Presentation on theme: "Emerging Psychological Risks related to OSH. European Agency for Safety and Health at Work 8 – 9 April, 2008 Brussels Prof. Dr. Nuria Chinchilla, IESE."— Presentation transcript:
Emerging Psychological Risks related to OSH. European Agency for Safety and Health at Work 8 – 9 April, 2008 Brussels Prof. Dr. Nuria Chinchilla, IESE Business School WORK – LIFE BALANCE W FS
Women in business International careers Never-ending workdays Women in business International careers Never-ending workdays New Context
4 Ooohh now, of course: What are you doing Gonzalez?!! What are you doing Gonzalez?!! But every time Gonzalez took work to do at home, no one came to ask me: What are you doing Gonzalez?!!
Women in the labour market % increase Spain315167% Ireland405845% Italy354528% Netherlands536625% Greece374624% Luxembourg445421% Belgium455421% Portugal546213% Finland596613% France525812% Germany55608% UK61668% Denmark67727% Austria59625% Sweden68703% United States65 1% EU (15 countries)495716% (Eurostat)
Causes of the work & family conflict ParticipantsExperts Timetable incompatibility (school / work)1º5º Lack of company policies to help work and family balance 2º3º Working pressures3º4º Family responsibilities4º Few kindergarten5º My own way of balancing work and family6º1º Housework7º Lack of support from my boss and colleagues8º2º Time I lose because of the traffic jam9º Lack of punctuality and/or not enough public transport 10º Variety and quantity of social roles11º
Which are your priorities in life?
What criteria are important to you when making a decision regarding your professional career?
How much do you agree with the following statements? Husband as a burdenHusband/boss lack of understanding Bearing alone the family burden Feeling of double workday
Professional Reorientation As a freelance Create my own business In another company
How much support do you receive on your dual professional and family responsibility? Emotional supportProfessional supportEducational support Home support
Two different approaches: 1)To adapt the whole life to ones career 2)To adapt the career to ones life
1) To adapt the whole life to ones career It has been a subtlenot explicitly chosen process, not a deliberate decision
Low birthrate (below 2,1) Mean age when first child is born (32 years) Childrens education in the hands of others Divorce (one every 3 minutes) Health problems (stress, depression) High expenditure on tranquilizers (more time off due to stress than to maternity leave) What is happening?
BIRTH RATE The European Birth rate is very low (1,5) too far from the Generational Replacement Level:2,1 children/woman and below the expectations of Europeans: 2,3 The best: Ireland: 1,99 France: 1,90 Finland: 1,80 Denmark:1,78 UK:1,74 The worst: Greece: 1,29 Germany: 1,3 Spain: 1,32 Italy: 1,34 Fuente: Eurostat. Elaboración IPF
Time´s Vicious Cycle Time´s Vicious Cycle CONFLICTS WORK STRESS Less quantity and quality of time Reduction of family support PERSONAL AND FAMILY LIFE CONFLICTS AND STRESS 20% 80% SPILL-OVER FAMILY-TO- WORK CONFLICT SPILL-OVER WORK-TO- FAMILY CONFLICT
NEW REALITY NEW REALITY
Go to the market, clean the sofa and wash the dishes, look for milk, hung the clothes, clean the dust from the TV, buy some soap and take out the dog for a while WHAT WOMEN SAY: WHAT MEN UNDERSTAND…. Go to the market, clean the sofa and wash the dishes, look for milk, hung the clothes, clean the dust from the TV, buy some soap and take out the dog for a while
VALUES VALUES RESULTS FAMILY Companionship, harmony, respect, confidence WORK/ PLACE The same values HAPPINESS/ QUALITY OF LIFE Benefits Commitment Productivity
FAMILY: is a SCHOOL of COMPETENCIES FAMILY: is a SCHOOL of COMPETENCIES CONVERGENCE OF IDEAS Executing PLANS Opening MARKETS CUSTOMER SERVICE MONITORING SUCCESS AND MISTAKES FAMILY = SME JOINT CAPITAL CONTRIBUTION
The real skills of leadership mirror the skills of effective parenting The fifth Discipline P. Senge
1 Customer- orientation 2 Leadership 3 Integrity 4 Initiative 5 Teamwork 6 Communication 7 Business vision 8 Personal improvement 9 Decision making 10 Interfunctional orientation Fuente: Cardona, P.; Chinchilla, N., García, P.: Las competencias directivas más valoradas, IESE, WP 01/4 Most valued management skills
2) To adapt ones career to ones life There are initiativesin the firms and governmentsthat facilitate such adaptation: family policies, flexible work arrangements,... However, it is still very much a personal effort, even in the case of being eligible for those arrangements.
What do we mean by success ? FracasadaFamosa RealizadaModelo + Éxito objetivo - UnsuccessfulFamous Self- realizedModel Reference + Objetive success - - Subjetive success +
What can we learn from people who are VERY satisfied both in their careers and their lives? 1.- They align ones work demands, ones spouses demands, and ones family situation. 2.- They re-asses their notion of career success, focusing on the net gains: career, family, personal life. 3.- They purposefully set boundaries that facilitate to meet expectations in each lifes domain.
To align ones work demands, ones spouses demands, and ones family situation means: To have a dynamic flexibility and re-assessment (not only in the company but especially at home). a) With ones spouse: Who is doing what and when. b) With ones company: What are the options, and how can I access them. How to redefine the job. What is feasible. Dynamic adaptation.
Companies destructive capacity Pollution in nature (ecology) Pollution in society (human ecology) Double effect: – Social (external) – Business (internal)
4 Levels of development in Companies D No FR Policies C Few policies or dont really use them B Have policies and put them into practice A Have a FR culture
Elements of a Family Responsible Enterprise Non-salary benefits Family services Professional support Job flexibility 1. Policies EstrategiaResponsabilidad ComunicaciónLiderazgo 2.Facilitadores Strategy Responsibility CommunicationLeadership 2.Facilitators 3. Culture: Hindrances / Promoters 4. Results
W EmphasisW-F Focus Reasons for W-F Policies Employee is evaluated of the time he or she works Company is not responsible for w-f balance Legislation/ Marketing (eficacy) Employee is evaluated in function of the tasks completed and the learning obtained Company sees that w-f balance is a real problem that should be taken care of (Reactive) Employees retention (atractivness) Employee is evaluated in function of his or her unique contribution in the fulfillment of he companies project Company is a real FRE (Proactive) Real employees needs (unity in values) Anthro- pological Psycho- sociological Mecha -nistic
1- Senior management commitment (budget included). 2- Work & Family coordinating committee. 3- Company diagnosis: self-diagnosis IFREI: 4- Family employees needs information. 5- Integral Balance Plan development. 6- Manual for Policies application. 7- Leadership of top managers. 8- Family values explicitly included in the corporate mission ( as new stakeholders). 9- Development of policies and processes. 10- Measure the use of policies to adjust and Benchmark. 10 Steps to become a FR company
Argentina Uruguay Brazil Spain Portugal Colombia Ecuador Peru Guatemala Mexico Philippines Nigeria European countries Ireland Finland Denmark Belgium Italy Czech Republic France Chile Kenya El Salvador Venezuela New Zealand Singapore IFREI in the World