What additions could be made to the J&J LIFEWORKS program?

The J&J Lifeworks programs have a comprehensive and extensive scope. Both the professional and personal life of an employee had been the focus and emphasis of this program. The main objective of this program is to make the lives of Johnson &Johnson’s employees and their families more productive, healthy and balanced (Brown & Harvey, 2005, p. 255). Almost all of the aspects of an employee’s life had been included in the Lifeworks program.

However, it seemed that an integral part of an employee’s life which is career progression had been slightly ignored. Career development should also be included in the program in order to motivate their employees to do better with regards to their performance. By doing so, a healthy employee can also be an accomplished professional. The merging of these two key elements can produce a fruitful working relationship between the employer and employee.

As a result, a consumer’s needs and wants are addressed. 2. Must a company have a culture like J&J’s in order to implement a successful wellness program? Johnson &Johnson is one of the most successful companies around the world. Their orientation as a producer of health care products and a provider of health care services made them a an international household name to many consumers. The top-ranking performance of the company can be attributed to their employees and their advocacy to promote wellness.

More so, the importance that Johnson &Johnson have given to their employees made their consumers think and feel that Johnson &Johnson is not merely just concern about profits and the business itself but is more engaged in manufacturing high quality products that can be both beneficial for the company and their target consumers. As Robert Johnson had said, “We believe our first responsibility is to the doctors, nurses and patients, to mothers and fathers and all others who use our products and services. In meeting their needs, everything must be of high quality” (Brown & Harvey, 2005, p. 256).

By embracing this concept, Johnson &Johnson had been hailed as one of the “most communally and environmentally responsible company” (Brown & Harvey, 2005, p. 256). Based on the efforts and accomplishments of Johnson &Johnson, the immense interest in health welfare was a significant factor in the success of their wellness program. Johnson &Johnson’s knowledge about health maintenance and protection resulted to the formulation of extensive and invigorating health programs that significantly changed the lives of their employees.

In conclusion, Johnson &Johnson’s culture was one of the elements that contributed to the success of the wellness programs. However, companies that do not have similar backgrounds as Johnson &Johnson can also promote the same programs as long as those companies prioritize the welfare of their human resources rather than monetary profit. 3. How can a company’s culture help it to set up a wellness program? Companies can set up a wellness program if they recognize the issue of the health care condition of their employees.

More so, if companies believe that their employees are the foundation of the organization, it is only natural that they render services to their employees that would enable them to work more efficiently and more productively. Furthermore, the many natures of the business whether telecommunications, automotives, publishing and others, are not anymore the crucial factors that determine the need to implement wellness programs. It had been the desire to improve and refine the lives of people as employees and as individuals that motivated companies to implement wellness programs.

However, having a business background on health like Johnson &Johnson is also advantageous in securing successful and effective wellness programs because the combination of knowledge about health and desire to produce superior health care products is enough to drive a company to maintain and improve their employees so as to satisfy their customers and at the same time gain some profits.

References

  • Brown, D. R. & Harvey, D. (2005). An experiential Approach to Organizational Developmen 7th Ed. Prentice Hall.

Read more

Innovative Hr Practices to Maintain Work Life Balance of Employees

Table of contents

INTRODUCTION:

Background

The role of work has changed throughout the world due to economic conditions and social demands. Originally, work was a matter of necessity and survival. Throughout the years, the role of “work” has evolved and the composition of the workforce has changed. Today, work still is a necessity but it should be a source of personal satisfaction as well.

One of the vehicles to help provide attainment of personal and professional goals is work-life benefits and programs The issue of work-life balance has developed out of demographic and social changes that have resulted in a more diverse, declining workforce, different family and work models. Supporting work-life balance (WLB) is seen as a way of attracting and retaining the labour force needed to support economic well-being. In organizations and on the home front, the challenge of work/life balance is rising to the top of many employers’ and employees’ consciousness.

In today’s fast-paced society, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends. However, experience has shown that policy on flexible work practices needs to be supported by strategies to achieve effective implementation. This research provides suggestions and options for Human Resources Managers on developing and managing equitable flexible work practices.

It has been designed to provide practical advice to assist organizations in achieving successful implementation of these policies which would be a key initiative for inclusion in an organizational WLB.

Defining work-life balance:

”Work life balance is about effectively managing the juggling act between paid work and the other activities that are important to people. It’s not saying that work is wrong or bad, but that work shouldn’t completely crowd out the other things that matter to people like time with family, participation in community activities, voluntary work, personal development, leisure and recreation” . “Working practices that acknowledge and aim to support the needs of staff in achieving a balance between their home and working lives”

“people having a measure of control over when, where and how they work. It is achieved when an individual’s right to a fulfilled life inside and outside work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. ” UK organization Employers for Work-Life Balance

Meaning :

In recent years there is a dramatic change in much organization with respect to work-Life balance (WLB) which is named as flexible work time arrangements, the sensitivity of topic is reflected by its idea which is to provide personal work style preferences. This arrangement is famous for job satisfaction, commitment, and engagement of an employee. When we talk about flexibility the first thing which we relate it with is relaxation, relaxation in terms of tasks, duties, responsibility, but when we particularly talk about WLB it means that we are talking about nontraditional great schedules and working away from campus.

There are a significant percentage of employees already involved in flexible time arrangements that they do not work the standard schedule of 8:00 am to 5:00 pm which is being followed by the most of the organization. Variable arrangements provide for daily, weekly, monthly, or annual fluctuations in scheduling. Flexible arrangements are a broad term we are not only talking about daily scheduling but it may vary to monthly or even annual rearrangements of time. In flexible arrangements we are not bound to an old stereotypical standards but a fair customize scheduling. Work-Life Balance does not mean an equal balance.

Trying to schedule an equal number of hours for each of your various work and personal activities is usually unrewarding and unrealistic. Life is and should be more fluid than that. Your best individual work-life balance will vary over time, often on a daily basis. The right balance for you today will probably be different for you tomorrow. The right balance for you when you are single will be different when you marry, or if you have children; when you start a new career versus when you are nearing retirement.

