Communicable vs. Non-Communicable Diseases

This assignment requires a clear explanation of the distinctions between communicable and non-communicable diseases. It asks students to define each type, provide examples, and discuss their transmission mechanisms for communicable diseases. The assignment emphasizes understanding the fundamental differences in causes, symptoms, and treatments between these two categories of diseases.

Human Resource
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
Work-life-balance............................................................................................................................3
TASK 2.................................................................................................................................................6
Proposed solutions...........................................................................................................................6
TASK 3.................................................................................................................................................8
CONCLUSION..................................................................................................................................10
REFERENCES...................................................................................................................................11
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INTRODUCTION
Human resource is the important aspect of an organization by which a firm can be formed and
are designed to maximize employee performance and to accomplish the goals and objectives of the
company (Roath, 2016). For conducting the current research, Cooper Parry Services has been chosen
in the case study. The company deals in the professional services such as engineering, HR consulting
services etc. The central issue in this case scenario are the lacking of the diversity management in
which female percentage is less as compared to the male percentage and data is 65% male whereas
35% female employees. The key issues which reflect from that above issue are firstly, only 40% staff is
satisfied with their work-life balance and in that female workforce is more dis satisfied. Secondly, only
50% of employees think, their managers are supportive. Thirdly, the flexibility in working conditions
is only accepted by 40% of the employees because other thinks company is not accepting the advanced
changes.
TASK 1
Work-life-balances
Definition
It is an abstraction between work and life where work includes career, ambition, job etc.
whereas lifestyle comprises of the pleasure, entertainment, status etc. and they should be balanced
properly. The professional and personal life of the employees should be well balanced. The work life
balance was first in the United Kingdom which explains the balance between an employee's work and
personal life (Gangwisch, 2014). Employee assistance professionals stated that there are many causes
for this situation ranging from personal ambition and the pressure of family obligations to the
accelerating pace of technology. Due to the imbalance, stress can be increased. Persistent stress can
result in cardiovascular disease, sexual health problems, a weaker immune system and frequent
headaches, stiff muscles, or backache etc.
Importance of the work-life-balance
The importance of work life balance is deal with the symptoms like stress and burnout. If there
will not work life balance in the individual then it will lead to health problems which results in less
efficient, less sociable in the company. This will make employees demotivated and less attentive in the
organization and will lead to the decreasing of the employee performance in the firm. The importance
of the work life balance is balanced one's life between the work and lifestyle. If employee maintain
work life balance then it will not help in the personal life as well it will help in the work which results
in improving their work performance (Balance, 2013). Work life balance is essential because it allows
employee to abstracted their work and home. This shows that the stress of work should stay at work
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and not move out after the office timings. The other importance of work-life-balance is to increase
employee focus on their work as well as their other activities. There should be a balance between on
the work and at home , if you are at office then whole focus should be on the work and if you are at
home then one should spend the time with their families and do some leisure activities.
The benefits of work-life-balance
The advantages of the work-life-balance comprises of controlling the frequently competitive
priorities between work and personal life commitments which includes employee's career, business,
leisure activities, family and other relations. There should be a balance between work, life and family
which allows staff to use employment arrangements to help them in managing their personal
responsibilities with the needs of the business (Wiese, 2015). The benefits for adopting the work-life-
balance includes reduced absenteeism, increased productivity, reduction in the staff turnover, reducing
training costs, retaining talented workforce, attracting new employees, increased motivation in the
employees and job satisfaction. The balance and relationship with family remain stable.
The negative consequences of not having work life balance
The negative effects of the imbalance in work as well as life shows that workforce can't making
balance in their lives by which it is damaging their health. An in-balance is basically defined as a lack
of clearly characterized and consistently implemented boundaries between the work life and
employee's personal life. When employee fail to have a healthy work life balance then he \ she will end
up experiencing emotional stress, anxiety and even depression can lead many health related problems
(Goodman, 2012). If employee allows work stress at home then it will affect the home life which is one
of the primary indicators of the negative consequences that human resources are not achieving a work
life balance. There are various symptoms which can lead to the many issues such as exhaustion,
absence, work load increase, no friendships etc.
