ก่อนที่จะเกิดeconomic downturn รูปแ

ก่อนที่จะเกิดeconomic downturn รูปแบบสำหรับความยืดหยุ่นในการทำงานแบ่งออกเป็นสามองค์ประกอบหลักโดยมีพนักงานเป็นศูนย์กลาง องค์ประกอบแรกการให้ความสำคัญกับแรงงานผู้หญิง โดยเน้นการดึงดูด และการรักษาผู้หญิงซึ่งเป็นแหล่งสำคัญของแรงงาน องค์ประกอบที่สองคุณภาพของชีวิตครอบครัวที่เกิดขึ้นจากงานและความขัดแย้งในครอบครัว องค์ประกอบที่สาม
และที่สามในความต้องการ unmet สำหรับความยืดหยุ่นในความสัมพันธ์ในความต้องการ unmet ความยืดหยุ่นในความสัมพันธ์กับกลุ่มพนักงานเกินกว่าผู้หญิงที่มีเด็ก
comprising three elements – all of them employee-centred. The first element focussed on attracting
and retaining women as a critical source of labour, the second on the quality of family life arising from work/family conflict, and the third on the unmet need for flexibility in relation to employee
groups beyond women with children.
Firstly, in relation to the attraction and retention of women it was argued that flexible work practices
enabled women to integrate their work and caring responsibilities, and in particular that part-time
work enabled mothers to care for young children and continue paid work. The force of this
argument is reflected in the significant drop in full-time labour force participation rates for women
aged 25-34 years, corresponding to the years of early child-rearing, and an increase in part-time
work18. However as a result of women accessing part-time work in increasing numbers (as at
November 2008, 45 per cent of employed women worked on a part-time basis19), it became clear
that there were hidden disadvantages. These disadvantages included a lack of quality part-time
work20 and limited access to managerial roles on a part-time basis21.

Flexibity และชีวิตการทำงานโปรแกรมสมดุลก่อให้เกิดผลประโยชน์ต่อทั้งนายจ้างและลูกจ้าง ซึ่งมันมีศักยภาพที่จะมีนัยสำคัญในการปรับปรุงขวัญกำลังใจของพนักงาน ลดการขาดงานและรักษาความรู้ขององค์กรโดยเฉพาะอย่างยิ่งในช่วงภาวะเศรษฐกิจตกต่ำ อย่างไรก็ตาม บริษัท ใช้จุดมุ่งหมายของความยืดหยุ่นในการลดค่าใช้จ่ายของพวกเขาบางครั้งได้ก่อให้เกิดผลกระทบในต่อพนักงานและองค์กร Flexibity and Work life balance programs have the potential to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge, particularly during the economic downturn. However, the companies use flexibility aim to reduce their costs, it sometime affeor companies
losing critical knowledge when employees
for other opportunities, work/life programs offer a
win-win situation for employers and employees. ปรแกรมที่ทำงาน/ชีวิตมีศักยภาพอย่างมีนัยสำคัญ
เพิ่มขวัญกำลังใจของพนักงาน ลดขาด และ
รักษาความรู้องค์กร โดยเฉพาะอย่างยิ่งระหว่างยาก
ช่วงเวลาที่เศรษฐกิจ ในตลาดโลกวันนี้
ขณะที่บริษัทมีจุดมุ่งหมายเพื่อลดต้นทุน ตรงกับ
ทรัพยากรบุคคลมืออาชีพในการทำความเข้าใจที่สำคัญ
ปัญหาของยอดดุลการทำงาน/ชีวิตและแชมป์
โปรแกรมที่ทำงาน/ชีวิต ไม่ว่าจะเป็นพนักงานที่มีครอบครัว
สมาชิกและ/หรือเพื่อนเรียกว่าการให้บริการของพวกเขา
ประเทศ มารดาเดียวที่พยายามยกตน
เด็กและทำให้การใช้ชีวิต X รุ่น Y
พนักงานค่าเวลาส่วนตัว คู่รัก
ดิ้นรนเพื่อจัดการสมรสคู่อาชีพ หรือบริษัท
สูญเสียความรู้ที่สำคัญเมื่อปล่อยให้พนักงาน
สำหรับโอกาสอื่น ๆ โปรแกรมการทำงาน/ชีวิตมีการ
สถานการณ์ win-win สำหรับนายจ้างและพนักงา