THEORETICAL FRAMEWORK :

  • Importance:
  • Productivity :

Managers can increase the productivity of employees by responding to their need to balance work and personal obligations. This positive approach by managers can:

  1. Inspire increased loyalty and commitment from employees.
  2. Retain employees and make savings on the costs of employee turnover, training and absenteeism.
  3. Examine how work-life balance policies affect another variable such as job satisfaction or organizational commitment, and then correlate these variables to productivity.

Job Satisfaction : When work extends into family time, it can create stresses which then extend into the workforce.

One meta-analysis suggests that there is a consistent negative relationship between work-family conflict and job satisfaction. As far as work-life balance policies can reduce the conflict between work and family, they can increase job satisfaction. There is no strong empirical evidence of a positive association between high employee satisfaction and high productivity, but job satisfaction does have 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.

Other commentators suggest that work-life balance policies can increase organizational commitment. Higher levels of organizational commitment are then correlated with lower turnover and better job performance.

Saving Costs : The work-life balance important to reduce for the cost of an organization such as, Reduced staff turnover: Estimated cost of replacing a manager: Estimated cost of replacing an employee. Organizations are rest upon the assumption that work-life balance policies will improve staff retention.

Reducing staff turnover leads to lower costs, as recruiting new staff is a costly process. Staff loss leads to direct costs and indirect cost. Direct cost associated with recruiting, such as advertising, interviewing. However indirect costs associated with the loss of institutional knowledge and contacts. Greater staff retention also reduces training costs. Having staff staying longer in a firm, increases the returns on investments made in their training. There is Cost savings also if work-life balance policies reduce absenteeism.

The main objective of our survey is to focus on employee satisfaction with organization policies so as to control level of stress, lack of productivity, lack of moral etc. which effect employee retention and turnover. Therefore to achieve high employee satisfaction and engagement different innovative 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.

How The Survey Help?

A comprehensive evolution of Work-life balance can best be seen as a “check up” on the human resources policies of your organization. Like any check-up, you learn both what is working well and where there are areas needed improvements.

When conducted on regular basis, systematic method for assigning employee satisfaction will let you identify key trends and pattern among employee attitude towards the WLB, thereby enabling you and your company to anticipated and act on upcoming problems and issues. As a result, an human recourses policies study conducted this will enable you to use the information from your employee as a tools for change within your organization. We strongly believe that human resources policies studies should represent a mutual exchange of information 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.

For 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 study is an opportunity to be heard and directly influence human resources policies . This approach not only measurable impact on participation rates but also effect the degree to which employee trust the outcomes when finding are reported back to them. For these reasons, all questionnaires are carefully designed for a case of use, including straightforward wording a clean layout and simple navigation.

RESEARCH METHODOLOGY

Method of data collection: The survey was developed by a department team comprised of representatives from several organization, institutions, and the business farms. Evaluations provided technical assistance, and the team reviewed on human resources polices for maintain work-life balance.

Following extensive discussion, the team determined the basic structure, format, questions, and methodology for administering the survey. Each workgroup member was asked to include participants from management, professionals, and support staff. The purpose of the test was to determine the following: Determine which technique will influence the Work life balance in human resources policies. Determine if the employee feels about work-life balance. To solicit suggestions for improvement of the human resource policies. To solicit information on employees willingness to participate in such a Survey. To solicit information on ways to encourage employee participation.

Research Methodology:

Research can be define as “ process of systematic inquiry that is design to collect, analysis, interpret and use to understand, describe, predict or control an educational physiological phenomenon or to empower individuals in such contexts. This research undertaking is designed to be a descriptive study about objectives, types of data, sources of data, questionnaires, sampling and sample design.

Collection of Data: There are two kinds of data can be taken as the survey is concern about they can be , i. Primary data ii. Secondary data From the above types of data the data can be extracted as following: Primary Data: It includes the Questionnaires taken for the survey includes ten factors with the rating options.

Secondary Data: It includes the literature review as follows: ? There is clear evidence of a strong business benefits in the case studies, however these conclusions are context specific, and not necessarily general sable. There is No “one size fits all” business case for work-life balance policies. The larger, econometric studies are less common that the case study work but they do find 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.

There 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, reduced labour turnover, reduced absenteeism and improved business results. 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.

The questionnaire is designed to determine the actual 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 ended questions like “yes/no” according to their perception. Secondly, they were asking open ended questions in which they can write anything according to related question. c) Sampling: 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 “ a finite subject selected from population with the purpose of investigation of particular objective is called as sampling.

The sapling method for this survey was a “simple random sampling”. The simple random sampling is the easiest from all probability sampling it assure that all the members in the population are included in the list and then randomly selected the desired no. of sample.

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, “ This study is being undertaken for purely academic purpose on work-life balance i. e. flexible timing at the work place.

On the basis of survey done on “Innovative Human Resource Policies for Maintaining Work-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 great 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.

Read more

Work Life Balance Critical Analysis

Table of contents

Key words and expressions Assessment center: It is an organism in charge of the evaluation by assessment. They use various methods, resources and tools based on work simulations such as case studies, role play, personality tests, interview, etc.

It is a process used for the selection of individuals for a job. Human capital: A set of knowledge, talents, experiences, qualifications which allows an individual to perform labor in order to produce economic value. Payroll: A list of employees receiving wages or salaries, with the amounts due to each Conflict management: The practice of identifying and dealing with conflicts in a rational and balanced way. This involves effective communication, problem solving abilities and good negotiation skills in order to restore the focus to the company’s goals.

Conflict management is one of competences of human resources man-agement. Transfer A transfer is a relocation of an employee on the same scale in a different department or job site or to a related classification within the same salary range. Organization chart Visual representation like a diagram representing the management structure of a company, showing the authority and responsibilities of each department and the relationships between the depart-ments.

Promotion

A promotion involves a change from current job to another one; it involves more responsibilities and higher status at organization level. Usually, a promotion means a pay rise or benefits. It allows boost-ing the morale and rewarding committed employees.

Demotion

Demotion is the opposite of promotion. It’s when an employee is shifted to a lower job status, responsibilities, salary and grade. Most of the time, it happens when an employee encounters difficulties in meeting job requirements and standards.

