flexibility has been used by employ

flexibility has been used by employers to further economic outcomes

ฉันขอโอกาสอีกสักครั้ง





In today’s economy, globalization, innovation, and technology have greatly
influenced the business environment. In order to face a variety of challenges,
organizations need to build their core competencies and sustain their competitive
advantage. Specifically, knowledge generation and dissemination are more critical than
they have been in the past เนื่องจากทุกวันนี้ระบบเศรษฐกิจในวันนี้เศรษฐกิจ โลกาภิวัตน์ นวัตกรรม และเทคโนโลยีมีมาก
อิทธิพลสภาพแวดล้อมทางธุรกิจ เพื่อเผชิญกับความหลากหลายของความท้าทาย
องค์กรต้องสร้างความสามารถหลักของตน และรักษาการแข่งขัน
ประโยชน์จากการ โดยเฉพาะ การสร้างความรู้และเผยแพร่สำคัญยิ่งกว่า
พวกเขาได้รับในอดีต



ความยืดหยุ่นในการทำงานและความสมดุลของชีวิตการทำงานมีวาระการประชุมร่วมสมัยที่สำคัญภายในองค์กรและอาจมีผลกระทบทั้งบวกและลบ. หลายองค์กรใช้เพื่อดูวิธีการลดของพวกเขา ค่าใช้จ่ายและการปรับปรุงการดำเนินงานของพวกเขา หลาย บริษัท มีการพยายามที่จะมีการตรวจสอบเพื่อให้พวกเขาสามารถดูที่วิธีการของการลดการจ้างเป็นเงินเดือนของ บริษัท โดยทั่วไปจะมีฐานที่ใหญ่ที่สุดค่าใช้จ่ายของ ส่วนใหญ่ของ บริษัท ที่มีการกำหนดกลยุทธ์ที่จะหลีกเลี่ยงความซ้ำซ้อนภายในองค์กรของตน เช่นนี้มีความสนใจในความยืดหยุ่นแรงงานและวิธีนี้อาจให้พนักงานมีเวลาส่วนตัวมากขึ้นและลดค่าใช้จ่ายสำหรับนายจ้าง. ในสถานการณ์เมื่อองค์กรต้องดำเนินการตัดพนักงาน, พนักงานการใช้งานบางอย่างที่จะเห็นว่านี่เป็นโอกาสที่จะฝึกฝนและ พัฒนาทักษะใหม่และแสดงให้เห็นความสามารถและความสามารถในการก้าวหน้าในอาชีพ จึงเป็นสิ่งสำคัญที่จะเข้าใจแนวคิดของสมดุลชีวิตการทำงานในขณะที่มันหมายถึงการที่แตกต่างกันสำหรับคนที่แตกต่างกัน นอกจากนี้ก็ขึ้นอยู่กับระดับของลำดับชั้นขององค์กรที่พวกเขาเป็นส่วนหนึ่งของเช่นที่นายจ้างและลูกจ้างมีมุมมองที่แตกต่างกันในความยืดหยุ่นในการทำงานและในสมดุลการทำงานในชีวิต. พนักงานอื่น ๆ พบว่าภาระงานที่เพิ่มขึ้นจะเป็น เครียดและคิดว่ามันเป็นอันตรายต่อความสมดุลในการทำงานและชีวิตของพวกเขา คนที่เป็นมากขึ้นและเน้นสุขภาพและคุณภาพชีวิตของพวกเขาอาจจะมีความเสี่ยงมากขึ้นโดยเฉพาะในองค์กรเหล่านั้นที่มีความปลอดภัยในการทำงานถูกคุกคามและ / หรือพนักงานใช้ในการดำเนินการภาระงานพิเศษ โดยทั่วไปคนใช้ในการทำงานสำหรับระยะเวลานานในสถานที่ทำงานที่ภาระงานสูงพูดคุยถึงผลกระทบของชั่วโมงการทำงานมากเกินไปในการปฏิบัติงานของพนักงานและผู้จัดการ


Australian and New Zealand organisations are increasingly considering the
benefits of ensuring their employees achieve ‘work/life balance’.
The subject of how work/life balance can be achieved and enhanced has
received significant attention from employers, workers, politicians,
academics and the media. The concept, dubbed a ‘barbecue-stopper’ by
Australian Prime Minister John Howard, has been described as the “biggest
policy issue we have”.1 In an election year in New Zealand, the Labour
Government similarly acknowledges that “work/life balance and having
enough time for family is fundamental to the New Zealand way of life”.2

Both flexible working and work–life balance are important contemporary agendas within organizations and could have both positive and negative consequences.

