The Work-Life Conflict

Issues Of The Work-Life negateWork-life conflict occurs when judgment of conviction and energy demands imposed by our many roles become incompatible with sensation a nonher(prenominal) participation in one role is made increasingly difficult by participation in another. Work-life balance (WLB), from an employee perspective, is the maintenance of a balance betwixt responsibilities at sue and at home.When the employees have conflicts amidst their naturalise life and soulal life it creates distractions in their work, preventing employees from performing in their best level, which creates obstacles in the exercise of organizational and individual goals. Therefore failure in managing work-life conflict among the employees could lead to puzzles within the organization.Hemas Hospital is a newfangledly take offed infirmary in Sri Lanka in the year 2008. It is a multi specialty hospital which caters for the whole family by providing upliftedly specialized medical services concor d to the loftyest international standards. Around 100 consultants practice in this hospital.As a newly started hospital working for 24 hours they are confronted with problems of employees struggling to strike a balance between their work and life. Employees commitment to their service is vital to provide to provide a according to the standards.At Hemas Hospital Nurses play a major role. Professional treat is a highly versatile practice directed towards improving the health status of individuals, groups and comm building blockies. Nursing activities encompass promoting health, preventing disease, aiding and supporting people in daily living as nearly as during recoin truth and rehabilitation, and helping people to die well and with dignity (Nursing, n.d.).The purpose of this essay is to highlight and discuss on the issues of work life conflict how it impinge ons advance to discuss some the solutions that could be applied to tackle the conflicts. Secondary researches have been used in say to support the discussion in an effective way.2.0 Causes2.1 Womens Family CommitmentOver recent years there has been an broad increase in the number of women employees entering to the paid workforce labor of Hemas Hospital Wattala. Despite the rapid growth in womens involvement in the paid workforce it appears that little has changed for women in terms of their family commitments. finish plays a prominent role in Sri Lanka in relation to this topic. Traditional gender roles prescribe for women to distinguish the role of wife and mother above all others men are expected to be the family breadwinner. granted the burden of household responsibilities and youngster care, women employees (doctors, nurses, receptionists) face the demands of multiple roles, which often go beyond the general triplet roles working mothers generally take on (wife, mother, and worker) to include responsibilities such as caretaker of aging parents, sister, aunt, cousin, and so forth (Scott C oltrane, n.d.)As a result of these multiple tasks work life conflict has been identified as a plebeian problem among to a greater extent or less women employees at Hemas Hospital.2.2 Personal Health ProblemsHealth is the general condition of a person in all aspects. Having problems is a part of life. Most of the researches have found that effects of tense displace the health. The reason is the stress and health is closely linked. And also they have found that the risk circumstanceors for health caused by chronic stress causes as much as 60 to 90% of all illnesses. The impact it has on your health, both physical and mental, potbelly be very harmful. And individuals stress does contri ande to high blood nip, high cholesterol, and other cardiac risk factors such as addictions and obesity. We found that 55% of Hemas hospitals nurses bring forthting sick because of the stress they have. Some of the shifts they have to cover up without taking breaks. Therefore they grassnot balanc e their face-to-face lives with the work they have. So that stress arises and automatically they bring on ill.2.3 Tight Work SchedulesWorkers have to control their working hours to enjoy a better life. Most of time nurses have to do night duty and also they have to do over time work because of this reasons lack of fictile working hours lowlife be arising. Most of propagation who worked as nurses are young mothers so then they have do their children work, they have to care about children and also their home work. It is very hard to do night duty person who has small child then they might feel time is more important than money after that there can be arise a stress on work place. Organization culture can occasion the work life balance. According to our culture most of time mothers are house wifes and also childrens deficiency care of mothers. If mother busy with her job then there will be arises social problem and also family problems. In Hemas hospital every nurse has to do tw o night duties in individually week and then there arises conflict between work life balances. 2.4 Lack of Employee Rewards and AppreciationAs a nurse Caring for the sick and dying has never been easy. Though it is a respected, intellectually stimulating, and late meaningful career to sidereal day it offers limited benefits and many challenges.Though its been 2 years Hemas Hospital started their heed hasnt introduced proper rewarding system for the nurses. This will directly affect the employees morale therefore employee productiveness would be less.2.5 Transportation IssuesTransportation is one of the main issues that Hemas Hospital employees are facing. Since there are both day and night shifts, the employees main problem will be the transportation.In Sri Lanka with the cultural situations most of the people mobilise in negative way when the females doing the night shifts and/or when they arrives at home in mid night, Since the popular transportation is not too safe for fema le after around 7.30 8.00 pm the transportation will be highly regarded when comes to night shifts.3.0 Effects3.1 