WORK-LIFE & FLEXIBLE WORKING PRACTICES

Flexible Working and Work-Life Balance Practices across Borders

Table of Contents

Introduction1

Discussion2

Flexible working practices2

Work-Life Balance Practices4

Work-Life Balance and Flexible Working Practices in Different Countries7

Denmark8

European Countries9

The United States of America10

Singapore12

The role of Human Resource Management and Policies14

Conclusion17

References18

Flexible Working and Work-Life Balance Practices across Borders

Introduction

Living in the twenty first century has led to the rapid increase of globalization. Due to the rapid increase in this phenomenon, geographical boundaries amongst countries have blurred. Adding to the volatile growth and availability of technology such as the internet, it has too contributed to the ease of communications and accessing the world by an individual through a single click of the mouse.

Such evolvement of global marketplace has in return influenced the way businesses perform now. For example, the increased spurt of multinational corporations in the developing countries is one sign of stating that businesses are growing and expanding globally. Conversely, in relation to the growing numbers of multinational corporations the world over have had an influence on the development and deployment of different work related policies. This includes the many Human Resource (HR) policies related to work management, employee behaviour, guidance and compensation at more, at the workplace. In a multinational business context, these HR policies may comply with those set by the parent company, in the other country or of the country in which the business has its current operations.

This paper aims to highlight the differences in flexible work practices and work life balance practices of different countries, and how these practices have an impact on the overall HR policies of the parent company in relation to the HR policies of a particular international country in which the business operates.

Discussion

Flexible working practices

To begin with, both public and private sector organizations bid to retain and attract good human resource in form of its employees through employing flexible working practices. Such flexible work practices may include of flexible working hours, providing the option or opportunity for the employees to work from their home, providing flexible leave options, considering employees suggestions and encouraging their involvement when planning roster designs. In addition, other flexible work practices include employees doing their work from another location, provisioning of half-yearly employment. Moreover, female employees who are in their last trimester of pregnancy, lactating or cannot leave their young ones alone for working full time in the office are entitled to additional flexible working options (www.eeo.nsw.gov.au, 2007).

Canadian Centre for Occupational Health and Safety (2002) describes flexible work as 'alternate arrangements' or deviation from the conventional norms associated with a working week or day. The employees can opt for a work plan, which do not compromise their responsibilities towards their families or other personal commitments. Conversely, many studies have showed positive results and advantages to the employer, or the business of offering flexible work options to its employees. The positive results showed increased levels of motivations amongst all the employees and their performance. Moreover, the businesses attracted more quality resource of potential employees for its ...