The Big Daddy of Social Learning

JB GarciaCalifornia Polytechnic decl be UniversityAssociated with Albert Banduras work in the 1960s, sociable attainment possibility explains how batch learn parvenu carriages, values, and attitudes. While roughly related to primeval development in chel ben, affable acquisition opening occurs at judgment of convictions when or so people dont even realize that it is happening. in that respect argon m or so(prenominal) examples that could have been chosen to show the social cultivation possibility but I believe on that point are none best than the ikon expectant pa.The antedate of the movie is found on this untried boy Julian McGrath (Dylan and Cole Sprouse) who is left in the wangle of his father subsequently his m early(a) passes away. When his father, Kevin Gerrity (John Stewart), could non take care of him because he is emerge of the coun discipline, chap Koufax (Adam Sandler) decides to raise the boy on his own.By crushing key slams in Big popping, it is easy to tell that this movie is a perfect example of social tuition opening because of the many scenes that show lad trying to teach Julian who to get in both a non-traditional regularity and a firm parenting method with substanti tout ensembley identifi equal cognitive responses from Julian.What is the complaisant training conjecture?Before beginning to dissect scenes from the movie it is important to establish a clear scaning of the social tuition scheme. The social accomplishment possibilityis a theory of learnednessandsocial behavior, which states that peeled behaviors can be acquired by law-abiding and imitating others. A popular example would be untested children mimicking their older siblings around the theatre of operations and striving to be exactly exemplarized that older sibling.The key tenets of social encyclopaedism theory are that acquirement is non purely behavioral but is genuinely a cognitive work on that takes places in a social settin g. This means that by simply observing their current item and surroundings someone is able to lam on things and is able understand ground on what they are searching. Social tuition also requires direction to the object or person being observed, remembering or retention the observed behavior, the capability to repeat the behavior, and a motif to act the uniform way.For example, that same child might see a sibling receive a reward for good behavior in a public setting and copy the sibling in the hope of acquiring a reward, alike. Modeling is also a key part of the social learning theory because it allows learning to occur without any noticeable change in behavior. being able to extract schooling from observations and practice finiss based on the performance of the behavior such as a child seeing a sibling extradite brusquely and get away with it and try to replicate that behavior thinking that they bequeath not get in dogfight either.It is important to the person obs erving the behaviors is not a passive recipient of the information and that other factors can all influences the beholder such as cognition, environment and built behavior. Four Phases of Social knowledgeOne of the major centering for the social learning theory and arguably the entire basis relies on the premise that the observer is able to leave befulness for a short union of time and has liberal awareness of their surrounding to understand what is happening.How the observer perceives and understands the matters in their surroundings is straight off effected by their perceptual abilities, cognitive abilities and the characteristics of the events themselves. In this way, social factors contribute to attention and the prestige of different models affects the relevance and available value of observation and therefore affects attention. In order to reproduce an observed behavior, observers moldiness be able to remember features of the behavior.Again, this process is influen ced by observer characteristics (cognitive capabilities, cognitive rehearsal) and event characteristics. Bandura describes that the visual and verbal aspects of cognitive learning as the most important split in terms of the retention process. The genteelness aspect of the social learning theory is the most difficult because the observer unavoidably to have the ability and cognitive cleverness to perform the work ons that they are seeing.In some cases in which behaviors are modeled after self-observation, an observer requires some form of sound feedback in order to enhance their cognitive abilities and improve their performance based on their models. All of these aspects lead up to the decision of the observer to replicate the observed behavior.The motivation to reproduce a behavior or exploit is dependent on the observers catch of the expectations and understanding of the consequences that come with replicating the action. Environment and other social factors can also conseq uently affect the decision to reproduce behaviors. These are the four phases of the social learning theory that must occur for it to be effective. Limitations of the Social Learning Theory With a big(p) emphasis on how the observers environment affects them and directs their learning, this theory is weak when it comes to the observers own actions.Putting the point on how setting influences behavior places much than weight on the people and fellowship that the observer is part of, and not enough weight on how the observer handles and processes impudent information. It neglects the observers accountability and may go too far in stating that society directs how the psyche behaves and acts. Unlike stage models of the observers development, social learning theory doesnt hinge upon a unambiguous progression of learning and growth that is chronological or age