Weak work life balance impacting their retention/attracting issues and their female workforce
rejection
There are various reasons by which work life balance impacting the retention of the employees
as well as the female workforce is also leaving the organization because she is not able to balance the
work and her personal life because work is taking toll on her. The work environment is the major cause
for the work life imbalance. Organizations talk about empowerment, autonomy and independence but
they are not something that employer give on the regular basis. They are traits and characteristics that
an employee needs to pursue and embrace in their work (Blanchard, 2012). For example, a colleague
presented a session about the UK management principles at a recent company event. He pointed out
that by creating a culture of accountability, employees should create empowerment as employees own
and execute their responsibilities. If this will not done then best employees will leave the organization.
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The other examples include women are leaving their job because company giving them workload and
it is hard her to mange the work and her personal life because she has to take care of her children and
family.
The relationship of well being and work life balance
These two terms are inter related with each other. Where, well being is defined as a personal
life of the employee and on the other hand, work life is refer as the professional life which should be
balanced. Life balance is depend on the situation which can be of emotional or happiness or it can be
peace or calm. If the person is happy on the personal front then he will surely give 100% to their work
which helps him to accomplished his goals and objectives (Richmond and Rohlfing, 2013). The
relationship between work-life balance that is the perceived sufficiency of the time available for work
and social life and well-being is well-documented. In some studies, it stated that a sufficient amount of
the time available increases well-being because it facilitates satisfaction of personal needs. It also
evaluates that perceived sufficiency of the time available for work and social life predicts the level of
well-being only if the individual's needs are fulfilled within that time.
A theory of work life balance
The theory of work-life balance is “Outcomes of Work – Family Balance” which explained that
in work and family related outcomes such as satisfaction and stress which cause by two means that is
using a single item of work-family balance which means overall appraisal and by using the four-fold
taxonomy of work-family balance. The theory found that the components approach produced
systematically higher explanation rates than did the overall appraisal: for example, in the case of job
stress, the respective explanation rates were 45% as against 18%. There are different views of work-life
balance suggest that the phenomenon has at least three important aspects (Shanafelt and et.al., 2012).
Firstly, it seems that work-life balance is unlikely to be a unidimensional construct but rather a
conglomeration of multiple measurable constructs. It also inculcates that work-life balance consists of
high rewards, resources and enhancement combined with low concerns, demands and conflict
experienced by individuals across their life roles.
Contextual factors
The various factors which affects the life of the employee in the professional and personal life
are political, economical, legal and social etc. Political changes relates to the government influence. If
political factors change then it can possible the job of an employee gets affected. The inflation rates
and other operational rate can affect the employees' life and work. If the social conditions includes
tastes, preferences and lifestyles of the individual then employee will work accordingly to that only and
the job should satisfied them (Contextual Factors, 2013.). If the organization environment is not
according to the employee's behaviour then it can possible they can leave the job. Economic changes
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are closely related to social ones. The economy goes through a series of fluctuations associated with
general booms and slumps in economic activity. In a boom nearly all businesses benefit and in a slump
most lose out. Other economic changes that affect business include changes in the interest rate, wage
rates, and the rate of inflation which will also affect employees' life.
TASK 2
Proposed solutions
There are three issues which affecting the business operation of the Cooper Parry Services in
which central problem is managing workforce diversity. From that, three issues are illustrated and they
are as follows: Only 40% satisfied with their work-life balance:
The cumulative effect of increased working hours is having an important effect on the lifestyle
of a huge number of people, which is likely to prove damaging to their mental well-being. The Mental
Health Foundation is concerned that a sizeable group of people are neglecting the factors in their lives
that make them resistant or resilient to mental health problems (Hougaard and et.al., 2016). It is
estimated that nearly three in every ten employees will experience a mental health problem in any one
year. However the recent and dramatic rise in Britain's working hours would suggest this is likely to
increase. 13% of the UK working population work 49 hours or more per week. In this issue, female
employees also feeling dissatisfied because they are not able to balance their professional and personal
life. The company should provide good environment as well as balanced work hours for their
employees (Jones and et.al., 2013). Work related stress already costs Britain 10.4 million working days
per year. The human costs of unmanaged work related stress extends far beyond this. A key way to
protect your mental health against the potential detrimental effects of work related stress is to ensure
you have a healthy work-life balance.
