Suchergebnisse

Wie jede Generation beeinflusst auch die Generation Y ihr Arbeitsumfeld und stellt Anforderungen an die Arbeit gebenden Organisationen. Die Diskrepanz zwischen den Vorstellungen über Arbeit und Lebensgestaltung der Generation der Baby-Boomer als Führungskräfte im Vergleich zur Generation Y als junges Arbeitskräftepotenzial birgt für den Arbeitsmarkt und die Gestaltung von Organisationen Herausforderungen und Potenzial. Daraus ergibt sich die Frage, in welche Richtung sich Organisationen entwickeln und Anreizsysteme gestalten sollen, damit sie als Arbeitgebende für die Generation Y in Bezug auf deren angestrebte Work-Life-Integration attraktiv sind. Der Einleitung folgend, wird im zweiten Kapitel die Generation Y diskutiert. Beginnend mit einer Begriffsdefinition und dem Versuch einer Abgrenzung zu anderen Generationen, werden danach die Werte und Einstellungen der Generation Y beleuchtet. Darauf aufbauend werden im nächsten Unterkapitel die Anforderungen der Gen Y an ihr Arbeitsumfeld betrachtet und abschließend wird die Leistungsbereitschaft der Generation Y diskutiert. Im dritten Kapitel wird beschrieben, wie Organisationen aufgebaut sein können und welche Arten von Anreizsystemen es geben kann. Zu diesem Zweck wird Organisationsdesign bzw. Organisationsentwicklung erläutert, darauf folgen eine Auseinandersetzung mit dem Organisationsbegriff und mit der formalen Struktur, der Organisationskultur, der Führungsstruktur, der Kommunikationsstruktur, den Prozessen und dem Personal als Designelementen. Des Weiteren werden monetäre und nicht-monetäre Anreizsysteme erläutert. Im vierten Kapitel werden im Kontext der Generation Y Organisationsdesign und Anreizsysteme diskutiert, um Herausforderungen und diesbezüglich mögliche Entwicklungsrichtungen für Organisationen herauszuarbeiten. ; Like every generation before, Generation Y also impacts its work environment and confronts employing organizations with certain demands. The gap between the images of work-design and work-life-balance as seen by the generation of baby-boomers in leadership positions and members of the Generation Y as a fresh workforce provides the labour market and organizations with challenges and potential. Thus, considering the work-life-integration of Generation Y, this results in the question of which direction to take and how to design incentives in order to pass as attractive to Generation Y employees. Following the introduction, chapter two deals with a discussion on Generation Y. Starting with a definition of the term and an attempt of defining the outline to other generations, values and mindsets of the Generation Y are being considered. Afterwards, Generation Ys demands regarding their work environment are portrayed, concluding with a discussion on Generation Ys willingness to perform. The third chapter deals with the structure of organizations and types of incentives. Therefore, organizational design and respectively organizational development are illustrated, followed by a debate of the term organization, formal structures, corporate culture, leadership structure, processes, communication structure and personnel aspects as design elements. Moreover, monetary and non-monetary incentives are being discussed. In chapter four, organizational design and incentives are reflected on by taking the above discussion about Generation Y into consideration. In this chapter challenges the Generation Y might pose to organisations along with possible directions of development for organisations are being emphasized on. ; Teresa Marczik BSc ; Zusammenfassungen in Deutsch und Englisch ; Abweichender Titel laut Übersetzung des Verfassers/der Verfasserin ; Karl-Franzens-Universität Graz, Masterarbeit, 2019 ; (VLID)3278643

This book presents a new perspective to understand the paradoxes students will face in navigating work and personal responsibilities, and shows them how to manage these realistically for career success. It introduces the competing values framework, an excellent tool equipping them with a thorough understanding of how to align personal competency with organizational capability. As men become more engaged with their families, they too will find this a useful book. Students in diversity management, women and management, career development, leadership, and organizational behavior classes will benefit from this alternative to the "have it all" model, offering a more sustainable path to success

