Work-Life Balance: Retaining the Most Skilled Professionals

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The ability of a person to maintain the healthy work-life balance is critical for his performance and commitment to the goals set by leaders. Therefore, managers should enable workers to attain this goal (Bogenschneider, 2014). The key issue is that non-profit organizations usually provide more support to employees.

It is important to understand why they act in this way. Overall, it is consider a wide set of factors such as inability to compete in terms of salaries, regulations, unionizations of workforce, and changes in the labor market. The analysis of these issues can be useful for understanding the methods for retaining the most skilled professionals.

At first, it is important to mention that non-profit organizations are not able to compete with various enterprises in terms of salaries that they can offer to workers. Therefore, they need to attract potential candidates by offering some non-monetary rewards (Valcik & Benavides, 2011, p. 184).

It is also necessary to mention that many modern employees value the work-family balance and they often regard non-profit organizations as potential employers. This is one of the trends that should be taken into account. One should also note the emphasis on work-life became one of the main trends in the late seventies, at the time, when the rate of employment among women increased significantly (Rajadhyaksha, 2012).

Nevertheless, during the later decades, many organizations tried to help male employees maintain the work-life balance. These are the main details that one should take into account. It is also important to study the critical differences between profit and non-profit businesses.

For example, non-profit organizations do not often have to meet stringent deadlines that often prompt people to work overtime. This is one of the details that should be taken into consideration. Under such circumstances, employees should be compensated for their efforts, but non-profit organizations are not able to offer this reward.

Apart from that, one should bear in mind that non-profit organizations are often operated by the government. For instance, one can speak about schools or medical institutions. The employees of these institutions are more likely to be unionized, and employers have to consider the increased bargaining power of workers. Thus, the influence of legislative and social factors should not be disregarded.

Nevertheless, it is critical to remember that the policies of non-profit organizations can be explained by dramatic changes in the labor market trends, especially unwillingness of people to work in certain economic sectors. In particular, one can mention the shortage of nurses in many hospitals.

As a result, the work of these medical institutions can be impaired. This is why these organizations try to eliminate or reduce administrative stressors. Additionally, they want to focus on the work-life balance in order to retain nurses (Teo, Yeung, & Chang, 2011). Apart from that, this approach can be useful for reducing the employee turnover, which is one of the problems affecting public hospitals (Teo et al., 2011). These are the main points that can be made.

On the whole, this discussion shows that non-profit organizations attach importance to the work-life balance because they want to recruit and retain the most skilled professionals. This strategy can be useful for reducing the turnover of employees who may be dissatisfied with their jobs due to some reasons.

In the long term, this approach can be vital for strengthening their commitment. Additionally, these institutions have to find ways of competing with businesses that usually offer better salaries. These are the main elements that can be distinguished.

Reference List

Bogenschneider, K. (2014). Family Policy Matters: How Policymaking Affects Families and What Professionals Can Do. New York, NY: Routledge.

Rajadhyaksha, U. (2012). Work-life balance in south east asia: The indian experience. South Asian Journal of Global Business Research, 1(1), 108-127.

Teo, S., Yeung, M., & Chang, E. (2011). Administrative stressors and nursing job outcomes in Australian public and non-profit health care organisations. Journal of Clinical Nursing, 21(200), 1443–1452.

Valcik, N., & Benavides, T. (2011). Practical Human Resources for Public Managers: A Case Study Approach. New York, NY: CRC Press.

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Work-Life Balance: Retaining the Most Skilled Professionals

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