Work-Life Balance Challenges and Solutions at CHE Behavioral Health Services Essay

Introduction

CHE Behavioral Health Services is an interdisciplinary medical clinic in the United States of America. Its goal is to lessen the social stigma surrounding mental health issues and provide access to effective treatment options. The organization shares the notion that mental health services should be readily available.

Outpatient telehealth services clinics, specialized nursing services, and in-person psychotherapy clinics are all part of the facility’s comprehensive range of mental health care options. CHE Behavioral Health Services is not immune to the widespread problem of underperforming employees. The rising pressures on working hours, work-life balance, and employee productivity affect individual and organizational output.

Impact of the Work-Life Balance Problem on the Organization

The work-life balance (WLB) is a modern concern acknowledged as a critical aspect of a positive workplace. In the typical business setting, real-time WLB is a challenging goal. The CHE organization should encourage WLB in the work environment by assessing staff workloads and providing opportunities for flexible regular scheduling. Tools and techniques to encourage a good work-life balance are a priority that employers should continually work on. Greater staff productivity, increased company profits, and enhanced creativity are all positive outcomes for businesses (Shouman et al., 2022).

Numerous studies have examined the drawbacks of a lack of WLB and its effects on individuals, businesses, and societies (Shouman et al., 2022). In terms of organization, firms are affected by an unskilled labor force, increased pay rates, inefficient capacity utilization, and the ultimate loss of their competitive edge. The public finance deficit, weak economic development, and diminished competitiveness at the microeconomic level are all manifestations of the adverse effects on society.

Impact of the Work-Life Balance Problem on Employees

WLB is vital for the well-being and fulfillment of employees’ employment. High levels of satisfaction and minimal disputes at work and home are crucial to a corporation’s growth in terms of competitive advantage and societal well-being (Wood et al., 2020). The performance of the CHE Behavioral Health Services organization relies heavily on the presence of a contented workforce.

Some workers appear to have developed fatigue due to extended working hours, which challenges employee productivity. According to Wood et al. (2020), imbalance contributes to despair, higher staff turnover, decreased efficiency, and lower work quality in workplaces. Businesses are in constant competition, which puts personnel under pressure to increase their productivity and take on additional responsibilities.

Many individuals feel pressured to work extended hours to maintain employment and cover family expenses. According to studies, the primary causes of poor WLB among staff members are extensive operating hours and an absence of schedule flexibility (Wood et al., 2020). According to Shouman et al. (2022), one approach to grasping the concept of WLB is the spillover concept, which helps explain the positive or detrimental effect of work on family life.

For example, workers who have an exhausting day at work may carry their negative emotions home, which can affect their personal life (Shouman et al., 2022). Therefore, workers are either expected or required to develop healthy coping mechanisms and skills to meet the new demands of work and family. WLB promotion can increase job satisfaction, staff retention, and enhance the CHE organization’s performance. When companies prioritize WLB for workers, productivity, creativity, and inventiveness frequently improve.

Assessing the Sustainability of the Work-life Balance in the Organization

The CHE organization has developed a system that enables workers to share their perspectives on how they believe their employment has impacted their personal lives. Supervisors have also been trained to guarantee the staff a good WLB by maintaining a strong relationship with them. The many activities in which workers are engaged are given the appropriate time commitment. The goal of the approach is to increase the level of productivity that workers can achieve.

The adoption of mobile technology causes employers to work longer hours than anticipated. This appears to contribute to a poor WLB. The organization’s values require employees to communicate with consumers via email and text (Schöllbauer et al., 2021). Most employees are responsible for ensuring client satisfaction while interacting with customers in their homes.

The organization does not provide overtime pay, which is unfavorable to most individuals. The organization contends that this is a form of remote operation that most companies have adopted to reduce the work that must be completed in an office environment. This would result in a poor WLB as most employees appear uninterested.

The long-term effects of WLB can be both beneficial and detrimental. The strategy that aims to train managers to observe employees and identify any issues relating to WLB guarantees that any issue is determined in advance and solved most effectively. In addition, employees feel comfortable discussing their concerns with supervisors, who would include them in the decision-making process and provide remedies to issues that have detrimental effects on WLB.

As it takes time for workers to acclimate to the new work norms, most employees with long work hours will adopt a negative attitude toward their jobs, and some may even experience work fatigue (Schöllbauer et al., 2021). Many employees may decide to quit or be absent, resulting in fewer employees being available to perform multiple tasks. This hampers one’s ability to be efficient in their work, and one may even hurry to complete their tasks without ensuring that everything is flawless.