Working conditions

Working conditions refers to the working environment and all existing circumstances in relation with labor in the workplace, including amenities, physical aspects, stress and noise level, job hours, safety or danger degree and legal rights. Downsizing A reduction of the size or the number of employees of an organization in order to improve profitability or to reduce costs. The reduction of the size of a business may be part of a rationalization process or corporate restructuring with the closure of departments or functions after a period of unsatisfactory results or as con-sequences of strategic review.

Team building

A short definition of teambuilding may sound like that: a serial of objectives and activities, which a group respectively a team has to accomplish in a period of time, in an unfamiliar and new environment, most usually in natural location, and ignoring the professional hierarchy and having as objective to relax, inter and intrapersonal knowledge of all persons involved, and last but not least to raise awareness about the importance and role of each in solving the issues.

Collective agreement

Agreement concluded between the employer on one hand and employees represented by unions or any other form in accordance with the law on the other hand, through which are defined clauses concerning work conditions, salaries as well rights and duties which derives from employment relationships. Flextime Flexitime is a system that allows employees to vary the time that they start or finish work, provided that an agreed total number of hours are spent at work. Training Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that elate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize as of 2008 the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life.

People within many professions and occupations may refer to this sort of training as professional development. Employee Satisfaction Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork. Compensatory rest It is granted to employees for the worked extra hours and it takes the form of days off; its purpose is to adjust the worked hours to the legal working hours ceiling.

Eg: in Horeca the weekly worked hours are 40 instead of 38. Absenteeism The habitual non-presence of an employee at his or her job. Possible causes of absenteeism include job dissatisfaction, ongoing personal issues and chronic medical problems. Regardless of cause, a worker with a pattern of being absent may put his reputation and his employed status at risk. However, some forms of absence from work are legally protected and cannot be grounds for termination. Assisted employment Any employment in a company where at least 50% of employees are handicapped persons unable to work on the regular labor market.

Teleworking

Teleworking allows employees work at home or at a local telework center one or more days per week using communication tools, such as such as phone, fax, modem, Internet teleconferencing, e-mail or IM, to perform work duties from a remote location. Work placement agency Companies which attempt to match the employment needs of an employer with a worker having the required skill set and interests. Some agencies are privately owned while others are sponsored by government. Case study: Work-life balance at ALD Automotive & Hotel Amigo Introduction

Human resources is the division of a company that is focused on activities related to employees management. Their activities include recruiting, orientation and training of current employees. Human resources have to deal with many aspects such as fringe benefits and work-life balance. Work-life balance is a concept which means a daily effort to split employee’s time and energy be-tween personal life (family, friends, self-care and other personal activities) and work. The expression of “Work-life balance” was used for the first time in United Kingdom in the 70’s.

Nowadays, with the globalization, companies have begun to realize how important work-life balance is linked to the productivity and creativity of their employees. Furthermore, with the economic crisis and the recession, many employees have to work more, faster and with fewer resources. It tends to be more stressful to be successful than ever before. Usually, employees are expected to be exemplary parents and to have a fulfilled personal life in which they raise perfect children, enjoy their hobbies, volunteer in the community and take care of their bodies, spirits and minds.

Have a balance is a wonderful goal but it is not so easy! The root of work-life balance issues may come from the organizational norms and ideologies. For example, long hours and complete devotion to the profession can be difficult and can cause different problems such as stress, pressure, loss of motivation, loss of judgment until burn-out. However, over the years, these problems can become a major concern to both employers and employees. For instance, stress can cause physiological and psychological problems and can lead people to consume alcohol and smoke.

Therefore, with the effort to retain employees, it is increasingly important for organizations to recog-nize this balance. Employers have taken proactive measures in providing programs and initiatives in order to help their employees to cope with work-life balance. It is a challenge for companies to assist employees to experience work-life balance by offering such opportunities as flexible work schedules or sponsored family events and activities. However, with the technological progress, it is easier for employees to keep contact with work.

Employees can accomplish theirs tasks through computers, Smartphone, emails which enable them to succeed at work beyond the physical boundaries of their office. According to a research by Keneza Research Institute in 2007, employees who were more positive toward their organization’s efforts to support work-life balance indicated a much lower intention to leave the organization, greater pride in their organization, a willingness to recommend it as a place to work and higher overall job satisfaction.

The goal of this research work consists in analyzing two companies (ALD Automotive and Hotel Ami-go) on work-life balance topic under different aspects. First of all, we will tackle the different problems that these companies have experienced for the last past years and the impact on employees life quality as well on their work productivity. Secondly, we will describe the activities and main work characteristics that the firms have taken into account. Thirdly, we will analyze the actual results of these implemented policies and finally, we will draw our general conclusions. Wellbeing at work’s pillars and actual situation

HR department’s responsibility, in close cooperation with senior management, is to help teams and team leaders and to develop the capability and commitment in order to drive work-life balance proactively rather than simply respond to individual circumstances. Well-beingat work depends on various approaches: Flexibility & communication ALD Automotive case ALD Automotive organizes a satisfaction surveys every 2nd yearto set up measures in order to improve work-life balance. For the last years, the employees complained about of lack of flexibility, communication and homogeneity of work.

To fix up this problem, since December 2011, ALD Automotive established four values in which each individual can identify as belonging to the same unit.

The values are P. I. T. S. :

  • Prefers to the passion of own job, passion drives ALD to surpass ourselves continuously.
  • I for Innovation i. e. try to be successful most of the time, try to increase products/services quality level.
  • T for Team spirit is their strength: they are open to different opinions. It is important to learn from own colleagues.

As a group, they draw their strengths from the huge variety of talents and cultures that characterises their organisation across the world.

This diversity helps them to act as a group and to move into a higher gear. •S for service and customer focus; is the main goal of ALD Automotive. Their aim is to fulfil the expectations of those who put their trust in them with professionalism at all times. Whether they have met them in person or not, adopting a proactive attitude and constantly considering problems is and will always remain the very essence of their mission. Employees take particular care of customers in order to make the job easier and more agreable for everyone and every day. According to the employees, the schedules were like frozen.

