Teleworking

2022 ◽  
pp. 1-12
Keyword(s):  
Best Practices ◽  
Team Building ◽  
Work Life ◽  
Work Life Balance ◽  
Shared Understanding ◽  
Professional Issues ◽  
Collaborative Relationships ◽  
Life Balance ◽  
Face To Face ◽  
Distributed Operations

This chapter examines teleworking and the important relationships that must be created and/or nurtured in successful organizations. The chapter also highlights teleworking best practices of communication, flexibility, standards, and team building. Communication requires managing both face-to-face and online situations, while flexibility helps in achieving work-life balance. Standards are required to build effective, collaborative relationships, and team building is enhanced when organizations can adjust to new or distributed operations. The best practices are driven by a set of rules for operating that should be developed collaboratively with all members of the team. Clear rules that are combined with supervisor and employee shared understanding should lead to success. To achieve that success, organizations must focus on the assumptions, approaches, personal vs. professional issues, e-leadership, and modeling discussed herein.

Teleconference focus groups with fathers: ‘You’re on the line with …’

2018 ◽  
Author(s):  
Simon Burnett ◽  
Caroline Gatrell
Keyword(s):  
Focus Groups ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Methodological Issues ◽  
Research Project ◽  
Life Balance ◽  
Dependent Children ◽  
Face To Face ◽  
Entire Process

This chapter analyses methodological issues experienced in the employment of audio teleconference focus groups in fatherhood research. It cites a research project entitled ‘Work Life Balance: Working for Fathers?’, which explores how men with dependent children combine work and family commitments. As part of this research, when recruiting fathers for face-to-face interviews and focus groups proved difficult, scholars utilised the medium of recordable teleconferencing technology. In the context of research on fatherhood, the chapter evaluates the emergent complexities integral to the entire process of running ‘teleconference’ (telecon) focus groups. The first part of the chapter describes the technological and procedural challenges in the commissioning of telecon focus groups, while the second reflects on fathers' confession-like admissions.

Recommended Approaches

2022 ◽  
pp. 200-214
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Shared Understanding ◽  
Life Balance ◽  
Collective Agreements ◽  
Work Relationship ◽  
And Performance

This chapter looks at several approaches to improving teleworking through increased trustworthiness and performance. Any combination of these methods should be beneficial. Some of the methods deal with analyzing LMX and improving its use. One of the ways to do that is to mitigate “distance” in LMX. “Distance” is a disconnect in the work relationship at times that are important. It concerns accomplishments that are crucial to recognition and promotion. Organizations need collective agreements that guide teams and foster shared understanding, collaboration, and innovation. Another valuable approach is an asynchronous one with work characterized by flexibility. Asynchronized working creates a situation where employees work a schedule without fixed hours. This is said to promote constant feedback and deep-thinking by freeing employees to manage necessary contacts with managers and other employees while self-managing their work-life balance in the process. The need for meetings is minimized and, when meetings are necessary, they may be more effective if they allow participant flexibility.

From social support to capabilities for the work–life balance of independent professionals

2016 ◽  
Vol 23 (2) ◽  
pp. 258-276 ◽  
Author(s):  
Anne Annink
Keyword(s):  
Social Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Face To Face ◽  
Societal Factors ◽  
Doing Business ◽  
National Comparison ◽  
Ease Of Doing Business ◽  
Cross National

AbstractThis qualitative study aims to explain how social support enables independent professionals to achieve work–life balance. Face-to-face interviews were conducted with 50 independent professionals in the Netherlands, Spain, and Sweden. The interview data were analyzed from a capability approach, from which work–life balance is understood in terms of capabilities. The most important sources of social support for independent professionals appeared to be their partner, family, as well as work and nonwork-related friends who were able to provide emotional and instrumental support. However, the extent to which social support can be converted into capabilities is influenced by individual (gender and cohabitation), institutional (the ease of doing business and formal childcare), and societal factors (financial hardship and familialism). The cross-national comparison shows that the institutional and societal context may hinder or reinforce social support for work–life balance, resulting in different experiences across countries.