dependent.The view of this theory as neglecting to consider the observers development, across all of the domains, is a poten tial weakness. Although not both observers matures at an identical rate, some of the standard milestones and markers may still occur disregarding of the environmental setting.Breaking Down Big pascalBig Daddy is a story of a young boy, Julian, and a man, sonny boy Koufax, who has taken on the role of being the Julians father.Julian is alone five years old as if a very reserved child. That bring together with the fact that lad doesnt want to be the one in charge of him leads to sonny boy giving Julian complete independence as a part of his paternal approach. In the scenes we see in the video, rookie drops a stick on a course of action so that when people in rollerblades are coming down the path they will hit the stick and fall. erst Julian sees this he immediately finds the action to be funny and repeats this action with a group of people rollerblading through cones create someone to fall and triggering positive wages from chap.Its clear that Julian able to pay attenti on and replicate the action of put the stick down because he chooses to do this on his own in take off scene. Julians motivation to replicate this action derived from the maven of enjoyment and happiness he experienced the first time he truism it with Sonny. His actions are then reinforced when Sonny applauds and says, Thats my boy (Big Daddy 1999).In another scene we see in the clip is when Julian is struggling to use the bathroom and Sonny encourages him to pee in public on the door.Although afraid at first, Julian observes Sonny pee on the door and believes that this is socially acceptable. We see later in the frivol away that Julian has been replicating and actively replicates this behavior as he begins to pee into a localize in his classroom while Sonny is speaking to his teacher about his poor hygiene and scholastic shortcomings. If it werent for Sonny video display him to pee on the door preferably in the movie Julian most likely wouldnt have reproduced this behavior. There are some positive displays of the social learning theory in this clip as well. Julian is struggling to tie his office for a little and Sonny takes scuttle and shows Julian how to tie his clothe decent using the Loop and Swoop method. The demo that Julian was paying attention and was able to reproduce this behavior comes later in the take in when Sonny is speaking to the social worker and Julian ecstatically runs up to Sonny saying, Look I did it Loop, swoop up and pull (Big Daddy 1999).This shows the cognitive ability of Julian in that even though he was only shown how to tie his shoes once early in the film that even down the road he was able to replicate it and do it on his own. The Big PictureThe social learning theory is important because it should make people more aware of how their actions can influence the people around them. People tend to result how easy it is for children to pick up on things that see or hear which are main aspects of the film Big Daddy so us ing the knowledge of the social learning theory should enable parents to cause more aware of what they are doing around their young children.Big Daddy is a perfect example of what children are unresolved of learning in the short amount of time and minimum exposure to authorized behaviors. As children they may not be fully aware of every unity repercussion that comes from their actions but only that the action can lead to a grinning or a laugh or even a tear. Social learning theory should be used as a teaching point for young parents and even older sibling to abide their youth with proper examples of how society functions and avail them make their own decisions about what is dependable and what is wrong.Reference SheetBandura, Albert (1963).Social learning and record development. New York Holt, Rinehart, and Winston.Bandura, Albert (1971).Social Learning Theory(PDF).General Learning Corporation. Retrieved25 December2013.Big Daddy (1999). (n.d.). Retrieved February 09, 2018, f rom http//www.imdb.com/title/tt0142342/Latimer, S. (Director). (2015, January 15).Social Learning Big DaddyVideo file. Retrieved February 4, 2018, from HYPERLINK https//www.youtube.com/watch?v=Mhe6p3Xkzt0 https//www.youtube.com/watch?v=Mhe6p3Xkzt0Loop, E. (n.d.).Social Learning Theory Strengths & Weaknesses. Retrieved February 09, 2018, from http//classroom.synonym.com/social-learning-theory-strengths-weaknesses-6592126.html

'Tesco’s Ways of Cutting Cost\r'

'Based on your observations from the hear to Tesco, identify how Tesco controls its operate monetary entertain Making a profit is normally the primary aim of running whatever vexation, and although this is normally passd by increasing barters, it washbowl in any case be enhanced by dint of the c atomic number 18ful control of cost. A tune that keeps costs under control bequeath be able to release to a greater extent resources for growth and be better put to survive in a d declareswing or recession. A structured and current approach to cost control is an infixed part of all well-managed business. Finding shipway to tailor operational costs is typically a priority for Tesco.\r\nOn our visit to Tesco we observed that Tesco can control its operate costs by reducing the issuing of staff e peculiar(prenominal)ly the c feedables who black market to be idle at magazines. hardly a(prenominal) cleaners entrust increase capacity and shrivel the labour costs. The simp lification of unique(predicate) fixed and variable expenses can modify the profit picture of Tesco for example in the electric gadgets side there any more than three televisions on sale of the same casing switched on, it pull up stakes be best to switch of the other dickens televisions since there are of the same type to cut cost on electrical energy since electricity is charged based on outgo.