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Our Work Demand in Remote Work Productivity knowledge base has been specifically designed to cater to professionals like you.
With over 1020 prioritized requirements, our knowledge base covers all the important questions you need to ask to achieve optimal results in terms of urgency and scope.
Whether you′re a freelancer or a remote employee, our solutions are tailor-made to meet your specific needs and help you maintain a healthy work-life balance.
But what exactly are the benefits of our Work Demand in Remote Work Productivity knowledge base? Let us break it down for you.
By using our knowledge base, you will:1.
Learn how to effectively manage your time and prioritize tasks to increase productivity.
2.
Develop strategies to overcome distractions and stay focused on your work.
3.
Get tips on how to create a conducive workspace that promotes organization and efficiency.
4.
Stay motivated and avoid burnout by implementing effective self-care practices.
And that′s not all.
Our knowledge base also includes real-life case studies and use cases, giving you a practical understanding of how our solutions have helped individuals and organizations achieve a better work-life balance.
You may be wondering, how does our knowledge base compare to our competitors and alternatives? The answer is simple - it is unmatched.
Our product has been carefully curated by experts in the field, taking into consideration the ever-evolving remote work landscape and the unique challenges it presents.
We have a wide range of solutions that cater to different types of professionals, making it a versatile and comprehensive resource for anyone looking to improve their work-life balance while working remotely.
Moreover, our product is not just for professionals.
It is also suitable for businesses and organizations that have transitioned to remote work and want to ensure their employees′ well-being and productivity.
The cost of our knowledge base is also reasonable, making it a cost-effective solution for businesses of all sizes.
So how exactly can you use our product? It′s simple - just access our easy-to-use and comprehensive database, browse through the various solutions and their benefits, and start implementing them in your work routine.
You can also customize the knowledge base to suit your specific needs and goals.
Don′t just take our word for it, do your own research on the benefits of work-life balance and the negative impact of burnout on individuals and organizations.
Our knowledge base is backed by thorough research and studies, making it a reliable and effective tool for achieving a healthy work-life balance.
In this fast-paced world, where remote work is becoming the new norm, it is crucial to prioritize work-life balance.
With our Work Demand in Remote Work Productivity knowledge base, you can achieve that and more.
Say goodbye to burnout and hello to a more fulfilling and productive work life.
Don′t wait any longer, invest in our product today and reap the benefits tomorrow!
What changes or new benefits at your organization would improve your Work Demand? What is something you can do this month to model Work Demand to your team? How have the workforce reforms affected your Work Demand?
Work Demand
Implement flexible working hours, remote work options, and offer wellness programs to improve employee health and reduce stress.
- Implement flexible working hours: Allows employees to balance their personal and work responsibilities more effectively.
- Offer virtual collaboration tools: Enables employees to easily communicate and collaborate with team members, increasing productivity and efficiency.
- Encourage breaks and exercise: Helps prevent burnout and improves overall health and well-being.
- Promote a positive and supportive work culture: Creates a sense of community and helps employees feel more connected, leading to better motivation and focus.
- Provide remote work equipment and resources: Allows for a seamless transition to remote work and reduces distractions or barriers to productivity.
- Establish clear expectations and deadlines: Helps employees stay organized and on track with their tasks and responsibilities.
- Allow for occasional work-from-home days: Provides a break from the traditional office environment and can improve work-life balance.
- Offer mental health support and resources: Recognizes and addresses the unique challenges of remote work and promotes employee well-being.
- Implement regular check-ins and feedback sessions: Helps employees stay accountable and connected to their colleagues and managers.
- Encourage designated workspaces: Creates a physical separation between work and home life, promoting a healthier work-life balance.
CONTROL QUESTION: What changes or new benefits at the organization would improve the Work Demand?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, I envision a workplace where Work Demand is a top priority and fully integrated into our company culture. As such, my BHAG (big hairy audacious goal) is to create a workplace that supports and empowers employees to achieve a healthy Work Demand, resulting in increased productivity, job satisfaction, and overall well-being.
To achieve this goal, I envision implementing the following changes and new benefits within our organization:
1. Flexible Work Schedules: Employees will have the freedom to choose their work hours and location, allowing them to better manage personal responsibilities and work demands. This could include remote work options, compressed workweeks, or flexible start and end times.
2. Unlimited Paid Time Off: In addition to standard vacation and sick days, employees will have access to unlimited paid time off. This encourages employees to take breaks and recharge, leading to improved mental health and reduced burnout.