การเพิ่มระดับของความเครียดอาจทำให้ขวัญและกำลังใจของพนักงานลดลง, ประสิทธิภาพในการทำงานลดลง รวมทั้งความพึงพอใจในการทำงานลดลง ต่ำอย่างรวดเร็ว นอกจากนี้บางอาการอาจเกี่ยวข้องโดยตรงต่อความสามารถในการทำงานในสภาพแวดล้อมการทำงานที่มีการละเมิดการใช้เวลาป่วย,การขาดงานเรื้อรัง,การหลีกเลี่ยงงานและความรุนแรงในสถานที่ทำงาน
ประสิทธิภาพ และลดงานความพึงพอใจ บางin moderate amounts stress can
be benign, even beneficial, and most people are
equipped to deal with it. However, increasing levels of
stress can rapidly lead to low employee morale, poor
productivity, and decreasing job satisfaction. Some of
the specific symptoms that relate directly to productivity
in the work environment are abuse of sick time,
cheating, chronic absenteeism, distrust, embezzlement,
organizational sabotage, tardiness, task avoidance,
and violence in the workplace(Lockwood 2003).
Different employee may have to work in different ways for completion of their tasks and responsibilities in an organization. Depending on the requirements, excessive working hours could be subdivided into various categories. Some of them are mentioned as following:

Results (English) 1:

Before the economic downturn. The format for flexibility in the workplace is divided into three main elements with the employee as the Center. The first element to focus on women's labour. With an emphasis on attracting and keeping women, which is an important source of labour. The second element is the quality of family life and work arising from a conflict in the family. The third element. And the third in need unmet for flexibility in relation to unmet demand elasticity in relation to a group of employees than women with children.comprising three elements – all of them employee-centred. The first element focussed on attractingand retaining women as a critical source of labour, the second on the quality of family life arising from work/family conflict, and the third on the unmet need for flexibility in relation to employeegroups beyond women with children.Firstly, in relation to the attraction and retention of women it was argued that flexible work practicesenabled women to integrate their work and caring responsibilities, and in particular that part-timework enabled mothers to care for young children and continue paid work. The force of thisargument is reflected in the significant drop in full-time labour force participation rates for womenaged 25-34 years, corresponding to the years of early child-rearing, and an increase in part-timework18. However as a result of women accessing part-time work in increasing numbers (as atNovember 2008, 45 per cent of employed women worked on a part-time basis19), it became clearthat there were hidden disadvantages. These disadvantages included a lack of quality part-timework20 and limited access to managerial roles on a part-time basis21. Flexibity and work life balance programs, produces benefits for both employers and employees against. It has the potential to be significant in improving the morale of the employees. Reduce absences and maintain corporate knowledge, especially during economic slump. However, the aim of the company the flexibility to reduce their expenses, sometimes causing the impact per employee and the organization. Flexibity and Work life balance programs have the potential to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge, particularly during the economic downturn. However, the companies use flexibility aim to reduce their costs, it sometime affeor companieslosing critical knowledge when employeesfor other opportunities, work/life programs offer awin-win situation for employers and employees. ปรแกรมที่ทำงาน/ชีวิตมีศักยภาพอย่างมีนัยสำคัญเพิ่มขวัญกำลังใจของพนักงาน ลดขาด และรักษาความรู้องค์กร โดยเฉพาะอย่างยิ่งระหว่างยากช่วงเวลาที่เศรษฐกิจ ในตลาดโลกวันนี้ขณะที่บริษัทมีจุดมุ่งหมายเพื่อลดต้นทุน ตรงกับทรัพยากรบุคคลมืออาชีพในการทำความเข้าใจที่สำคัญปัญหาของยอดดุลการทำงาน/ชีวิตและแชมป์โปรแกรมที่ทำงาน/ชีวิต ไม่ว่าจะเป็นพนักงานที่มีครอบครัวสมาชิกและ/หรือเพื่อนเรียกว่าการให้บริการของพวกเขาประเทศ มารดาเดียวที่พยายามยกตนเด็กและทำให้การใช้ชีวิต X รุ่น Yพนักงานค่าเวลาส่วนตัว คู่รักMarried couples struggling to manage a career or company.The loss of critical knowledge when they leave the employee.For other programs, opportunities, work/life, is.Win-win situation for the employer and employee with sesame seeds.To increase the level of stress can make gifts, and employee morale, reduced productivity as well as customer satisfaction in work decreased. Low quickly. In addition, some symptoms may be related directly to the ability to work in an environment where there is a violation to take chronic illness, absence, avoiding work, and violence in the workplace.And the job satisfaction of some stress in moderate amounts can.be benign, even beneficial, and most people areequipped to deal with it. However, increasing levels ofstress can rapidly lead to low employee morale, poorproductivity, and decreasing job satisfaction. Some ofthe specific symptoms that relate directly to productivityin the work environment are abuse of sick time,cheating, chronic absenteeism, distrust, embezzlement,organizational sabotage, tardiness, task avoidance,and violence in the workplace(Lockwood 2003).Different employee may have to work in different ways for completion of their tasks and responsibilities in an organization. Depending on the requirements, excessive working hours could be subdivided into various categories. Some of them are mentioned as following:

Results (English) 2:

Prior to the economic downturn for flexible forms of work is divided into three main components with the staff at the center. The first element of importance to women workers. By focusing on attracting And the treatment of women, which is an important source of labor. The second element of family life caused by work and family conflict. The third element
and the third in unmet need for flexibility in relation to the unmet need for flexibility in relation to the Group employs more than women, with children
comprising three elements - all of them employee-centred. The first element focussed on. attracting
and Retaining Women as a Critical Source of Labour, the Second on the quality of Family Life Arising from Work / Family Conflict, and the third on the unmet Need for flexibility in relation to employee
groups Beyond Women with children.
Firstly, in relation to. the attraction and retention of Women it was argued that Flexible Work Practices
enabled Women to integrate their Work and caring responsibilities, and in particular that Part-time
Work enabled mothers to Care for Young children and Continue paid Work. The Force of this
argument is reflected. Drop in full-time significant in the Labour Force Participation Rates for Women
Aged 25-34 years, corresponding to the years of Early Child-rearing, and an increase in Part-time
Work18. However as a Result of Women Part-time Work accessing. in increasing Numbers (as at
November 2008, 45 per cent of employed Women worked on a Part-time Basis19), became Clear
that there were Hidden disadvantages. These disadvantages included a Lack of quality Part-time
Work20 and Limited Access to managerial roles. Part-time on a Basis21. Flexibity. And work-life balance program contributes to the benefit of both employers and employees. It has the potential to significantly improve employee morale. Reduce absenteeism and retain corporate knowledge, especially during the economic downturn, however the aim of flexibility in lowering costs they sometimes can cause a negative effect on the employee and the organization Flexibity. and Work Life balance programs have the potential to significantly improve employee Morale, Reduce Absenteeism, and retain organizational Knowledge, particularly during the Economic downturn. However, the companies use flexibility AIM to Reduce their costs, it sometime Affeor companies Losing Critical Knowledge when employees for. Other opportunities, Work / Life programs Offer a Win-Win situation for employers and employees. _application work / life have the potential to significantly increase employee morale, reduce absenteeism and retain corporate knowledge. Especially during difficult economic times. In today's global market , as the company aims to reduce costs. Match HR professionals to understand the critical issues of the balance of work / life and champion programs that work / life. Whether the employees are family members and / or friends called to serve their country. Single mothers trying to raise their children and make a living, X generation Y employees the time. Couples married couple struggling to manage career. Or lose critical knowledge when letting employees for other opportunities, programs, work / life a win-win situation for employers and backrest sesame increasing levels of stress can cause morale of the staff reduction, efficiency. drop functionality Including satisfaction in work fell. Fast low In addition, some effects may be directly related to the ability to operate in environments where there is abuse of sick time, absenteeism, chronic, avoidance and violence in the workplace effectively. Job satisfaction and reduce some stress in moderate amounts Can be benign, even beneficial, and Most people are Equipped to Deal with it. However, increasing levels of stress rapidly Can Lead to low employee Morale, poor Productivity, and decreasing job satisfaction. Some of the specific symptoms that Relate directly to Productivity in the Work Environment are abuse of Sick time, Cheating, chronic Absenteeism, Distrust, embezzlement, organizational sabotage, tardiness, Task avoidance, and Violence in the Workplace (Lockwood the 2,003th). Different employee May. have to work in different ways for completion of their tasks and responsibilities in an organization. Depending on the requirements, excessive working hours could be subdivided into various categories. Some of them are mentioned as following:.

Results (English) 3:

Prior to the birth economic downturn pattern for flexibility in working are divided into three main elements with the staff as the center. The first element importance of women workers, with emphasis on the attraction.The second component quality of family life arising from work and family conflict. The third component
.And the third in need for flexibility in unmet relationship in unmet demand flexibility in relationships with employees than women with children
comprising. Three elements - all of them employee-centred. The first element focussed on attracting
.And retaining women as a critical source of labour the second, on the quality of family life arising from work / family, conflict. And the third on the unmet need for flexibility in relation to employee
groups beyond women with children.
Firstly in relation,, To the attraction and retention of women it was argued that flexible work practices
.Enabled women to integrate their work and, caring responsibilities and in particular that part-time
work enabled mothers. To care for young children and continue paid work. The force of this
argument is reflected in the significant drop in full-time. Labour force participation rates for women
aged, 25-34 years corresponding to the years of, early child-rearing and an increase. In part-time
work18.