Indeed, there were fixed schedules and for those who live outside Brussels in particular in the Dutch speaking area the situation was critical in the morning because of the heavy traffic. It caused an enormous stress and sometimes the bad jokes of certain colleagues were difficult to bear and people felt frustrated. An alternative was found in order to to increase employee satisfaction and also widen their recruitment target. Due to the geographical situation of the company, ALD automotive had difficulties recruiting native Dutch speaking staff.

To solve this problem, the employees have the possibility today to begin and to end as they wish within a time slot. This allows certain flexibility, especially since ALD automotive started working on a reliable system. Indeed, no clocking in and out is present. The aim of the company is that the employees can evolve in a relaxing atmosphere. Moreover, the management advocates the use of the familiar form between colleagues and people in charge and it meant to have certain proximity between the various members of the company.

In order to answer the lack of flexibility, the human resources manager decided to establish the “Open door policy ” . This communication policy consists to leave the office door of the supervisor “open” in order to encourage openness and transparency with the employees. This kind of communication allows people to promote a good collaboration environment with high performance level and mutual respect. This is related to the concept of work-life balance. Another point on which the employees would like to be worked out is a better transparency of salaries.

The department of human resources is leading talks this topic today. Indeed, it can be dangerous for a company to reveal the salaries of the various job positions because it can entertain bigger frustrations within the company. According to the results of satisfaction survey, concerning the lack of communication, the employees estimated that they were not sufficiently aware of this situation of ALD automotive. Indeed, due to the market evolution and the current economic conjuncture, the employees felt the need for additional information. Previously, the meetings were organized with members belonging to the same department.

Since November 2011, an individual meeting is organized once a year within automotive ALD’ community in order to discuss the projects and the results between all concerned departments. Thissystemthusmakes it possible for the employeesto haveclearandcompleteinforma-tion. This makes it possible for them to have a certain reflection on their own work as well to motivate the teams. However, for the absent people, the human resources department thinks to set up a communication system allowing the circulation of relevant information among all the company’s members.

A reporting system to all the employees should be established for the end of this year. However, different companies from all over the world receive a newsletter each trimester. This one resumes the various worldwide projects in order to have knowledge of the overseas markets. In the frame of flexibility, ALD set up an interesting holiday policy. The contracts of the employees passed from 38h a week to 40h a week. In this way, the employees accumulate a day of additional vacation a month and can also make a request vacation further to their seniority and with regard to their position.

By taking into account the legal days off, they can cumulate until 50 days off a year in total. Case Hotel Amigo According to the HR manager: “our hotel is a mix between familiar and English structure it means we have to respect the hierarchy but the managers can be approached in a familiar way”. The core values and keys words after which the company is guided are reminded on a regular basis. The motto of the establishment is “the simple art of luxury” which means the best service in a familiar atmosphere.

For that they need all colleagues to be welcoming, team-players, to improve their performance and maintain their integrity. The communication channels between the personnel and the managing staff consists of, as in every company they dispose over telephone, email; it is advisable that any worker should contact his/her direct supervisor, department manager first of all. Concerning flex time the hotel did not implement this system as in hospitality it is not feasible; they need their people to be on time as agreed in their schedule.

When it comes about weekend work, there is no special agreement as in the hospitality sector, they mostly work on a variable schedule and it depends upon the occupancy rate, sick colleagues, etc. Often, except the office employees, executive staff as well their managers has to work outside 9 to 5 o clock so give the possibility to take the last common transport, either to sleep in the hotel or our guest house, and if living in Brussels or its peripheries to take a cab on company’s charge. The salary is in accordance with the sector. However, it is negotiable for certain functions within the department budget limits.

Employees in general are rarely satisfied with their salaries and coming after a crisis period they have budget restrictions but they do respect the baremas imposed but the law; however they try to compensate with other incentives as lodging within the hotel’s chain for a complimentary 25 euros a night. Once a year, the hotel organizes satisfaction surveys as well an individual evaluation with the direct manager; during half hour they discuss the strengths and weaknesses, evolution path as well improvement level. Info sessions in order to discuss the results of the company are organized every 3 months.

The GM gives a brief presentation over the results of the company within the chain or Belgian market, the departments with the biggest up sales, and positive notes to the other aspects; everybody’s presence is necessary. ?Making work satisfying and fun Ald Automotive Case Within the framework of the work-life balance, Human resources organize teambuilding and offers incentives. Unlike teambuilding where these are organized according to the requests from managers, incentives as are organized once a year. Indeed, all the employees of ALD Automotive Belgium which counts approximately 230 employees are invited for a journey of a few days abroad.

The aim is that every employee meets new colleagues and favors the communication and develops the team spirit. Furthermore, during Saint Nicolas and during the Christmas party (annual staff day), chocolate “Neu-haus” is distributed to every employee. Other points were elaborated during this year in order to increase satisfaction and to work out at maximum on the work-life balance. Since April 2012, the laundry service system was set up, so that people can benefit from their weekend without thinking too much of housework; the employees have the possibility to bring once a week their clothes for a democratic price.

Furthermore, for the fun spirit of the company a business card was given to them. This card enables them to obtain certain advantages in various shops. Moreover, the company offers possibility according to its position to obtain a company car at a lower category and thus to compensate the difference as a Flex Income Plan (F. I. P) TheseFIP intervene in the field as of family benefits, of the provision of a PC and/or bicycle, travels, sport and cultural activities. This encourages people to take moreover small cars and thus to give a sense of responsibility the employees on the environment.

Nowadays, we are evolving in a green mood and this kind of advantages makes it possible to have an impact on the future of our planet. Especially when certain employees complained about air quality because it is an old dated building from the years ’50, no renewal of the air was done. The human resources management thus envisaged a new system of ventilation and the placement of transparent films on the windows in order to reduce heat during the hot summers. With that, one can add new parking spaces, a cooling of the offices on the level of paintings and furniture and also of the cafeteria.

