Employees’ benefit a collaborative

Employees’ benefit a collaborative and adaptable working environment, which achieves a balance of work and personal needs and adapts to changes in personal circumstances over time may reduce levels of stress, ill health and encourage continued participation in the workforce
พนักงานมีการทำงานร่วมกัน และสามารถปรับตัวให้เข้ากับสภาพแวดล้อมในการทำงาน และความต้องการปรับสมดุลในการทำงานส่วนบุคคลได้รับการเปลี่ยนแปลง ซึ่งมันช่วยลดระดับความเครียดของพนักงานให้น้อยลง พนักงานมีสุขภาพที่ดีขึ้น และส่งเสริมการการมีส่วนร่วมในการทำงานร่วมกันในองค์กรต่อไปข้างหน้า
personal and community mattersResearch that supports the benefits of WLB for organisations is substantial. It highlights a positive, although indirect, influence on organisational profit (Michie & Williams, 2003; Morgan, 2009). Organisations and employees are becoming increasingly aware of the potential benefits of employee WLB. Some of them include employee satisfaction and well-being; reduced absenteeism and turnover; successful recruitment and retention; increased productivity; and customer satisfaction(Mayberry, 2006; Morgan, 2009; White, Hill, McGovern, Mills & Smeaton, 2003). A Roffey Park Institute (2004) study found that 38% of a sample of employees would consider leaving their current employer to gain a better WLB, even if it meant reduced pay. Mayberry (2006) also states that organisations that invest heavily in WLB report lower employee turnover.ประโยชน์ของการปรับสมดุลการทำงาน ชีวิต
สำหรับนายจ้าง จัดทำงานแบบยืดหยุ่นซึ่งทำให้ยอดดุลการทำงาน ครอบครัวพนักงาน
และด้านอื่น ๆ ของชีวิตช่วยในการดึงดูด และรักษาพนักงานบริษัท และอาจ
แหล่งที่มาของผลผลิตเพิ่มขึ้นได้
สำหรับพนักงาน การทำงานร่วมกัน และสามารถปรับเปลี่ยนแวดล้อมซึ่งได้รับความสมดุล
งานและส่วนบุคคลต้องการ และปรับเปลี่ยนแปลงในบุคคลสถานการณ์ช่วงเวลาอาจ
ลดระดับความเครียด ป่วย และส่งเสริมการมีส่วนร่วมอย่างต่อเนื่องในบุคลากร
BENEFITS OF BALANCING WORK, LIFE AND FAMILY COMMITMENTS
For an employer, flexible work arrangements that enable employees to balance work, family
and other aspects of their lives assist in attracting and retaining valued employees, and may
be a source of increased productivity.
For an employee, a collaborative and adaptable working environment which achieves a balance
of work and personal needs and adapts to changes in personal circumstances over time may
reduce levels of stress, ill health and encourage continued participation in the workforce.
). ลักษณะที่สำคัญของโปรแกรม work life balance มีดังนี้ มันช่วยส่งเสริมสภาพแวดล้อมในการทำงาน เพื่อสนับสนุนให้พนักงานเกิดความสมดุลชีวิตการทำงาน, ให้จัดพนักงานให้มีความยืดหยุ่นในการจัดการครอบครัว เรื่องส่วนบุคคลและชุมชน, ตระหนักถึงผลกระทบต่อความต้องการของสมาชิกคนอื่นๆในครอบครัวและผู้อยู่ในความอุปการะในสมดุลชีวิตการทำงาน, ให้ความยืดหยุ่นพนักงานในการเลือก และมีทางเลือกในอาชีพ, ยอมรับปฏิสัมพันธ์ระหว่างงานครอบครัวและความสนใจของชีวิตและช่วยให้ความตึงเครียดรอบๆนั้นได้มีการพูดคุยและจัดการกับมัน และตระหนักว่าความต้องการรักษาสมดุลชีวิตการทำงานของแต่ละคนแตกต่างกัน(Kramar et al. 2014).
Key features of a work–life balance program:
• Promotes a work environment that encourages employees to achieve
work–life balance
• Leave arrangements enable employees to have flexibility to handle family,
personal and community matters
• Recognises the impact of the needs of other family members and
dependents on work‒life balance
• Gives employees flexibility in their career choices and options
• Acknowledges interaction between work, family and life interests and
enables tensions around this to be discussed and managed
• Recognises that different employees will have different needs associated
with maintaining work–life balance

Results (English) 1:

Employees' benefit a collaborative and adaptable working environment, which achieves a balance of work and personal needs and adapts to changes in personal circumstances over time may reduce levels of stress, ill health and encourage continued participation in the workforce Employees have to work together and be able to adapt to the working environment and the need to balance work with personal has changed that it reduces stress levels of employees. Employees have a better health and promote participation in collaborative bodies per forward.Personal and community benefits of mattersResearch that supports the WLB is substantial for organisations. It highlights a positive, although indirect, influence on organisational profit (Michie & Williams, 2003; Morgan, 2009) and employees are becoming increasingly Organisations. aware of the potential benefits of Some of them include employee WLB. employee satisfaction and well-being reduced absenteeism and turnover; successful recruitment and retention; increased productivity and customer satisfaction;; (Mayberry, 2006; Morgan, Hill, 2009; White, McGovern, Smeaton & Mills, 2003) A Roffey Park Institute. (2004) the study found that 38% of a sample of employees would consider leaving their current employer to gain a better, even if it meant reduced WLB pay. Mayberry (2006) also states that organisations that invest heavily in lower employee turnover report. WLB benefits of balanced work. LifeFor employer flexible working arrangement which allows the working balance. A family employee.And other aspects of life, helping to attract and retain employees, and may.The source of the increased output.For employees to work together and be able to modify the environment from which the balance.Work and personal needs and personal circumstances changing in duration may.Reduce stress and promote ongoing participation in the workforce. BENEFITS OF BALANCING WORK, LIFE AND FAMILY COMMITMENTSFor an employer, flexible work arrangements that enable employees to balance work, familyand other aspects of their lives assist in attracting and retaining valued employees, and maybe a source of increased productivity.For an employee, a collaborative and adaptable working environment which achieves a balanceof work and personal needs and adapts to changes in personal circumstances over time mayreduce levels of stress, ill health and encourage continued participation in the workforce. An important feature of the program) work life balance: it helped promote a working environment to support employees to balance work, life, manage employees, flexibility in managing the family. The personal stories and the community, aware of the impact on the needs of the other members of the family and those who are dependent on work life balance, employee flexibility in choosing a career, and have the option to accept the interaction between the kitchen and the associated interests and help the tension around them has to talk and deal with it. And realize that your needs gradual working life of each person differ (Kramar et al. 2014).Key features of a work–life balance program:• Promotes a work environment that encourages employees to achievework–life balance• Leave arrangements enable employees to have flexibility to handle family,personal and community matters• Recognises the impact of the needs of other family members anddependents on worku2012life balance• Gives employees flexibility in their career choices and options• Acknowledges interaction between work, family and life interests andenables tensions around this to be discussed and managed• Recognises that different employees will have different needs associatedwith maintaining work–life balance

Results (English) 2:

Employees' benefit a collaborative and adaptable working environment, which achieves a balance of work and personal needs and adapts to changes in personal circumstances over time may reduce levels of stress, ill health and encourage continued participation in the workforce
, employees are working together. And can adapt to the environment in the workplace. And demand balance in the personal work has been changed. It reduces the stress levels of employees for less. Employees have better health And promoting participation in the collaboration in the organization forward
personal and community mattersResearch that supports the benefits of WLB for organisations is substantial. It highlights a positive, although indirect, influence on organisational profit (Michie & Williams,. 2003; Morgan, 2009). Organisations and employees are becoming increasingly aware of the potential benefits of employee WLB. Some of them include employee satisfaction and well-being; reduced absenteeism and turnover; successful recruitment and retention; increased productivity; and customer satisfaction (. Mayberry, 2006; Morgan, 2009; White, Hill, McGovern, Mills & Smeaton, 2003). A Roffey Park Institute (2004) study found that 38% of a sample of employees would consider leaving their current employer to gain a better WLB,. even if it meant reduced pay. Mayberry (2006) also states that organisations that invest heavily in WLB report lower employee turnover. The benefits of balancing work. Life
for employers Flexible working arrangements which make the balance work. Employees, family
and other aspects of life, helping to attract. And maintain employee And may
be a source of increased productivity
for employees. teamwork And flexible environment, which has been balancing
work and personal needs. And changes in personal circumstances over time can
reduce stress levels, illness and promote participation continued in personnel
BENEFITS OF BALANCING WORK, LIFE AND FAMILY commitments
For an Employer, Flexible Work Arrangements that Enable employees to balance Work, Family
and Other. aspects of their Lives Assist in attracting and Retaining valued employees, and May
be a Source of Increased Productivity.
For an employee, a collaborative and adaptable working Environment which achieves a balance
of Work and Personal Needs and adapts to changes in Personal circumstances over time May.
Reduce levels of stress, ill Health and encourage continued Participation in the WorkForce.
). The main features of the program: It helps to promote work life balance in the work environment. To encourage employees to achieve work-life balance, to provide employees with flexibility in managing family. Personal and community, aware of the needs of other family members and dependents of work-life balance, giving employees the flexibility to choose. And career options, accept the interaction between work and family life, attention and keeps the tension around that has been discussed and dealt with it. And recognizing the need to balance the working life of each person is different (Kramar et al. 2 014).
Key features of a Work-Life balance Program:
• Promotes a Work Environment that encourages employees to Achieve
Work-Life balance
• Leave Arrangements. Enable employees to have flexibility to Handle Family,
Personal and Community Matters
• Recognises the Impact of the Needs of Other Family Members and
Dependents on Work-Life balance
• Gives employees flexibility in their Career Choices and options
• acknowledges Interaction between Work, Family and Life. interests and
enables this to be discussed Around tensions and managed
• Recognises that different employees have different Needs Will associated
with maintaining Work-Life balance.

Results (English) 3:

Employees' benefit a collaborative and adaptable working environment which achieves, a balance of work and personal needs. And adapts to changes in personal circumstances over time may reduce levels, of stress ill health and encourage continued. Participation in the workforce
.Employees are working together. And can adapt to the working environment. Demand and balance function in private has been changed. It reduces the stress level of the staff.And promote participation in work organizations in the future!Personal and community mattersResearch that supports the benefits of WLB for organisations is substantial. It highlights. A positive although indirect, influence on, organisational profit (Michie & Williams 2003;,, Morgan 2009). Organisations. And employees are becoming increasingly aware of the potential benefits of employee WLB. Some of them include employee satisfaction. And well-being;Reduced absenteeism and turnover; successful recruitment and retention; increased productivity; and customer satisfaction (Mayberry,, 2006; Morgan 2009; White Hill,,,,, McGovern Mills & Smeaton 2003). A Roffey Park Institute (2004) study found that 38% of. A sample of employees would consider leaving their current employer to gain a better WLB even if, it meant reduced pay.