\r\nTesco can reduce costs without cutting off specific expenses. for example electricity costs, by switching off some of the lights in the shop, this can increase the average income per sale, per customer, per cost centre. Tesco has plenty ways to cut costs without drastically affecting the success of the business. This includes producing Tesco mark products for example Tesco cooking oil, mineral water, Tesco value toilet rolls. Making its own products has be to be twopennyer than buying from other producers.\r\nTesco reduces operational costs by offering supernumerary discount f or salutarys and products which are most to expire, the special discounts are there to promote gross gross revenue and to get read of the products that are about to expire at the same time getting something out of the products which were about to be valueless. Tesco has overly managed to reduce its costs by using cheap material on its shelves. Some its shelves are made of forest and light material which is a untroubled thing to reduce costs. The shelves are also have wheels for flexibility, they can be move to create space especially those shelves which are empty.\r\nIts air conditioners were also made of cheap material to reduce cost. Tesco practises bulk change for instance cooling oil was be sold in bulk. This creates space and also reduces unnecessary shoping of goods thereby increasing stock holding costs. Bulk selling garters to reduce packaging costs. They also have their own bakery which means they do not depend on delivery from suppliers or ordering from other s uppliers. This is a good thing in that they only bake according to demand at that period, indeed it reduces wastage.\r\nThis reduces wastage of resources beca subroutine resources are being fully utilised. The physical exertion of cameras as their security system is a good thing because it reduces the number of workers to be recruited as security hence livery cost. Tesco is using energy efficient bulbs to achieve low operating costs, incorporating energy-efficient lighting and cleaner ways to operate into the business and it has no empty refrigerators, this is to reduces space and the electricity costs. Tesco will probably see a reduction in total energy consumption and be supporting a greener planet.\r\nTesco maintains beseeming stocking levels of the items that they actually sell, this way they can reduce overhead in the form of bare(a) inventory, or inappropriate inventory, whether its out of lenify or precisely overstocked for the season. This is a no-brainer and will red uce the bottom line operating costs in the business, qualification everything else they do more profitable. Keeping inventory lean and efficient allows Tesco to be flexible. They can use that extra cash flow to dedicate in new and innovative products, or the latest styles, positioning there terminal as a trend leader, or else than a commodities broker.\r\nA careful sum on inventory levels allows Tesco to understand the mitigate and flow of their business as it relates to overhead, sales trends, and other expenses . This mastery will help it to control cash flows and make them more effective , increasing profits and efficiency. simplification operating costs should never simply be about keeping a business alive. It should be about making a company profitable. Reducing operating costs should never simply be about keeping a business alive. It should be about making a company profitable once again.\r\n'

'Emergency Room Criteria, Vivid Description, Concrete Example\r'

'In order to evaluate the caliber of emergency room c be, it is essential to represent and define the measuring rods that define high-quality care. My timeworns for high-quality unavoid commensurateness agency care include the following: 1) it maintains life. 2) It provides fast attention to injuries in order to maintain impairment. 3) It is professional and focused on providing maximized attention to the unhurrieds’ aims. 4) It includes rapid response to crisis. 5) It includes alleviating painful sensation. 6) It includes having well-trained per pass termnel.7) It also includes efficiency. 8) It provides rapid assessment. 9) It provides cleanliness. 10) Finally, It utilizes excellent equipment. The American College of emergency Physicians has establish the following standards for high-quality pinch room care.\r\n1) hand brake incisions essential possess the staff and resources needful to evaluate all individuals presenting to the emergency department (ED. ) 2) necessity departments essential also be able to provide or rig treatment necessary to attempt to calm emergency patients who are found to pay off an emergency medical condition. 3) Because of the unscheduled and occasional(a) nature of health emergencies and acute illnesses, see and quality physician, nursing, and ancillary per tidingsnel must be available 24 hours a day to serve those needs. 4) Evaluation, management, and treatment of patients must be appropriate and expedient. 5) Resources should exist in the ED to accommodate each patient from the time of arrival through evaluation, decision-making, treatment, and disposition. 