Chapter 1: Introduction: Overview of the Book and Book Chapters -- Chapter 2: Work-life Integration: Overview and Trends -- Chapter 3: Organizational Production Process and Work-Life Integration -- Chapter 4: Technology and its Impact on Work-life Integration - Chapter 5 : Family Friendly Policies: Trend and Expectations in Africa -- Chapter 6: Evaluation of the Contributions of Work-Life Friendly Policies in Managing Work-Life Integration in Africa -- Chapter 7: Leadership and Organizational Climate: Effects on Work-life Integration. Chapter 8 : Understanding and Evaluation of Self: Role in Work-life Integration -- Chapter 9: Meaning of Life and Successful Life: Work-life Integration. Chapter 10: Understanding the Family Structure in Africa: Role in Work-life Integration -- Chapter 11: Revisiting the Gender Ideology: Traditional and Egalitarian Family Role Definition in Africa -- Chapter 12: Understanding the Multidimensional and Multifunctional Approach in Managing Work-life Integration -- Chapter 13: Future Directions of Work-life Integration Research in Africa.

PurposeThis paper aims to explore how mid‐career professional mothers perceive themselves in relation to their work and family roles, how they experience these roles, how they merge their work, family and individual self, and what meaning they make of this integration.Design/methodology/approachThe study used in‐depth qualitative interviews with 18 participants aged between 37 and 55 with at least one dependent child under the age of 18, in dual‐earning/career households.FindingsThe study reports that a complex relationship of work‐related dynamics and personal factors shaped the meaning for these women amid competing priorities of work, family and individual lives. Organisation and co‐ordination of multiple activities with support from various sources was fundamental to finding balance. A deep sense of motherhood was evident in that their children were their number one priority but career was of high importance as they sought stimulation, challenges, achievement and enrichment in their work. Now, in mid‐career transition, the respondents seek more self‐care time in an effort to find new meaning in the work, family and self equation.Research limitations/implicationsThe study raises important issues for the management of professional working mothers and the implications of the study for individuals and organisations are set out.Originality/valueThis paper makes contributions to work‐life integration and career theory. It provides one of the first empirical studies on work‐life integration in Ireland using the construct of meaningful work and secondly builds on the kaleidoscope career model theory.

A satisfactory and healthy integration of work with other life domains is one of the key challenges of modern society. Work-life balance and work-life integration have become focal points of today's human resource management practice and theory. Professionals who have been described as 'extreme workers' regarding their work hours and engagement are under particular pressure to balance work and 'the rest of life'. This collection maps the increasingly extensive discussion of work-life issues for professionals and discusses key aspects in depth. What is work-life integration? What are the specific challenges for professionals? How do they manage their blurred work-life boundaries? How can companies intervene? Internationally leading authors discuss antecedents and individual and organizational outcomes of work-life integration, gender-specific perspectives and challenges as well as the use and usefulness of corporate work-life balance initiatives. In five sections distinguished researchers from across the world present experiences and research findings to provide a compendium of academic and applied research on the work-life integration of professionals. Cutting-edge research and novel theoretical perspectives make this collection a source of knowledge and inspiration for academic and business audiences interested in work-life integration issues in general and in the case of professionals in particular.

This article discusses the need for improvedwork/life policies, provides examples of successful and promising policy approaches, and describes methods of assessing the costs and benefits of expanded work/life supports. The current need arises from women's influx into the labor force, a decline in employer-provided benefits that support family care, an inadequate supply of child care, and inequality in the distribution of work/life benefits across income levels. Advocates in a number of states are engaged in intensive advocacy to pass paid parental leave and paid sick leave laws. Meaningful policy and programmatic change requires building public will within governments, business, and the general public. To achieve expansive policy change over the long-term, innovative efforts are needed to build a broad-based grassroots movement focused on work/life issues, to encourage businesses to vocally endorse improved practices, and to cultivate policy maker champions through improved female political representation.

Based on a case study, this paper elaborates on the psychological regimes of truth that organize and regulate male parenting and partly constitute the conditions of possibility for male identity and subjectivity both as fathers and employees. The aim is to contribute to a better understanding of the discursive-cultural constraints that Western managers and employees — males in particular — may face when trying to pursue a better work/life balance. Based on an empirical analysis of expert literature on male parenting, the paper argues that prevalent psychological regimes of truth about fathers and fathering do not necessarily render enactable the sorts of identities that enable both men and women to achieve a better work/life balance.