There are various tools and techniques which can be used by women in order to manage their
personal and professional life. It can be stated women are required to determine specific time for
carrying out meetings and answering mails. Along with this, it is also required by them to maintain a
clear distance between personal and professional life (Burg-Brown, 2013). Setting up work priorities
will also support in managing balance between the two. People can develop list of the most important
aspects of their life. On the basis of same women can create schedule and try to stick to the same. One
of the most important thing which is required to be taken care by women is to avoid distractions.
Focusing on important rather than urgent task will help in the same. Along with this, putting phone
away at the time of doing work will also support a lot in the same (Syed, 2015). It can be stated that it
is not an easy task for women to maintain balance between two and a lot of efforts are required for it.
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Other than this, they are also required to take care of their health and well being in any situation.
 Only 50% of staff feels that their manager is supportive:
These issues are faced when employees feels management is less supportive when any work
life balance issues arrive. When employee feels that the manager should listen to their issues so that the
better understanding can be developed between them by which they can easily achieved their goals and
objectives. If employees feels that the manager is not supportive then employee should take the
measures which improve the current situation of the organization (Palamari, 2012). Employees should
see from the perspective that the actions may be contributing to the problem with the boss. Employees
can request an informal meeting and ask the manager if there's something employee can do to improve
relations or the work. The other recommendations can be communication which is key to any
employee-boss relationship, especially one in which the employee wants to earn the support of a
superior. So employee should developed the problem solving abilities which can impressed the
manager and manger can also try to help them. Employees can request regular meetings with their
manager to update her on the status of the work and keep the discussions positive (Lyness and
Judiesch, 2014). It is suggested that job performance impacts the level of support that bosses give
employees. While you may want to promise smashing, unprecedented results to the manager,
employees may fall short of such results and end up looking like a disappointment.
 Only 40% of staff feels that the range of flexible work options is sufficient:
There are less employees who feels that organization is less supportive in their changing needs
which can includes new technology and flexible work timings. It can be suggested that improved
technology and cultural changes has changed work expectations increasing the demand of highly
skilled people, also a rapid decline of traditional two parent households (Halpern and Murphy, 2013). It
means it’s financially becoming more difficult to support a household and have living and
childcare/elder care costs suggesting that employees have greater financial burdens causing parents to
work longer hours with big workloads and high stress levels leaving many children in childcare
facilities for longer hours. Employees feel unsupported within the workplace by employers as stated
above. There is a strong need for flexibility and recognition within organisations which the results of
this study identified. The recommendations for the flexible work options is to introduced new and
advanced technology by which work should done proper time by which employees can gets free on
time (Harvey and Allard, 2015). The other recommendations can be changing the structure pattern of
organization through which flexible timings can introduced and employees can balanced their
professional and personal life.
Importance of recommendations
The recommendations are important because it gives suggestions about the problems and issues
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by which one can improvise the better one and remove the problem from the issues. Recommendations
are being regarded as a new key measure of determining whether or not products, services and business
are successful (The importance of Recommendations, 2013). From prior research, we know that 92
percent of all consumers report that a word-of-mouth recommendation is the leading reason they buy a
product or service. Through the explosive growth and connectivity of social media, every aspect of a
company is now openly discussed. Brand and company comments now cover the gamut from whether
you’re loyal to employees, considerate of customers and fair with partners. Companies that understand
how they can actively shape, monitor, and manage how their brand is recommended, are experiencing
a transformation way of doing business today.
TASK 3
Recommendatio
ns
Action to be taken By who Time frame Result/ evaluate
Recommendatio
n 1
It is
recommended
that flexible
working hours
should be
provide to
working women
Time and working
hours of women
can be changed
Management of
the
organization
will be
responsible to
implement this
recommendatio
n
It will take 2
months of
time of
implement
this
The provided
recommendatio
n will result in
maintain
balance between
the personal and
professional life
of women
Female workers
can be provided
with opportunities
to work form home
in case of any
critical situation
This will also
result in
creating sense
of satisfaction
among working
women
Management
should discuss
suitable working
hours for womens
(Singh, 2013).
This will result
in lowering
down to the rate
of female
employee
turnover to a
great extent.
Recommendatio
n 2
The second
recommendation
includes
meeting between
manager and
It is required by
employees to
communicate the
issues and
challenges which
Manager 15 days The provided
recommendatio
n will help in
developing
better
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employees. they are facing
form manager side
relationship
between
manager and
employees.
Manager needs to
understand the
problem of
employees and
should wok upon
the same
Employees It will also
support in
creating positive
and healthy
working
environment
Both employees
and manager needs
to compromise
from their end in
order to solve the
problem (Direnzo
and et.al., 2015).