Many organizations use to look ways for reducing their costs and streamlining their operations. Many companies are trying to have a check so that they could look at ways of reducing payrolls as company’s payroll is typically its biggest cost base. Most of the companies are formulating strategies to avoid redundancies within their organizations. As such, there is a renewed interest in workforce flexibility and how this could provide employees with more personal time and reduce costs for employers.

In the situations when organizations have to perform staff cut, some staff use to see this as the opportunity to hone and develop new skills and demonstrate their capacity and capability for career progression. Hence, it is important to understand the concept of work-life balance as it means differently for different people. Also, it depends on the level of the hierarchy of organizations of which they are part of, i.e., an employer and an employee have different perspectives on the flexibility in work and in the work-life balance.

Other employees find the increased workload to be stressful and also consider it as detrimental to the balance in their work and life. People are becoming more stressed and their health and wellbeing may be at more risk, especially in those organizations, where job security is threatened and/or employees use to carry extra workload. Generally, people use to work for longer duration in workplaces where workload is higher







Discuss the implications of excessive working hours on the performance of employees and managers.
study that describes the impact of leadership styles and change management on business activities.

The purpose of the essay is to identify the roles of work-life balance, flexibility in work arrangements and other challenges in managing dynamic organisations. Students are expected to engage in extensive research within the academic literature relating to work-life balance, flexible work arrangements, job satisfaction and employee performances.


Work-life conflict is the responsibility of both the employer and employee.
Employers can identify ways to reduce workloads, overtime and job-related travel.
Furthermore, employers can reward overtime work, make alternative corporate work
provisions available and implement career development and advancement programs. The
employee is responsible for limiting the amount of job-related work at home, limiting the
reliance on overtime hours, reducing business travel and becoming more knowledgeable
9
about work-life policies (Higgins & Duxbury, 2002). Employees must learn to manage
their time to avoid anxiety and work overload.



Work and family are two important domains for those who are employed.
Researchers have found significant interdependence in the roles that each requires. Workfamily
conflict arises when an imbalance exists between the two roles. One role may
demand more time or more responsibilities, thus causing the responsibilities of the other
role to be left to suffer.


Work-Family Conflict
Work-family conflict arises when balance is lacking between the two roles. One
role might demand more time or more responsibilities, thus causing role responsibilities
of the other to be left to suffer. Organizations that are responsive to work-family benefits
are more likely to be considered a desirable employer (Blair-Loy & Wharton, 2002;
Kossek, Noe & DeMarr,1999; Leiter & Durup, 1996). Some corporations seek high
ratings in the business community as a favorable workplace by having these policies in
place. It is purported that although these benefits are offered, many employees may or
may not be encouraged to use them as they are not yet a part of the institution’s culture
(Blair-Loy & Wharton; Harrington, 2007).
Employees in organizations that have supportive cultures could reduce workfamily
conflict, thus, increasing both job and family satisfaction (Allen, 2001;
Department of Trade and Industry, 2004; Dixon & Sagas, 2007; Hughes & Bozionelos,
2007; Kossek & Ozeki, 1998; Thompson et al., 1999). Perceived organizational support
is defined as “employees’ global beliefs concerning the extent to which the organization
values their contributions and cares about their well-being” (Eisenberger, Huntington,
Hutchison & Sowa, 1986, p. 504). Dixon and Sagas (2007) suggest that perceived
organizational support can have a positive impact on organizational commitment, job
satisfaction, employee retention and performance.

Results (English) 1:

flexibility has been used by employers to further economic outcomesI asked for another chance.

