This in the month of April 2003. Policies:

 

 

 

 

This law is simply too new to permit for assessment of
its consequences on sub-organizations of the economic system; however, it has
the capacity to be a progressive legislative response to the demand for work-life balance. In India still there is a want of a few sturdy regulations for
catering the desires of employees in the organization.

Other countries also have different policies in place
to help working parents and employees in various industries in creating a
work-life balance so that proper attention can be given by them to their children.
An example for the same can be countries such as Portugal, Hungary, Norway,
Italy and Spain have placed laws which permits the women to reduce their
working hours during the first 9-12 months after their child is born so the
mother can give proper nurturing to the born child. Following this UK, similar
to Italy, has also enforced laws and regulations on the flexibility of working
hours of the employees and work-life balance with the help of Employment Act
2002, which came into the picture in the month of April 2003.

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Policies: When it comes to defined policies and
government laws and rules & regulations for work-life balance in India,
there is none, although there are various other laws in practice which helps
provide the employees working in various hotels and companies with some comfort
and relief so as to make sure they are there to help and support their families
in situations where their presence is essential. A proper example for the same
is the Maternity Benefits Act (1961) which is in place that allows the women
workers paid leave from the hotels and companies they work in for 12 weeks for
child birth and health care. In place of that male workers and employees are
also granted the paid leave of 15 days for the same reason as the women.
Provisions with respect to maximum working hours leave and unique provisions
for worker’s health protection and welfare are described in Factories Act
(1948), that is in place to make the life of an employee working in a company
easy and safe, in line with the act company or corporation should also provide
a crèche where there are at least more than 30 woman workers are employed with
children below the age of 6 years. But still till now there are no national
laws or regulations placed which
specifically covering rights to shared family responsibilities/ part-time
employees/ home employees/expertise-workers, the
very other biggest truth which appears to be practicing through Indian
businesses is through-passing of legislation to avoid laws and lack of pressure
for formal regulations at the organizational level to guide work and own
family.

Since, the EU Union has furnished the impetus to nations to address the problem
of extra concord for workers of their home and work obligations by completely
focusing on the point of policies and regulations that forms around parental
leave. During the 1990s it set minimum requirements for maternity and parental
leave through the Council Directives.

1.4.
Legislative contexts for Work-life Balance

 

 

Therefore
employee engagement has been the most important tool for companies achieving
higher success than they projected it to be.

In a
survey conducted by the corporate executive board took it upon themselves to
survey 45000 employees in 58 companies all around the world, where the result
depicted that workers who are less engaged are more likely to quit their
respective job as being compared to employees who are more engaged with the
company. The best way to have engaged employees and workers is to target the
right worker for the correct job so upon joining the worker does not feel less
engaged which in turns increase the performance by 21%. Hence, programs and
policies that encourage employee engagement are more successful in the market.
This gives a competitive edge to the employer.  

The key
to becoming the most successful organization is to recognize that the biggest
reason for their success are their employees who are the single most important
asset for any company striving to become the best in the field. It is no rocket
science; if the companies look after the wellbeing of their workers then the
after effects of this will always be positive as the workers will work much
harder to repay the faith put into them by improving their quality of work
which in turns leads to increased business success. Performance and
productivity of the quality of work are stipulations for success on a fiercely
aggressive marketplace. Wholesome, capable and engaged personnel are an
organization’s capital and a first-rate competitive gain.

1.3. Engaged Employees Are a
Competitive Business Advantage

 

Work Life Balance policies need
to be implemented in order to ensure secure working environment in the hotel
and also at the same time ensure that duties and responsibilities at home are
fulfilled. Policies make sure that organizations adhere to these regulations
and make it a responsibility towards the wellbeing of their employees. The
hotel industry is growing at a pace no one ever expected and now the need for a
competent and capable workforce is more than ever. If these workers are faced
with a physical and mental strain from work and home, they are incapable and
incompetent. Thus, hotels must make sure that they keep these policies in
place, with the plus point reflecting in the business perspective as well.

1.2
Why Do We Need A WLB Policy?

                                           

Maintaining a balance between
work and life has become a primary and paramount concern for every individual
working in any industry. They need to maintain healthy environments in the
workplace and at home. HCareers (2016) quoted, “Love what you do, and you’ll never work a day in your
life. ”
What we must do is love what we do and to do so, there needs to be harmony in
the work place. And the organization must make sure that workers are treated
well enough in the workplace so that they deliver to their fullest potential
and can work without problems. In the hospitality industry, hotels need to make
sure that all their employees are well taken care of in terms of incentives,
salaries proportional to jobs, promotions, insurance and more. Similarly, a
worker must not bring their family problems to work and must keep stable to
work properly and efficiently. Needless to say, work and life balance must be a
primary concern for every employee in an organization, be it hotels or anywhere
else.

