Impact of WorkLife Balance on Job Stress Essay Example | Topics and Well Written Essays - 3000 words

Impact of WorkLife Balance on Job Stress - Essay drillMaclnnes, 1987 and Pollert, 1988 says that flexibility is only one managerial concern and it tidy sum non be abstracted from its other argonas of goal and interest. nerve centre and peripheral frame hunt of work division allows company to use the part-time labour and increase its available flexibility.The overall conclusion from the survey of Saudi Aramco is that they havent explicitly and comprehensively reorganized their work force on a flexible basis. Consistent with argument developed in Godard (1991), these considerations vary in accordance with three sets of morphologic variables size, technology and market conditions. Flexible model looks more appropriate for orotund corporations instead of small organisations as their employee consciousness is generally more problematic because of alienating effects of size. flake flexible practices is more appropriate in capital intensive corporations because they have uncertain an d complex technologies requiring graduate(prenominal) levels of formal and informal training. They as well as employ advance process production technique. Also flexible practices argon more likely to affect the firms producing essential goods and services with a high degree of capital and they are operating in concentrated markets. As Godard concluded that to argue that size, technology and market conditions determine the intent to which it is rational for management to adopt flexible practices is not to suggest that they rigidly determine variation in these practices. It left to suggest, however, that failure to adopt the flexibility paradigm and not reflect mistaken strategic choices as much as it does cost-benefit considerations consistent with the rational pursuit of profit considerations which vary in accordance with structural variables. ... Though there are undoubtedly limits to managerial rationality, it is a mistake to think that these considerations are not at the core of managerial decision processes or that they do not become reflected in the purpose to which flexible practices are adopted.Therefore, strategic choices are of less importance that structural variables, it may be that they coiffure as rationalizations. Still they dont serve as determinants.There are further researches required in arrangement the processes underlying the formation of management policies and practices in deep intensive ways. Further study will also benefit including an extended set of new and structural variables. Presently it looks that flexible firm model can be generalized across countries and occupations, but they cannot be used as long term setting before any firm can set it as usual practice.The criterion of fairness applies done acceptability of the contract defined in price of offers and expectations. The theoretical concept was supported by verifiable investigation.The psychological contract is a hypothetical contract. Rawls, 1971 suggested that hypot hetical contract can be accepted as psychological contract only if it is assessed as fair. Psychological contract consists of offers and expectations which cannot be measured in terms of promises and obligations for both parties involved in contract. This terminology is considered in accordance with legal contract definitions (cf. Applebey, 2001 Atiyah, 1989 Bucher, 2003 Knapp & Chrystal, 1987 Lando & Beale, 1999), which is contract without obligation from both sides and doesnt produce obligations. It depends on employment relationship and their track record for success. The empirical studies