In today's economy, globalization, innovation, and technology have greatlyinfluenced the business environment. In order to face a variety of challenges,organizations need to build their core competencies and sustain their competitiveadvantage. Specifically, knowledge generation and dissemination are more critical thanThey have been in the past because of today's economic system in today's economy. Globalization and technological innovation are very.Influence on the business environment in order to face a variety of challenges.The Organization must create their own core competencies and to maintain competition. Advantage, particularly The creation of knowledge and more importantly publishingThey have been in the past.Flexible working and work-life balance is an important agenda of the Organization and may have both positive and negative effects. Many organizations use to see how their reduction. Costs and improving their operations, many companies are trying to be checked so that they can see that the method of reducing the company's salary, employment is generally the largest base of the majority of the company, with mechanical stop.Tha to avoid duplication, within their organization. This, for example, are interested in flexible labour and the employees to have more personal time, and reduce costs for employers. In the situation when the Organization must continue to cut staff, some applications will see this as an opportunity to practice and develop new skills and demonstrate the capabilities and the ability to advance in the profession, it is important to understand the concept of a balanced work life.While it means that are different for different people. In addition, depending on the level of the hierarchy of the organization they are part of the employer and employee, for example, have different views on the flexibility in work and in life, work balance. Other employees found that increased burden will be strained and I think it is dangerous to balance work and their lives. People are more and more emphasis on the health and quality of life, they may be more at risk, especially those with corporate security job is threatened and/or employees use to perform special burden. In General, people used to work for a long period of time, of the operate at a high burden to talk through the implications of excessive working hours in the employee's job performance and the Manager.Australian and New Zealand organisations are increasingly considering thebenefits of ensuring their employees achieve 'work/life balance'.The subject of how work/life balance can be achieved and enhanced hasreceived significant attention from employers, workers, politicians,academics and the media. The concept, dubbed a 'barbecue-stopper' byAustralian Prime Minister John Howard, has been described as the "biggestpolicy issue we have".1 In an election year in New Zealand, the LabourGovernment similarly acknowledges that "work/life balance and havingenough time for family is fundamental to the New Zealand way of life".2Both flexible working and work–life balance are important contemporary agendas within organizations and could have both positive and negative consequences.Many organizations use to look ways for reducing their costs and streamlining their operations. Many companies are trying to have a check so that they could look at ways of reducing payrolls as company's payroll is typically its biggest cost base. Most of the companies are formulating strategies to avoid redundancies within their organizations. As such, there is a renewed interest in workforce flexibility and how this could provide employees with more personal time and reduce costs for employers.In the situations when organizations have to perform staff cut, some staff use to see this as the opportunity to hone and develop new skills and demonstrate their capacity and capability for career progression. Hence, it is important to understand the concept of work-life balance as it means differently for different people. Also, it depends on the level of the hierarchy of organizations of which they are part of, i.e., an employer and an employee have different perspectives on the flexibility in work and in the work-life balance.Other employees find the increased workload to be stressful and also consider it as detrimental to the balance in their work and life. People are becoming more stressed and their health and wellbeing may be at more risk, especially in those organizations, where job security is threatened and/or employees use to carry extra workload. Generally, people use to work for longer duration in workplaces where workload is higherDiscuss the implications of excessive working hours on the performance of employees and managers.study that describes the impact of leadership styles and change management on business activities. The purpose of the essay is to identify the roles of work-life balance, flexibility in work arrangements and other challenges in managing dynamic organisations. Students are expected to engage in extensive research within the academic literature relating to work-life balance, flexible work arrangements, job satisfaction and employee performances.Work-life conflict is the responsibility of both the employer and employee.Employers can identify ways to reduce workloads, overtime and job-related travel.Furthermore, employers can reward overtime work, make alternative corporate workprovisions available and implement career development and advancement programs. Theemployee is responsible for limiting the amount of job-related work at home, limiting thereliance on overtime hours, reducing business travel and becoming more knowledgeable 9.about work-life policies (Higgins & Duxbury, 2002). Employees must learn to managetheir time to avoid anxiety and work overload. Work and family are two important domains for those who are employed.Researchers have found significant interdependence in the roles that each requires. Workfamilyconflict arises when an imbalance exists between the two roles. One role maydemand more time or more responsibilities, thus causing the responsibilities of the otherrole to be left to suffer. Work-Family ConflictWork-family conflict arises when balance is lacking between the two roles. Onerole might demand more time or more responsibilities, thus causing role responsibilitiesof the other to be left to suffer. Organizations that are responsive to work-family benefitsare more likely to be considered a desirable employer (Blair-Loy & Wharton, 2002;Kossek, Noe & DeMarr,1999; Leiter & Durup, 1996). Some corporations seek highratings in the business community as a favorable workplace by having these policies inplace. It is purported that although these benefits are offered, many employees may ormay not be encouraged to use them as they are not yet a part of the institution's culture(Blair-Loy & Wharton; Harrington, 2007).Employees in organizations that have supportive cultures could reduce workfamilyconflict, thus, increasing both job and family satisfaction (Allen, 2001;Department of Trade and Industry, 2004; Dixon & Sagas, 2007; Hughes & Bozionelos,2007; Kossek & Ozeki, 1998; Thompson et al., 1999). Perceived organizational supportis defined as "employees' global beliefs concerning the extent to which the organizationvalues their contributions and cares about their well-being" (Eisenberger, Huntington,Hutchison & Sowa, 1986, p. 504). Dixon and Sagas (2007) suggest that perceivedorganizational support can have a positive impact on organizational commitment, jobsatisfaction, employee retention and performance.

