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The humankind always needs to work for both keepingon his life andprestige.One of the most
importantthings is to set the balance between work and lifeis to acquire a qualified and a
healthy life pattern. The key success to balance the work and life is going through an efficient
allocation of time. Otherwise the problems begin to occur and the life satisfactiondecrease.

First step of a satisfied life is going through the setting the needs of life and forming the values.
Working is the next step to meet with these requirements in life. Working provides people to
meet withtheir physiological needs, safety needs such as buying food, finding a safe place to
live etc... Moreover working life, with variety of people, helps people to be more social and
provides the opportunity of developing new skills, learning new things so that peoplebecome
more productive. Last but not least, when you have a job or a career, you have self-respect,
dignity, and self-worth.

Nowadays with the increase of competition in work environment, spanning the time between
work and life gets harder sincethrough the livespeople have to undertake many different kinds
of roles, such as family, manager, employee or member of association etc. So that sometimes it
can be compelling to set the balance between the life and the work. In 1980, Donald Super
presented a theory that defines career development in terms of Life Periods and Life Roles.
Super named this theory the "Life Career Rainbow". The Life Career Rainbow (see figure 1
below) shows us the variety of roles that the human has to play belong their lives.






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http://oregoncis.uoregon.edu/pdf/curriculum/Life_Roles_Rainbow_MS.pdf

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Firstly humanity has to decide ͚͚what is the meaning of the life?͛͛ to her/him. ͞What are his/her
expectations from the life?͟ And then he/she has to allocate the time on different aspects of
the life, taking in to account his/her priorities in life. By following this path people will be able
to live the life that they want.
Moreover, nowadays the way of people to reach a constant and wealthy success is going
through a balanced life, not long and nonstop working hours. Life always demands something
but if people do not know how to cope with these demands and do not able to allocate the
time well and fair on different aspects of life this can cause a big stress in humans lives.

Sometimes people can be lost in managing their lives in different roles. In situation of having
conflict between work and life balance, if people cannot set the balance something will fail in
their lives. For example if they concentrate on working more than their special lives, their
relationships in the family should be harmed by this situation and also it means that if they are
unhappy in family it will reflect also to their working lives. Greenhaus and Powell define work-
family enrichment as ͞the extent to which experiences in one role improve the quality of life in
the other role͟. We can see that one of the mainreasons that cause lack of life and work
balance is formed by personal characteristics.and on the job factor strategies and of the job
work strategies

In addition, organizations, also the human resource departments play a huge and important
role in helping employees to harmonize their work and personal needs. Management support
for work-life balance is critical, and it must come from the top. Thus it is essential for
organizations to set some policies in organization about working conditions and working hours.
Because work and life balance is as much as important from the organizations side also. Not
only the employees but also the organizations have to be aware that reaching and maintaining
a success in long term is going through a management that supports work and life balance.
͚͚Well-managed firms do not work ͚harder͛ but ͚smarter͛.͛͛ Since the employee sustains a
balance his/her morale, commitment, safety outcomes, occupational health will improve so
that the output and productivity will be better, absenteeism, staff turnover will reduce.
Following are described some symptoms of the absence of a balanced life effected by
characteristics of people, job factors, environmental and family factors:

Exhaustion: If the humankind is not able to set boundaries between work and other aspects of
life and spends exaggerated time on working every day, he/she will not be able to think clearly
and concentrate. His/her mind will be always busy. As a conclusion the mistakes will increase
whereas the productivity and efficiency will decrease. Moreover overwork is also very
dangerous for people͛s health system, both physically and mentally. r  
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Absence:In the lack of balanced life, the humankind misses some important parts of the life.
Concentrating on just one thing and ignoring the other aspects of life can cause some regrets in
the future. Not only you miss some social events but also you can miss the moments which are
unique such as anniversaries, birthdays, family meetings etc...This can damage both yours and
others͛ lives that are caring you.

No friendships:Working so much hours and not spending time with friends causes harm in
friendship and friends are vital parts of human͛s life. Therefore friends are the people who
always motivate, support and sometimes help you to find the right way, you have to try to
develop your friendship instead of ignoring.

Work load increase: The more you work and the more constantly you do it, the more work you
will get in compensation. You will have more duty and more charges. Although this may be a
great step towards career improvement and a salary increase, you have to make sure it is not
affecting the other aspects of your life. This is a slippery slope which can easily conclude in a
never ending and increasing series of work, worries, and pressures.

