According to the research (Yasbek, 2004) concerning work-life balance and the correlation between the productivity met by the employees, stress has combated their work life leading to low productivity or even less. Upon noticing this trend, issues and questions on what ways can be met in order to rescue the employees of stress with work have been noted with great concern Several Institutions such as the Corporate Executive Board (CEB) have linked themselves with companies that have come up with work balance to their employees, so that they can try to eliminate work-life conflict (Sekaran, 2006).
In other cases it is studied that when employees in any organization are reduced the burden of work-life conflict they can perform well and avoid absenteeism and low turnover in terms of production, fulfillment and commitment towards the ideas and objectives of the company or the organization. More importantly if work-life conflicts are reduced from the employees their living standards in terms of health and financial dimensions towards the organization can be improved tremendously. It is therefore important for any organizations to employ special policies and frame work aimed at eliminating work-life conflicts at the workplace and to their employees. Apart from all these problems different employees are affected differently it may be due to coping strategies that have been put through by different companies, thus leading to affecting the productivity of the organization (Pfeifer, 2009)
Most employees tend to shift their employment due to stresses they get from their bosses; this problem may be witnessed for instance during the employment period certain terms are not reached as desired and as it is required by the qualification of the employee thus affecting their health and performance (Kodama, 2007). Employees in spite of their requirements in performance are affected by the shifting work demands experienced during performance such occasions are for instance the signing of performance contracts stating the amount and the duration of work. This situations, curtail their commitment towards their family and work.
The project is aimed at determining the reasons that affect several employees and how work-life conflicts have affected the performance of these workers to productivity and balance of the organization (Richard, 2006). The root to these solution is met when organization form work balance program that are aimed at balancing the work load provided by the employees with the task that the organization have put in place (Kodama, 2007). In this respect therefore, coming up with healthy variables will help employees raise their performance unlike hating work and terming it as work load. These variables are aimed at determining employee’s performance and the organization productivity, for instance dependent and independent variables can be approached so that proper manipulation can be realized and proper balance met.
Several methods of design have been approached for instance quantitative research design that is aimed at checking which organizations have put in place work-life balance programs aimed at improving the employee’s performance. This method is reached by checking the effects of independent variables on the dependent variables i.e. the outcome is measured upon issues that affect employee’s performance and productivity of the organization (Higgins et al, 2006). This design is always aimed at determining the relationship between variables and work-life balance initiative. This case therefore, checks the performance of the employee and the productivity of the organization.
The research design will be conducted in order to check work-life conflicts with the employees and the work load that an organization put towards these employees. In this case therefore, several participants from different companies will be conducted and their problems sampled in accordance to their demands and work strategy (Bardoel, 2006).Upon doing this, information will be recorded and be used to determine why many employees choose to neglect their duties and the fact that organizations are the source of all this problems.
Participants and sampling plan
The participants will be taken from different two business organizations with different number of employees working under different departments. These employees will include both men and female of different levels and of different age. Besides their age and position their rate of payment will be crucial (Bardoel, 2006). The information collected will help determine why employees get involved in work-life conflicts with their jobs (Cohen, et al, 2007).This information will strictly target people employed more than one year in the organization. Several sampling methods will be used to get the information correctly for example conducting survey amongst the employees i.e. it will include interviewing employees not less than 2000 in each organization (Dale-Olsen, 2009) This case will include percentages of those who object and those who agree to tell about their terms.
The other method will be conducting observations and sampling whereby three procedures will be followed. These procedures will be categorized under sampling designs i.e. simple random sampling process will be used although it is not very accurate, the others will be systematic sampling since it is quite accurate and reliable than the random sampling process (Kodama, 2007). The last sampling method will be stratified sampling since it offers results in a greater degree thus decreasing the probability of any error.
The following measuring instruments will be used for example the probability sampling method this will be used as a review for the sample work presented earlier, a bar graph will represent details collected amongst employees (Bardoel, 2006). The other method will be the randomization whereby different techniques based on subjects and experiments will be assigned to control the group (Sekaran, 2006). In this method a data table representing information will be presented. Furthermore, matching method will be used that is, pairs of different subjects will be matched in accordance to the similarities over one or more employees (Pfeifer, 2009). The following data will be represented:
- The quarters represent the information that 90 employees gave about the reasons why work-life conflicts are affecting their productivity in production.
- The information provided at the key dialog box represents the measurement instruments that were used during data conduction.
|No of people interviewed||People who were interviewed||People who not interviewed||People who refused to talk during interviewed|
Different procedures will be used while conducting data for example head count whereby people from those employed more than 1 year and those who were employed more than 3 years will be separated. Payments rates will also matter in terms of tallying people from those in senior positions to those in junior positions.
Bardoel, E. A. (2006) A review of organizational work/life performance measurement. Hong Kong: Hong Kong Baptist University. Pp. 69-82.
Cohen, L. et al. (2007) Research Methods in Education, 6th Ed: New York, Routledge.
Creswell, J. (2009) Research Design (3rd Ed.). Los Angeles, CA: Sage.
Dale-Olsen, H. (2009) Absenteeism, efficiency wages and economic incentives: Google Scholar Database.
Higgins, C. et al. (2006) Reducing work-life conflict: New York: Routledge.
Richard, L. (2006) Effects of work-life balance programs on female employment. Japan Labor Review, 4(4), 97-119.
Kodama, N. (2007) Effects of work-life balance programs on female employment. Japan Labor Review, 4(4), 97-119.
Pfeifer, C. (2009) Effective working hours and wages: the case of downward adjustment via paid absenteeism: Working Paper Series in Economics, 152. University of Luneburg.
Sekaran, U. (2006) Research methods for business: A skill building approach, 4th Ed. Wiley-India.
Yasbek, P. (2004) The business case for firm-level work-life balance policies: a review of the literature. Wellington: Labor Market Policy Group.