Results (English) 2:

flexibility has been used by employers to further economic outcomes ask me one more chance ? ?? ? In today's Economy, globalization, Innovation, and Technology have greatly influenced the business Environment. In Order to Face a Variety of challenges, organizations Need to Build their core competencies and Sustain their competitive Advantage. Specifically, Knowledge Generation and dissemination are more. Critical than they have been in the Past Due Today, economic globalization in today's economy, innovation and technology have greatly influenced the business environment. To face a variety of challenges , organizations need to build their core. And sustain competitive advantage by creating knowledge and disseminating critical than they have historically been flexible in their work and life balance, working with the agenda of contemporary importance within the organization and may have an impact. both positive and negative. Many organizations use to determine how to reduce them. Costs and improving their work, many companies are trying to be checked so that they can look at ways of reducing employment is the salary of a typical company will have the largest base value. The cost of most of the companies have a strategy to avoid duplication within their organizations. This flexibility is interested in labor and this may give employees a more private time and reduce costs for employers. In a situation when the organization must continue to cut staff, employees use some see this as an opportunity to practice and. Develop new skills and demonstrated ability and ability to advance their careers. It is important to understand the concept of work-life balance, as it means different for different people. Also, it depends on the level of the organizational hierarchy that they are part of such employers and employees have different views on flexible working and work-life balance. Other employees found that the workload is increasing. And stressed that it is dangerous to balance their work and life. People are becoming more and more focused on their health and quality of life may be at risk, especially in those organizations with the work safety is threatened and / or employees used to perform special tasks. Generally, people used to work for long periods of time in the workplace, high workloads, talk about the impact of working too much on the performance of employees and managers, Australian and New Zealand Organisations are increasingly considering the Benefits of ensuring. their employees Achieve 'Work / Life balance'. The subject of How Work / Life balance Can be achieved and Enhanced has received significant Attention from employers, Workers, politicians, academics and the Media. The Concept, dubbed a 'barbecue-Stopper' by. Australian Prime Minister John Howard, has been described as the "Biggest Issue Policy we have ".1 In an election year in New Zealand, the Labour Government Similarly acknowledges that "Work / Life balance and having Enough time for Family is fundamental to the New. Way of Life Zealand ".2 Both Work-Life balance Flexible working and Contemporary agendas are important and could have both positive and organizations Within Consequences negative. Many organizations use Ways to Look for reducing their costs and streamlining their Operations. Many companies are trying to. have a check so that they could look at ways of reducing payrolls as company's payroll is typically its biggest cost base. Most of the companies are formulating strategies to avoid redundancies within their organizations. As such, there is a renewed interest in workforce flexibility and how. this could provide employees with more Personal Reduce time and costs for employers. In the Situations when organizations have staff to Perform Cut, Some staff use this as the opportunity to See New Skills to Hone and develop and demonstrate their capacity and capability for Career progression. Hence, it is important to understand the concept of work-life balance as it means differently for different people. Also, it depends on the level of the hierarchy of organizations of which they are part of, ie, an employer and an employee have different. perspectives on the flexibility in Work and in the Work-Life balance. Other employees Find the Increased workload to be stressful and also consider it as detrimental to the balance in their Work and Life. People are becoming more stressed and their Health and Wellbeing May be. at more risk, especially in those organizations, where job Security is threatened and / or employees use to Carry extra workload. Generally, people use to Work for Longer Duration in Workplaces where workload is higher Discuss the implications of excessive working hours on the Performance of. employees and Managers. Study that describes the Impact of Leadership Styles and Change Management on business activities. The purpose of the Essay is to Identify the roles of Work-Life balance, flexibility in Work Arrangements and Other challenges in Managing Dynamic Organisations. Students are expected. to Engage in Extensive Research Within the Academic literature relating to Work-Life balance, Flexible Work Arrangements, job satisfaction and employee performances. Work-Life Conflict is the Responsibility of both the Employer and employee. Employers Can Identify Ways to Reduce workloads, Overtime and. job-related travel. Furthermore, employers Can reward Overtime Work, Make Alternative Corporate Work Provisions available and IMPLEMENT Career Development and Advancement programs. The employee is responsible for limiting the amount of job-related Work at Home, limiting the Reliance on Overtime hours,. reducing business travel and becoming more knowledgeable 9 About Work-Life Policies (Higgins & Duxbury, 2,002). Employees must Learn to Manage their time to Avoid anxiety and Work overload. Work and Family are Two important domains for those Who are employed. Researchers have. Found significant interdependence in the roles that each requires. Workfamily Conflict arises when an imbalance exists between the Two roles. One role May demand more time or more responsibilities, thus causing the responsibilities of the Other role to be left to suffer. Work-Family Conflict. Work-Family Conflict arises when balance is lacking between the Two roles. One role Might demand more time or more responsibilities, thus causing role responsibilities of the Other to be left to suffer. Organizations that are responsive to Work-Family Benefits are more likely to. be considered a desirable Employer (Blair-Loy & Wharton, the 2,002th; Kossek, Noe & DeMarr, in 1999; Leiter & Durup, 1996). Some corporations Seek High ratings in the business Community as a favorable Workplace by having these Policies in Place. It. is purported that Although these Benefits are offered, many employees May or May not be encouraged to use them as they are not yet a Part of the Institution's Culture (Blair-Loy & Wharton; Harrington, 2 007). Employees in organizations that have supportive Cultures. could Reduce Workfamily Conflict, thus, increasing both job and Family satisfaction (Allen, 2,001th; Department of Trade and Industry, 2,004; Dixon & Sagas, two thousand and seven; Hughes & Bozionelos, 2007; Kossek & Ozeki, in 1998; Thompson et al., 1,999th. ). Perceived organizational Support is defined as "employees' Global Beliefs Concerning the extent to which the Organization values ​​their contributions and Cares About their well-being "(Eisenberger, Huntington, Hutchison & Sowa, 1986, P. 504). Dixon and Sagas. (two thousand and seven) suggest that perceived organizational Support Can have a positive Impact on organizational commitment, job satisfaction, employee retention and Performance.