1.1
Work-life Balance

 

Therefore, there needs to be a
system where the symbiosis between work and life is achieved and attained and
so there is a system of facilitation between work and life that keeps it in balance
and check. It is called work-life facilitation. The systems streamlines work
and life to be in harmony that keeps the individual working to the maximum
potential and also keeping the family happy and his relations healthy. The
family keeps the contribution of the worker to his organization to the fullest
and the organization keeps the family happy through schemes and rewards to the
worker.

In India, it still exists that
only men do the work. They were to go to work every day and be the sole earners
of the family, while the women stayed at home, took care of the children, cook,
manage the house and other home based chores. But in today’s modern world,
there are a lot of houses where both men and women are working in a household
and there are even instances where the woman is the sole earner of the family,
supporting her husband and children. Therefore the work life balance is
different for men and women in the hospitality industry.

Also known as family interferes
with work, the former is a situation where your family is a block to full
potential and proper work input from an individual, and could be a major reason
for the imbalance in his life. Juggling between work and family is a tough
situation to be in, in the first place but when family is an enforced barrier
it becomes even trickier and tougher to manage them both and can thus lead to further
problems at home and at work. Hotels being such a dynamic and difficult work
environment, and with the added pressure of excellent service, managing work
pressure and a conflicting home environment is a big ask for any individual.
The latter is where work interferes with family, an opposite of the former
where the work pressure causes problems at home and this is an added pressure
as you have to deal with the same work with the issue in mind that what you are
doing is the cause of problems at home.

In
today’s work environment a better balance between work and life is increasingly
desired by the workers. The desire for a better work-life balance has become
one of the growing concerns in contemporary society. Therefore it is essential
for organizations to incorporate work-life balance strategies with job design
and employment policies. Coined
in 1986, the term Work Life Balance was created in response to the growing
concerns by individuals and organizations alike that work can impinge upon the
quality of family life and vice-versa, thus giving rise to the concepts of
“family- work conflict” (FWC) and “work-family conflict” (WFC). 

Introduction

Introduction

In
today’s work environment a better balance between work and life is increasingly
desired by the workers. The desire for a better work-life balance has become
one of the growing concerns in contemporary society. Therefore it is essential
for organizations to incorporate work-life balance strategies with job design
and employment policies. Coined
in 1986, the term Work Life Balance was created in response to the growing
concerns by individuals and organizations alike that work can impinge upon the
quality of family life and vice-versa, thus giving rise to the concepts of
“family- work conflict” (FWC) and “work-family conflict” (WFC). 

Also known as family interferes
with work, the former is a situation where your family is a block to full
potential and proper work input from an individual, and could be a major reason
for the imbalance in his life. Juggling between work and family is a tough
situation to be in, in the first place but when family is an enforced barrier
it becomes even trickier and tougher to manage them both and can thus lead to further
problems at home and at work. Hotels being such a dynamic and difficult work
environment, and with the added pressure of excellent service, managing work
pressure and a conflicting home environment is a big ask for any individual.
The latter is where work interferes with family, an opposite of the former
where the work pressure causes problems at home and this is an added pressure
as you have to deal with the same work with the issue in mind that what you are
doing is the cause of problems at home.

In India, it still exists that
only men do the work. They were to go to work every day and be the sole earners
of the family, while the women stayed at home, took care of the children, cook,
manage the house and other home based chores. But in today’s modern world,
there are a lot of houses where both men and women are working in a household
and there are even instances where the woman is the sole earner of the family,
supporting her husband and children. Therefore the work life balance is
different for men and women in the hospitality industry.

Therefore, there needs to be a
system where the symbiosis between work and life is achieved and attained and
so there is a system of facilitation between work and life that keeps it in balance
and check. It is called work-life facilitation. The systems streamlines work
and life to be in harmony that keeps the individual working to the maximum
potential and also keeping the family happy and his relations healthy. The
family keeps the contribution of the worker to his organization to the fullest
and the organization keeps the family happy through schemes and rewards to the
worker.

