University Presentation Showcase: Graduate Division

Project Title

Organizational Strategies to Promote Work-Life Balance

Major

Recreation and Parks Administration

Department

Recreation and Park Administration

Degree

Graduate

Mentor

Jon Mcchesney

Mentor Department

Recreation and Park Administration

Abstract

Organizational Strategies to Promote Work-Life Balance

Nichole Reid, Isaac Fryman, Akasia Bradley

The goal of this study was to investigate the strategies organizations utilize to improve their employee’s work-life balance. The methodology used included an investigation of the literature as well as a qualitative component including a survey of university faculty and interviews with employees of various companies and a benefits analyst. Providing benefits that allow for work-life balance can lead to improvements in productivity, job satisfaction, commitment, morale, employee health and well-being, employee retention, and brand perception. According to The Alliance for Work-Life Progress, the 7 areas in which companies can provide their employees opportunities to improve work-life balance are workplace flexibility, paid and unpaid time off, health and well-being, caring for dependents, financial support, community involvement, and management involvement/culture change initiatives. Allowing employees to work a flexible schedule or from home, giving them enough paid time off to enjoy their family and hobbies and fulfill their obligations, providing child and elder care aid and resources, providing financial perks like retirement plans and student loan pay-off, and offering paid maternity/paternity leave are all examples of different strategies companies can employ. Based on a survey by Glassdoor, 79% of employees would prefer an increase in benefits to an increase in pay. The benefits they most highly desired were health insurance, vacation/paid time off, performance bonuses, paid sick days, retirement/pension plans, and flexible schedules. Providing benefits packages focusing on these offerings should greatly increase a company’s competitive advantage in attracting and keeping talented employees.

Presentation format

Poster

This document is currently not available here.

Share

COinS
 

Organizational Strategies to Promote Work-Life Balance

Organizational Strategies to Promote Work-Life Balance

Nichole Reid, Isaac Fryman, Akasia Bradley

The goal of this study was to investigate the strategies organizations utilize to improve their employee’s work-life balance. The methodology used included an investigation of the literature as well as a qualitative component including a survey of university faculty and interviews with employees of various companies and a benefits analyst. Providing benefits that allow for work-life balance can lead to improvements in productivity, job satisfaction, commitment, morale, employee health and well-being, employee retention, and brand perception. According to The Alliance for Work-Life Progress, the 7 areas in which companies can provide their employees opportunities to improve work-life balance are workplace flexibility, paid and unpaid time off, health and well-being, caring for dependents, financial support, community involvement, and management involvement/culture change initiatives. Allowing employees to work a flexible schedule or from home, giving them enough paid time off to enjoy their family and hobbies and fulfill their obligations, providing child and elder care aid and resources, providing financial perks like retirement plans and student loan pay-off, and offering paid maternity/paternity leave are all examples of different strategies companies can employ. Based on a survey by Glassdoor, 79% of employees would prefer an increase in benefits to an increase in pay. The benefits they most highly desired were health insurance, vacation/paid time off, performance bonuses, paid sick days, retirement/pension plans, and flexible schedules. Providing benefits packages focusing on these offerings should greatly increase a company’s competitive advantage in attracting and keeping talented employees.