Results (English) 3:

Flexibility has been used by employers to further economic outcomes

I one more time
 



In
today ', s economy. ,, globalization innovation and technology have greatly
influenced the business environment. In order to face a variety of. Challenges
organizations, need to build their core competencies and sustain their competitive
, Specifically advantage.Knowledge generation and dissemination are more critical than
they have been in the past because nowadays economy in today's economy. Globalization, innovation and technology are very
influence the business environment. To face a variety of challenges!The enterprise must establish their core competence, and retain the competitive
advantage, especially to build knowledge and published more than they have been in the past,




.Flexible in working and the balance of the working life of contemporary agenda is important within the organization, and may have both positive and negative.Many organizations use to see how to reduce them. The cost and improve the performance of them. Many companies have tried to be checked so that they can look at ways of reducing to employ a salary of Company.Most of the companies with strategies to avoid redundancy within their organization. This interest in the flexible labor and this method may provide employees have more private time and costs for the employer.In the situation when the organization to the employees,The staff of some use to see this as an opportunity to practice. Develop new skills and demonstrated ability and ability advancement in career.It also depends on the level of the hierarchy of the organization they are part of the ยจ as you create and employees have different views on flexibility in working and balance function in life.Other employees found that the increased workload will be. Stress and think it dangerous to balance work and life of them.And / or employs the use of the burden of the part-time job. In general, a servant working for long periods in the workplace that high workload discuss the impact of excessive working hours in the performance of employees and managers
.