 

1.1
Work-life Balance

Maintaining a balance between
work and life has become a primary and paramount concern for every individual
working in any industry. They need to maintain healthy environments in the
workplace and at home. HCareers (2016) quoted, “Love what you do, and you’ll never work a day in your
life. ”
What we must do is love what we do and to do so, there needs to be harmony in
the work place. And the organization must make sure that workers are treated
well enough in the workplace so that they deliver to their fullest potential
and can work without problems. In the hospitality industry, hotels need to make
sure that all their employees are well taken care of in terms of incentives,
salaries proportional to jobs, promotions, insurance and more. Similarly, a
worker must not bring their family problems to work and must keep stable to
work properly and efficiently. Needless to say, work and life balance must be a
primary concern for every employee in an organization, be it hotels or anywhere
else.

                                           

1.2
Why Do We Need A WLB Policy?

Work Life Balance policies need
to be implemented in order to ensure secure working environment in the hotel
and also at the same time ensure that duties and responsibilities at home are
fulfilled. Policies make sure that organizations adhere to these regulations
and make it a responsibility towards the wellbeing of their employees. The
hotel industry is growing at a pace no one ever expected and now the need for a
competent and capable workforce is more than ever. If these workers are faced
with a physical and mental strain from work and home, they are incapable and
incompetent. Thus, hotels must make sure that they keep these policies in
place, with the plus point reflecting in the business perspective as well.

 

1.3. Engaged Employees Are a
Competitive Business Advantage

The key
to becoming the most successful organization is to recognize that the biggest
reason for their success are their employees who are the single most important
asset for any company striving to become the best in the field. It is no rocket
science; if the companies look after the wellbeing of their workers then the
after effects of this will always be positive as the workers will work much
harder to repay the faith put into them by improving their quality of work
which in turns leads to increased business success. Performance and
productivity of the quality of work are stipulations for success on a fiercely
aggressive marketplace. Wholesome, capable and engaged personnel are an
organization’s capital and a first-rate competitive gain.

In a
survey conducted by the corporate executive board took it upon themselves to
survey 45000 employees in 58 companies all around the world, where the result
depicted that workers who are less engaged are more likely to quit their
respective job as being compared to employees who are more engaged with the
company. The best way to have engaged employees and workers is to target the
right worker for the correct job so upon joining the worker does not feel less
engaged which in turns increase the performance by 21%. Hence, programs and
policies that encourage employee engagement are more successful in the market.
This gives a competitive edge to the employer.  

Therefore
employee engagement has been the most important tool for companies achieving
higher success than they projected it to be.

 

 

1.4.
Legislative contexts for Work-life Balance

Policies: When it comes to defined policies and
government laws and rules & regulations for work-life balance in India,
there is none, although there are various other laws in practice which helps
provide the employees working in various hotels and companies with some comfort
and relief so as to make sure they are there to help and support their families
in situations where their presence is essential. A proper example for the same
is the Maternity Benefits Act (1961) which is in place that allows the women
workers paid leave from the hotels and companies they work in for 12 weeks for
child birth and health care. In place of that male workers and employees are
also granted the paid leave of 15 days for the same reason as the women.
Provisions with respect to maximum working hours leave and unique provisions
for worker’s health protection and welfare are described in Factories Act
(1948), that is in place to make the life of an employee working in a company
easy and safe, in line with the act company or corporation should also provide
a crèche where there are at least more than 30 woman workers are employed with
children below the age of 6 years. But still till now there are no national
laws or regulations placed which
specifically covering rights to shared family responsibilities/ part-time
employees/ home employees/expertise-workers, the
very other biggest truth which appears to be practicing through Indian
businesses is through-passing of legislation to avoid laws and lack of pressure
for formal regulations at the organizational level to guide work and own
family.

Since, the EU Union has furnished the impetus to nations to address the problem
of extra concord for workers of their home and work obligations by completely
focusing on the point of policies and regulations that forms around parental
leave. During the 1990s it set minimum requirements for maternity and parental
leave through the Council Directives.

Other countries also have different policies in place
to help working parents and employees in various industries in creating a
work-life balance so that proper attention can be given by them to their children.
An example for the same can be countries such as Portugal, Hungary, Norway,
Italy and Spain have placed laws which permits the women to reduce their
working hours during the first 9-12 months after their child is born so the
mother can give proper nurturing to the born child. Following this UK, similar
to Italy, has also enforced laws and regulations on the flexibility of working
hours of the employees and work-life balance with the help of Employment Act
2002, which came into the picture in the month of April 2003.

This law is simply too new to permit for assessment of
its consequences on sub-organizations of the economic system; however, it has
the capacity to be a progressive legislative response to the demand for work-life balance. In India still there is a want of a few sturdy regulations for
catering the desires of employees in the organization.