3. On-Site Childcare: To support working parents, our organization will offer on-site childcare services. This eliminates the stress and burden of finding alternative care and allows parents to spend more time with their children.
4. Wellness Programs: We will prioritize employee wellness by offering various programs and resources, such as yoga classes, meditation sessions, and gym memberships. These initiatives not only promote physical and mental health but also encourage Work Demand.
5. Family Friendly Policies: Our organization will have policies in place that support employees with families, such as paid parental leave, flexible return-to-work options, and backup childcare assistance. This promotes a family-friendly environment and shows our commitment to Work Demand.
6. Technology for Remote Work: To enable seamless remote work, we will invest in technology and tools that allow employees to collaborate and communicate effectively from any location. This ensures work can be done efficiently, regardless of the physical office setting.
7. Mental Health Support: Our organization will provide resources and support for employees′ mental health, such as therapy sessions, counseling services, and mental health days. This helps employees cope with stress and promotes a positive Work Demand.
8. Recognition and Rewards: We will develop a recognition and rewards program that celebrates employees who exemplify a healthy Work Demand. This creates a culture that values Work Demand and encourages others to follow suit.
I believe these changes and benefits will not only attract and retain top talent but also create a happier and more productive workforce. By prioritizing Work Demand, we can achieve sustainable success for both our employees and our organization.
"I`ve been searching for a dataset that provides reliable prioritized recommendations, and I finally found it. The accuracy and depth of insights have exceeded my expectations. A must-have for professionals!"
Introduction
Achieving Work Demand has become an increasingly important topic for organizations as they strive to attract and retain top talent while also maintaining productivity. A good Work Demand not only improves employee satisfaction and well-being, but it also results in higher levels of engagement, reduced stress, and improved overall performance. However, many organizations struggle to find the right balance between meeting business objectives and promoting a healthy work-life balance for their employees. This case study will explore the current Work Demand situation at XYZ Corporation, a leading technology company with over 5,000 employees worldwide. The study will identify the issues affecting the organization′s Work Demand and provide solutions and recommendations to improve the current state.
Client Situation
XYZ Corporation has been experiencing significant growth in recent years, resulting in an increase in workload and pressure on employees to meet tight deadlines and deliver results. Long working hours, coupled with a fast-paced and competitive environment, have negatively impacted employees′ Work Demand. As a result, employees have reported high levels of stress, burnout, and low job satisfaction. A recent employee survey revealed that 65% of employees felt they had an imbalance between work and personal life, and 40% stated that their workload was unmanageable. Moreover, the attrition rate has been steadily increasing over the past two years, with many citing poor work-life balance as one of the main reasons for leaving the organization. The leadership team at XYZ Corporation recognizes the importance of addressing this issue to maintain a motivated and engaged workforce.
Consulting Methodology
To address the Work Demand issue, our consulting firm will follow a three-step methodology: research, analysis, and implementation. The first step would involve conducting research through surveys, interviews, and focus groups to understand employees′ current work-life balance experience. The next step would be to analyze the data gathered to identify patterns and trends, assess the impact of work-life imbalance on employee performance, and determine the root causes of the issue. The final phase would involve creating a customized action plan based on the findings to implement changes that would improve employees′ work-life balance and overall well-being.
Deliverables
The consulting firm will deliver a comprehensive report that provides insights into the current Work Demand situation at XYZ Corporation. The report will highlight employees′ concerns, the factors affecting work-life balance, and offer recommendations to improve and maintain a healthy balance. Additionally, the action plan will be divided into short, medium, and long-term goals with clear timelines and KPIs to measure success. The consulting team will also conduct training programs for managers to promote a culture that supports work-life balance.
Implementation Challenges
Implementing effective Work Demand strategies can be challenging as it requires changes in organizational culture and traditional ways of working. One of the main challenges that our consulting team will face is the resistance to change from some employees and managers who may view Work Demand initiatives as a threat to productivity. Moreover, there may be financial implications involved in implementing new benefits or policies, which could be a potential barrier for the organization. Therefore, it is crucial to communicate the importance of Work Demand and its positive impact on employee performance and job satisfaction.
Key Performance Indicators (KPIs)
To measure the success of the Work Demand initiative, XYZ Corporation can track the following KPIs:
1. Employee satisfaction and engagement: Measuring employee satisfaction and engagement levels through surveys will provide insights into the effectiveness of the implemented changes.
