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The work-life balance is important for anyone who has a life outside of work. Some people make their careers their whole lives and they manage to be successful because they do not have any real life outside of their work. They live to work and that is fine for them. However, most people do not live that way: most people have a family outside of work; they have friends, they have children or spouses, and they have duties and obligations that they must meet outside of what they do professionally. Sometimes these duties relate to the community or to a church or to a school or to a house or family. The bottom line is that these duties necessitate that a person be able to balance the work-life relationship in a way that sufficient time is given to both one’s professional responsibilities and to one’s private responsibilities.
The concept of work-life balance is that one should have a healthy and effective management of time with regards to work and life. It is going to be different for everyone, so knowing what works for oneself is important (Sanfilippo, 2020). If a person can work a lot and leave a little bit of time for personal recreation or responsibilities, that may be all that is needed. Others might find that they require more personal time and thus devote more of the ratio to their own lives instead of to work.
It is all about managing one’s time so that one does not get overwhelmed by work or by life. One can easily be pulled too far into...…not getting these opportunities, they are going to feel overburdened and less satisfied. Job satisfaction levels can go down and motivation can sputter to a halt. Companies should be mindful that workers feel energized and engaged at work. If they are burned out, they might quit and job turnover rates could skyrocket. That leads to more costs for the company. It is better if the company promotes maintaining a work-life balance that effectively supports the emotional, social, mental, and spiritual health needs of all workers. This is how a company shows it cares about its workers, and that kind of demonstration goes a long way in helping workers to feel valued. The more valued they feel to employers, the more likely they are to be committed and dedicated to the organization’s needs in return.
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Burnout and rapid employee turnover are problems that continually plague developed nations. Employees constantly are burdened with high work standards and even larger work loads without a corresponding increase in compensation. This document aims to address many of the issues that contribute to employee burnout and methods in which to alleviate their effects. In particular, older women with high external stress levels are prone to employee burnout. By adequately addressing
Teacher burnout is a significant concern within the educational profession, marked by emotional exhaustion, depersonalization, and a diminished sense of accomplishment. This phenomenon leads to decreased efficacy in educators and can have profound implications for the quality of instruction that students receive (Maslach, Schaufeli, & Leiter, 2001). As the demands and pressures on teachers continue to mount, understanding the factors that contribute to teacher burnout is of paramount importance for
…Occupational Stress and Scientific MonitoringLiterature Review2.1 IntroductionThe definition of the term �occupational stress� is derived from the definition of its two constituent words. In this context, occupational refers to anything that is related to the workplace while stress is defined as a natural body reaction from physical, mental or emotional strain in an individual. Thus, occupational stress can be defined as any mechanism by which the body attempts to adapt
1. Introduction The modern 21st century has posed new challenges for the organizations to survive and grow (Smith et al. 2010). As they are operated and managed by human beings, the challenges are ultimately faced by the individuals who are responsible for making decisions and implementing them (Nieuwenhuizen, Weiss and Rossouw, 2009). As challenges are multifaceted, and human lives are divided into various aspects, it is difficult to excel in every
Occupational Stress and Scientific MonitoringBYElena Georgiou�This paper was submitted in partial fulfillment of the requirements for the Degree of Doctor of Philosophy in the Doctoral Program (PhD) in Business Administration at the University of Nicosia, School of Business Administration, Nicosia, Cyprus, (December/2017)�University of Nicosia46 Makedonitissas Ave.P.O. Box 240051700 NicosiaCyprusDate: (December/2017)Table Contents1.Introduction��������������������������........32. Research Aims��������������������������3-43. Research Objectives������������������������..54. Research Questions�������������������������55. Literature Review������������������������...5-65.1 Types of Stress�������������������������.6-75.2 Definition of Supervision����������������������75.3 Categories of Supervisory Models������������������..75.4 The
Fair Labor Standards Act - Flexing to Avoid Overtime The Fair Labor Standards Act (FLSA) of 1938, a cornerstone of American labor law, mandates minimum wage, overtime pay, and record-keeping requirements for employees (U.S. Department of Labor, 2022). However, employers have sought strategies to avoid overtime payments, resulting in the practice of "flexing." Flexing involves adjusting employees' schedules to manipulate their hours and avoid triggering overtime pay. This can be achieved through
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