This
recommendatio
n will also assist
in increases the
overall
effectiveness
and productivity
of workers.
Manager should
adopt over-
participative style
of management in
order to develop
sense of
satisfaction among
employees.
This
recommendatio
n will help
employees to
overcome from
the major issues
which they are
facing at
workplace
Recommendati
on 3
It can be
recommended
that the
organization
can use high
technology
The
organization
can introduce
new technology
in order to
make frequent
change
Top level
management
will
responsible to
make these
changes
This process will
take 4 months of
time period
This will increase
the organization
ability to cope up
with change
Along with this,
it is also
suggested that it
should make
some changes
in its structure
Furthermore,
employees
should be
trained in such
a way that they
do not resist
changes
It will also support
employees in
getting aware of
tools and
techniques to
implement and
manage changes
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Workers should
encourage use
of technology
This will also
result in increasing
overall
performance of the
entire organization
CONCLUSION
The report concluded that the report has the central issue that is managing workforce diversity
and the issues in the organization are the nature of the work - client-focused, long hours working,
working away from home on a client site which are making it difficult for the organization to achieve
this particular diversity goal and ensure that employees feel they have a satisfactory work-life-balance.
It also found that it difficult to attract and retain key talent, the organization has started to notice that
the number of young male and female applicants has started to decline. There are various
recommendations are given for the three issues which can affect the organization.
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REFERENCES
Journals and Books
Balance, W. L., 2013. Work Life Balance. Work. 1(1.5). pp.2-0.
Blanchard, M. H., 2012. Work… life… balance?. Obstetrics & Gynecology. 119(1). pp.177-179.
Burg-Brown, S., 2013. Work-life balance. Journal of Property Management. 78(4). pp.48-54.
Direnzo, M. S. and et.al., 2015. Relationship between protean career orientation and work–life balance:
A resource perspective. Journal of Organizational Behavior. 36(4). pp.538-560.
Gangwisch, J. E., 2014. Work-life balance. Sleep. 37(7). p.1159.
Goodman, A., 2012. Work–life balance. In Physicians’ pathways to non-traditional careers and
leadership opportunities. Springer New York.
Halpern, D. F. and Murphy, S. E., 2013. From work-family balance to work-family interaction:
Changing the metaphor. Routledge.
Harvey, C. P. and Allard, M., 2015. Understanding and managing diversity. Pearson.
Hougaard, R. and et.al., 2016. Work-Life Balance. In One Second Ahead. Palgrave Macmillan.
Jones, F. and et.al., 2013. Work-life balance: A psychological perspective. Psychology Press.
Lyness, K. S. and Judiesch, M. K., 2014. Gender egalitarianism and work–life balance for managers:
Multisource perspectives in 36 countries. Applied Psychology. 63(1). pp.96-129.
Palamari, J., 2012. Work-Life Balance. Innovation in Management Challenges and Opportunities in the
next decade. 1. p.148.
Richmond, G. L. and Rohlfing, C. M., 2013. Work-Life Balance. Routledge.
Shanafelt, T. D. and et.al., 2012. Burnout and satisfaction with work-life balance among UK physicians
relative to the general US population. Archives of internal medicine. 172(18). pp.1377-1385.
Singh, J., 2013. Individual and Organizational Strategies to Balance Work-life with Indian Way. Global
Journal of Management and Business Studies. 3(3). pp.203-210.
Syed, J., 2015. Work–life balance. Managing Diversity and Inclusion: An International Perspective.
p.291.
Wiese, B. S., 2015. Work-life-balance. In Wirtschaftspsychologie. Springer Berlin Heidelberg.
Online
Contextual Factors. 2013. [Online]. Available through:
<http://www.uvm.edu/extension/community/nnco/cd/subcon.htm>. [Accessed on 18th March
2016].
Roath, D., 2016. Is there a right to privacy at work? Monitoring employees. [Online]. Available
through: <http://www.parissmith.co.uk/blog/is-there-a-right-to-privacy-at-work-monitoring-
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employees/>. [Accessed on 18th March 2016].
The importance of Recommendations. 2012. [Online]. Available through:
<http://blog.styleseat.com/post/15210216582/the-importance-of-recommendations>. [Accessed
on 18th March 2016].
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