Also having no work life balance or an unhealthy amount of work life balance can result in
persistent amounts of stress and this stress can lead to: ͞Cardiovascular disease,sexual health
problems,weakened immune system, migraines and headaches, stiff muscles, backaches,
acne,depression, weight gain, substance addiction, nervousness,trouble concentrating,
forgetfulness, irritability,weak coping skills, insecurities, lowered self-esteem, feeling a lack of
control, mental and physical fatigue.͟

If we consider the effects of a non-balanced life we have to take some responsibilities as a


person, as aworker or as a manager to find solutions for balanced life toimprove employee
morale and commitment, reduce staff turnover,reduce absenteeism,increase the ability to
attract and recruit staff, recognize and improve occupational health and safety outcomes,
reduce stress and improve productivity, increased focus, motivation, and job satisfaction

›    
    ›  

    : Companies should identify which jobs offer themselves to flexible work scheduling
and implement formal policies for coordinating flexible schedules with an employee's
supervisors and co-workers. We can see so many organizations succeed with flexibility such as
Marriott.

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The Flexibility Initiative succeeded in achieving its objectives to give managers more flexibility,
eliminate low-value work functions, and shift the focus from hours worked to results and
achievements.͟

          

ob sharing: Full-time post is split across two workers who agree hours between them.
Part-time working: basically means working fewer hours than a comparable full-time worker
in the same organisation.

Career break:At certain stages in working life a break may be needed, for to devote more time
to other things or for personal development reasons. The facilitating of such breaks can assist in
retaining valued staff. Organizations provide such breaks on either a formal or less structured
basis.
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Staggered hours: Different start and finish hours among workers

Annual hours: Hours are calculated annually. Majority of shifts are allocated. Workers can be
called in at short notice to work remaining hours

       

Home working/teleworking:spent working from home or off premises

Sabbaticals:This is a period of absence from work, which may or may not be on full pay, and
duration is normally related to length of service. They provide an opportunity for employees to
take a break from or reflect on their work, or engage in new activities.
Seminars: Provide seminars on work/life balance can assist employees to understand its
importance and find ways to achieve it. How to better manage their workloads, reduce
unfertile work behaviors, get appropriate exercise and negotiate more flexible work conditions
that meet their desires.

Provide family events: Bring-your-kids-to-work day͟is a way to get employees' families involved
in their work lives. The opportunity to share a day of work with children is a benefit that many
employees appreciate.

Sponsoring employees͛ family-oriented activities is another way to combine work and life.

Training employees how to balance between work and life.

WLB IN HOSPITALITY

In some industries it is more difficult to balance work and life. Hospitality industry is one of the
hardest one to allocate life and work since it is not like other industries. Demand never stop
and for many tourism industry employees, working positions are 24 / 7operations thus it is
challenging to sustain a healthy lifestyle, travel or study.
͞Meet Ryan. He͛s 32, married, and an up-and-comer in the hospitality industry. He loves his
jobͶa manager at a 300+-room hotel. And he loves essica, his wife of two years. The money is
good, the work is exciting, and the people he works with at the hotel are a lot of fun. Ryan feels
needed. In fact, Ryan has trouble letting go of his
job. Recently, essica has started complaining that he͛s never home, yet she͛s talking about
starting a
family. Ryan wonders how he can fit a baby into an already taxing.͟