6) excellent facility design 7) State-of-the-art equipment 8) glide slope to essential medications. (www.acep.org)\r\nThe first standard is that a high-quality Emergency way of life provides rapid attention. When I brought my 17-year- one-time(a) son, who has asthma, to the Sutter Medical center(a) Emergency Department, he had difficulty br eathing, was wheezing, had severe sweating, and heart palpitations. Unfortunately, the triage foster did not prioritize my child’s medical needs. He had to wait a full 30 minutes to dupe medical attention at the hold area. When a person has an asthma attack, they need oxygen to live. If they do not secure rapid medical attention, his breathing problems augment and can even lead to shock. When my son had another asthma attack, I took him to the Kaiser Permanente Emergency Room. There the triage nurture determined that my son was in crisis. Thus, she immediately sent him to a treatment room where he receive rapid attention. As a result, his crisis cease quickly. In conclusion, Kaiser was far superior to Sutter with examine to rapid attention.\r\nThe second standard is that a high-quality Emergency Room provides well-trained personnel 24 hours a day. At Sutter, the triage nurse who evaluated my son did not seen to be well-trained about the loading of asthma. The doctor s and nurses who provided care to my son were well-trained and were able to final stage his attack. At Kaiser, 100% of the personnel were well- trained. The triage nurse correctly evaluated my son and prioritized his care. The physicians and nurses who treated him were able to quickly stop his attack. The personnel at Kaiser were all well- trained where as a key staff member at Sutter was not well-trained.\r\nThe third standard is that high-quality Emergency Room provides a clean, well-organized and well- designed facility. At Sutter, the Emergency Room was small and not well-ventilated. Patients were crowded together; thus their screams and pain made others anxious and germs could be soft spread. The vinyl floor was scuffed and dull, the window had a view of a brick wall, and the walls were painted olive drab green. In contrast, the Kaiser Permanente Emergency Room has been tardily renovated inside and out. It is an attractive room with late furniture. The waiting room is spaci ous, and people are not crowded together. It is very clean. In conclusion, the Kaiser Emergency Room is superior with construe to high-quality facilities.\r\nThe fourth standard is that a high-quality Emergency Room provides state-of- the- art equipment. At Sutter, thither was a mix of modern and old equipment. The nebulizer was extremely old; however, the oxygen equipment was modern. At Kaiser, 100% of the equipment was modern. The Kaiser equipment was much much powerful, and helped to revoke my son’s attack more rapidly. In conclusion, Kaiser‘s Emergency Room equipment was superior to Sutter’s Emergency Room equipment because it was much more modern.\r\nThe fifth standard is that there is immediate access to required medications. At two Sutter and Kaiser, my son real the necessary medication. Consequently, Kaiser and Sutter were equal with regard to the standard of access to medication.\r\nIn conclusion, overall, the Emergency operate at Kaiser Permanente were far superior to those provided by Sutter Medical Center. If I could it over again, I would have chosen to go to Kaiser Permanente both times. I only hope that the word gets out about Sutter Medical Center so that other patients do not make the same mistake I did and receive poor quality Emergency Room Care.\r\n'

'Prescriber information\r'

'The doctors progress to, bid and phone rate should be intelligibly written (or preprinted) on the top of the ethical medicate form. Some states require the doctors state freedom number to be on the form. It is non recommended that you preprint your Drug Enforcement Administration (DEA) number on the ethical do drugs pad. It becomes too easy for drug ab drug abusers to lift a few prescription forms for illicit use if that number is easily available.The DEA number is not required on noncontrolled prescriptions; however, many pharmacies whitethorn equest the DEA number with a prescription to help when filing the long-sufferings medicament insurance claims. For those who do not use their DEA number: Prescriptions atomic number 18 often counted by the DEA number. If that number is not used on prescriptions written by optometrists, the count go away not reflect an accurate number of prescriptions coming from our profession. This will affect the back down optometry lets from pharmaceutical companies in terms of service, educational program support and involvement in pharmaceutical clinical trials. . Patient randomness: This portion of the prescription should include at least the first and last place of the atient and the get on of the patient. Many names much(prenominal) as â€Å"Smith” and â€Å"Jones” should include the end name and address to help eff patients with similar names. An address is required on schedule II controlled drugs and should be include on prescriptions for any controlled substance. When the exact geezerhood is unavailable the word â€Å"adult” may be used in the age slot. Children and the elderly may need the tip listed when oral medications are prescribed. 3.Date prescribed: The go through is part of the legal chronicle corroborative when the prescription was written. Pharmacists are often presented prescriptions with dates that are well ast the prescribing date. Some patients elect to proceed prescriptions for future use. This often includes antihistamines and antibiotics that may not be indicated or are level off dangerous for the patients present condition. 4. Superscription: This is the Rx symbol on the prescription form that designates the written document to be a prescription. Rx is an abbreviation for a Latin phrase that means â€Å" suck up thou. 5. Inscription: An inscription includes the drug name, ducking and type of preparation. Drug names should not be abbreviated and correct spell out is important to assure that the correct medication is dispensed. Maxitrol (neomycin and polymyxin b sulfates and dexamethasone, Alcon) and Tobra Dex (tobramycin and dexamethasone, Alcon) are examples of drugs that are lively in ointment (ung) or flake out (gt) form. Cortisporin (neomycin and polymyxin B sulfates, bacitracin zinc and hydrocortisone, Glaxo Wellcome) comes in ophthalmic and otic (ear drops) preparations.Specify which preparation you wish the patient to use. Drug names can be written using the chemical name, such(prenominal) as ciprofloxacin 0. 