Australian and New Zealand organisations are increasingly considering the
benefits of ensuring their employees achieve. 'work / life balance'.
The subject of how work / life balance can be achieved and enhanced has
received significant attention. ,,, from employers workers politicians
academics and the media. The concept dubbed a, 'barbecue-stopper by
Australian Prime.' Minister, John HowardHas been described as the "biggest
policy issue we have". 1 In an election year in, New Zealand the Labour
Government similarly. Acknowledges that "work / life balance and having
enough time for family is fundamental to the New Zealand way of life". 2

.Both flexible working and work - life balance are important contemporary agendas within organizations and could have both. Positive and negative consequences.

Many organizations use to look ways for reducing their costs and streamlining their. Operations.Many companies are trying to have a check so that they could look at ways of reducing payrolls as company s payroll is. ' Typically its biggest cost base. Most of the companies are formulating strategies to avoid redundancies within their, organizations. As, suchThere is a renewed interest in workforce flexibility and how this could provide employees with more personal time and reduce. Costs for employers.

In the situations when organizations have to perform staff cut some staff, use to see this as the. Opportunity to hone and develop new skills and demonstrate their capacity and capability for career, Hence progression.It is important to understand the concept of work-life balance as it means differently for different people. Also it depends,, On the level of the hierarchy of organizations of which they are, part of i.e, an employer and an employee have different. Perspectives on the flexibility in work and in the work-life balance.

.Other employees find the increased workload to be stressful and also consider it as detrimental to the balance in their. Work and life. People are becoming more stressed and their health and wellbeing may be at more risk especially in, those. Organizations where job, security is threatened and / or employees use to carry extra, Generally workload.People use to work for longer duration in workplaces where workload is higher







Discuss the implications of excessive. Working hours on the performance of employees and managers.
study that describes the impact of leadership styles and change. Management on business activities.

The purpose of the essay is to identify the roles of, work-life balanceFlexibility in work arrangements and other challenges in managing dynamic organisations. Students are expected to engage. In extensive research within the academic literature relating to work-life balance flexible work arrangements job satisfaction,,, And employee performances.


Work-life conflict is the responsibility of both the employer and employee.
.Employers can identify ways to reduce workloads overtime and, job-related travel.
Furthermore employers can, reward overtime. Work make alternative, corporate work
provisions available and implement career development and advancement programs. The
employee. Is responsible for limiting the amount of job-related work, at home limiting the
reliance on, overtime hoursReducing business travel and becoming more knowledgeable

about 9 work-life policies (Higgins, & Duxbury 2002). Employees. Must learn to manage
their time to avoid anxiety and work overload.



Work and family are two important domains for those. Who are employed.
Researchers have found significant interdependence in the roles that each requires. Workfamily
.Conflict arises when an imbalance exists between the two roles. One role may
demand more time or, more responsibilities. Thus causing the responsibilities of the other
role to be left to suffer.



Work-Family Conflict Work-family conflict. Arises when balance is lacking between the two roles. One
role might demand more time or more responsibilities thus causing,, Role responsibilities
.Of the other to be left to suffer. Organizations that are responsive to work-family benefits
are more likely to be considered. A desirable employer (Blair-Loy, & Wharton 2002;
Kossek Noe, &, DeMarr 1999; Leiter, & Durup 1996). Some corporations seek. High
ratings in the business community as a favorable workplace by having these policies in
place.It is purported that although these benefits, are offered many employees may or
may not be encouraged to use them as they. Are not yet a part of the institution 's culture
(Blair-Loy &, Wharton; Harrington 2007).
Employees in organizations that. Have supportive cultures could reduce Workfamily
conflict thus, increasing both, job and family, satisfaction (Allen 2001;
.Department of Trade, and Industry 2004; Dixon, & Sagas 2007; Hughes, & Bozionelos
2007; Kossek, & Ozeki 1998; Thompson. Et al, 1999). Perceived organizational support
is defined as "employees' global beliefs concerning the extent to which. The organization
values their contributions and cares about their well-being "(Eisenberger Huntington
Hutchison & Sowa,,,,, 1986 P. 504).Dixon and Sagas (2007) suggest that perceived
organizational support can have a positive impact on, organizational commitment. Job
satisfaction employee retention, and performance.