In this case we are seeing a man and an organization which are poor in balancing the work and
life. Ryan spends most of his time in working therefore his wife has concerns about that he will
not be able to take the responsibilities and not able to find time for a baby in their life. Firstly
Ryan has to think the priorities of his life and then he has to decide ͚when͛ and ͚where͛ he has
to be. If he continues his life without any change, being absence when he is required, his
relationship with his wife will go worse because he doesn͛t spend any of his time for his wife
and for improving his family relations. Also he has to be aware of work load increase. If he
works more he would be more required man and the situation will be more confusing and
harder to get out of it. If he does not set his boundaries he can lose his wife. Moreover he can
lose his health. He has to organize his life efficiently otherwise when he looks back, he can
faced with realities such as all he has in his life is full of tiredness, regrets and an unhealthy life.
For the hospitality company, management have to recognize how significant to have balance in
personnel͛s life and the positive effects of it for the company. First of all this hospitality
company have set priorities and goals which are specific, measurable, achievable which can be
done in specific time. Otherwise employees and managers like Ryan have a tend to overwork
because they think that everything must get done at once. Setting priorities allows workers to
schedule tasks over a reasonable period of time. Also the hospitality company can provide job
sharing, team working where the responsibilities are shared by the colleagues. Ant that can
decrease Ryan͛s, the other employees and the managers responsibilities. It is not difficult for a
company to set job sharing policies. The only thing needed is extra administration and more
training. The company, human resources can set policies about career breaks which will give
the chance for Ryan to take a break, spend more time with his family and think more about his
own life in a healthier way.
In conclusion taking the points I have mentioned above in to consideration it would be
appropriate to say that without balance between work and life our lives get meaningless. We
see that that the long working hours, unsocial hours, the stages of stress related with job
anxiety, role conflict, job autonomy and time burdens, together with home-life pressures and
psychosomatic symptoms, are variables that have undesirable effects on work life balance.

http://wallaby.vu.edu.au/adt-VVUT/uploads/approved/adt-VVUT20080228.141523/public/02whole.pdf
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http://books.google.es/books?id=Bpbs0X7csCkC&pg=PA249&lpg=PA249&dq=work+life+balance+hospit
ality+cases&source=bl&ots=B9k6D0M1dC&sig=AqUtKYPH2aag5aO-
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http://ways2work.business.vic.gov.au/__data/assets/pdf_file/0004/204457/PlumbingIndustry_booklet.
pdf
http://www.security.ingersollrand.com/Downloads/Literature/Documents/Mandarin%20Hotel%20FINA
L.pdf

The Brief :

Mandarin Oriental Hyde Park, the award-winning luxury hotel in London,

needed an advanced system for greater visibility on working practices and more

accurate payroll information on their 430 staff.

Manual processing was leading to inaccurate work-time data, which offered

hotel management limited knowledge of the hours employees were working

around the standard 9-5.30 framework.

With its staff costing the hotel 30% of its revenue, the Mandarin Oriental Hyde

Park needed to address these issues by gaining a better understanding of the

operation ʹ enabling them to provide the best possible working environment for

its people.

The HandPunch 3000

simultaneously analyses more

than 31,000 points and more

than 90 measurements of an

individuals͛ hand ʹ including

length, width, thickness and

surface area.

Product Overview

HandPunchThe Solution:
Supplied by Smart Human Logistics͛, a HandPunch 3000 state-of-the-art

͚biometrics͛ system has been installed to achieve greater accuracy and reduced

administration for the payroll.

Manufactured by Ingersoll Rand Security Technologies, this revolutionary system

records a number of measurements of an individual͛s hand which are logged for

future reference. When a member of staff clocks on, they enter their employee

number and place their hand onto a metal plate, which then compares the hand

dimensions against those held on the system.

The Ingersoll Rand HandPunch readers simultaneously analyse more than

31,000 points and more than 90 measurements of an individuals͛ hand

ʹ including length, width, thickness and surface area ʹ to verify that the person

using the device is really who he or she claims to be. The system eliminates

the need of creating, administering and maintaining card-based access control

systems, negates the risk of ͚buddy-punching͛ and is the most accurate

attendance control available today.

Comment:

Commenting on the new system, Richard Dodds, Regional Director of Finance,

Mandarin Oriental Hotel Group says, ͞This solution gives us a new level of

management visibility over our operation, and the Ňexible reports provided by

the system enable us to get to the accurate information we need in real time.

This knowledge of our staff͛s working hours will also help us to forecast our

labour requirements and costs in the future. But even more importantly, it
will help us to ensure that we are fairer in the deployment of our people and

improve their work-life balance.͟

Mandarin Oriental Hyde Park has a comparatively low staff turnover for its

industry of approximately 30% per annum, which the hotel management largely

puts down to being fair employers.

