Challenges in the Era of Globalization - iaabd

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Proceedings of the 12th Annual Conference © 2011 IAABD I would love to balance my family work and life but not many organizations offer such opportunity and with the high unemployment rate in the country I don’t have any alternative than do the long hours. (Manager). Work life balance is a Luxury that only available in MNC not Banks (customer relationship officer). Weak unionism: Another problem is the lack of union voice on the issue of work life balance and welfare of bank workers. Many of the banks with unions are now increasingly derecognizing the unions. Often the unions are just weak in actively challenging management on some of the onerous conditions of work which increase work life conflicts among their members. Conclusion and Recommendation In summary, the institutional dynamics propelling work life balance in the western hemisphere is weak in developing countries such as Nigeria. There is an urgent need to put in place regulatory systems and effective implementation structure in place to help managers reorganized and design work in such a way that it would be more humane. If the Nigerian private sector will compete effectively with the developed world, management would need to pay some more attention to the managing issues pertaining to work life balance, particularly in an African society where roles are ascribed to people based on their gender. There must be a move from the growing conception that human resources are assets to be maximally exploited and disposed off without being considerate to creating an enabling environment where the workers life is balance with work. The perpetuation of this hybrid of traditionalist approach and sophisticated paternalist management approaches used by many Nigerian banks may be counter-productive and may unlikely produce commitment, quality and continuity. Employers are quick to point out the issues of cost in not being able to offer more work life balance initiative. This unitary managerial goal has led to the creation of structures which over the years have led to an atmosphere of job insecurity, fear, and stress among workers. There is a need to over haul the way work is designed to accommodate the contemporary issues such as work life balance. Work-life policies can allow organization gain competitive edge by enabling it to attract and retain people, particularly women, with the best skills and experience and also result in low staff turnover and give the organization the reputation as a good employer (Epie, 2006). A review of the existing policies is required to ensure it suits every one and ensure employees are not over worked and given reasonable and realistic deadlines. HR mangers play a key role in ensuring the success of a WLB policies and practices. They should train the employees so that they can be aware of the policies available and also monitor the implementation of policies to ensure equality across the board. In closing, these studies make four important recommendations: First, there is an urgent need to improving Communication: There is a need to clearly communicate the bank’s WLB policies and practices to employees, to further raise awareness and improve the knowledge and understanding of relevant policies. This can be done by sending updated versions of WLB policies via the banks intranet with names and details of individuals to contact for any further advice on WLB policies and practices at the Bank. Secondly, consider implications for work-life balance in relation to workloads: guidelines should be developed which ensures that employees are given duties which have realistic deadlines and commensurate rewards should be given for extra hours. Thirdly, consider potential demand for further flexibility within working patterns such as flexible hours, compressed hours or work from home. It should be considered, subject to operational requirements, whether such practices could be extended. Hence, a pilot scheme could be carried out to test the feasibility of having more flexible working arrangements and 508
Challenges in the Era of Globalization Edited by Emmanuel Obuah to develop appropriate policies them accordingly. There is finally a need to ensure fairness and consistence in the implementation of WLB policies. Reference Aluko, Y. A. (2009) Work-Family Conflict and Coping Strategies Adopted by Women in Academia. Gender and Behaviour, 7 (1), 2095-2122. Barnett, R., and Rivers, C. (2004) Same Difference: How Gender Myths are Hurting Our Relationships, Our Children, and Our jobs. New York: Basic Books. CIA Central Intelligence World Factbook, (n.d.). Retrieved March 31, 2011 from https://www.cia.gov/library/publications/the-world-factbook/geos/ni.html. Department For Business Enterprise and Regulatory Reforms (BERR) (2008) Flexible working: The Right to Request and The Duty to Consider, available at www.berr.gov.uk/employment/employmentlegislation/employment-guidance/page 35663.html assessed on 12-11-2010 Epie, C. (2006) Family-Responsive Policies in the Nigerian Environment. A CREW Conference proceedings. Prato. Freeman, L.M. (2009) ‘Comparison of Attitudes Between Generation X and Baby Boomer Veterinary Faculty and Residents’, Journal of Veterinary Medical Education’, 36 (1), pp. 128-132.. Greenhaus J. H, Powell GN (2006) When work and family are allies: A Theory of Work-Family Enrichment. Academy of Management Review 31: 72-92 Guest, D. E. (2001)”Perspectives on the Study of Work-Life Balance. A discussion paper.” 