High AbsenteeismAbsenteeism is an expensive problem in both commonplace and private sector organizations. Over the past decade, there has been increasing interest in the impact of womens family responsibilities, person-to-person health problems and transportation problems on absenteeism. Many women employees at Hemas Hospital find it hard to achieve their desired combination of work and family time. For example, family responsibilities appear to constrain a womans choice of occupation. Women taking leave behind due to illnesses of children or their elder parents.3.2 Less productivityDue to personal health problems, lack of rewards and sense of tastes and penny-pinching work historys employees productivity getting cut. This situation is not good for a working place like hospital. Productivity is one of the most important factors when it comes to work. When employ ees are not healthy they are unable to work properly. Therefore their productivity comes down and the job they do cannot be performed properly. When working in a hospital, the employees have to work very effective manner, because they are the savers of patients lives. It will be a big disaster if they forget or throw to give proper medicine or giving wrong medicine to a patient. This would highly affect to Hemas hospital if they do not work properly up to the standard.3.3 Dis delightWhile the majority of reasons for dissatisfaction usually level to elements of the workplace itself such as trouble style, environmental conditions or opportunities for growth, lack of rewards and appreciations, tight work order of businesss etc. (A guide to grow your personal growth, n.d.).It was found that peculiarly nurses are dissatisfied with their job. Due to this they whitethorn lean towards competitors or leave the job. Therefore Hemas Hospital has to consider slipway of minimizing the wor k dissatisfaction.3.4 StressStress is the most hated part of the job of healthcare employees. This can be occurring due to personal health problems, womens family commitments and tight working schedules. Therefore it leads nurses to be dissatisfied with their work. Due to the dissatisfaction they will not perform efficiently and in effect through less performance. Furthermore their loyalty for the company will be less and will be to move towards competitors or leave the job.One of the respondents at the Hemas hospital said that, Too much pressure on this shift Scanty facilities very meageryou feel really exhaustedamounting to tensions and conflicts which are often displaced onto people aroundyou knowyelling at colleagues3.5 High employment turnoverThis can be happened due to all of the causes mentioned above. More than the cultural influences nursing is a more stressful and challenging job therefore its a must to recognize them as very precious for the hospital to make them retain in the hospital. The impact of turnover has received broad attention by senior management, human resources professionals, and industrial psychologists.It has proven to be one of the most dearly-won and seemingly intractable human resource challenges confronting organizations. Analyses of the costs associated with turnover yield surprisingly high estimates. The high cost of losing key employees has long been recognized. When consider the Hemas Hospital the situation also same. It appears high employment turnover, especially nurses.3.6 Work overload for other employeesDue to health problems and family commitment some employees cannot perform their duties to the expected level. So others will have to carry out the sick employees work load too. Some times since they havent time to effectuate the work load they might not do even their assigned duties properly. They do not care about the patients very well. Then again it will affect to the overall performance of the Hemas hospital.In a ddition, inadequate facilities, improper functioning of other employees and neglected responsibilities created pressure and conflict among the personnel. These inadequacies eventually reduced the security deposit threshold, which in turn contributed to the conflict experienced.One of the respondents at Hemas hospital said that, We cant ignore the fact that heavy workload and shortage of skilled human resources affect our performance despite our effort to get used to the situation, we are limited in coping. When you see that the supervisor stops backing us up and never steps into the ward to listen to us it makes us feel our rights have been violated.4.0 Solutions4.1 Paternity leavePaternity leave is the time a father takes off work at the birth or adoption of a child. This kind of leave is rarely paid. A few progressive companies offer new dads paid time off, ranging from a few days to a few weeks. Hemas Hospital can prune paternity leave for doctors and therefore can avoid the ab senteeism and dissatisfaction towards the job.4.2 Dependent care arrangementsMany nurses will be faced with issues of child or adult care giving. Without adequate support, these can create a swarm of distractions from work. There are many ways that the Hemas Hospital can support their nurses with their personal responsibilities. Some of the ways are on or off site child and adult care centers, lactation programs, pendent care referrals, etc.4.3 Job sharingJob sharing is a form of permanent half-time work in which a full-time position is divided between two or more people, each of whom shares responsibility for the entire workload. Each job sharer receives conditions of employment and entitlements on a pro-rata buttocks in proportion to the hours worked. Job share arrangements are suitable for both professional and academic positions. A change from full-time work to a job sharing arrangement does not break tenaciousness of employment.Job share arrangements can facilitate increas ed workplace flexibility because job sharers can keep open or cover for each other without loss in efficiency and effectiveness. Hemas Hospital also can implement this program and can get the maximum benefit out of it.4.4 Flexible