Indeed, the employees did not have a pleasant place for their lunchtime. Material of kitchen (micro-wave oven, dishes, etc)was addedthus that fridges, water fountain and free coffee machine soneachfloorof the building. Hotel Amigo Case As they are always looking for improvement, they organize different training programs as stress related, executive (kitchen, restaurant), language courses, for room maids how to tackle with back pains, fire and first aid course. As well they receive different incentives per hour/person from the state.

Either the personnel choose themselves their programs either are chosen by the department managers. In order to improve daily employee’s activity and to make daily work satisfying and fun, the establishment, Amigo, organizes anniversaries (a small half hour party with drinks and cakes and a nice speech from the manager), Saint Nicholas party for the kids and in January a big staff party. Spouses are invited but no gifts are offered. Team buildings are organized once a year and only for the managers in different locations as Ardenne, France and consists of paintball, kayak etc.

The hotel does not organize any contest, but they do have a system through which it is voted the employee of the trimester; then the department manager will choose a person which will represent the hotel at the head office in London. The winner will get a trip to one hotel in the chain and a bonus of course. Nowadays, companies make their best to raise awareness and motivate their staff to be more ecological and to act accordingly. As most companies, the hotel intervenes in the expenses of public transport. However, the hotel places at the disposal of the HR’s department company cars.

Those can only be used for the business appointment in order to avoid any way useless. Concerning the lunchtime, employees can eat for free different meals but no lunch vouchers are given anymore. Human resources think in order to ensure human being. For example, they give the opportunity for a pregnant woman whose work is mainly physical for work rotation, eg a room maid can pass to the lingerie department so a much lighter work; if her health condition does not allow her to work, she can pass on medical leave provided the advice of a doctor. ?Parental leave Ald Automotive & Hotel Amigo Case

Concerning the parental leave no particular measures were set up in the last few years. ALD automotive and Hotel Amigo respect the legal delays and no childcare was envisaged. This type of request was not expressed by the staff. Overtime Ald Automotive Case The management does not encourage the employees to do overtime. Each tasks and works are given to be realizing during practical deadlines. However, for exceptional events, the employees are rewarded in the form of gift voucher or are re-covered as days off. No supplementary payment is granted on the top of the salary. Hotel Amigo Case

In the hospitality sector, law regulates every aspect in a very specific manner so as per the law, peo-ple can work maximum 40 hours a week with a one compensatory day a month and for the evening hours they receive an incentive. All the extra hours are made on request only and recovered with days off. ?Job sharing ALD Automotive Case The employees would like to have more flexibility at this level. The department of human resources is working out a system of telecommuting. This one should come out during the course oftheyear2013. Hotel Amigo Case Job-sharing is not a common practice.

This is possible only for Sales Department. Homogeneity Ald Automotive case The department of human resources evolved much in the last few years. Indeed, the members within this department passed from 1 to 4 people in the last 5 years. In 2007, ALD Automotive repurchased the company Renault Business Finance (RBF). Approximately 40 people migrated on the payroll of ALD Belgium. However, for those being under the wage conditions of RBF a lack of harmonization and frustration was very present within the spirit of work. Since 2010, automotive ALD modified the contracts and this allowed a certain homogeneity to the teams.

Moreover, the teams having become too numerous and carrying out too many various tasks, a reorganization by function was made by human resources. Today, it succeeded in raising the level of the teams and has to create experts in each department. ?Mobility Ald Automotive & Hotel Amigo Case For those interested to experience a new country’s culture, there is a way to ask a transfer within the chain. For transfer, the anciently is not taken into account. The employee has to resign in Belgium and take up employment overseas. What you would have done, why and how

Regarding ALD Automotive, in our opinion, we think that the work of ALD showed expected results. The management of human resources was very effective. The fact of making satisfaction surveys every 2years enables the company to realize the gaps within the company that is on the level of the work-life balance, of the training of the orientation of the employees. The advantage of ALD Belgium is that it does not depend entirely on their head office with regard to the strategic decisions. Indeed, according to the budgets allocated to each country, each company has the right as it should be to manage its staff while respecting the main idea.

The largest challenge of ALD was the problem of Renault Business Finance. That required in-depth work in order to reorganize the teams and to improve the work-life balance. In our judgment,we find that ALD puts very before the concept of the work-life balances and preach-es the wellbeing at work. It encourages each day to respect the values of the company and takes care of with dimensions social employees. Moreover, after having met certain employees, we were more convinced about the efforts carried out by the GRH in the last few years.

A real sereneand confidence atmosphere emerges from ALD Automotive Belgium. Regarding Hotel Amigo after having observed the situation in this establishment, we believe that the human capital is an important component of the business. It is true that working in hospitality is not easy, especially at high standards, and it involves custom-er/management satisfaction on one side and personal/professional satisfaction on the side. It is as well about weekend work, late shifts and in most of the cases physical work as more than half are executive jobs.

At this point, the hotel offers the opportunity of lodging in the guest house, either in the hotel for those who cannot take the last common transport, but it does not regulate the weekend work, excepting those willing to work the weekends (as of personal reasons, better paid, combining with another job). We think that it is hard to find the perfect match with the family life. So, we should propose to make a survey among the staff to see who wants to work in the weekends, and how many weekends a month. In this way, except sick colleagues’ case that needs to be replaced, everybody can fulfill their needs in an appropriate manner.

The company organizes satisfaction surveys, so people are encouraged to express themselves, but we think it better to take into consideration their voice when reasonable, like that they will see that their opinions really matters. The questionnaire may include as well the question: “From the last survey, have you noticed any change concerning your expressed wish? ” In the content may rise the question of happiness with the salaries, as we can see only the baremas are respected, and even if the budget is tight, a small promotion has to always contain a salary raise.

We have remarked that the hotel wants to maintain and increase the skill of the personnel, so they want to invest in people by proposing a wide range of trainings, and stimulating via incentives as vouchers for 25 euros a night for a hotel in the chain or free meal. In fact, at the cafeteria in the only place where staff interacts, as no team buildings are made except at managing level. We know it is difficult to put all people together as the hotel cannot remain empty, but they can try by small groups within different departments to organize half day team buildings; when people know each other better, they trust each other more.

