ดังนั้น รายงานนี้เห็นด้วยกับJuliet

ดังนั้น รายงานนี้เห็นด้วยกับJuliet Bourke that the use of flexibility has moved away from its original paradigmไปสู่ขอบเขตใหม่ซึ่งไม่อาจหลีกเลี่ยงได้ แต่อย่างไรก้ดีข้อดีและข้อเสียที่เกี่ยวข้องกับมันหากมีการจัดการที่ดีอาจนำไปสู่work life balance ของแรงงานที่มีประสิทธิภาพ. However, human resource practitioners only recently began to see WLB as a business issue that has benefits for both employees and employers
Work–life balance commonly refers to flexible work practices such as part-time/job-share arrangements, working from home and flexible working hours (eg changing the start and finish times of the day) — the aim being for workers to achieve a balance between their work and home lives.Work–life balanceโดยทั่วไปหมายถึงการปฏิบัติที่มีความยืดหยุ่นในการทำงานอย่างเช่น part-time work, การจัดงานร่วมกัน, การทำงานจากที่บ้านและความยืดหยุ่นในชั่วโมงการทำงาน วัตถุประสงค์สำหรับคนทำงานเพื่อให้บรรลุความสมดุล ระหว่างการทำงานและชีวิตที่ครอบครัว.

Other initiatives include creating more family-friendly environments; responsive workplace policies; and including work/life issues in the business planning process.
Moreover, range of flexible work patterns include the following forms of working hours;full time, part time, flexi-time, staggered hours, compressed working hours, shift swapping, annualised hours, job sharing, term time working, breaks from work, flexible and cafeteria benefits and temporarily reduced hours (V time working). The increasing amount of employment law, with extending rights for part time employees, adds reinforcement to the development of flexible work patterns that are the core of WLB.

Results (English) 1:

Therefore, This report agree with the use of the flexibility that Juliet Bourke has moved away from its original paradigm to a new scope that cannot be avoided. But ก้ดีข้อ and disadvantages associated with it if there is good management may lead to work life balance of workers. However, human resource practitioners only recently began to see as a business issue that WLB has benefits for both employees and employers. Work-life balance practices commonly refers to flexible work arrangements, such as part-time working from home/job-share and flexible working hours (eg changing the start and finish times of the day) — the aim being to achieve a balance between workers for their work and home life balance lives.Work – generally refers to the practice of flexible work, such as part-time work, job sharing, working from home, and flexible working hours. The purpose is for people to work in order to achieve a balance between work and family life.Other initiatives include creating more family-friendly environments; responsive workplace policies; and including work/life issues in the business planning process.Moreover, range of flexible work patterns include the following forms of working hours;full time, part time, flexi-time, staggered hours, compressed working hours, shift swapping, annualised hours, job sharing, term time working, breaks from work, flexible and cafeteria benefits and temporarily reduced hours (V time working). The increasing amount of employment law, with extending rights for part time employees, adds reinforcement to the development of flexible work patterns that are the core of WLB.

Results (English) 3:

Therefore, this report agree with Juliet Bourke that the use of flexibility has moved away from its original paradigm towards new horizons, which could be avoided. But how well the advantages and disadvantages associated with it, if there is a good deal may lead to work life balance.However human resource, practitioners only recently began to see WLB as a business issue that has benefits for both employees. And employers
Work - life balance commonly refers to flexible work practices such as part-time / job-share, arrangements