Pro Build Case Study Report Essay

Executive Summary

An issue with this instance is that of work-life balance and its effects on the satisfaction and battle degrees of their employees. A cardinal issue associating to this instance can be identified as family-to-work coni¬‚ict, and as surveies have shown that decreases in employee satisfaction can take to employee burnout and a heightened per centum of negative employee turnover.

It was discovered that employees that are parents would extremely value workplace flexibleness as it can let the employee to carry through certain parental demands required of them to their household. The demands of a household is to supply economic support, the demand to supply practical attention to their kids such as picking them up from school, and the demand of emotional attention to their kids such as supplying attending, stimulation and love to the kid and this is provided to the employee through a on the job environment that is non mentally and physically run outing. It is evidenced that employees who do non hold the needed demands of a parent still value workplace flexibleness as it allows for the employee to potentially hold clip to relieve the emphasis associated with the long work hours.

It was discovered that the scheme employed by Probuild could non perchance work for administrations that do non hold long hours as a subscriber to family-work struggle. For illustration a immature parent working in a fast paced eating house, for a five hr displacement for three yearss a hebdomad will non endure from the effects of long hours, yet may endure from the effects of a high-stress environment taking to exhaustion and non holding the energy to be given to their child’s demands.

It has been discovered that flexible companies are more competitory because a nexus between fight and competitory advantage is apparent. The nexus is that efficiency is one of the generic edifice blocks of competitory advantage and efficiency is created by employee productiveness. Employee productiveness is influenced by employee battle which means higher opportunities of run intoing organizational ends ensuing from the positive employee satisfaction. Higher employee battle besides means higher net incomes as an employee that is shown to be engaged will non demo marks of the the three burnout dimensions of exhaustion, cynicism, and inefi¬?cacy.

Time related flexibleness policies such as decreased clip, a scheme that allows full-time employees to choose for a parttime work load whilst keeping their place at Probuild Covering with the decrease of working Saturdays.

It has been recommended to Probuild that they implement the scheme of decreased clip, as would turn out to be reciprocally good to both employees as the parent would be able to carry through parental responsibilities, whilst the parttime employee would have more income due to more hours worked. It has besides been Recommended that Probuild set up and keep a civilization of flexibleness as the employee will see a lower degree of emphasis ensuing from work-life/family struggles and a civilization of flexibleness has been shown to increase the engagement degrees of employees, which has been linked with the efficiency of a company, therefore increasing its fight within the industry.

Table of Contentss

Executive Summary

1.0Introduction

2.0 Why do Employees value chances for workplace flexibleness?

3.0 Would this Strategy Work in all Organisations and Industries?

4.0 Is it Possible for Companies to be Competitive every bit good as Flexible?

5.0 What Other Flexibility and Work/ Family Balance Strategies could Probuild utilised?

6.0 What do you believe the Productivity Outcomes and Benefits of Such a Program Would be to Probuild?

6.0Conclusions

7.0Recommendations

List of Mentions

1.0 Introduction

The Probuild building company’s determination to look into the work-family balance within their company leting the development of a work-life balance policy is a good measure towards increasing the degree of satisfaction of their employees. Numerous surveies have shown that the benefits of increased employee satisfaction within a company leads to a higher client satisfaction, trueness, profitableness, productiveness and safety ( Harter, J. K. , Schmidt, F. L. , & A ; Hayes, T. L, 2002 ) .

An issue with this instance is that of work-life balance and its effects on the satisfaction and battle degrees of their employees. As it was revealed by a study distributed to employees and their spouses, it was discovered that although employees are happy to work at Probuild, the long hours and work load is holding an inauspicious consequence on their household life. A cardinal issue associating to this instance can be identified as family-to-work coni¬‚ict, and as surveies have shown that decreases in employee satisfaction can take to employee burnout and a heightened per centum of negative employee turnover.

2.0 Why do Employees value chances for workplace flexibleness?

As it was revealed by a study distributed to employees and their spouses, it was discovered that although employees are happy to work at Probuild, the long hours and work load is holding an inauspicious consequence on their household life. A cardinal issue associating to this instance can be identified as family-to-work coni¬‚ict which is defined as in-compatibilities that arise between the two major focal points of big life, work and household ensuing in inauspicious effects on employee satisfaction in the signifiers of heightened emphasis, lower degrees of motive and defeat ( Netemeyer, R. G. , Boles, J. S. , & A ; McMurrian, R, 1996 ) .

Employees that are parents would extremely value workplace flexibleness as it can let the employee to carry through certain parental demands required of them to their household. As they are presented with variable work hours it can hold the possible to cut down family-to-work struggle through refering to the demands of the employee’s household. These parental demands as defined by Holt and Thaulow are the demands required of the workplace to the parent ( employee ) which includes the demand to supply economic support, or merely the demand to have an income to back up their household ( Holt, H. , & A ; Thaulow, I, 1996 ) . The demand to supply practical attention to their kids such as picking them up from school, taking ill kids to the physicians or dental visits and so forth can potentially be provided through workplace flexibleness ( Holt, H. , & A ; Thaulow, I, 1996 ) . The last demand is that of emotional attention to their kids such as supplying attending, stimulation and love to the kid which is extremely of import during the early old ages of a child’s development, and this is provided to the employee through a on the job environment that is non mentally and physically run outing ( Holt, H. , & A ; Thaulow, I, 1996 ) .