Recommendations to Enhance the Organizational Design

The current condition of WLB within the CHE organization must be addressed through established procedures, policies, and systems, as well as through the corporation’s leadership. There is a demand for policies that permit employees to sign employment contracts that are most suitable for them and their families. The firm should also reimburse employees for extra hours worked outside the office. Consequently, this would increase worker motivation and productivity (Schöllbauer et al., 2021).

Additionally, the policies must ensure that employees receive more overtime hours and are compensated twice for hours worked beyond the standard workweek. The management must establish more effective counseling services for employees, identify work-related stress components, and find a permanent remedy for the problems.This would be beneficial because workers could voice their concerns and propose reduced or increased hours depending on availability and convenience.

Establishing a culture that appreciates WLB may encourage and inspire workers to maintain a healthy balance. This may be done via company-wide messaging emphasizing the need for a good WLB, mental health services, and wellness initiatives (James, 2018). Ultimately, the business may help its workers who care for loved ones at home. This may include assisting children or older people on-site or helping families locate trustworthy caregivers in the community.

Enhancing Employee Efficiency

Enhancing efficiency can be accomplished by addressing concerns impacting the organization and its employees.In addition to minimizing the physical workload, the organization should adopt technologies that minimize the mental workload (Raja & Soundarapandian, 2022). Technological services would allow employees to complete their work on time and communicate with clients promptly. This prevents employees from working excessively long hours or receiving inadequate rest.

Management should implement stronger employee counseling services, pinpoint sources of work-related stress, and develop lasting solutions to these issues. (Raja & Soundarapandian, 2022). Furthermore, the counselors must determine how well-equipped the employees are to balance their work and personal lives outside work hours. Addressing work-related stress is crucial to achieving efficiency in the CHE organization.

Innovative Approaches to Enhance Work-Life Balance

To better serve clients, CHE organizations should have policies that facilitate mobile automation in communication and employ people who can do their jobs from the comfort of their homes. Technology helps workers execute their jobs with less mental effort and more tangible results (Raja & Soundarapandian, 2022). After the corporation solves the communication problem and provides training on the many cutting-edge technologies available, there will be more of a balance between work and personal life.

Leverage Technology to Enhance Work-Life Balance

CHE companies should invest in and make good use of mobile technologies to give their employees the flexibility to serve customers from the convenience of their own homes and leisure time. Since workers would not have to go to and from the office, working remotely may be a benefit (Tran et al., 2019). If continuous communication is needed, using bots will ensure that staff can relax while maintaining contact with customers.

Conclusion

A comprehensive strategy that considers workers’ and employers’ needs and desires is necessary for improving work-life balance.Policies, procedures, resources, and leadership are all needed to improve the CHE organization’s existing approach to work-life balance. A culture that appreciates and supports WLB and employee well-being may be established in a CHE business by adopting sustainable WLB policies, offering resources for worker efficiency, encouraging innovation, and using technology.

References

James, E. P., & Zoller, H. M. (2018). Resistance training:(Re) shaping extreme forms of workplace health promotion. Management Communication Quarterly, 32(1), 60-89. Web.

Raja, R. V., & Soundarapandian, K. (2022). Impact of factors on work life balance due to technology transformation with respect to information technology employees. Webology, 19(1), 5487-5496. Web.

Schöllbauer, J., Hartner-Tiefenthaler, M., & Kelliher, C. (2021). ICT-Enabled Work extension and its consequences: A paradoxical situation between high performance and low well-being. Flexible Working Practices and Approaches, 149–165. Web.

Shouman, L., Vidal-Suñé, A., & Alarcón Alarcón, A. (2022). Impact of work-life balance on firm innovativeness: The different strategies used by male and female bosses. Administrative Sciences, 12(3), 115. Web.

Tran, B., Lenhart, A., Ross, R., & Dorr, D. A. (2019). Burnout and EHR use among academic primary care physicians with varied clinical workloads. AMIA Joint Summits on Translational Science Proceedings. AMIA Joint Summits on Translational Science, 2019, 136–144. Web.

Wood, J., Oh, J., Park, J., & Kim, W. (2020). The relationship between work engagement and work–life balance in organizations: A review of the empirical research. Human Resource Development Review, 19(3), 240-262. Web.