3% (Ciloxan, Alcon) or the proprietary form that requests a particularised brand name drug. This preparation is distillery nder patent, so if you use either name the pharmacy will provide the carrefour manufactured by Alcon. Tobramycin has belatedly come off patent. If you prescribe â€Å"Tobrex” the patient should receive the drug manufactured by Alcon un slight you â€Å"tobramycin,” the patient will likely receive the generic form of the drug.Homatropine and pilocarpine come in different concentrations. It is good practice to eer specify the concentration, even if the drug comes in only one concentration. That drug may come in other concentrations in the future. Concentration and preparation form should be written Just to the right of the drug name. Use the metric system of weights and measures. To distract misinterpretation of the preparation strength, follow this bill in writing percentages: If the percent is less than one, always precede the decimal with a zero, such as 0. 1% or 0. 05%.\r\n'

'Innovative Hr Practices to Maintain Work Life Balance of Employees\r'

' innovational HUMAN RESOURCE POLICIES FOR MAINTAINING WORK-LIFE BALANCE OF EMPLOYEES agent †[pic] Mr. Virendra Gadiwar, Miss Puja Shedge & Prof. Poonam Vatharkar. INDEX 1. INTRODUCTION………………………………………………………………………………………… 3 1. 1. orbit…………………………………………………………………. 3 1. 2 delimitate go bad feeling rest……………………………………………….. …. 3 1. 3 meaning…………………………………………………………. ………â €¦.. 4 2. supposititious FRAMEWORK …………………………………………………5 2. 1 grandeur………………………. …………………………………………….. 5 2. Advantages…………………………………………………………………………………………. 6 2. 3 Techniques influencing flex at livelihood equilibrise…. ……………………. …………… 6 3. prey OF CONDUCTING SURVEY………………………………………7 3. 1 How the look uphold?…….. ……â₠¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦7 4. RESEARCH mannerology.. …………………….. ………. ………………… . 8 4. 1 Method of information sight…………………………………. ……………….. …… 8 4. 2 question methodological analysis………………………….. ………………………………8 5. compendium OF DATA. …………………………………………. …………………10 5. 1 Tabular Representation…………………………………… …. …………….. 12 5. 2 Diagrammatic Representation. ………………………………. ………………. 13 6. FINDINGS…………………………………………………. ………………….. ……. 14 7. culmination………………………………………………. …………………….. 14 1. INTRODUCTION: 1. 1 Background The role of construct has counterchanged byout the realness due to economic conditions and social demands. Origin entirelyy, organise was a matter of fate and survival. passim the years, the role of â€Å" thrash” has evolved and the composition of the custody has changed. To twenty-four hours, give still i s a necessity provided it should be a germ of individualized delight as healthful.\r\n ace of the vehicles to help provide attainment of personal and professional goals is belong out- livelihood pulmonary tuberculosisfulnesss and programs The issue of massage-life parallelism has verit fitting out of demographic and social changes that feel resulted in a to a greater extent diverse, declining contrive pull in, distinguishable family and give out models. Supporting work-life residuum (WLB) is seen as a way of attracting and retaining the labour force needed to support economic well- existence. In musical arrangements and on the hearthstone front, the challenge of work/life oddment is rising to the expire of many employers’ and employees’ consciousness.\r\nIn today’s fast-paced society, gentlemane resource professionals try on options to positively impact the crapper railway system of their companies, improve employee morale, retain empl oyees with valuable come with cognition, and keep pace with workplace trends. However, ascertain has shown that policy on waxy work practices demand to be supported by strategies to secure fixive writ of execution. This question provides suggestions and options for humankinde Resources Managers on developing and managing equitable flexible work practices.\r\nIt has been go throughing to provide unimaginative advice to assist brass sections in achieving successful implementation of these policies which would be a key first for inclusion in an organisational WLB. 1. 2 Defining work-life dimension: 1. ” die hard life chemical equilibrium is some hard-hittingly managing the juggle act amid paid work and the former(a) activities that be strategic to quite a little. It’s non saying that work is incorrectly or bad, but that work shouldn’t virtuoso(a)ly crowd out the other things that matter to people like cadence with family, participation i n community activities, conscious work, personal development, leisure and recreation” . â€Å" on the job(p)(a) practices that acknowledge and aim to support the needs of ply in achieving a balance amongst their home and work lives” 3. â€Å"people having a measure of control oer when, where and how they work. It is achieved when an individuals regenerate to a fulfilled life inside and outside work is certain and take n unitaryed as the norm, to the mutual benefit of the individual, melodic line and society. ” UK governing Employers for Work-Life parallelism 1. 3 Meaning :\r\nIn recent years thither is a dramatic change in much makeup with respect to work-Life balance (WLB) which is induced as flexible work clipping armys, the sensitivity of topic is reflected by its idea which is to provide personal work style preferences. This arrangement is famous for logical argument atonement, load, and engagement of an employee. When we talk roughly flex ibleness the first thing which we re tardy it with is serenity, relaxation in basis of tasks, duties, responsibility, but when we especially talk about WLB it means that we be talking about nontraditional p to each oney schedules and works away from campus.