It is evidenced that employees who do non hold the needed demands of a parent still value workplace flexibleness as it allows for the employee to potentially hold clip to relieve the emphasis associated with the long work hours. It has been identified that there is a nexus between people who are over committed to their work and a general feeling that their lives outside of work are unsatisfactory taking to mental conditions such as depression ( Iacovides, A. , Fountoulakis, K. N. , Kaprinis, S. , & A ; Kaprinis, G.,2003 )

However employees of Probuild such as directors may non value workplace flexibleness. Due to a big figure of employees using for legion different work hr flexiblenesss, it becomes progressively hard for them to set into pattern.

3.0 Would this Strategy Work in all Organisations and Industries?

The scheme employed by Probuild was performed through a study handed out to employees within the administration leting for a scheme to be developed that is extremely tailored to accommodate the alone demands of their ain employees. Unless there is an administration that is an exact reproduction of Probuild, with precisely the same long hr issue, the ensuing schemes would differ due to the alone demands of the other administration. The methods used by Probuild to have the terminal consequence schemes may work for an administration that has the similar work displacement constructions, such as a regular nine to five occupation with a similar sum of employees presently working. This scheme would work for those concerns that have a similar sum of employees because there would potentially be adequate employees to cover the work-time that other employees have requested off.

This scheme could non perchance work for administrations that do non hold long hours as a subscriber to family-work struggle. There are many other factors lending to family-work struggle that are merely non present in other signifiers of work. For illustration a immature parent working in a fast paced eating house, for a five hr displacement for three yearss a hebdomad will non endure from the effects of long hours, yet may endure from the effects of a high-stress environment taking to exhaustion and non holding the energy to be given to their child’s demands.

4.0 Is it Possible for Companies to be Competitive every bit good as Flexible?

The possibility of work topographic point flexibleness and fight are extremely likely, but first it is necessary to specify what it means to be competitory. Competitiveness is defined as the cardinal underpinning of prosperity, in which prosperity is achieved through high degrees of employee productiveness and efficiency ( Porter, M. E. , Ketels, C. , & A ; Delgado, M, 2007 ) .

The nexus between fight and competitory advantage is that efficiency is one of the generic edifice blocks of competitory advantage and efficiency is created by employee productiveness. Employee productiveness as defined by Charles Hill and Gareth Jones is the end product produced per employee, for illustration if it takes company ‘A’ three hours for an employee to bring forth a laptop, compared to Company ‘B’ which takes 2 hours for an employee to bring forth a laptop, it can be said that company ‘B’ has a higher degree of employee productiveness as more laptops are able to be produced taking to a higher degree of competitory advantage ( Hill, Jones, C.H, G.J, 2010 ) .

A survey completed by A Better Balance, a family-work balance legal Centre shows that a higher degree of employee satisfaction is reached when employees have workplace flexibleness as they feel they have more of a interest in the administration and it has been shown that it is 50 % more likely that employees with workplace flexibleness are more occupied within their work ( A Better Balance, 2010 ) .

Employee battle as defined by Maslach et Al. ( 2001 ) , the employee battle is regarded as the energy, engagement, and efi¬?cacy of the employee ( Maslach, C. , Schaufelli, W.B. and Leiter, M.P, 2001 ) . Higher employee battle means higher opportunities of run intoing organizational ends ensuing from the positive employee satisfaction. Higher employee battle besides means higher net incomes as an employee that is shown to be engaged will non demo marks of the three burnout dimensions of exhaustion, cynicism, and inefi¬?cacy ( Maslach, C. , Schaufelli, W.B. and Leiter, M.P, 2001 ) .

Therefore, through the addition of client satisfaction from workplace flexibleness, heightened employee battle is the consequence. The company that has a higher employee battle will hold a higher degree of employee productiveness and therefore a higher degree of efficiency. A higher degree of efficiency means a competitory advantage over a company that does non utilize flexible workplace patterns, in which such an inflexible workplace would endure the effects of exhaustion, cynicism and inefficaciousness.

5.0 What Other Flexibility and Work/ Family Balance Strategies could Probuild utilised?

To understate the emphasis cause by work-family struggles, Probuild could hold implemented a figure of other schemes. As the ground for these struggles was caused by the drawn-out hours that ProBuild’s employees are required to work, ensuing in their spouses holding to execute all of the house-hold care whilst prosecuting in paid work themselves, schemes that target the drawn-out work hours are required.

Time related flexibleness policies identified by the Families and Work Institute and the Society for Human Resource Management include decreased clip, a scheme that allows full-time employees to choose for a parttime work load whilst keeping their place at Probuild ( F & A ; W I, SHRM, 2012 ) . Covering with overwork is another scheme identified by the Families and Work Institute and the Society for Human Resource Management which is the procedure of cut downing the sum of unneeded work, or in ProBuilds instance, the decrease of working Saturdays ( F & A ; W I, SHRM, 2012 ) .