2. Employee turnover rate: A reduction in employee attrition rates will indicate an improvement in work-life balance.
3. Productivity: Tracking employees′ productivity levels before and after the implementation of Work Demand initiatives can provide a measure of their impact on employee performance.
4. Absenteeism and sick days: Implementing Work Demand strategies can lead to a reduction in absenteeism and sick days, indicating an improvement in employees′ overall well-being.
Management Considerations
To ensure the success of the Work Demand initiative, the leadership team at XYZ Corporation must play an active role in its implementation and encourage managers to support and promote a healthy work-life balance. Managers should be provided with training on how to manage their teams effectively while promoting work-life balance. Additionally, it is essential to establish a culture that values work-life balance and encourages employees to prioritize their well-being.
Recommendations
Based on our research, analysis, and experience in implementing successful Work Demand strategies, we recommend the following changes and new benefits at XYZ Corporation to improve work-life balance:
1. Flexible working arrangements: Offering flexible working hours, remote working options, and compressed workweeks can help employees better manage their personal and professional commitments.
2. Encouraging time off: To promote work-life balance, organizations need to encourage employees to take time off to recharge and rejuvenate.
3. Employee assistance programs: Implementing employee assistance programs can provide employees with resources and support to help manage work-related stress and achieve a healthy work-life balance.
4. Wellness programs: Offering wellness programs such as yoga classes or mindfulness training can help employees cope with stress and improve their overall well-being.
5. Clear communication and expectations: Ensuring that employees have a clear understanding of their roles and responsibilities and managing expectations can help reduce stress and ambiguity in the workplace.
6. Promoting a culture of work-life balance: Organizations need to create a culture that values work-life balance and promotes employees′ well-being through various initiatives, such as employee recognition programs and team-building activities.
Conclusion
In today′s competitive business landscape, maintaining a healthy work-life balance is critical for organizations′ sustainability. Our consulting firm is confident that implementing the above recommendations will not only improve XYZ Corporation′s work-life balance but also lead to higher employee engagement, job satisfaction, and productivity. Organizations need to recognize the importance of work-life balance and take proactive measures to support their employees′ well-being. As stated by Sir Richard Branson, Take care of your employees, and they will take care of your business. By prioritizing employees′ work-life balance, organizations can create a motivated and engaged workforce that is crucial for success in today′s dynamic business environment.
References:
1. Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
2. The effect of work-life balance on employee performance: evidence from leading technology companies. (2020). Journal of Management Development, 39(8), 975-993.
3. Kezsbom, D. S., Tornow, W. W., & Heinl, F. D. (2000). Managing professional practices: Five scenarios. Human Resource Planning, 23(2-3), 7-18.
4. Ashcraft, B., Rogers, J., & Summers, J. (2017). Work-life balance as a mediator of the relationship between occupational stress and voluntary turnover. Journal of Business and Psychology, 32(4), 413-428.
5. Allen, D. G., Biggane, J. E., & Stubblebine, P. (2019). Assessing the role of manager support for work-life initiatives in reducing turnover intention: Evidence from survey data. The International Journal of Human Resource Management, 30(12), 1799-1818.
6. Amernic, J. H., & Craig, R. J. (2010). Accounting as a facilitator of extreme narcissism. Journal of Business Ethics, 96(1), 79-93.
7. SuccessFactors. (2019). Work-life balance programs lead to productive employees. Retrieved from https://www.successfactors.com/content/dam/successfactors/en_us/resources/whitepapers/wp-global-armc-work-life-balance.pdf
8. Glassdoor. (2019). Top factors driving employee satisfaction and retention. Retrieved from https://www.glassdoor.com/research/top-factors-driving-employee-satisfaction-and-retention/
9. World Health Organization. (2014). Mental health: A state of well-being. Retrieved from https://www.who.int/news-room/fact-sheets/detail/mental-health-policy-action-plan
Our Work Demand in Remote Work Productivity knowledge base has been specifically designed to cater to professionals like you.
With over 1020 prioritized requirements, our knowledge base covers all the important questions you need to ask to achieve optimal results in terms of urgency and scope.
Whether you′re a freelancer or a remote employee, our solutions are tailor-made to meet your specific needs and help you maintain a healthy work-life balance.
But what exactly are the benefits of our Work Demand in Remote Work Productivity knowledge base? Let us break it down for you.
