Analyze the reasons for workplace bullying and its implications on organizations: Graduate Diploma In Social Psychology And Counselling Essay, Aventis, Singapore

Assessment Question:

Analyze the reasons for workplace bullying and its implications on organizations.

Inaugural Study Confirms Positive Benefits Of Work-Life Harmony To Individuals And Businesses

A new measure of work-life harmony developed to establish a baseline and track progress over time Singaporeans who achieve work-life harmony are more likely to enjoy their work, have better family relationships, and enjoy a better quality of life, according to an inaugural National Work-life Harmony Study jointly commissioned by the Ministry of Community Development, Youth and Sports (MCYS) and the National Family Council (NFC). The study, which involved 1,601 respondents, was conducted in partnership with the Family Studies Centre of Brigham Young

2 Another key finding of the study was the positive correlation between an employee’s work-life harmony and employee engagement and retention, as well as an organization’s productivity and bottom-line.

Work-Life Harmony benefits an individual’s work, family, and personal outcomes

1 The Family Studies Centre is part of Brigham Young University (BYU)’s School of Family Life. The School of Family Life brings together scholars dedicated to research and teaching on topics related to the family. Within the School of Family Life, the mission of the Family Studies Centre is to make valuable contributions to families by encouraging, sponsoring, coordinating, and disseminating BYU’s intellectual efforts related to the family.

3. The study revealed that respondents who scored high on the Work-Life Harmony Index also reported positive work, family, and personal outcomes. At the workplace, they are likely to be more engaged and productive. At the personal level, they feel more satisfied and enjoy greater peace in their lives, as well as have better physical and mental health. On the family front, they have higher family and marital satisfaction and enjoy better relationships with their children, family and friends. Notably, respondents with high work-life harmony also want and have more children. (Refer to Annex A for more details).

Benchmark score to track Singapore’s Work-Life Harmony level

4 A key objective of the study was to develop a “first of its kind” national measure to track the progress of work-life harmony in Singapore. This inaugural study revealed that the benchmark work-life harmony score for Singapore for 2006 is 64, with 0 indicating “no harmony” and 100 indicating “total harmony”.

MCYS and NFC would track the score in subsequent studies to monitor changes over time and measure the progress of work-life harmony in Singapore.

Promoting Work-Life Harmony

5.  The promotion of work-life harmony in Singapore is spearheaded by the Tripartite Committee on Work-Life Strategy which comprises representatives from the Government, unions, as well as employer and business associations. It encourages employers to put in place work-life programs and infrastructure at the workplace to help employees manage work-life demands, so as to optimize

business performance. In addition, MCYS partners NFC to promote Personal Work-life Effectiveness to generate awareness and equip individuals with skills to integrate their multiple responsibilities at home and at work.

6 Mrs. Yu-Foo Yee Shoon, the Minister of State for Community Development, Youth and Sports, said, “I am happy to announce the completion of the National Work-life Harmony Study, which is jointly commissioned by MCYS and NFC. I am pleased to announce that the study shows a positive correlation between an employee’s work-life harmony and employee engagement and retention, as well as an organization’s productivity and bottom-line.

Singapore faces a major challenge to attract, retain and motivate talent in today’s competitive global environment. Employees are increasingly looking for employers who can help them integrate work and family responsibilities. Worklife harmony is, therefore, a strategic business tool that businesses can harness to enhance their competitive edge.”

7 While attaining work-life harmony may not be an easy task, the Chairman of NFC, Mr Lim Soon Hock, believes that “work-life harmony is achievable if individuals are committed to making an effort to make it happen”. In his own words: “The solution may be as simple as waking up earlier to have breakfast as

a family, or going for a short getaway with your spouse. These are small steps that help to make a big difference. I also believe that leaders should adopt family as a leadership value and lead the way”

8 Moving forward, MCYS, NFC, and the Ministry of Manpower (MOM) will work closely with employers to promote a work environment that values flexibility and performance over “face time”2, and to encourage employees to utilize work-life programs. MCYS and NFC would continue to encourage organizations to endorse the importance of the family and take concrete steps to promote work-life harmony at the workplace (Refer to Annex B for work-life initiatives by MCYS, NFC, and MOM).

Correlation Of Work-Life Harmony To Work, Personal, And Family Outcomes

1 Table 1 below notes the difference in work outcomes between respondents with high work-life harmony scores and those with low work-life harmony scores. In general, those who scored high on the Work-Life Harmony index reported greater job loyalty, satisfaction, opportunity, engagement, and performance, as well as lower job attrition. For instance, only 27% of those with low work-life harmony scores reported that they are extremely or very loyal to their employer, while 68% of those with high work-life harmony scores reported this high level of loyalty.