scholarly journals Practices and resilience of dieticians during the COVID-19 pandemic: a national survey in the United Arab Emirates

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Farah Naja ◽  
Hadia Radwan ◽  
Leila Cheikh Ismail ◽  
Mona Hashim ◽  
Wafaa Helmi Rida ◽  
...  
Keyword(s):  
United Arab Emirates ◽  
National Survey ◽  
Work Life ◽  
Work Life Balance ◽  
Online Counseling ◽  
Cross Sectional ◽  
Life Balance ◽  
Face To Face ◽  
Resilience Scale ◽  
Safety And Health

Abstract Background The COVID-19 pandemic impacted the practices and resilience of most healthcare workers, including dieticians. In addition to offering critical care to COVID-19 patients, dieticians play a major role in preventing and managing conditions known to affect COVID-19, such as obesity and metabolic disorders. The objective of this study was to examine the conditions and changes in the work environment as well as resilience and its correlates among dieticians during the COVID-19 pandemic in the United Arab Emirates (UAE). Methods A cross-sectional national survey was conducted among dieticians practicing in the UAE (n = 371), using a web-based questionnaire. The questionnaire addressed, in addition to the sociodemographic information, the practice-related characteristics and resilience of participants. For the latter the Connor–Davidson Resilience Scale© was used. Descriptive statistics as well as simple and multiple linear regressions were used in the statistical analysis. Results Of participants, 26.4% reported not having access to personal protective equipment and 50% indicated being concerned for their safety and health. Furthermore, considerable proportions of participants were not satisfied (45%) with the support nor with the appreciation (37.7%) they received during the pandemic. One in four dieticians considered quitting his/her job. While 65.8% of participants reported counseling COVID-19 patients, a third did not use any online platform for counseling. The most cited challenge to dietetic practice during the pandemic was ‘maintaining work-life balance’ (43.1%). The mean CD-RISC score was 72.0 ± 14.0. After adjustment, working in a hospital or public clinic (as opposed to private clinic), having a condition preventing face-to-face counseling, considering quitting job and feeling neutral or dissatisfied with the appreciation were associated with lower resilience scores, while counseling COVID-19 patients was associated with higher scores. Conclusions Despite the fairly high resilience among dieticians practicing in the UAE during the COVID-19 pandemic, the findings of this study highlighted a few challenges, mainly related to safe practice environment, support for online counseling, and maintaining work-life balance. Concerted efforts of policy and decision makers ought to develop targeted programs for dieticians to ensure their retention and wellbeing during the COVID-19 pandemic.

scholarly journals Flexible Working Practices in the ICT Industry in Achieving Work-Life Balance

2021 ◽  
Vol 66 (1) ◽  
pp. 29-50
Author(s):  
Birtalan Ágota-Aliz
Keyword(s):  
Knowledge Workers ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Face To Face ◽  
Theoretical Approaches ◽  
Ict Industry ◽  
Temporal Dimensions ◽  
The One

Abstract Flexible labour practices became increasingly institutionalized and professionalized (Aroles, Mitev and de Vaujany, 2019). However, mechanisms and motivations behind these practices have remained often unexplored. This paper discusses the flexible labour practices among ICT professionals with regard to their spatial and temporal dimensions, with the aim to identify the key-factors that improve work-life balance and overall well-being. The qualitative research is based on in-depth face-to-face interviews with ICT knowledge workers, using Grounded Theory in generating new theoretical approaches that connect flexible labour practices with work-life balance. The study reveals, on the one hand, that particular and adapted flexible arrangements contributes to the reconciliation of the working life with the personal life; on the other hand, had led to the rise of knowledge workers with power and influence over their own intellectual capital, with a richness in personal choices.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

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