Also, a company is not the entire market so as well people can choose their employer and when most of the companies have private saving pension plans, enlarged medical cover and after investing so much in people is important to keep it along for the maximum time period; so we should propose to close up different insurances according to the importance of the person for the company. As the hotel is an equal employer for both sexes, and keeping in mind that a woman at work is a mother at home, they can close up a partnership with a kindergarten mixed with an after-school class that can keep the kids until late hours.

The final effective results As analysed above, for Ald Automotive as well Hotel Amigo, satisfaction surveys are done that help people to express themselves and for the company to know where they still need to work out. Still in the first case, when they knew people are unhappy because of unflexible schedule, the situation has changed and more than that, they had the opportunity to recruit new staff (Dutch speakers). In the case of Amigo, this fact cannot be changed as is a constraint of the activity’s nature.

Both companies offer different training programs but it is well needed a personal development through stress-relief, different creative workshops or why not corporate sport programs. That is why, in Ald Automotive, to increase the quality of time spent with the family, the company offers laundry for a democratic price, sport and travel facilities as well a shop reduction card. Regarding Hotel Amigo still needs to focus on employee’s “out of work” life. As a general conclusion for both companies, they do have an effective HR department sustained by a good management, but as in every competitive business there is always place to improve.

Conclusion There are there aspects who characterize the balance between work and life: invested time in work and family life, emotional involvement in professional/family aspects and satisfaction level at work. We believe that it is important to manage the crises without falling back into old working routines. It should be much easier if there is a clearly defined process to deal with them. It is the Human resource department’s responsibility to find the solutions in order to balance personal life and work. Thanks to these solutions they could raise the productivity of the employees.

Indeed, it is a win-win decision, because the companies can benefit the productivity and motivation of the employees as far as the balancing between personal life and work is socially desirable. Even nowadays the work-life balance concept is more and more important; a lot of traditional companies perceive work and life as two distinct competitive fields. The managers with a contemporary view they have a partnership attitude between the employee and the manager with the scope of reaching the targets: professional and personal for both sides.

Those managers are guided through three major objectives:

  1.  A clear information to the employees regarding business priorities and employee’s encouragement when is about personal priorities;
  2. Recognition and support of the employees in and outside working environment
  3. Permanent improvement of employee’s performance combined with personal needs fulfillment.

In the actual economic system, where companies restrained their structures, a huge pressure is put on the left ones, work-life balance became for a lot of people destabilized.

We should be aware of the negativity of the work-life conflict in the family lives which is caused by lack of the balance between work and personal life. Creating and maintaining supportive and healthy work environments could reduce or prevent the work-life conflict. The equilibrium between personal and professional life is defined as satisfaction, optimal functioning between work and job.

Bibliography

  1. Books and journal: Byron, K. , “A meta-analytic review of work–family confict and its antecedents”. Journal of Vocational Behavior 67, (2005), 169–198
  2. Greenhaus, J. H. , Collins,K. M. , “The relation between work–family balance and quality of life”. Journal of Vocational Behavior 63,(2003), 510–531
  3. Kenexa Research Institute, “When it comes to work-life balance, men and women are notcreated equal”, Kenexa, July 25, (2007)
  4. Internet sites: Harvard Business Review on Work and Life Balance, 2000, URL address: http://www. highbeam. com/doc/1P3-733698201. html
  5. “Open Door Policy in Business | Small Business”. URL address:http://smallbusiness. chron. com/open-door-policy-business-143. html

Read more

Work life balance Critique Essay

Today people are engaged in many responsibilities and leisure activities for instance family life and education among others because they are more financially stable. This explains the disparity in the concept of work life balance as perceived by people for instance some require free time from work to do their personal activities for example shopping, […]

Read more

Work-Life Balance

Issues pertaining to work-life balance have become more important in recent years on the part of employers, employers, unions and the government in developed countries. The essay discusses the concept of work-life balance and the reasons why it will benefit the business as well as the employees. It explains the different contributions or roles of […]

Read more

Stress level among nurses that work in ER department in Nigeria and their work life balance.

Table of contents

Abstract

It is undeniable that stress within the nursing profession has become increasingly concerning over the years, which is why is it is imperative to understand the effects this can have upon nurses. Accordingly, stress not only affects nurses mentally but it can also have an effect upon their performance and the care they provide to patients. This is a serious matter and unless stress is dealt with effectively, the nursing profession will be in a state of discontent. The burnout syndrome is widespread amongst Nigerian nurses; though the stress levels amongst Nigerian nurses working within emergency departments is evidently more prevalent than the stress levels of other departments. This signifies the importance of tackling stress by documenting the causes and extent of stress, in order for successful interventions to take place.

Proposed Plan of Work

Introduction

It is vital that all nurses have a work-life balance in order to ensure that stress levels are significantly reduced. Yet it is very difficult to achieve this in practice and nurses are often being subjected to the burnout syndrome, which results from the chronic exposure to work-related stresses. Thus, burnout is defined as “a state of continual physical and mental exhaustion” (Simmons, 2012, p. 25), which leads to a disconnection from both work and home life. This can have serious consequences if not dealt with effectively, which is why more needs to be done to tackle workplace stresses. This is especially the case when it comes to emergency departments since nurses are under a lot more pressure in the job and are subjected to greater physical demands than other departments. Consequently, it is believed that “emergency departments should be screened regularly on job and organisational characteristics to identify determinants of stress-health outcomes that can be the target of preventive interventions”. Essentially, it is therefore important that the stress level among nurses that work in Emergency departments in Nigeria are reduced and that a work-life balance is being attained by all nurses.

Research Aims and Objectives

The aims and objectives of this research are to determine the stress levels amongst Nigerian nurses in order to determine whether they are receiving a work-life balance. This will enable a determination to be made as to whether interventions are needed to reduce the stress levels and whether Nigerian nurses working in emergency departments are more prone to stress than those working in other departments. Consideration as to how these nurses cope with stress will also be established, followed by an assessment as to what improvements need to be made in order to prevent nurse shortage ensuing within the emergency department.