Richard Dodds, continues, ͞This system has allowed us to automate our payroll

system and pay to the minute, based on actual working time. We are also now

able to handle any additional hours accurately.͟

͞Our staff are delighted with the new process as it is driven by our desire to

enhance their work-life balance. In addition, they are able to use the self-service

facilities now available to check holiday balances, shifts and clockings, thus

reducing the time previously taken to query managers and Human Resources.

http://www.asiatraveltips.com/news08/99-SheratonTowersSingapore.shtml

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http://www.worklifebalance.ie/index.asp?locID=40&docID=-1

       


        

cork life balance policies are those policies which help workers in combining employment
with their family life, caring responsibilities and personal and social life outside the
workplace. This definition includes statutory entitlements such as maternity, adoptive, force
majeure, parental and carer's leave and other non-statutory measures such as childcare and
employee assistance schemes.
There are many reasons why someone might be interested in work life balance working
arrangements. They benefit employees by allowing flexibility in the workplace which allows
them to effectively combine work and family responsibilities as well as their personal life.
The benefits to the employer are that the policies allow for better retainment and
recruitment of valuable employees which can save employers from costs associated with
recruitment and training of new staff. The policies should aim to facilitate equality of
opportunity for men and women in the workplace.
m  
  

m  This is an arrangement whereby employers and employees negotiate hours of


work that are of advantage to both. It usually involves defining 'peak' hours when all
employees must be in work. Starting and finishing times, on the other hand, are normally
flexible and there is usually provision for taking leave in lieu of additional hours worked.
 

 This scheme means that an employee is contracted to work a defined
number of hours per year rather than per week. corking time can be scheduled to deal with
seasonal variations and fluctuations in the demands of the business throughout the year -
for example an employee may work longer hours at the one time of the year and shorter
hours at another.
      

Apart from statutory entitlements such as annual leave and maternity, adoptive, force
majeure, parental and carer's leave, other leave arrangements are increasingly common.
These include:
á     There is currently no entitlement to paid or unpaid paternity leave. On
the other hand, a number of employers are recognising the importance of making some
provision for such leave. All parents with children under the age of 8; in the case of a child
with disabilities the age limit is 16 are entitled to up to 14 weeks Parental Leave. (More
Information)
á à

       Most employers recognise the need for leave in
emergency situations. Arrangements vary from organisation to organisation and are
frequently informal.
á a     This system means that the employee works during school terms but
not during the school holidays. It appeals, in particular, to parents of school going children.
á „       At certain stages in working life a break may be needed,
for example: to devote more time to other things or for personal development reasons. The
facilitating of such breaks can assist in retaining valued staff. A growing number of
organisations provide such breaks on either a formal or less structured basis.
á   
This is a period of absence from work, which may or may not be on full pay,
and duration is normally related to length of service. They provide an opportunity for
employees to take a break from or reflect on their work, or engage in new activities.
á „   chen an employee is pursuing further education(this may or may
not be job-related), an organisation may provide paid leave for the purposes of study and to
enable the employee to sit exams. In the case of workers under 18, this may be mandatory
as set out in the Education (celfare) Act (2000).
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This is an arrangement to divide one full-time job or to share work between two people with
the responsibilities and benefits of the job being shared between them. The job can be
shared in a number of ways:
á On the basis of a split week; (eg: 2 and 3 day weeks).
á On the basis of a split day.
á On the basis of week on, week off.
Good management and communication are essential to effective job-sharing and this can be
assisted where the job-sharer's can build and operate close working relations.
!  

This is an arrangement similar to job sharing except that the tasks involved in a full-time
job are split between two people and each has responsibility for their own tasks rather than
being equally responsible for the whole job. The need for co-ordination is, therefore,
reduced. An advantage of job splitting is that a job can be split in such a way that certain
tasks requiring particular skills can be grouped together. In addition, in certain situations
the working times of those who have split a job can also overlap.
 
  
cork sharing is a development of the job sharing/job splitting concept which attempts to
achieve business tasks while allowing for a wider range of attendance patterns. This
arrangement requires a high level of employer/employee co-operation with a view to
achieving the tasks that make up the job. It is important that the tasks are clearly defined,
targets identified and the level of service decided upon before the workload is divided up. At
this stage the manager and jobholders can agree on a system of work attendance to
complete the work that best accommodates the staff.
   