6.0 What do you believe the Productivity Outcomes and Benefits of Such a Program Would be to Probuild?

The degrees in employee productiveness in Probuild, if such plans were implemented, would surely be increased. As grounds has shown that employee satisfaction is increased when the employee is able to use workplace flexibleness policies as the emphasis and negative behaviors associating from work-life or work-family struggles is reduced. If such a scheme such as decreased clip was implemented, full-time employees of Probuild would be able to trade their work burden with another worker, leting them to pick up their kids, or carry through other outside of work responsibilities, cut downing the sum of work-life/family struggles. The benefits of increased employee satisfaction has been identified as additions in the degree of employee battle. Employee battle is extremely of import to the fight of a company every bit is it a consequence of increasing employee productiveness by cut downing inauspicious effects such as exhaustion, cynicism and inefficaciousness, besides known as burnout.

6.0Conclusions

The issues associating to the Probuild instance was that of work-life/family balances and seeking to implement efficient schemes to cover with the struggles than can originate between these two major focal point of big life. Employees value these workplace flexibleness policies because it allows them to carry through their exterior of work demands. Whether the employee is a parent that requires flexible work hours to pick up their kids, or whether the employee is a immature pupil necessitating clip off to analyze for tests, the benefits to the employee and Probuild are common. The benefits that Probuild receives from implementing flexible work policies is that in the signifier of employee battle which has been shown to originate from employees satisfaction of their work topographic point.

Achieving high employee battle at Probuild should be a high precedence as it can increase the degree of employee productiveness, increasing efficiency, which is a edifice block for making competitory advantage. Therefore, it has been discovered that the company that patterns flexible work policies will turn out to hold a higher degree of fight than that of a company that is inflexible.

7.0Recommendations

For Probuild to maximize competitory advantage it is suggested that:

1. Probuild implement the scheme of decreased clip, as this would let full-time parents to trade a certain sum of their work load to another parttime employee, whilst keeping their current place at Probuild. This would turn out to be reciprocally good to both employees as the parent would be able to carry through parental responsibilities, whilst the parttime employee would have more income due to more hours worked. This would work out the issue with employees whose spouses are distressed by the Saturday displacements by giving this displacement to an employee who doesn’t have a immature household.

2. Probuild set up and keep a civilization of flexibleness. This civilization of flexibleness is reciprocally good to the employee and Probuild as the employee will see a lower degree of emphasis ensuing from work-life/family struggles. This would be good to Probuild because a civilization of flexibleness I shown to increase the engagement degrees of employees, which has been linked with the efficiency of a company, therefore increasing its fight within the industry.

List of Mentions

  1. A Better Balance, a Better Balance, 2010. Workplace flexibleness is a powerful tool for recruiting and retaining employees..THE BUSINESS CASE FOR WORKPLACE FLEXIBILITY, 1, 3,4. Available at: hypertext transfer protocol: //www.abetterbalance.org/web/images/stories/Documents/fairness/factsheets/BC-2010-A_Better_Balance.pdf [ Accessed 09 May 2014 ]
  2. Black, S. E. , & A ; Lynch, L. M. ( 2001 ) . How to vie: the impact of workplace patterns and information engineering on productivity.Review of Economics and statistics,83 ( 3 ) , 434-445.
  3. Families and Work Institute, Society for Human Resource Managment, F & A ; W I, SHRM, 2012. Specifying Workplace Flexibility.When Work Works Toolkit, Building Support for Workplace Flexibility, 1, 3,4. Available at: hypertext transfer protocol: //www.whenworkworks.org/downloads/www_toolkit_120312.pdf [ Accessed 09 May 2014 ]
  4. Harter, J. K. , Schmidt, F. L. , & A ; Hayes, T. L. ( 2002 ) . Business-unit-level relationship between employee satisfaction, employee battle, and concern results: a meta-analysis.Journal of applied psychology,87 ( 2 ) , 268.
  5. Hill, Jones, C.H, G.J, 2010.Strategic Management, An Integrated Approach Theory. 5th erectile dysfunction. China: South-Western Cengage Learning.
  6. Holt, H. , & A ; Thaulow, I. ( 1996 ) . Formal and informal flexibleness in the workplace.The work-family challenge: Rethinking employment, 79-82.
  7. Iacovides, A. , Fountoulakis, K. N. , Kaprinis, S. , & A ; Kaprinis, G. ( 2003 ) . The relationship between occupation emphasis, burnout and clinical depression.Journal of Affective Disorders,75 ( 3 ) , 209-221.
  8. Maslach, C. , Schaufelli, W.B. and Leiter, M.P. ( 2001 ) , “Job burnout” , Annual Review of Psychology,
  9. Netemeyer, R. G. , Boles, J. S. , & A ; McMurrian, R. ( 1996 ) . Development and proof of work–family struggle and family–work conflict scales.Journal of applied psychology,81 ( 4 ) , 400.
  10. Porter, M. E. , Ketels, C. , & A ; Delgado, M. ( 2007 ) . The microeconomic foundations of prosperity: findings from the concern fight index.The Global Competitiveness Report 2007–2008.
  11. Vol. 52, pp. 397-422.

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