Research Questions

  • Is stress prevalent amongst nurses in general?
  • What are the levels of stress nurses within emergency departments subjected to and how does this compare with other departments?
  • Are nurses working within emergency departments in Nigeria more likely to suffer from stress than those working in other departments?
  • How do nurses cope with stress?
  • What is nurse burnout?
  • How serious is nurse burnout and in what ways can it be tackled?
  • Are poor working conditions one of the main factors causing stress?
  • Do Nigerian nurses working in emergency departments have a work-life balance?
  • What interventions are needed to reduce the stress levels of Nigerian nurses?
  • Is stress likely to result in nurse shortage?

Predictions

The underlying objective of this study is to determine the effect stress has upon nurses in Nigerian emergency departments and to consider present stress levels, whilst also analysing the work-life balance of these nurses.

H1. Stress levels amongst Nigerian nurses are increased in emergency departments.

H2. Nurse burnout is one of the main causes of stress.

H3. Poor working conditions ultimately lead to stress.

H4. Stress is likely to result in nurse shortage.

H5. Nurses within emergency departments are subjected to higher levels of stress than nurses working in other departments.

H6. It is important that stress amongst nurses is being sufficiently tackled.

H7. Improvements to the working conditions of nurses would allow a work-life balance to be achieved.

Key Words

Nigerian Nurses

Stress Levels

Burnout

Nigerian Emergency Departments

Working Conditions

Work-Life Balance

Intervention

Methodology

Design

A quantitative research approach will be utilised for this assignment in order to develop theories and hypotheses pertinent to the observations being made about the stress levels of Nigerian nurses working in emergency departments. Measurement is one of the main aspects of quantitative research and for this reason it is important that definitive comparisons between empirical observation and mathematical expression of quantitative connections are made throughout this study. Data collected under this type of research consists of any data in numerical form such as statistics. Furthermore, quantitative data will also be collected from the use of questionnaires by asking participants various questions that are relevant to the hypothesis. Numerical data will then be collected and statistically analysed to answer the question using the data received. It is hoped that the data collected will help to determine the correlation between stress and health in nurses that work in emergency departments, whilst also considering how nurses cope with their personal life and the effects stress has on their work-life balance. The data that is to be analysed will be collected from applicable text books, journal articles, online databases and governmental reports. These will consist of both primary and secondary resources which will ensure that a deeper understanding of the subject matter can be acquired, whilst also obtaining an overall assessment of the stress levels amongst Nigerian nurses in emergency departments. An objective and subjective approach will be employed in doing so, as this will ensure that divergent viewpoints are incorporated into the study which will enable a critical evaluation to be made. The collection of immediate data will thus allow a proper assessment to be made as to the impact stress has upon nurses and an overview as to what changes ought to be made will be provided. The secondary data will enable the current phenomena surrounding the stress levels of Nigerian nurses to be analysed which will allow the requirements of the study to be satisfied. Although secondary data is considered to be less reliable than primary data, it is important that the study includes existing observations of the hypotheses.

Participants

Since it would be unrealistic to study every nurse working within an emergency department in Nigeria, it is essential that only a pool of participants is selected. Furthermore, whilst it must be ensured that this pool is small, because of the impracticalities that would arise from studying a large pool, it is important that the amount of nurses studied is sufficient enough for the research question to be answered appropriately. Accordingly, approximately 100 voluntary participants will be used for this study and will consist of nurses from a specialist governmental hospital in Nigeria namely; Gwagwalada clinic and maternity in Abuja. In considering whether this sample size is appropriate, a power and sample size estimation will need to be undertaken. Therefore, it will need to be assessed whether “there is the possibility of harmful effects from participating in the study” (Taylor and Kermode, 2006, p. 207). Consequently, it will need to be shown that the study will achieve the desired outcome (power) and that the number of people participating will help to achieve this (sample size). In addition, the data being collected must be measurable on the same scale and the sample size must not be too high. This is because, unnecessary time and expense would otherwise be utilised which would be detrimental to the study overall. Here, the power and sample size estimation has been satisfied since the data is of the same scale and measurement and the sample size does appear reasonable.

Materials

A questionnaire will be used for this study in order to determine the personal effects in which stress has upon the participants. In doing so, the Hospital Anxiety & Depression Scale (HADS) will be utilised so that the levels of anxiety and depression can easily be determined. The HADS was originally developed by Zigmond and Snaith (1983, pp. 361-370) and has been considered an effective way of measuring health (McDowell, 2006, p. 297) by looking at items on the questionnaire that relate to anxiety and depression. Once each item has been identified a score of 0-3 will then be given, which will allow a decision to be made as to the level of anxiety and depression that is prevalent amongst these nurses. The use of questionnaires is highly beneficial to this study as the impact in which stress has upon individual nurses in Nigeria will be more easily determined. In addition, the information that is gathered will be more applicable to the study and will help to address the concerns raised in the studies aims and objectives. Furthermore, the answers received will also be relevant to the hypotheses and a detailed account of the existing stress levels amongst nurses will be provided.

Procedure

Steps to be taken in the research process;

Step 1: Determine the purpose of the research and identify the problem

Step 2: Determine who the research project is aimed and review current literature surrounding the issue

Step 3: Consider the requirements of the study and any limitations

Step 4: Investigate the topic by gathering relevant information to be analysed

Step 5: Consider what elements of the topic are the most important to the study

Step 6: Define the population that is to be studied

Step 7: Develop a data plan

Step 8: Collect the applicable data

Step 9: Analyse the data that has been collected

Step 10: Compare the data collected with existing data in order to determine whether hypotheses has been answered

Literature Review Summary

Nurses generally deal with life threatening conditions in all emergency departments and so are often faced with medical dilemmas which need to be dealt with immediately. Consequently, it is thus unsurprising that the working conditions can become rather strenuous, which ultimately leads to nurse burnout. As a result of this, it is vital that various measures are implemented in all emergency departments so that the stress levels of nurses can be reduced. This will prevent nurse burnout from taking place and a work-life balance will be more easily ascertained. Whilst nurses are trained to deal with the difficulties they may face, it is important that the health and safety of nurses is also being given due consideration because “chronic stress takes a toll when there are additional stress factors like home stress, conflict at work, inadequate staffing, poor teamwork and poor supervision” (Kane, 2009, p. 28). Therefore, in order to avoid nurse burnout, it is necessary that all of these factors are avoided from the outset, since this would otherwise lead to inadequate care being provided to patients. Hence, it is therefore imperative that nurses have a work-life balance since this guarantees optimum performance. In order for a work–life balance to be achieved, it is important to firstly identify the causes of stress. This will allow effective changes to be implemented, which will help to avoid nurse burnout from being instigated in the first place.

