Work and life: the end of the zero-sum game

Keyword: work life zero-sum game end management operations management

Most enterprises are working and private life as zero-sum game (zero-sum game), the opposition parties that work and family life are difficult to reconcile. Company managers often to this traditional angle determines how subordinates work and private life, and often will promote the life and work balance plans as benefits provided by the enterprise. However, some new managers want to begin to change this attitude, they think that managers and employees should work together to achieve the objectives of the enterprise and the individual.

These managers followed three guiding principles. First, they will focus on enterprise development clearly inform employees and encourages employees to their life set equally clear objectives; second, they treat employees as 「introduction full 」 individual, apart from Office work, also support employees operating their own life; third, they will continually seek to improve experiment, to see whether the different methods available to accomplish the same thing, to enhance organizational performance, and allow employees to pursue the goal of life outside of work.

Compliance with the above three principles of managers found that work and private life has conflict, but let everyone have a chance to review performance inefficiency. For example, a Manager and staff work together to come up with a way to let them not only completed command center 24 hours a day-increasing workload, but also can get more focused private life time.

So far, to take these three principles are in charge of the company in the lack of support for reform, but because they approach has received the effectiveness of the operation, the authors predict that the future will have more and more companies to them, treat them as harbingers of the enterprise.

@ Text: work and private life difficult co-existence issues have been haunting us. Many Office workers have to take care of the child or parent, you want to develop a personal interest or participation in community activities, which will take time. In the past, the company in charge of the staff of this kind of attitude is very similar: we only take care of your work 「introduction, as for you what to do after work, has nothing to do with the company. 」 We all preset staff will put the interests of the company first, before work and family is a zero-sum game, only one party is the winner.

Now the situation has hardly changed?. On the one hand, the population structure of great change, such as an increase in the number of professional women, and so on, forcing many women face how work and family balance issues; in addition, enterprises are facing global competition, new economic forces, in order to seek to streamline the Organization downsizes, employee loyalty is inevitably decline. On the other hand, the vast majority of managers are also convinced that each employee's personal interests 「introduction win 」, the Organization must have in place a price on. Therefore, they put the employee in the household and workplace issues, to the human resources department, through flexible hours and child-care leave, today's approach to the individual needs of employees. However, these practices could not really assist employees in work and family between the long and meaningful balance, because thinking for employees is not part of the enterprise culture, and competent management methods also have significant changes.

Accepted radar reconnaissance

However, in recent years, we found that more and more executives will be within the scope allowed by the company, in different ways in the face of difficult to balance work and life. These managers that work and private life do not conflict, but is complementary. In short, they take a win-win strategy. To date, these managers really going the right direction, because we can be found from the case study, new strategy for the organization or individual, are able to produce concrete results.

These managers have mastered the principles of the three mutually reinforcing. First, they set out to the employees of the company's important goals, and encouraging employees to personal interests and goals are equally clear cognition, let the staff know in career planning, job has multiple components. This principle aims to let the employees clearly understand the business and personal goals, and build complete the objectives of the programme.