By using our knowledge base, you will:1.
Learn how to effectively manage your time and prioritize tasks to increase productivity.
2.
Develop strategies to overcome distractions and stay focused on your work.
3.
Get tips on how to create a conducive workspace that promotes organization and efficiency.
4.
Stay motivated and avoid burnout by implementing effective self-care practices.
And that′s not all.
Our knowledge base also includes real-life case studies and use cases, giving you a practical understanding of how our solutions have helped individuals and organizations achieve a better work-life balance.
You may be wondering, how does our knowledge base compare to our competitors and alternatives? The answer is simple - it is unmatched.
Our product has been carefully curated by experts in the field, taking into consideration the ever-evolving remote work landscape and the unique challenges it presents.
We have a wide range of solutions that cater to different types of professionals, making it a versatile and comprehensive resource for anyone looking to improve their work-life balance while working remotely.
Moreover, our product is not just for professionals.
It is also suitable for businesses and organizations that have transitioned to remote work and want to ensure their employees′ well-being and productivity.
The cost of our knowledge base is also reasonable, making it a cost-effective solution for businesses of all sizes.
So how exactly can you use our product? It′s simple - just access our easy-to-use and comprehensive database, browse through the various solutions and their benefits, and start implementing them in your work routine.
You can also customize the knowledge base to suit your specific needs and goals.
Don′t just take our word for it, do your own research on the benefits of work-life balance and the negative impact of burnout on individuals and organizations.
Our knowledge base is backed by thorough research and studies, making it a reliable and effective tool for achieving a healthy work-life balance.
In this fast-paced world, where remote work is becoming the new norm, it is crucial to prioritize work-life balance.
With our Work Demand in Remote Work Productivity knowledge base, you can achieve that and more.
Say goodbye to burnout and hello to a more fulfilling and productive work life.
Don′t wait any longer, invest in our product today and reap the benefits tomorrow!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1020 prioritized Work Demand requirements. - Extensive coverage of 36 Work Demand topic scopes.
- In-depth analysis of 36 Work Demand step-by-step solutions, benefits, BHAGs.
- Detailed examination of 36 Work Demand case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Pomodoro Technique, Delegating Tasks, Setting Clear Objectives, Goal Setting And Tracking Progress, Using Task Management Tools, Rewarding Progress, Using To Do Lists, Taking Breaks, Building Self Discipline, Finding Support System, Developing Short Term Plan, Setting Realistic Expectations, Managing Energy Levels, Improving Communication Skills, Maintaining Routine, Taking Advantage Of Flex Hours, Managing Stress And Anxiety, Creating Reward System, Using Visualization Techniques, Prioritizing Tasks, Cultivating Growth Mindset, Streamlining Processes, Setting Goals, Managing Email Inbox, Tracking Progress, Self Care Practices, Accountability Practice, Adopting Agile Work Practices, Personal Development Practices, Using Time Tracking Software, Using Timer, Time Management, Strategic Use Of Technology, Mindfulness Practices, Work Demand, Creating Schedule
Work Demand Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Work Demand
Implement flexible working hours, remote work options, and offer wellness programs to improve employee health and reduce stress.
- Implement flexible working hours: Allows employees to balance their personal and work responsibilities more effectively.
- Offer virtual collaboration tools: Enables employees to easily communicate and collaborate with team members, increasing productivity and efficiency.
- Encourage breaks and exercise: Helps prevent burnout and improves overall health and well-being.
- Promote a positive and supportive work culture: Creates a sense of community and helps employees feel more connected, leading to better motivation and focus.
- Provide remote work equipment and resources: Allows for a seamless transition to remote work and reduces distractions or barriers to productivity.
- Establish clear expectations and deadlines: Helps employees stay organized and on track with their tasks and responsibilities.
- Allow for occasional work-from-home days: Provides a break from the traditional office environment and can improve work-life balance.
- Offer mental health support and resources: Recognizes and addresses the unique challenges of remote work and promotes employee well-being.
- Implement regular check-ins and feedback sessions: Helps employees stay accountable and connected to their colleagues and managers.
- Encourage designated workspaces: Creates a physical separation between work and home life, promoting a healthier work-life balance.
CONTROL QUESTION: What changes or new benefits at the organization would improve the Work Demand?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, I envision a workplace where Work Demand is a top priority and fully integrated into our company culture. As such, my BHAG (big hairy audacious goal) is to create a workplace that supports and empowers employees to achieve a healthy Work Demand, resulting in increased productivity, job satisfaction, and overall well-being.
