14893
ORGANIZATIONAL PSYCHOLOGY
FINAL ASSESSMENT
Student Name : Sehrish Hashmi
Student ID : 14893
Submission Date : 16H Aug , 20
SUBMITTED TO SIR M. MASOOD MIR
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QUESTION 1
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1. What current care issues should members of a work-life balance committee
consider?
In above case study , there are two main concerns in work-life balance:
The first is lack of time and a scheduling conflict.
The other is feeling overwhelmed, overloaded or stressed by the multiple roles.
Smith praises the assistance he , his better half and family got from SCS. Smith speaks highly
of the support he, his wife and family received from SCS. Their
exceptional circumstances speak to the value of work-life balance arrangements in this
organization. Ewing also testifies to the benefits of work-life balance initiatives: “in a
pressurized work environment, work-life balance programs signal the value of staff…they
can also reduce stress and allow staff to keep contributing at work.” As much as work-life
balance arrangements can bring real organizational benefits, it is generally recognized in
SCS that they can bring with them some issues too.
Although work/life balance has traditionally been assumed to involve the devotion of equal
amounts of time to paid work and non-work roles, more recently the concept has been
recognised as more complex and has been developed to incorporate additional components.
The work-life balance committee ought reflect the following attentions:
Time balance, which concerns the amount of time given to work and non-work roles
Involvement balance, meaning the level of psychological involvement in, or commitment to, work
and non-work roles.
Satisfaction balance, or the level of satisfaction with work and non-work roles
“working” then there should be no reason for paying them simply to be drinking coffee
on your premises rather than their own.
Flexible working has improved the work life balance for many employees, particularly
for those with caring responsibilities, and simply encouraging staff to take their
additional hours off will mean they return to work refreshed and ready to work.
However, managers need to assess when during the working day or working week they
need work to be carried out, and this can be negotiated with the employee when
requesting flexible working.
Flexible working has improved the work life balance for many employees, particularly for
those with caring responsibilities, and simply encouraging staff to take their additional hours
off will mean they return to work refreshed and ready to work.
However, managers should assess when during the working day or working week they need
work to be carried out, and this can be negotiated with the employee when requesting flexible
working.
Employers have an ideal opportunity to address the question of how to incorporate work
life balance into the regular day to day working of the Fire & Rescue Service, and reap
the rewards of increased motivation and productivity as a result
Flexi-time (opportunity to negotiate timings)
Paid leaves(15-30days)
Cultural/religious leaves
Vacations •Parental leaves (maternity/paternity leaves)
Direct services like onsite childcare and takeout dinners
Time management to solve the problem of managing the personal life and
professional life smoothly.
Stress management programmes
Employee wellbeing programmes (conducting seminars about work life balance)
Rotation in shifts (day to night and vice versa)
Sharing shifts (if u have any personal work- change shifts with others)
Recognize top-performing employees with awards.
2. What factors should managers take into consideration when presented with
an employee’s request for a work-life balance arrangement?
Therefore, here are some workplace practices employers can adopt to ensure they’re
supporting their employees to get the balance right.
Offer flexible and remote working
Employees feel valued at companies where they know they can finish earlier get their boiler
fixed or see a physician when needed, safe in the knowledge that their employer knows that
they’ll still get the job done.
Encourage managers to focus on productivity, rather than hours
Rather than count the hours employees work, encourage managers to focus on the completion
of a particular task. Some days employees may need to put in long hours to complete a task,
but this is offset by the days when they don’t need to do a full eight-hour day.
3 Encourage breaks
Encourage your employees to take breaks, take a walk or even work in an entirely different
part of the office.
Regularly review workloads
Review your allocation of duties to ensure that individuals have achievable workloads
Managers who talk to their teams regularly will know who is busy and stressed, and who has
capacity.
Lead by example
Ensure that managers and the senior leadership team enjoy a healthy work-life balance too,
leaving the office on time, taking breaks and not emailing workers out of office hours or
expecting them to deliver work in unworkable time scales when it isn’t urgent.