Ministry of Community Development, Youth and Sports’ and National

Family Council’s Work-Life Initiatives

Raise awareness and impart skills through seminars and workshops

1. MCYS has developed a Personal Work-life Effectiveness (PWLE) framework based on the four ‘quadrants’ in life – Self, Family, Work, and Service. Titled “Arrows with Soul™”, the program is designed to increase awareness of PWLE at the workplace, schools, and community, and to equip individuals with skills to help themselves create their desired work-life effectiveness. It provides incipient steps towards a harmonized work-life. Since Jan 2006, 35 “Arrows with Soul” National Proliferation seminars have been conducted so far, reaching out to about 4,300 participants. National Family Council “Make Family a Leadership Value” Workgroup

2 The “Make Family a Leadership Value” workgroup was formed under the National Family Council (NFC) to encourage leadership from the people, private and public sectors embrace the family as a leadership value and take concrete steps to promote work-life harmony at the workplace. Business leaders should identify with the employees’ need to care for and spend time with their family and help them manage work and family/personal commitments.

3 The National Family Council supported the Distinguished Speaker Series “A Conversation with Steve Ballmer” by IDA and Microsoft in May 2007. Steve Ballmer, the Microsoft CEO, addressed business leaders in Singapore on the topic “Innovation and People”. The event offered an excellent opportunity to promote family as a leadership value to the business leaders.

4 In 2006, MCYS supported the organisation of a PWLE seminar for organisation leaders by NFC and the Singapore National Employers’ Federation (SNEF). MCYS and NFC will also be supporting “The Heart of Success” PWLE talk for CEOs by Focus on the Family on 6 July 2007. The aim of these seminars was to raise CEOs’ awareness of PWLE as a strategic business tool to help their staff integrate their work and personal/family life, and achieve a win-win outcome for both the organization and employees. Developing resources to proliferate PWLE principles

5 MCYS has been developing and will continue to develop resources such as the Arrows With Soul e-portal, PWLE guidebook, PWLE calendar etc. to sustain awareness and help individuals internalise PWLE principles and
tools. These resources provide useful tips and advice on PWLE, and encourage individuals to take incipient steps towards achieving PWLE.

6. PWLE advertorials were also produced in dailies and tabloids to raise awareness of the importance of PWLE. For example, a series of advertorials were published in Business Times, Straits Times, Lianhe Zaobao, Berita Minggu, Tamil Murasu, and the New Paper in Mar 2007. The advertorials featured wellknown personalities and individuals who managed to integrate family life and work, together with practical tips and community resources. Providing funding for PWLE talks and efforts

7. MCYS provides funding support, including subsidy on speaker fees, to encourage community partners and business organisations to conduct PWLE talks for the general public and employees. Organisations can apply for grants from the Work-Life Works (WoW!) Fund, administered by MOM, to defray the costs of introducing measures that help employees better achieve work-life harmony, including PWLE Workplace Programmes.

Ministry of Manpower’s Work-Life Initiatives

Work-Life Works! (WoW!) Fund

1. The $10m Work-Life Works! (WoW!) Fund was introduced to facilitate the development and implementation of work-life strategies at the workplace. The objective is to enhance the quality of workplaces so that employees would
be more engaged and productive. This would have a positive impact on the bottom line of organisations. In view of the good response to the WoW! Fund, the Government is topping up the fund by another $10 million.

Work-Life Excellence Awards

2. The Ministry also staged the Work-Life Excellence Awards in July 2006. The biennial award recognises forward-thinking organisations with effective work-life strategies in Singapore. It pays tribute to employers that are committed to helping employees harmonise work and personal commitments. The Award also serves to encourage other employers to implement work-life strategies for the benefit of their organisations and employees. The next Work-Life Excellence Award would be awarded in 2008.

Work-Life seminars and conference

3 Together with partners from the Tripartite Committee on Work-Life Strategy (Tricom), MOM staged the inaugural Work-Life Harmony Week in July 2005. The event comprised seminars and other events for both senior management and HR practitioners to promote work-life strategy in Singapore. In July 2007, MOM would be partnering with Tricom partners for the Work-Life Conference 2007. The Conference brings together the government,  employers, and union representatives to promote the greater adoption of work-life initiatives in Singapore. It is a platform for CEOs as well as HR leaders and practitioners to learn more about work-life issues and network with like-minded peers. Resources promoting work-life strategy

4 MOM also continues to promote work-life harmony practices through various media. For example, a four-part documentary series entitled WorkLife Work$ – which featured organizations that had implemented successful work-life strategies as well as interviews with industry experts – was aired on Channel NewsAsia earlier this year.