work schedulesA flexible work schedule is a type of flexible work arrangement that allows employees to vary when they stimulate and end their work day to accommodate their individual and family needs. This flexibility greatly eases the burden of busy employees as they try to juggle their work and home lives Flexible work schedules benefits both employees and organization it self.For employees Increased satisfaction and productivity, reduced stress and health care costs, decreased absenteeism and reduced commuting time. For organizations improved retention and reduced turnover, higher levels of loyalty and commitment ,no change in managers supervisory time, attracts diverse employees who may not be able to conform to rigid schedules (i.e., disabled)4.5 In centivesAs a result if the hospital is not rewarding nurses well the Sri Lankan culture influences them to be not loyal towards hospital and as well to perform poorly. If an employee appreciated or rewarded it will influence them to work hardly than the before and also motivate to keep the work and personal life in a balance. For that reason this is the best time for Hemas to start an appropriate rewarding and appreciation system for their nurses to make them satisfy and happy situation between work and life.5.0 Recommendations5.1 Short Term away of the number of solutions available, according to the situation, a dodge needs to be developed according to the problem but this would consume scads of time and energy to be done, So till a proper strategy is developed, in the short term the hospital can reward employing workers with an incentive programmed to facilitate them to balance their work /life.Hemas Hospital can reward financial non financial incentives to encourage their work f orce. under(a) financial incentives they can grant child vouchers and can have a special funding system for employees children. Furthermore the management of Hemas Hospital can introduce a transportation allowance system for the employees who come from distance areas. Under non financial incentive system Hemas Hospital can arrange family friends benefits or annual trips or get together, so that they have sometime to spend their leisure time with their colleagues. Furthermore nurses can be assumption promotions, scholarships or they can select best nurse annually to encourage nurses.5.2 Long Term exclusively in the long term proper strategy should be developed to address this problem, because incentives cannot be a solution for all the problems of the employees. While developing strategies the different situations of nurses need to be considered to facilitate them. Providing a flexible work options is a good method that could be developed, because job satisfaction is directly conne cted to a persons work schedule, especially to a nurses healthy mentality it is very important when dealing with patients.A modification of schedule options could be made available to fit their priorities and life styles.Full-timeOptions includeThree 12-hour shifts fiver 8-hour shiftsA combination of 8 and 12-hour shiftsPart-timeOptions include8-hour shifts12-hour shiftsA combination of 8 and 12-hour shiftsWeekend planThis program is an appealing option for nurses who are in school or who care for children during the week. This option provides short-term disability coverage.Weekend nurses work 24 hours each weekendThey receive pay equivalent to 32 or 36 hoursThe schedule begins Friday at 730 a.m. and ends Monday at 730 a.m. cursoryThis option is appealing to nurses who require to work fewer hours but maintain a relationship with their unit and with Northwestern Memorial Hospital.Casual nurses work 40 hours during a 6-week scheduleFloat consortiumNurses may choose the flexibility and variety of working on multiple units through the Float Pool. Float Pool nurses are required to work two weekend shifts per month.Options includeFull-time workPart-time workDynamic scheduling to accommodate personal work requirements.Schedule ChoicesMany nursing units offer nurses a Self Schedule option. They are able to select the days on the upcoming schedule they want to work. When their manager creates the schedule, he or she will balance the schedule requests with current patient needs in the unit (Careers, n.d.).The best recommendation would be to make available lots of flexible work schedule options and offer the nurses with a self schedule option, so that they can use choose a schedule according to their life style. These work options should be for the mutual benefit of both the employee and the employer so that employee can fulfill their responsibility towards their work place and as well as their families.6.0 ConclusionThere is a big difference between doing things and getting something done. Most work-life efforts by HR and work-life balance teams fail despite lots of doing. The problem is that all the doing didnt get anything done.If the organization wants to get something done that produces strong positive results and feedback, it should be start by taking an action in order to ensure success. Good work-life balance seems to be something that well-run firms in competitive markets do naturally. They need to treat their employees well to keep them if not their competitors will hire them away. establishment policies on work-life balance should take this into account.Whether the organization just introducing a work-life program or making an already great one better, the organization will be substantially improving its bottom line results and ever-changing individuals lives for the better. To be an effective worker he/she has maintain a better balance in between work life and the personal life. We can see that there is a clear link between causes for the conflicts and effects of them. So that if Hemas can implement the above mentioned recommendations we think that Hemas can be the best hospital by getting the maximum use of their employees while providing them a conflicts free work life environment. therefrom the entire organization and employees will be proud of the results.