Give employees time to volunteer
aving the opportunity to do good is not just confined to millennials, though, and if workers
are allowed the freedom to give back whilst working then they will generally feel good about
themselves and about their workplace.
Reconsider time off
Could you afford to give your staff more time off? Equally, another way to prevent burnout is
to force workers to take their time off within the holiday year by not allowing them to carry
over holiday or capping how many days they can carry over.
Offer health cash plans
Provide health cash plans providing reassurance to employees knowing that they have
insurance if they or their family become unwell. It also encourages a more pro-active
approach to health check-ups and inoculations leading to fewer staff absences.
Acknowledge every employee is different
Many of your employees may be desperate to achieve a better work life balance. However,
others may feel satisfied with the time they spend working.
While work-life balance arrangements may motivate employees who access them, those who
do not may become unmotivated. Also, line managers sometimes need to make decisions
about work-life balance requests “that are not popular...but ensure the operational needs of
the courts.
3. Managers, Communication On Work Life Balance To Help Employees
Managers can do that by talking with their employees about their goals and setting clear expectations
Talk to employees about the standing of taking time off.
Encourage employees to plan their vacations in advance.
Leadership should schedule and plan their own vacations and time off in advance.
Talk to employees about their personal interests and encourage outside interests.
Managers should share stories about their own personal interests and how having outside
interests have helped them manage work and family obligations.
Organizations should do special interest stories on employee outside interests. For
example, if an employee has won competitive tennis tournaments, talk about it.
4. Managers, Communication On Work Life Balance To Help Employees
Managers play an important role in employees ‘work/life balance.
It is very important to remember that for many workers balancing work/life demands is just one of the
many challenges they face on a regular basis. While most people would agree that these issues should
be addressed, they may not know where they can be resolved. A program dealing with work/life
issues could, for example, be part of a complete health and safety program. However, it should not
take away resources or distract attention from addressing other health and safety concerns or hazards
that may be present in the workplace.
As an employer, you're in the unique position to help your employees improve their work-life balance
and doing so can also help attract and retain talent.
Create flexible leave policies.
Engage with your community.
Foster a healthy work environment
Train your managers to help.
Offer flexible scheduling.
Create a family-friendly work environmen
Apply change management techniques.
Give employees time to foster their creativity.
Provide educational support.
Work Balance is important to every person and every workplace. It is important to relax and have a
good time at your work. Have time management and give a little break to breathe.
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QUESTION 2
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CASE STUDY : AUTOMOTIVE MANUFACTURING PLANT
In above case of automotive manufacturing operations, risks that go unaddressed to move
heavy load capacities of up to 1,300 lbs using carts mounted with 4” urethane wheels.
So they can lead to missed production targets, safety incidents and vehicle recalls
Safety hazards, aging assets and security threats can negatively impact your business,
including your employees, revenue, plants, intellectual property, vehicle quality and
customers.
THE MAJOR PROBLEMS OF CASE STUDY
The major problems of given case is the chance of injury, work tasks should be designed to
limit exposure to ergonomic risk factors and other hand the biggest problematic factor is loss
of productivity
Therefore ,Engineering controls are the most desirable, where possible.
SOLUTIONS TO CONTROL HAZARD
Engineering Controls Use a device to lift and reposition heavy objects to limit force
exertion
(implement physical Reduce the weight of a load to limit force exertion
change to the workplace, Reposition a work table to eliminate a long/excessive reach and
which eliminates/reduces enable working in neutral postures
the hazard on the job/task) Use diverging conveyors off a main line so that tasks are less
repetitive
Administrative and Work Require that heavy loads are only lifted by two people to limit force
Practice Controls exertion
(establish efficient Establish systems so workers are rotated away from tasks to minimize
processes or procedures) the duration of continual exertion, repetitive motions, and awkward
postures. Design a job rotation system in which employees rotate between
jobs that use different muscle groups
Staff "floaters" to provide periodic breaks between scheduled breaks
Properly use and maintain pneumatic and power tools
Personal Protective Use padding to reduce direct contact with hard, sharp, or vibrating
Equipment surfaces
(use protection to reduce Wear good fitting thermal gloves to help with cold conditions while
exposure to ergonomics- maintaining the ability to grasp items easily
related risk factors)
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QUESTION 3
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3(a). CULTURAL DIVERSITY IN THE ORGANIZATION
The existence of a variety of cultural or ethnic groups within a society.
