WORK-LIFE BALANCE

1. WORK-LIFE BALANCE By.... Us!

2. Introduction (anjela) • Here is where anjela will add her info once its almost done...

3. Importance of Work-LifeBalance (tash)

4. Why is it so Important? • Basically, stress “forces us to deviate from normal functioning”. • A small amount of stress can be a useful tool, which helps us become motivated and efficient. But severe occupational stress impacts negatively both personally and professionally.

5. Patient Care: Stress has the ability to negatively impact on the quality of care we give our patients. • Job satisfaction: Stress can question our job happiness. • Achieve nursing retention: We have the highest rates of turnover in any other industry!

6. Nursing occupational stress leads to an increase in morbidity and mortality. • Good balance prevents burnout, which is when we feel emotionally exhausted and our sense of personal accomplishment is diminished.

7. Balance=healthy and satisfying lives both personally and professionally

8. What Work Life Balance Impacts On (Olivia) • The challenge of work life balance is without question one of the most significant struggle faced by modern man. • Will add picture

9. I've messaged Olivia and getting her to put her stuff in dot points, i tried for ages but it just wasn’t coming together properly. She shouldn’t take too long to do it, once thats done ill add it here

10. Strategies For Work Life Balance (habiba) • DEMOGRAPHICS: According to Australian bureau of statistics in 2001, one in three working adults suffer from work- related stress. • The National occupational health and safety commission also reports mental stress to be 6% of all work injury claimed, up from 3% in 1997/98. • In the world of globalization, economic rationalization, downsizing and longer shift hours there is no getting away from stress, it is the way you deal with it that counts. • Australian work the second longest hours in OECD, American first.

11. Strategies for employers • It is the responsibility of all employers to protect their employees to achieve a better balance between work, family and life commitments. • Getting the balance right is a challenge to every organsation. • This can be achieved by creating a positive work life balance” thinking” by treating staff as adults who are balancing their work with commitments. • Be positive about making flexible changes in the work place in all aspects of employee relations. • Creat a work life balance policy which enable all employees to balance work and family responsibilities.

12. Strategies for employers • Increase awareness of employees entitlements to access flexible working arrangements • Implement flexible work place which include supervisors, managers and senior staff by allowing flexible working hours, rosters and leave arrangements to accommodate family. • increase the ability to attract and retain skilled employees. • Reducing staff turnover rates and increasing retention in the work place. • Conduct work life balance survey to identify staff needs in balancing work and family commitment. Incorporate results into human resource management plan and staff work planning arrangement ( Dept of health WA).

13. Reasons why staff leave their jobs • Staff leave organisation for many reasons such as career advancement, better job opportunities and retirement, these departures may be difficult to prevent. • However another reason staff leave their jobs, particularly women is to find a better work life balance. • These include flexible working hours, time off or leave arrangement, a lack of access to suitable childcare arrangement. • Undue stress and tension in the workplace which make working life more difficult and unpleasant.

14. Strategy for Retention and attraction • To retain staff and better work life, there is need to provide: • Flexible working hours and consultative rostering arrangement to all employees including managers and supervisors. • Flexible leave arrangements and purchased leave as well as extended leave without pay. • Introduce leave in single days. • Increase job mobility within wards and transfer between hospitals, work areas and health services.

15. Strategies for work life balance on employers • Improving safety wellbeing and respect for all employees in workplace. • Increase supportive managers within the organisation • Increase employee sense of control and choice.

16. Communication (Kris) • Recent studies show most stress results from poor communication

17. Communication • Whilst employers can provide assistance to employees through various benefits and resources, much of the pursuit of balance lies in the hands of the individual and effective communication.

18. Communication LOOK OUT NURSES… • Studies have indicated that nurses experience the highest levels of workplace stress! • In addition, evidence suggests that nurses suffer higher rates of mortality, psychiatric admissions and physical illness than workers outside the healthcare environment!!

19. Organisations and Departments (Pauline)

20. References (will add more) Bost, N., Wallis, M. (2006). The effectiveness of a 15 minute weekly massage in reducing physical and psychological stress in nursing. Australian Journal of Advanced Nursing, 23 (4), 28-33. Brinkman, A. (2002). Occupational stress in hospitals – a nursing perspective. Kai Tiaki: Nursing New Zealand, ?? (?), 21-24. Daggett,L. (2009). Balancing Act: How healthcare travel can help you find that elusive work/ life balance. Healthcare Traveler, March (2009), 29-35. Smith, A., Karavattuveetil, G. (2004). A Balancing Act: Managing your personal and professional life- Part II. Nursing Economics, 22 (1), 41-43. Westwood, C. (2008). Happy nurses: How life coaching can help. Practice Nursing, 19 (3), 149-151.