To achieve this goal, I envision implementing the following changes and new benefits within our organization:
1. Flexible Work Schedules: Employees will have the freedom to choose their work hours and location, allowing them to better manage personal responsibilities and work demands. This could include remote work options, compressed workweeks, or flexible start and end times.
2. Unlimited Paid Time Off: In addition to standard vacation and sick days, employees will have access to unlimited paid time off. This encourages employees to take breaks and recharge, leading to improved mental health and reduced burnout.
3. On-Site Childcare: To support working parents, our organization will offer on-site childcare services. This eliminates the stress and burden of finding alternative care and allows parents to spend more time with their children.
4. Wellness Programs: We will prioritize employee wellness by offering various programs and resources, such as yoga classes, meditation sessions, and gym memberships. These initiatives not only promote physical and mental health but also encourage Work Demand.
5. Family Friendly Policies: Our organization will have policies in place that support employees with families, such as paid parental leave, flexible return-to-work options, and backup childcare assistance. This promotes a family-friendly environment and shows our commitment to Work Demand.
6. Technology for Remote Work: To enable seamless remote work, we will invest in technology and tools that allow employees to collaborate and communicate effectively from any location. This ensures work can be done efficiently, regardless of the physical office setting.
7. Mental Health Support: Our organization will provide resources and support for employees′ mental health, such as therapy sessions, counseling services, and mental health days. This helps employees cope with stress and promotes a positive Work Demand.
8. Recognition and Rewards: We will develop a recognition and rewards program that celebrates employees who exemplify a healthy Work Demand. This creates a culture that values Work Demand and encourages others to follow suit.
I believe these changes and benefits will not only attract and retain top talent but also create a happier and more productive workforce. By prioritizing Work Demand, we can achieve sustainable success for both our employees and our organization.
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Work Demand Case Study/Use Case example - How to use:
Introduction
Achieving Work Demand has become an increasingly important topic for organizations as they strive to attract and retain top talent while also maintaining productivity. A good Work Demand not only improves employee satisfaction and well-being, but it also results in higher levels of engagement, reduced stress, and improved overall performance. However, many organizations struggle to find the right balance between meeting business objectives and promoting a healthy work-life balance for their employees. This case study will explore the current Work Demand situation at XYZ Corporation, a leading technology company with over 5,000 employees worldwide. The study will identify the issues affecting the organization′s Work Demand and provide solutions and recommendations to improve the current state.
Client Situation
XYZ Corporation has been experiencing significant growth in recent years, resulting in an increase in workload and pressure on employees to meet tight deadlines and deliver results. Long working hours, coupled with a fast-paced and competitive environment, have negatively impacted employees′ Work Demand. As a result, employees have reported high levels of stress, burnout, and low job satisfaction. A recent employee survey revealed that 65% of employees felt they had an imbalance between work and personal life, and 40% stated that their workload was unmanageable. Moreover, the attrition rate has been steadily increasing over the past two years, with many citing poor work-life balance as one of the main reasons for leaving the organization. The leadership team at XYZ Corporation recognizes the importance of addressing this issue to maintain a motivated and engaged workforce.
Consulting Methodology
To address the Work Demand issue, our consulting firm will follow a three-step methodology: research, analysis, and implementation. The first step would involve conducting research through surveys, interviews, and focus groups to understand employees′ current work-life balance experience. The next step would be to analyze the data gathered to identify patterns and trends, assess the impact of work-life imbalance on employee performance, and determine the root causes of the issue. The final phase would involve creating a customized action plan based on the findings to implement changes that would improve employees′ work-life balance and overall well-being.
Deliverables
The consulting firm will deliver a comprehensive report that provides insights into the current Work Demand situation at XYZ Corporation. The report will highlight employees′ concerns, the factors affecting work-life balance, and offer recommendations to improve and maintain a healthy balance. Additionally, the action plan will be divided into short, medium, and long-term goals with clear timelines and KPIs to measure success. The consulting team will also conduct training programs for managers to promote a culture that supports work-life balance.
