Organizational Consultant for We Make Widgets, Inc - Report Example

We have been asked, in our capa as organizational consultants, to help We Make Widgets, Inc solve some work-life balance problems prevalent among its top leadership. With this end in mind, we study some popular literature to understand the basics of work-life balance. It is followed by the summary of our suggestions to the company. Introduction Work-life balance is variously interpreted by different people. To some, work-life balance is doing a job, where work is a means to support life, while to others it means to be in an employment where stress is kept in manageable limits. Broadly, it means to arrive at a ‘fit’ or have the right combination of professional requirements and other aspects of life including parenting, socializing, exercising and indulging in activities that promote mental and spiritual growth. The right workplace balance depends upon individual interests, work demands and physical stamina (Moore-Thorpe, 2007). Nevertheless, work-life balance is a mainstream issue, which is a result of changing demographic and social trends (Bevan cited at Hayward, 2006; Saltzstein, Ling, Saltzstein, 2001) and changing legislations. According to Hayward (2006), “changing Flexible Working Regulations 2002 give those with responsibility for a childs upbringing (under 6 or if disabled under 18) the right to request variation in working hours or working from home (p 4).” Whereas, the Flexible Working Regulations 2002 legislation is a step in the right direction, statutes may also be required to help the employees carry out their duties in others roles in the family as well. Work-life balance is dependent upon the right workplace culture and individual priorities. The right workplace culture, practices and policies, help the managers to carry out their professional commitments and meet obligations of the family, maintain good health, avoid absenteeism, and keep stress under control. Conversely, higher stress-levels, and long and inflexible work schedules, disturb the work-life balance. Work-life balance helps in creating the right work culture and increasing efficiency and productivity of the organization. With the correct work-life balance, managers also get enough time to indulge in their roles as parents, spouses, children, and care givers. However, the concept of work-life balance suffers on account of lack of formal and written policies and strategies, traditional management styles, and lack of expertise in handling flexible workforce (MacPherson, 2006). We have been hired as consultants to We Make Widgets, Inc. The company has presented us a problem that requires immediate remedial measures. Here is a brief summary of how we will help solve the problem. Chief Executive Officer (CEO) Maria Visionaria, the Chief Operating Officer (COO) Mujibar Delhi, and Chief Financial Controller (CFO) Wanda Sharp constitute the top echelon of the executive hierarchy of the We Make Widgets, Inc. The present day success of the company is owed, to a great extent, to its top team that leads by the way of personal example. However, Visionaria and Delhi, with their indomitable spirit, and passion for their jobs, have tilted the work-life balance, towards their profession, which now reflects in the strain in their personal relationships, and deteriorating health and cognitive abilities. Sharp is energetic, full of verve, but needs to focus her energies both on the personal and the professional fronts. Her domineering attitude has, probably, made her ignore her son, who has taken to substance abuse. The second marriage and adoption of a child will further take a toll on her time and energy and she needs to plan out her future carefully. On a more thoughtful probe, we find that the problems plaguing all three of them veer around to work-life balance. Each of the executives has a tremendous drive, but as of now, they are bogged down by personal and professional issues. As a result, the top executives might be failing to channelize their energies towards meeting of corporate goals and objectives. Any failure of performance at top will tend to percolate downwards, thus, seriously affecting the overall efficiency of the company. As organizational consultants, we will begin by holding counseling sessions with Visionaria, Delhi, and Sharp. The team will broadly assess the daily schedules of the executives, understand their work methods, and know about their approach and perspectives to profession and lifestyle. Success Quotient The meaning, parameters, and metrics of success vary from individual to individual. Likewise, everyone has a personal definition of success. During the counseling session Visionaria, Delhi, and Sharp would get an opportunity to define success in their own words. They will be asked to share their views on what success means to them in their personal and professional lives. This would help them define the vision and mission of their lives. The vision for life is translated into step by step goals and objectives through the