Part-time working basically means working fewer hours than a comparable full-time worker
in the same organisation.
There are various forms of part-time working:
1. mixed part-time working : This is the most popular model. The employee works a reduced
number of hours per day, or fewer days per week or even alternate weeks. This system is
easy to understand and easy to manage.
2. Voluntary Reduced work-time : This is a scheme whereby an employee is allowed to reduce
working time for a limited period with a right to return to full-time work.
Part-time employees should not be treated any less favourably than their equivalent full-
time counterparts in relation to conditions of employment as set out in the Protection of
Employees (Part-Time) Act 2001
„   
The concept of e-corking means working at a distance, or even a remote location, and
using technology to ease communications. It can also include a combination of e-corking
and office based work. It is well suited to performing information technology tasks and
works well in certain situations where the employee has a high degree of autonomy, eg:
Architecture, journalism. Difficulties to be overcome can include issues of control, lack of
face to face contact and consistency of service provision.
mor further information on e-corking visit the Ease-to-ecorking section of this website
"   

A further development in this area is the putting together of teams of e-workers to work in
a mutually supportive way. The members of the team may never meet and may not even
be in the same country. This form of teamwork may be suitable in certain situations but the
lack of personal interaction and human contact will render it inappropriate in situations
where these factors are considered important.
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Some matters are of particular importance to the way a manger and staff work together. This is
not the place to review the whole management process, but the following four areas are key and
must be addressed correctly early on if results are to follow.

They are:

o Setting goals

o Project management
o Ongoing development

o Job performance appraisal

A quick look at each of these in turn...

    :

"If you don't know where you are going any road will do"

For all its familiarity and common sense this maxim is worth reiterating. No one and no
organisation works well without clear objectives. The responsibility for setting many of them
may well be yours.

Objectives will only be clear if they are :

pecific so that they are clearly understood and no misunderstanding is possible.

easurable so that everyone knows whether they have hit them, or not.

chievable because if they are simply pie in the sky they will be ignored and you, and any future
process of objective setting, will lose credibility.

ealistic in the sense that they must logically fit within the broad picture and be a desirable way
of proceeding.

imed without clear timing they will become meaningless.





emember : Confucius said, "Find a job you enjoy, and you'll never work a day in your life."
http://www.worklifebalance.com/assets/pdfs/article3.pdf

Keep in mind that anything you recommend and implement must be consistent with the business
objectives of your organization. Here are ten options for the systems leg of your strategy.
1. einforce through better communications what you are already doing. Most companies¶ work-
life benefits, procedures, and policies are isolated from each other. Pull them together and
publicize them as your work-life package. At a minimum, post them on your Web site as a
package.
2. Abolish internal Friday-afternoon meetings. With full support from management, this policy
alone can bring very quick and positive results.
3. Give a half day off on Fridays if the individual has put in the incremental hours earlier in the
week and assuming that no outside customer meetings are scheduled.
4. Endorse working from home one day per week.
5. Offer subsidies for off-site exercise.
6. Create and support athletic teams. Consider underwriting part of the expense.
7. Provide one or two days off with pay for approved community involvement.
8. Create and encourage an annual or quarterly ³bring your family to work´ day.
9. Establish a ³disconnect from work´ vacation policy--no cell phones or laptops.
10. Create a more accommodating ³on- and off-ramp´ policy for those who leave the firm,
especially if it is to spend time with family. When they show interest

Dual-purpose learning is education that applies both to learners¶ on-the-job lives j to their
off-the-job lives. It has proven to be the quickest way to accomplish the organization¶s most critical
work objectives and the individual¶s work-life balance objectives simultaneously. 6
We can view dual-purpose learning both as employee development and as a benefit. It is an
issue for everyone in the organization, from executives to new hires. It is used in recruiting and for
driving productivity. Because of this multifaceted H and productivity training impact, senior
executives at every level have initiated enterprise-wide work-life programs. Implementation of work-
life balance training has been steered by vice presidents of H and H generalists, chief learning
officers and trainers, work-life professionals, and benefits specialists.

Human resource managers who implement successful work-life training programs throughout their
management ranks accomplish two major bottom-line goals. First, they increase the retention,
commitment, and productivity of the firm͛s most valuable people asset, its managers and
supervisors. Second, the managers and supervisors reflect a new tool set and language that
produce a much more positive view of the organization at all levels. This more positive view has a
cascading impact on the attitude, morale, productivity, and customer-service levels of all
employees. Furthermore the hospitality company can let managers and employees to bring their
life to work therefore Ryan can find more time to share with his wife.




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