Implementation Challenges
Implementing effective Work Demand strategies can be challenging as it requires changes in organizational culture and traditional ways of working. One of the main challenges that our consulting team will face is the resistance to change from some employees and managers who may view Work Demand initiatives as a threat to productivity. Moreover, there may be financial implications involved in implementing new benefits or policies, which could be a potential barrier for the organization. Therefore, it is crucial to communicate the importance of Work Demand and its positive impact on employee performance and job satisfaction.
Key Performance Indicators (KPIs)
To measure the success of the Work Demand initiative, XYZ Corporation can track the following KPIs:
1. Employee satisfaction and engagement: Measuring employee satisfaction and engagement levels through surveys will provide insights into the effectiveness of the implemented changes.
2. Employee turnover rate: A reduction in employee attrition rates will indicate an improvement in work-life balance.
3. Productivity: Tracking employees′ productivity levels before and after the implementation of Work Demand initiatives can provide a measure of their impact on employee performance.
4. Absenteeism and sick days: Implementing Work Demand strategies can lead to a reduction in absenteeism and sick days, indicating an improvement in employees′ overall well-being.
Management Considerations
To ensure the success of the Work Demand initiative, the leadership team at XYZ Corporation must play an active role in its implementation and encourage managers to support and promote a healthy work-life balance. Managers should be provided with training on how to manage their teams effectively while promoting work-life balance. Additionally, it is essential to establish a culture that values work-life balance and encourages employees to prioritize their well-being.
Recommendations
Based on our research, analysis, and experience in implementing successful Work Demand strategies, we recommend the following changes and new benefits at XYZ Corporation to improve work-life balance:
1. Flexible working arrangements: Offering flexible working hours, remote working options, and compressed workweeks can help employees better manage their personal and professional commitments.
2. Encouraging time off: To promote work-life balance, organizations need to encourage employees to take time off to recharge and rejuvenate.
3. Employee assistance programs: Implementing employee assistance programs can provide employees with resources and support to help manage work-related stress and achieve a healthy work-life balance.
4. Wellness programs: Offering wellness programs such as yoga classes or mindfulness training can help employees cope with stress and improve their overall well-being.
5. Clear communication and expectations: Ensuring that employees have a clear understanding of their roles and responsibilities and managing expectations can help reduce stress and ambiguity in the workplace.
6. Promoting a culture of work-life balance: Organizations need to create a culture that values work-life balance and promotes employees′ well-being through various initiatives, such as employee recognition programs and team-building activities.
Conclusion
In today′s competitive business landscape, maintaining a healthy work-life balance is critical for organizations′ sustainability. Our consulting firm is confident that implementing the above recommendations will not only improve XYZ Corporation′s work-life balance but also lead to higher employee engagement, job satisfaction, and productivity. Organizations need to recognize the importance of work-life balance and take proactive measures to support their employees′ well-being. As stated by Sir Richard Branson, Take care of your employees, and they will take care of your business. By prioritizing employees′ work-life balance, organizations can create a motivated and engaged workforce that is crucial for success in today′s dynamic business environment.
References:
1. Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
2. The effect of work-life balance on employee performance: evidence from leading technology companies. (2020). Journal of Management Development, 39(8), 975-993.
3. Kezsbom, D. S., Tornow, W. W., & Heinl, F. D. (2000). Managing professional practices: Five scenarios. Human Resource Planning, 23(2-3), 7-18.
4. Ashcraft, B., Rogers, J., & Summers, J. (2017). Work-life balance as a mediator of the relationship between occupational stress and voluntary turnover. Journal of Business and Psychology, 32(4), 413-428.
5. Allen, D. G., Biggane, J. E., & Stubblebine, P. (2019). Assessing the role of manager support for work-life initiatives in reducing turnover intention: Evidence from survey data. The International Journal of Human Resource Management, 30(12), 1799-1818.
6. Amernic, J. H., & Craig, R. J. (2010). Accounting as a facilitator of extreme narcissism. Journal of Business Ethics, 96(1), 79-93.
7. SuccessFactors. (2019). Work-life balance programs lead to productive employees. Retrieved from https://www.successfactors.com/content/dam/successfactors/en_us/resources/whitepapers/wp-global-armc-work-life-balance.pdf
8. Glassdoor. (2019). Top factors driving employee satisfaction and retention. Retrieved from https://www.glassdoor.com/research/top-factors-driving-employee-satisfaction-and-retention/
9. World Health Organization. (2014). Mental health: A state of well-being. Retrieved from https://www.who.int/news-room/fact-sheets/detail/mental-health-policy-action-plan
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