Work-Life Balance: Improving Employee Morale & Performance - Essay Sample

Introduction

In any organization, the moral conduct of an employee is the most significant thing that should be taken care of, particularly in ensuring there is proper and smooth running of the organization. For instance, improvement of the moral behavior and character of employees will profoundly improve the performance of their work in the organization. Therefore, the existence of the work-life committee in a company is of great use in ensuring there is a development towards enhancement of balance and health and safety of the workers. Hence, this paper describes the recommendations that the committee will employ to change the behaviors of the workers by improving work-life balance and the health and safety of their workforces.

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Recommendations

The recommendations of the committee towards improving the behavior of the employee's performance in the workplace include:

Worklife Balance

Every person wants to be productive and has celebrated life that is free from any sacrifice. Therefore most of people tend to look for alternatives to meet their expectations. However, these alternatives may sometimes fail to improve their work-life balance (Gilley et al., 2015). The best way of enhancing work-life balance among the workers is through training their seniors (supervisors and managers). Most of the workers who tend to perform their duties alongside supportive and encouraging supervisors who always are at their support, offering both material and emotional support, who have solutions to their problems, will, in most cases, act as their role model. Thus most of the employees tend to have minimal work-life issues, regular and increased improvement in their work and at home, therefore, making it possible to achieve work-life balance for them.

Hence, most of the supervisors in the workplace depict the presence of the company to their juniors (Gilley et al., 2015). Therefore, they have the opportunity and power to give appropriate advice to the employees regarding their attitudes and moral behavior, which will automatically demonstrate the effects of balancing both job and family responsibilities. In most cases, leaders with different expectations to those of their employees experience significant problems in coping with work-life balance.

Health and Safety of the Workplace

The work-life committee needs to establish and improvise a CWHS platform (Henning, et al., 2009). Hence the platform will consist of several approaches and related policies that are created by the management by consulting their employees to enhance their wellbeing throughout their lifetime at the workplace. Therefore the main aim of the program is to improve and better the surrounding environment of the workplace. Thus the health enhancement programs at the workplace are made in such a way that they will tend to cover several issues concerning the wellbeing of the employees at their workplace. For instance, health programs and plans that are not restricted to culture, environment, and regulations that provide support for healthy eating, smoking cessation, fitness, and active living should be preferred.

Effective workplace plans are the ones that include the stages that will improve the healthy ways of living by creating awareness in the behavior change (Henning et al., 2009). Therefore, the participation of the workers in the health programs must be optional to change the attitudes of the employees towards learning how to keep themselves safe from any risk around their environment. Hence the employee's attitudes towards health are regarding the distribution of work, how the organization is run, and the job skill and the position that they are holding.

Conclusion

The work-life balance and health and safety recommendations from the above provide useful information that should be put in place to change the behavior of the workplace in terms of health and safety and life balance among the workers. The two aspects will affect significantly affect the performance of the organization's work positively if put in place.

References

Gilley, A., Waddell, K., Hall, A., Jackson, S. A., & Gilley, J. W. (2015). Manager behavior, generation, and influence on work-life balance: An empirical investigation. Journal of Applied Management and Entrepreneurship, 20(1), 3.

Henning, R., Warren, N., Robertson, M., Faghri, P., Cherniack, M., & CPH-NEW Research Team. (2009). Workplace health protection and promotion through participatory ergonomics: an integrated approach. Public Health Reports, 124(4_suppl1), 26-35.