\r\nThere ar a signifi rottert percentage of employees already involved in flexible eon arrangements that they do non work the model schedule of 8:00 am to 5:00 pm which is being followed by the closely of the organization. versatile arrangements provide for insouciant, weekly, monthly, or one-year fluctuations in scheduling. supple arrangements ar a broad term we ar not only talking about daily scheduling but it may change to monthly or even one-year rearrangements of time. In flexible arrangements we atomic number 18 not bound to an old stereotypical standards but a fair customize scheduling. Work-Life respite does not mean an equal balance.\r\n hard to schedule an equal descend of hours for each of your vari ous work and personal activities is normally unrewarding and unrealistic. Life is and should be more fluid than that. Your best individual work-life balance get out vary over time, a good deal on a daily basis. The right balance for you today pass on probably be distinct for you tomorrow. The right balance for you when you argon single will be different when you marry, or if you give birth children; when you dismay a new career versus when you are nearing retirement. 2. THEORETICAL FRAMEWORK : 2. 1 wideness: 1) Productivity :\r\nManagers shadow increase the productiveness of employees by responding to their need to balance work and personal obligations. This positive approach by four-in-hands keep: ? Inspire increased faithfulness and commitment from employees. ? Retain employees and book savings on the addresss of employee turnover, training and absenteeism. ? watch how work-life balance policies affect another changeable such(prenominal)(prenominal) as excogitat e triumph or organizational commitment, and therefore gibe these variables to productiveness. 2) Job Satisfaction : When work extends into family time, it terminate create stresses which then extend into the hands.\r\n wizard meta-analysis suggests that there is a consistent proscribe birth between work-family conflict and product line satisfaction. As far as work-life balance policies thunder mug reduce the conflict between work and family, they can increase clientele satisfaction. There is no strong experiential evidence of a positive sleeper between mellow employee satisfaction and high productivity, but job satisfaction does gain a clear negative relationship to absence and turnover. A satisfied workforce may be valuable because employees are then less likely to be absent and consequently affect the bottom line.\r\nOther commentators suggest that work-life balance policies can increase organizational commitment. Higher trains of organizational commitment are then correlated with reduce turnover and better job performance. 3) Saving Costs : The work-life balance substantial to reduce for the woo of an organization such as, ? Reduced staff turnover: • Estimated monetary value of replacing a manager: • Estimated cost of replacing an employee. Organizations are rest upon the guess that work-life balance policies will improve staff retention.\r\nReducing staff turnover leads to lower costs, as recruiting new staff is a costly process. staff loss leads to lay costs and verificatory cost. Direct cost associated with recruiting, such as advertising, interviewing. However in steer costs associated with the loss of institutional knowledge and contacts. Greater staff retention excessively reduces training costs. Having staff staying longer in a firm, increases the returns on investments made in their training. There is Cost savings as well if work-life balance policies reduce absenteeism. 2. 2 Advantages: a. Enables book of facts of working hours. . Improves recruitment and retention of staff. c. Gives whatsoever scope to match distributor point staffing with peak demand for departments where the work intent is unpredictable. d. A staff is able to fit domesticated commitments in around the start or finish of the ordinary working day. e. rung is able to miss the worst of the move hour. f. Choosing to work early or late when there are fewer interruptions. g. Staff able to log extra hours worked and takes time back later. h. Staff able to unify credit hours into a half-day or day off. 2. 3 Techniques Influencing Work-Life Balance: |SR. no(prenominal) TECHNIQUES | DESCRIPTIONS | |1 |flexible work engagement |An agreement documenting specific flexible working arrangements negotiated between an individual employee | | | |and work mathematical group manager, signed by the employee and workgroup manager, and approved by the incarnate manager| |2 |flexible working |Flexible working arrangements define the f lexibility in working conditions available to specified groups | | |arrangements |of employees and the parameters inside which individual agreements can be negotiated | |3 |flexi time |A flexible arrangement of working time, which allows employees to negotiate how and when hours will be | | | |worked indoors limits and conditions set by the corporate manager. |4 |compressed weeks |An arrangement which enables employees to step in an agreed reduction in their net income over a specified | | | | finis for extra periods of present. The period or periods of purchased leave are planned in continue and | | | |funded by salary deductions spread evenly over the total period of the agreement. | |5 |job share |An arrangement where one profuse-time job is shared between two or more people. apiece person works part-time | | | |on a regular on-going basis. | |6 | infract time |in basic terms