scholarly journals Familie-arbejdslivspolitikker fra et ligestillingsperspektiv - det "glemte" sociale ansvar i danske CSR-initiativer

2010 ◽  
Author(s):  
Trine P. Larsen
Keyword(s):  
Social Responsibility ◽  
Gender Equality ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Collective Agreements ◽  
Care Giving ◽  
Social Partners ◽  
Promote Gender Equality ◽  
National Governments

Work-life balance policies from a gender equality perspective – the forgotten corpo- rate social responsibility in Danish CSR policy. CSR has increasingly attracted national governments and social partners’ attention worldwide. Denmark is no exception. The Danish initiatives have mainly focused on employment related issues rather than gender equality and work-life balance issues. In fact, gender equality is rarely a topic discussed in the Danish CSR policies. This paper argues that social partners have through collective agreements voluntary taken on a social responsibility to ease employees’ work/life balance and thereby promote gender equality. However, these policies mainly address the problems faced by working mothers, less so fathers and rarely careers other than parents are therefore expected to combine work and care-giving with limited if no support from their workplace.

scholarly journals RIGHT TO DISCONNECT: french and italian proposals for a global issue

2019 ◽  
Vol 4 (3) ◽  
pp. 110-129
Author(s):  
Matteo Avogaro
Keyword(s):  
Work Life ◽  
Private Life ◽  
Life Balance ◽  
Collective Agreements ◽  
Global Issue ◽  
The Social ◽  
Social Partners ◽  
Increasing Process ◽  
Social Debate ◽  
The Impact

In recent years, the increasing process of digitization has gradually blurred the boundaries between work and private life. Therefore, new issues concerning workers’ protection arose. One of the main topics on this matter is related to employees’ tendency to utilize technological devices, as smartphones and tablets, to remain “connected” to their job outside ordinary business hours. In relation to this aspect, the paper addresses the debate and juridical solutions proposed and developed in France, through the Loi El Khomri, and in Italy, with the law No. 81/2017 recently approved by Parliament, to introduce a right (and/or an obligation) to disconnect in favour of digitized employees, and in order to protect workers’ private life, preventing diseases related to risk of burnout and the augmentation of stress. Furthermore, the analysis will be focused on the social debate related to the abovementioned topic. In particular, it will concern the positions assumed on this matter by main workers’ and employers’ organizations of the said countries, and their reactions to the initiatives undertaken by legislators, in order to realize a first evaluation concerning the impact of the solutions proposed. Afterwards, the attention will be cantered on praxis and tools introduced by collective agreements, in order to verify whether social partners have been able to find more efficient methods to balance work and private life, than the ones suggested by legislators. The outcome of the paper is referred to the actions that ILO could assume, on the base of the experience developed in France and in Italy, to address the future global issue of protecting employees’ work-life balance.

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.

Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations

2008 ◽  
Vol 14 (3) ◽  
pp. 267-284 ◽  
Author(s):  
Louise P Parkes ◽  
Peter H Langford
Keyword(s):  
Social Responsibility ◽  
Employee Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Climate Factors ◽  
Intention To Stay ◽  
Life Balance ◽  
Organisational Climate ◽  
Australian Sample ◽  
Further Development

AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.

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