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7
SANDI WIN SWE c3139237@uon.edu.au ____________
Last Name (Use block letters) First Name
Email (NUmail account)

4
TRAN TRUNG TIN c3106274@uon.edu.au ___________
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______________
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______________________________
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MANAGING THE ORGANIZATION

I
Course:

1
Course Title

Course Code

Campus of Study:

PSB ___________________________________________________________________

Assessment Item Title:

CASE STUDY: BALANCING ACT ___________________________________________

______________________________________________________________________

Tutorial Group:

R2

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Due Date/Time:

27 Sep 2011 p 2011

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Mr William Anthony _______________________________________________________

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Case summary Case 2: Balancing Act.

I. Case summary Bill Samuels took over the management of Makers Mark which is the Kentucky bourbon distillery. He was a workaholic because he just took over the family business and he had responsible to improve the business so he never enjoyed the holiday. Instead he was working on the holiday. Then he realised that important work and life balance. He spent 40 hours working in his own work and another 40 hours spent on working in the charitable organisation in Kentucky because his father once said Kentucky was awfully good to them so he wanted to help to the Kentucky again Gillian Franklin is the Managing Director of The Heat Group which is largest cosmetics companies in Australia. She was married for 26 years and had three daughters. She understood the important of work and life balance so she planed carefully not to collide between her family business and work. For examples, she will never go to board meeting or overseas trips when there was important event in her family. She also encourages her staff to develop work/life balance because she clearly understands lack of balance will lead to enormous stress because employee will face both home pressures and work pressures. She implemented the lifestyle weekend which mean every other Friday staff can leave at 1pm as long as their work are up to date. Staffs also get life insurance as a part of their salary package which included maternity and paternity leaves. These polices encourage a healthy work/life balance for all staff and become one of the most fiercely competitive and successful organisation. II. Work life balance 1. Bill Samuel and job design policies The organisation should have flexible work arrangements. Flexible working hours gives employees daily choice in the timing of work and non-work activities. This allows employee to work longer hours each day and reduce the number of day they are working so that they can spend their time doing their other activities. Employee satisfaction is highly depended on changing job condition such work location and timing or number of working hours. If employees have flexible working hours they can achieve both organisation and individual

goals and they will experience a more acceptable working environment. This will effect in employees level of motivation and performance. Another work setting is Job sharing. Job sharing is task of one of full-time job that can share between two or more person and it allow employee to divide the work according to agreements made between employees or with employer. For example, some people cannot work for the whole day so they can share the job with other employee such as one person work in half day and another person take care of the other half of the day. Organisation can also attract talented people who are unable to work because of they do not have time. Last work setting is V-time. This allow employee to trade 2% reducing in current income with Ten minute off each working day, 50 minutes off each week, 5days added as paid vacation each year. Employee can have better balance between their other activities and their work. They can have easier personal scheduling. These will lead to higher satisfaction, greater sense of responsibility and higher motivation. Employee will more loyal to the organisation. 2. Gillian Franklin and family-friendly policies: Gillian Franklin adopted the family-friendly policies in order to keep employee happy in the future. She realised that employers need to step up and provide a supportive work environment for those with a family is not only essential but beneficial to the business. Family friendly workplaces could offer flexible work options which include paternity and maternity leave and a culture which supports a work family balance. So employee can able to cope with their personal and family circumstances. Employees also have higher commitment, performance and satisfaction. As a result, company can attract and keep high quality employees. Employees will have better work/life balance. So, they will tend not to lead the organisation and organisation save the human resources. III. performance: In order to understand how family-friendly policies can affect job satisfaction and overall performance of employees, it is needed to understand how organization can satisfy them. Based on Maslows hierarchy of needs, Maslow stated that there is five level of need Relationship between family-friendly policies and job satisfaction, overall

among people: need of physiological, safety, love, self-esteem and self-actualization. The higher level that is fulfilled, the higher level of satisfaction that people does. On the other hands, Maslow also said that every people have a different need based on their background, education, income level. For example, in the case of Bill Samuel, while he was an owner of Markers Mark, he was fulfilled the needs of physiological and safety. The only thing he lacked of was love from his friend and family because he spent most of time on his business. On the other hands, Gillian Franklin of the Heat Group has already achieved the need of physiological, safety and love. Therefore, she thought that its the time for her to help another people. These example showed that when people are fulfilled the current level of need, they will tend to move to higher level. Besides that, although people has different needs, most of them are shared the basic needs as physiological and safety. For more detail, this paper had taken a survey from Big Bazaar, a retail company in US, in order to identify the factors that affect employees job satisfaction. According to the survey, there were seven main factors that affect job satisfaction were ranked from most important to less ones order: good wage, job securities, interesting work, good working condition, full appreciation of work that is done, promotion and growth in organization and employer loyalty to employee. The result showed that the most important for employee is income and safety in job. By the way, if organization can fulfil these needs for employees, they will be satisfied with their job. As a result, employees will tend to get involve and contribute more to the organization and improve their performance. In the case of The Heat Group, since it stated its vision as an employer of choice, a voice for women, it had a well payment system and compensation, provided job securities for women who leaves company to give born. These policies helped company to satisfied most of employee and it become most fiercely and successful organization with good reputation. IV. Impact of these policies to human resources maintenance in the organization.

These policies have both positive and negative impact to organization. On the positive side, it can be said that family-friendly policies make employee is highly motivated. Therefore, it helps to reduce staff turnover and absenteeism rate in organization. It also leads to improve organizations reputation and communication. By this way, the cost of new recruitment and advertising for recruitment also is reduced. It can be explained that while organization has a strong reputation, people are willing to join in without advertising.

On the other sides, this policy still has disadvantage since calculate salaries and annual leave is more complicated. It may increase the cost for organization. However, the benefit from this policy is more than the negative side. Therefore, the organization needs to focus more on organizations research and development in order to reduce the risk of this policy. V. Conclusion

This case showed that there is a need for work life balance among the employees. Therefore, the organization must pay attention on their need to provide suitable payment and good work condition for employee. However, because every people have a different level of need, the organization must improve R&D department to identify its problem in order to provide a right policy for a right people. References: Field, J. (2008). Job satisfaction model for retention. Verma, V. (2010). Job satisfaction level in Big Bazaar survey. Wood, J., Zeffane, R., Fromholtz. M., Wiesner. R., Creed. A., Schermerhorn. J., Hunt. J. & Osborn. R., 2010, Organizational behavior, 2nd edn, John Wiley & Sons, US, pp.157-190