Unless the problems surrounding stress are acknowledged by emergency departments, it will not be tackled effectively. Emergency departments within underdeveloped countries, such as Nigeria, do appear to have greater stress levels than those within developed countries. This illustrates how a lack of resources will ultimately lead to inadequate conditions for nurses and as put by; “A growing recognition of job stress leading to dissatisfaction among registered nurses in Nigerian hospitals has contributed to current problems with recruitment and retention of nurses.” In accordance with this, it is likely that stress within emergency departments will result in nurse shortages. This is because; nurses will not want to be subjected to stressful conditions, which is why the causes of stress need to be dealt with efficiently. Despite the awareness surrounding these issues, it is clear that nurse burnout does commonly occur throughout Nigerian hospitals. As absurd as this may seem, it is evident that stress is being insufficiently dealt with. Consequently, various measures therefore need to be implemented in order to reduce the levels of stress that occur within Nigerian emergency departments, yet it remains to be seen what measures will in fact be implemented.

Conclusion

Overall, it is evident that stress levels are prevalent amongst nurses within Nigerian emergency departments, which is largely due to the added pressure that nurses within these departments are being subjected to. Regardless of this, it seems as though stress can in fact be reduced provided that the problems associated with stress are properly dealt with. Whether this will ever be attained is questionable since it seems as though there has been an awareness of this problem for some time, yet Nigerian hospitals have still failed to implement adequate measures dealing with nurse burnout. Essentially, it is important that something is done to reduce the stress that currently persists as this may ultimately lead to nurse shortages within emergency departments. This would substantially affect the care that is currently provided to Nigerians and the emergency departments would be significantly affected as a result.

Data Analysis

Subsequent to all of the relevant data being collected, it will then need to be analysed so that a determination can be made as to whether stress levels within Nigerian emergency departments are high. In doing so, however, the data will first need to be cleaned through the inspection of each source so that a decision can be made as to whether the data should be used for the study: “the quality of the research should be judged in relation to the resources available and the effectiveness with which those resources have been used to investigate the particular topic in question”. Once a thorough investigation of the collected data has been made, it can then be determined what data is most applicable to this particular study.

Ethics

There are a number of ethical issues that will need to be addressed when undertaking this study since the fundamental issues surrounding this topic are extremely sensitive. As such, it is necessary to ensure that the confidentiality and anonymity of the participants of the study are maintained and that permission to use the data collected is first obtained. The ethical rules of conduct will also need to be conformed to, which means that any data collected must be used in a way that is “honest, unbiased, sincere, free from errors or negligence, open to critique and it must protect confidential communications”. This can be achieved by adopting a risk-analysis approach and by conforming to the BPS guidelines. A letter of introduction and an ethics checklist will also be completed and provided to the hospital in order to gain their consent to carry out the research.

Read more

3 Keys to a Smooth Work-Life Balance

Table of contents

As an entrepreneur, balancing your work and life is extremely difficult. How can you balance the two when the success of your business seems to make or break your life?

In order to have a balance between the two, entrepreneurs need to find ways to integrate their lives with their business. This means finding ways to focus on the parts of your business that you enjoy working on.

As an example, on a recent vacation , I took photos with my two product focused businesses, and . This week long sailing trip enabled me to relax while getting new photos of my products in a unique location.

Though a vacation might not fit your schedule, the thought of integrating business with out of the office activities should make sense. 

Finding a solid work-life balance is one of the hardest aspects of entrepreneurship. Follow these three keys to get started on the right foot:

1. Focus on enjoyment.

My favorite part of being a entrepreneur is getting to control what work I do. If there is a aspect of my business that I don’t like working on, I usually end up outsourcing it. As a founder you can focus your efforts on the aspects that you enjoy while hiring out the rest.

Related:

At , a startup that helps entrepreneurs find the right manufacturer, I enjoy the sourcing side of the business and put my time into finding our clients the best manufacturers. I don’t always enjoy the marketing side of the business so hired a new team member who thrives with this type of work.

2. Take a vacation.

Making your own schedule is one of the most amazing feelings of being a entrepreneur. The internet now enables you to work from anywhere in the world and if you’re feeling constrained by work in your current location, a vacation will free you of those boundaries.

Related:

One trip I recommend entrepreneurs taking is sailing through Croatia. Though it may seem like a odd vacation at first, sailing with a group like Sail Croatia can be one of the most fun filled weeks of your life. You’ll get to have a unique experience while exploring some untouched beaches.

3. Create a rock-solid team.

Being an entrepreneur can be lonely and if you don’t develop a strong team, you’ll probably end up carrying all the slack. This can be overwhelming, as the success of your business will start to rely on you.

Finding a balance between your work and life stems from a rock solid team, as you’ll be able to rely on others. For Will Caldwell of , a startup developing white-label mobile real estate apps, creating a team he could rely on made him more relaxed in the office and enabled him to take time off when he wanted.

Related:

Entrepreneurship will soak up your life if you let it. There will be times when it seems your business controls your life, but by establishing a work-life balance early on in the formation of your startup, you’ll be able to have a smoother startup process. If you’re feeling overwhelmed by entrepreneurship, it’s time to find balance in your life.

Read more
OUR GIFT TO YOU
15% OFF your first order
Use a coupon FIRST15 and enjoy expert help with any task at the most affordable price.
Claim my 15% OFF Order in Chat
Close

Sometimes it is hard to do all the work on your own

Let us help you get a good grade on your paper. Get professional help and free up your time for more important courses. Let us handle your;

  • Dissertations and Thesis
  • Essays
  • All Assignments

  • Research papers
  • Terms Papers
  • Online Classes
Live ChatWhatsApp