this applies to staff who work fewer hours than full time, e. g. orking 20 hours over 3 | | | | d ays rather than 37 hours over 5 days | |7 |Voluntary trim back hours |a temporary reduction in working hours should be available in | | | |all forces, but may be given a different name | |8 | annual hours |works on the basis of agreeing a fixed number of hours over a year, then reckon the hours on a | | | |monthly basis, i. e. or else of a five-week shift pattern | |9 |Career evolves |Taking an unpaid break in your career. | |10 |Home/tele working |staff working mainly from home or at a geographically separate site and | | | |Communicating with their HQ /base station via phone and e-mail. | 3. bearing OF CONDUCTING SURVEY :\r\nThe main objective of our glance is to point on employee satisfaction with organization policies so as to control aim of stress, lack of productivity, lack of moral and so on which effect employee retention and turnover. Therefore to achieve high employee satisfaction and engagement different mod human recourse policies could be adopted. To address this issue, our survey is conducted to investigate the innovative human recourse policies to maintain work life balance of employee that aims to improve satisfaction and engagement. 3. 1 How The Survey Help? A comprehensive evolution of Work-life balance can best be seen as a â€Å"check up” on the human resources policies of your organization. Like any check-up, you learn both(prenominal) what is working well and where there are areas needed utilitys.\r\nWhen conducted on regular basis, regular method for assigning employee satisfaction will let you identify key trends and pattern among employee attitude towards the WLB, thereby enabling you and your confederation to anticipated and act on approaching problems and issues. As a result, an human recourses policies use up conducted this will enable you to use the nurture from your employee as a tools for change within your organization. We strongly believe that human resources policies studies should wreak a mutual excha nge of haphazardness between employee and organization. To fulfill this simple principle, there is a critical need to make employee feel that they are part of the research process.\r\nFor maximum effectiveness, employee must believe that work-life balance have values to them as well as to the organization, that believes in clarity demostaticting to employees this examine is an opportunity to be heard and machinately influence human resources policies . This approach not only measurable impact on participation rates but in like manner effect the degree to which employee trust the outcomes when decision are reported back to them. For these reasons, all questionnaires are carefully designed for a faux pas of use, including straightforward wording a clean layout and simple navigation. 4. RESEARCH METHODOLOGY 4. 1 Method of information accruement: The survey was developed by a department group comprised of representatives from several organization, institutions, and the line of credit farms. Evaluations provided technical assistance, and the team reviewed on human resources polices for maintain work-life balance.\r\nFollowing extensive discussion, the team determined the basic structure, format, questions, and methodology for administering the survey. all(prenominal) workgroup member was asked to include participants from management, professionals, and support staff. The purpose of the test was to determine the following: a) condition which technique will influence the Work life balance in human resources policies. b) Determine if the employee feels about work-life balance. c) To solicit suggestions for improvement of the human resource policies. d) To solicit schooling on employees willingness to participate in such a Survey. e) To solicit information on ways to encourage employee participation. 4. 2 Research Methodology:\r\nResearch can be define as â€Å" process of regular inquiry that is design to collect, analysis, interpret and use to understa nd, describe, predict or control an educational physiological phenomenon or to empower individuals in such contexts. This research undertaking is designed to be a descriptive remove about objectives, types of entropy, sources of charterive information, questionnaires, try and sample design. a) accretion of Data: There are two kinds of data can be interpreted as the survey is concern about they can be , i. Primary data ii. petty(a) data From the higher up types of data the data can be extracted as following: Primary Data: It includes the head wordnaires taken for the survey includes ten factors with the rating options.\r\nSecondary Data: It includes the literature review as follows: ? There is clear evidence of a strong trade benefits in the case studies, however these conclusions are context specific, and not necessarily general sable. There is No â€Å"one size fits all” business case for work-life balance policies. ? The longr, econometric studies are less common that the case report card work but they do acknowledge a correlation between productivity and the presence of work-life balance policies. ? The evidence of the business benefits of work-life balance policies is reasonably strong, and increasing.\r\nThere are many incentives for the usage of WLB policies †according to a 2002 National Development Plan Study, the level of family friendliness of the workplace (as measured in terms of number of family friendly policies available) was significantly correlated with the work satisfaction of fathers and mothers. The benefits of such policies included employee satisfaction, attracting/retaining employee productivity, cut labour turnover, reduced absenteeism and improved business results. b) Questionnaire: Quantitative data in this study is collected through a questionnaire that was distributed to IT sector employees. The purpose of the questionnaires is to know about the employee satisfaction with organization policies which effect employee retention and turnover.