Stair Case Method as depicted in the diagram. Fig: The Staircase A common model questionnaire has been framed that will help us elicit information and have their perspective on life and work. i) Define success in your own words? ii) What does success mean to you in the professional sense? iii) What does success mean to you on the domestic front? iv) What are your short-term goals in life? v) What are your long-term goals in life? vi) What kind of support or changes in life do you seek? vii) What drives you/inspires you the most? viii) What kind of relaxation do you seek for yourself? ix) What is your ideal vacation/getaway? Time Management Time management is of utmost necessity, if a person has to justify work-life balance. Since, we are working with the top management; there is no issue about the flexibility of time. Since Visionaria, Delhi, and Sharp have been busy in going through the same routine for past many years, their work schedules will be studied in detail. Time logs will be prepared separately for each of them to check wastage. Time thus saved could be used for recreation, leisure, and on activities on the domestic front. Delhi can spend time saved with his wife. He could also look after his ailing mother and fulfill his personal responsibilities. The same holds true for other executives. As an immediate measure, it is recommended that yoga and meditation sessions be introduced in the office to rejuvenate the spirits of the team and bring efficiency in their work. Meditation sessions will also help the management and staff to focus their energies on the corporate goals and objectives. Visionaria At 50, Visionaria is going through mid-life crisis. And fortunately, she realizes that she needs to change. Her constant drive for work has fatigued her mentally and physically. As of now, we do not have information about Visionaria’s personal life, and who all are there in her family. In the counseling session, we would try to ascertain her personal commitments so that a detailed plan for work-life balance could be chalked out. Visionaria immediately needs to be taken off the monotony of her work routine and suggested to go on a ten-day vacation. We know, being a workaholic, she would raise objections to our suggestion, but as consultants, we will push forward the idea that a rule be made for a mandatory vacation after three months for all three executives. Delhi At 62, Delhi, the COO, may not realize it, but he has already dedicated the better part of his life to the company. Though his zeal for work is worth appreciating, but tell-tale signs of physical and mental exhaustion cannot be ignored. At the end of the day, Delhi could, with his physical problems, be sending wrong signals to the workforce. He really needs to offload some of his responsibilities to juniors, and decrease his work timings. Delhi needs to decrease his work, especially toward the morning and evening so that he can spend time with his wife and mother, something they are missing on, for quite some time. Delhi has an ailing mother at home. It is highly recommended the company hire a care taker to look after his mother. The company should bear the entire expenditure of the treatment of Delhi’s mother. Wanda Sharp Wanda Sharp is the youngest member of the team. In her single minded pursuit, Sharp has not been able to provide the right atmosphere to her son, who has taken to substance abuse. The company should take initiative to find a good counselor for the mother and son and arrange for the rehabilitation of the boy. The company should also help Sharp with the adoption of the child, so that she could refocus her energies at work at the earliest possible. Conclusion Problems dog human beings irrespective of age, sex, profession, and designation. Human problems that apparently seem to be the different have the same undercurrents. As such all work-life balance correction activities need to have a humanistic approach. Companies should even be willing to undertake and render all possible help in all aspects of life. By going the extra-mile in understanding and addressing the problems of its managers, the company not only lends a helping hand to an important member of its workforce, but is also making a long-term investment in one of its assets. The investment in human resources is bound to pay manifold intangible dividends. References Hayward, A. (2006). Work-life balance: here to stay? International Journal of Health Promotion and Education. Vol 44 McPherson, M. (2006). The role of managers in work-life balance implementation. Retrieved September 29, 2009 http://www.victoria.ac.nz/geo/news-and- events/lew12/papers/LEW12-McPherson-TheRoleOfMangers.pdf Moore-Thorpe, A.P. (2007). All in a days work: balance the life you lead by finding time for yourself. Black Enterprise. Vol. 37, March 2007 Saltzstein, A, L., Ting, Y., and Saltzstein, G, H. (2001). Work-family balance and job satisfaction: the impact of family-friendly policies on attitudes of federal government employees. Public Administration Review, Vol. 61. Read More