Cultural diversity in the workplace stands when companies are open to acquisition
employees as of all categories of different upbringings:
regardless of race
religion and culture
When companies recruit and retain a diverse pool of people
it brings about different benefits to the company as well as its employees.
IMPORTANCE OF CULTURAL DIVERSITY
Importance of culture diversity of various backgrounds
have different perspectives. Their contribution
n to the business allows the group to look at
problems from all different angles. The results
are often innovative.
For diversity to bring strength, it should be valued in the corporate philosophy. More
important, it must be integrated into company practices. It takes time and a commitment to
celebrate diversity. Workers must be open-minded and non-judgmental in order to truly
understand how cultural diversity can impact the workplace and make it better
IMPORTANCE OF CULTURAL DIVERSITY IN THE ORGANIZATION,
1 companies will also gain from each employee by
Expand productivity levels learning from each other’s experiences and applying
this new-found knowledge to their work.
2
Intensification creativity Another benefit of cultural diversity in the workplace is
the increase in creativity among teams, and the ability
to have a more diverse set of solutions to specific
problems.
3
Upgrade profit or Revenue Business reputation flourishes when a company shows
its commitment to diversity and inclusion,” Ng says. “It
leads to more customers, increased profitability and
opportunities for workers.”
4 This is great because it increases employee
Enhance employee engagement and at times increase employee motivation
engagement as well, which is great for the company
5
Abridge employee turnover company that embraces cultural diversity in the
workplace would immediately entices a wider pool of
candidates for its job vacancies.
6
Imitates on reputation Companies who recruit and encourage individuals from
a wide range of backgrounds generally gain
Companies who recruit and a reputation for being a good employer.
encourage
7
Boosts extensive array of wider range of skills and knowledge available to them,
skills these companies often enjoy a more diverse and
adaptable range of products and services that they can
offer to their respective markets.
8 By enjoying a more culturally diverse workforce, it is
Recovers insights and often found that employees then spend more time in
reduces racism their daily lives with people from cultural backgrounds
that they are often never exposed to.
3(b). IMPORTANCE TO APPLY THE BIG FIVE PERSONALITY
Personality makes an impact on how successful we are on the job.
Generally, conscientiousness is the greatest predictor of how well someone will
perform.
Human resources professionals often use the Big Five personality dimensions to help
place employees.
That is because these dimensions are considered to be the underlying traits that make up an
individual’s overall personality.
That’s why the Big 5 are only helpful for hiring if they are paired with a data-driven
approach.
Openness to
Experience The
extent that
someone is curious,
imaginative, flexible,
and interested in
trying new things.
Neuroticism
Conscientiousness
he extent that
The extent that
someone worries,
someone is
and is irritable, or
organized, works
easily stressed. The
hard, stays on task,
opposite of this trait
and perseveres to
is often called
finish the job.
Emotional Stability.
THE BIG FIVE
PERSONALITY
Agreeableness
Extraversion
The extent that
The extent that
someone is
someone is
cooperative,
outgoing, assertive,
trusting, polite, and
friendly, and active.
compassionate.
Agreeableness
The extent that
someone is
cooperative,
trusting, polite, and
compassionate.
leaders know their employees’ tendencies, strengths and weaknesses, they can use these to
help their employees and keep them motivated.
Leaders follow also use the Big Five on themselves to assess their behaviours and determine
to employees in what way to maximize their strengths, but also learn from their weaknesses
as they drive the organization to success and endure to evaluate structural behaviour.
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