2001 ENOP Symposium, Paris, http://www.ucm.es/info/Psyap/enop/guest.htm, assessed on 12-11-2010 Karatepe, O. and Uludag, O. (2007) ‘Conflict, Exhaustion and Motivation: a Study of Frontline Employees in Northern Cyprus Hotels’, International Journal of Hospitality Management, 26, pp. 635- 65. Lee, C.M., Elke D.and Dobson, R. D. (2009) ‘Work-Life Balance for Early Career Canadian Psychologists in Professional Programs Canadian Psychology’, Canadian Psychological Association, 50 (2), pp. 73–82. Lewis, S., Rapoport, R. and Gambles, R. (2007b) The Constraints of a Work Life Balance Approach: An International Perspective. The International Journal of Human Resource, 18(3), pp.360-373. Limoges, J. (2003) A balanced work life: A Matter of Maintenance. Food for Thought Document 11.Ottawa, ON: Canadian Career Development Foundation. Moore, F. (2007) ‘Work-life balance: Contrasting Managers and Workers in an MNC’, Employee Relations, 29 (3), pp. 385-399. Mordi, C. Simpson, R., Singh.S and Okafor, C. (2010) The Role of Cultural Values in Understanding the Challenges Faced by Female Entrepreneurs in Nigeria, Gender in Management: An International Journal, 25 1, pp.5 - 21 Neuman, W.L (2007) Basics of Social Research. Qualitative and Quantitative Approaches 2nd edn. Boston: Pearson Education Inc. Russell, H., O'Connell, P.J., McGinnity, F. (2009) "The Impact of Flexible Working Arrangements on Work-life Conflict and Work Pressure in Ireland", Gender, Work and Organization, 16, pp.73-97. Schoenfeld, G. (2005) Work-Life Balance: An MBA Alumni Report Graduate Management Admissions Council, pp.1-13 Singh, B. (2004) Working women in India. New Delhi: Anmol. Spinks, N. (2004). “Work-Life Balance: Achievable Goal or Pipe Dream?” The Journal for Quality and Participation, 27, 3, pp.4-11. Torrington, D., Hall, L., and Taylor, S. (2009) Human Resource Management 7th Ed. London: Prentice Hall. London: Prentice Hall 509
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Challenges in the Era of Globalizat
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Table of Contents Challenges in the
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Lennart Bangens, Goteborg, Sweden C
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Local Steering Committee Jacob Musi
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Track 1: Accounting, Finance, and I
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Abstract Challenges in the Era of G
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Abstract Determinants of Bank Lendi
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Empirical Results Challenges in the
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Table 3 Determinants of Competitive
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Research Findings Challenges in the
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Abstract: Study on Africa Governmen
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Abstract Challenges of Oil Revenue
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Abstract Land Based Sources of Poll
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Abstract On the Mitigation of Rever
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Assessment of pollutants in nigeria
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Figure 1: Lagos off shore survey po
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Table: Model Fitness Regression Sta
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Conclusion Challenges in the Era of
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37. Provision of sound education fo
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The cost structure Challenges in th
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Empirical Analysis Challenges in th
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Variable Coefficient Std. Error t-S
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Abstract The Changing Requirements
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The Model, Data and Variable Defini
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Empirical results Challenges in the
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Abstract Gender, poverty and sustai
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Figure 1.1: Spread of directorships
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Theoretical Framework Challenges in
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Single 18.1 Masters and above 35.3
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Source: Field survey, 2010 Table 3:
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Conceptual Definitions Challenges i
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Conclusions and Implications Challe
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Abstract Exploring Organisational R
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district hospitals: Evidence from N
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Defining the Organisational Culture
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Table 1: A Summary of Operating Ban
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Banks in Ghana Challenges in the Er
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References: Challenges in the Era o
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Figure 5: Causal loop diagram inclu
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The study seeks to: • examine typ
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Figure 2: Customer Perception of MT
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Relationship Commitment Total 1264.
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Figure 1: Components of Data Analys
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Abstract Marketing Nigerian medicin
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Conclusion Dissatisfied 6 3.4 3.6 7
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Abstract Customer satisfaction with
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Methodology Challenges in the Era o
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Discussion Challenges in the Era of
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Postgraduate 19 Internet experience
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Average daily Internet hours z P-va
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GOVERNMENT MoFED SECTORS Structure
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Football Spectatorship Challenges i
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