\r\nThe questionnaire is designed to determine the substantial and perceptive view of the employee. To do this, the employees were asked to complete the questionnaire in two ways. First, they were asked close stop questions like â€Å"yes/no” according to their perception. Secondly, they were ask open end questions in which they can write anything according to related question. c) try: A process of selecting no. of units for a study in such a way that the unit represent the large group from which they are selected. The sampling can be defines as â€Å" a limited subject selected from population with the purpose of probe of particular objective is called as sampling.\r\nThe sapling method for this survey was a â€Å"simple random sampling”. The simple random sampling is the easiest from all probability sampling it ratify that all the members in the population are included in the list and then randomly selected the desired no. of s ample. 5. ANALYSIS OF DATA Processing and analysis of data involved open and closed ended questions related to work life balance which are performed the summarized collected data and organizing it in a manner that it gives the answer to the research question and objective. The questionnaire was as below, â€Å" This study is being undertaken for purely academic purpose on work-life balance i. e. flexible clock at the work place.\r\nThe information collected will be treated as unavowed and no means will be revealed in the research. Please read these questions and select appropriate option. ” 1) Please specify about you- a) Gender : male person Female b) long time Group : Under 18 18-24 25-34 35-49 50-64 65 &above 2) What is your working time? 3) Do you ask any changes in your timing? Yes No 4) If the flexible working times would be offered to you, will it help in your personal life? Yes No ) Do you speculate that if employees have good work-life balance, the organiza tion will be more effective and successful? Yes No 6) Which of the following techniques of maintaining the work life balance are use by your Organization? | | | | | | | | | | | | | | | | | | | | a) Part time job b) Job sharing c) force hours d) Voluntary reduce hours e) Flexi timing f) Annual hours g) Term time working h) Variable working hours i) Carrier breaks ) Over working allowance 7) Which technique /s you want your organization to introduce so as to maintain your work life balance? 8) Do you feel it will bring up your performance at work? Yes No 9) In your view does the techniques helps to increase employee commitment towards the organization? Yes No 10) Do you think that there will be direct co- relation of work-life balance and employee satisfaction? Yes No 11) According to you does work-life balancing techniques help for lessen the level of stress? Yes No 5. 1 Tabular representation Srs no |Question no | receipt |No of response |Percentage of response | |1 |1(a) |Male |24 |57. 14 | | | |female |18. |42. 86 | |2 |1(b) |a)under 18 |0 |0 | | | |b)18-24 |10 |23. 81 | | | |c)25-34 |25 |59. 52 | | | |d)35-49 |7 |16. 7 | | | |e)50-64 |0 |0 | | | |f)60-above |0 |0 | |3 |3 |a) Yes |30 |71. 43 | | | |b) No |12 |28. 57 | |4 |4 |a) Yes |28 |66. 66 | | | |b) No |14 |33. 33 | |5 |5 |a) Yes |38 |90. 48 | | | |b) No |4 |9. 52 | |6 |8 |a) Yes |40 |95. 3 | | | |b) No |2 |4. 76 | |7 |9 |a) Yes |41 |97. 61 | | | |b) No |1 |2. 38 | |8 |10 |a) Yes |41 |97. 61 | | | |b) No |1 |2. 38 | |9 |11 |a) Yes |40 |95. 23 | | |b) No |2 |4. 76 | 5. 2 Diagrammatic representation 6. FINDINGS †From the survey and above given tabular statements we can able to interpret the data. The survey conducted through IT employee from them 24(57. 14%) are male and 18(42. 86%) are female, under which 10(23. 81%), 25(59. 52%) and 7(16. 67%) are in 18-24, 25-34 and 35-49 age group respectively. Among the respondents 30(71. 43%) wants to change in their sure timing and 12(28. 57)does not want 28(66. 66%) feels that If the flexible working times would be offered to them, then it will help in their personal life and 14(33. 33%) doesn’t feel that it would help. 38(90. 8%) think that if employees have good work-life balance, the organization will be more effective and successful and 4(9. 52%) don’t think this way. 40(95. 23%) feel that if they suggested any techniques of work life balance which suitable for them, then it will enhance their performance at work and 2(4. 76%) not feel so, 41(97. 61%) feels that the suggested techniques will helps to increase their commitment towards the organization. From the respondents views 41(97. 61%) feels that there will be direct co- relation of work-life balance and employee satisfaction and 1(2. 38%) don’t feel so. 40(95. 23%) views on the work-life balancing technique help for reducing the level of stress. 7. CONCLUSION\r\nOn the basis of survey done on â€Å"Innovative Human Resource Policies for Maintaining Wor k-Life Balance of Employees” conclusion can make as follows: While performing on work life balance policies in organization the sex (male/female) should be considered priory. It is concluding from survey, as the employees’ are the major assets of an organization their satisfaction (that is 97. 61% feel) will play immense role for the growth and development of organization. A committed workforce is the hallmark of a successful organization. Committed employees are more productive and work with a focus on quality to increase organization goodwill. However the employees are the organizations most important audience and they hold the keys to organizational success.\r\n'