The Social Innovations Harmonised with the Company Personnel Management System - Polish Journal of Management Studies

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The Social Innovations Harmonised with the Company Personnel Management System

Abstracts > Vol 10.1

THE SOCIAL INNOVATIONS HARMONISED WITH THE COMPANY PERSONNEL MANAGEMENT SYSTEM
Olton I.

Abstract: The issue of work-life balance (WLB) refers to the inability to reconcile duties at work with family obligations as both environments put evident pressure on a person. This leads to imbalance which is a source of personal stress and low productivity. Hence, one cannot hide the fact that the effects of this imbalance can be very burdensome in financial and strictly organizational terms and for workers themselves. The aim of this paper is to propose a systemic solution in the organization so that employees can reconcile work and private life favourably.

Key words:
social innovation, work-life balance.

Introduction
The issue of reconciling work and private life is a current social problem constantly deepening as a result of cultural changes in the range of work load which directly concerns family members. Thus, the issue became the premise of undertaking a respective analysis.
Imbalance between the spheres of private and professional life usually brings conflicts. They may take one of two forms:
the work
life conflict - when an excess of professional duties unables fulfilling the obligations e.g. arising from having a family or performing social roles,
the life
work conflict - related to the adverse effect of excessive non-professional duties on performing professional roles (Siemieńska-Żochowska, 2010).
The effects of this conflict can be quite severe in substantive and financial dimensions for both the organization and employees. The negative consequences that can be felt by workers are: stress, fatigue, exhaustion, a lack of an emotional control, lower intellectual and physical efficiency, family problems, the neglect of family responsibilities, a lack of psychological comfort, and, ultimately, the appearance or deepening of addictions of all kinds. However, from the perspective of the organization
a lack of the balance between work and family life among its employees can manifest through: increased absenteeism, the increase in the costs of replacements, increased fluctuation, a loss of effects from investments in human capital, smaller commitment to work, poorer quality of work, a lack of creativity and innovation (Marciniak, 2000) which further worsens relationships with superiors, colleagues, and clients. In the end, these relationships can be lost (Borkowska, 2011).


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Summary
Changes in the economy and society necessitated women's greater professional activity. Hence, the need to redesign the traditional division into existing social roles of men and women caused a departure from the old order, based on patriarchal patterns. Employers are beginning to recognize that the inclusion of the male and female employee's familial perspective, his and her household duties can translate into a benefit for the organization. In this context, there are created new models of human resource management that respond to new social and demographic challenges. What distinguishes the proposed solution, on the background mentioned earlier, is that only forms of support that secure the workplace against unexpected problems will be selected among all others which are desired by employees (e.g. those related to absenteeism). Furthermore, the investigated solution will assess the merits of their implementation primarily by providing information about the economic efficiency of such an official decision.
It should also be noted that the introduction of WLB has a great educational value because its implementation is usually accompanied by building and promoting an organizational culture based on changing the way of thinking about employees. In effect, they will be perceived not as resources, but as the component of social capital
a unique source of a competitive advantage for every organization.

References
Borkowska S., 2011,
Programy Praca-Życie. Z teorii i praktyki, Instytut Pracy i Spraw Socjalnych, Warszawa.
Clutterbuck D., 2005,
Równowaga między życiem zawodowym a osobistym. Przewodnik dla specjalistów do spraw personalnych, Oficyna Ekonomiczna, Kraków.
http://odpowiedzialnybiznes.pl/publikacje/raport-odpowiedzialny-biznes-w-polsce-2013-dobre-praktyki, Access on 15.09.2014.
Marciniak G., 2000,
Predicted changes in the level of womens fertility and their consequences, "Polish Population Review" 16.
McKeen C., Burke R., 2011,
The Woman-friendly Organization. Initiatives Valued by Managerial Women, "Employee Counselling Today" 6 (6).
Remery Ch., Schippers J., 2005,
Family-friendly policies in The Netherlands. The tripartite involvement, „Personnel Revies" 32 (4).
Sadowska-Snarska C. (ed.), 2011,
Godzenie życia zawodowego i rodzinnego w Polsce, Wydawnictwo Wyższej Szkoły Ekonomicznej w Białymstoku.
Siemieńska- Żochowska R., 2010,
Self-Reliance and self-Sufficiency of Polish Families and the Role of Social Networks, International Journal of Sociology, Volume 40, No. 1.
Smoder A., 2010,
Równowaga praca-życie – wybór czy konieczność?, „Polityka Społeczna" 14.
Stavrou, E.T., Casper, W.J., Ierodiakonou, C., 2014,
Support for part-time work as a channel to female employment: the moderating effects of national gender empowerment and labour market conditions, "International Journal of Human Resource Management".
TRCRF The Report of Corporate Responsibility Forum 2013,
Yong H., Zhao H., 2012,
Work-life balance. Management consulting, "Human Resource Management International Digest" 20 (1).


INNOWACJE SPOŁECZNE ZHARMONIZOWANE Z SYSTEMEM ZARZĄDZANIA PERSONELEM FIRMY


Streszczenie:
Problematyka work-life balance (WLB), dotyczy niemożności pogodzenia wymagań związanych z funkcjonowaniem w pracy i w rodzinie (presja obu środowisk), która prowadzi do nierównowagi, będącej źródłem stresu osobistego i niskiej wydajności w obydwu środowiskach. Nie da się więc ukryć, że skutki tej nierównowagi mogą być bardzo uciążliwe pod względem finansowym i stricte organizacyjnym dla przedsiębiorstwa, jak i dla samych pracowników.
Celem niniejszej pracy jest przedstawienie propozycji rozwiązania systemowego na rzecz godzenia życia zawodowego i prywatnego przez pracowników.

Słowa kluczowe:
innowacje społeczne, godzenie życia zawodowego i rodzinnego.

社会创新谐调了与公司的人事管理系统

摘要:工作生活平衡(WLB)的问题提到无能和解责任在与家庭义务一起使用,当两个环境在人施加显然压力。这导致是个人重音和低生产力的来源的不平衡状态。因此,一不可能掩藏事实这种不平衡状态的作用可以是非常负担沉重的用财政和确实地组织术语和为工作者。本文的目标将提出在组织的一种系统解答,以便雇员能有利地和解工作和私人生活。
关键字:社会创新,工作生活平衡


 
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