Interpersonal Communication - 8395 Words

Chapter 19 Interpersonal Communication Objectives Importance of Interpersonal Communication Two-Person Communication Communication Climates Degree of Formality Interviews Small Group Communication Office Etiquette and Public Relations Summary Review Questions Discussion Questions Problems Readings OBJECTIVES After studying this chapter, you should be able to: 1. Define interpersonal communication. 2. Explain the role communication plays in establishing effective human relations. 3. Describe the life cycle of interpersonal relations. 4.†¦show more content†¦When you begin a new job, you try to make a good first impression and gradually learn what behavior is considered appropriate for you on the job. After you have worked in that position for a few weeks or months, you have a clear understanding of what the people with whom you work expect of you, and you know what to expect from them. When you re promoted or change jobs, you will perhaps need to sever your relationships in one department or company and form new relationships at your new place of work. COMMUNICATION CLIMATES Most interpersonal relationships are fairly consistent in the amount and kind of communication that takes place. During the formative stage, participants reveal themselves to be either open or closed to communication. When the members of a dyad are open to communication, mutual trust, respect, and understanding are easy to achieve. In a closed communication climate, on the other hand, each person feels judged, criticized, and threatened by the other. Open and closed communication climates have the characteristics illustrated in Table 19-1. Few communication climates, however, are consistently open or closed. Most climates fluctuateShow MoreRelatedInterpersonal Communication753 Words   |  4 PagesTitle Student’s Name COM200: Interpersonal Communication Instructor’s Name Date (Sample March 19, 2014) Introduction- Thesis Statement * If you’re having difficulties writing a thesis, use the thesis generator in the Ashford Writing Center - https://awc.ashford.edu/writing-tools-thesis-generator.html. Remember, a thesis should make a claim – a definitive statement – about some issue. Here is an example: Effective communication is the most important factor in a successful relationshipRead MoreInterpersonal Communication Essay952 Words   |  4 PagesI. Introduction AND Thesis Statement Interpersonal communication is key to the life of a healthy relationship or marriage. Without communicating relationships and marriage will end failing. One of the biggest challenges with interpersonal communication lies in our ability to share our thoughts and concerns, conducted by feelings, desires, goals and needs, with another person 1) Explain the principles of and barriers to effective interpersonal communications. (You don’t have to list the objectivesRead MoreInterpersonal Communication And The Self1351 Words   |  6 PagesThroughout this semester in communications I have learned a lot about myself, how to deal with others, relationships, and more. There were some lessons that stood out to me the most, and that I thought about after class. The first was in chapter 3 about interpersonal communication and the self. During this chapter, we took a piece of paper and put four people that we knew down. We chose someone who we were just getting to know, and then others that we knew very well or that were very close to usRead MoreInterpersonal Communication1053 Words   |  5 PagesInterpersonal Communication Interpersonal communication is defined by Michael Cody as: the exchange of symbols used to achieve interpersonal goals(28). Does this definition include everything, or does it only include certain things?. When we are dealing with the issue of interpersonal communication we must realize that people view it differently. In this paper I will develop my own idea or definition of what interpersonal communication is. I will then proceed to identify any important assumptionsRead MoreInterpersonal Communication2332 Words   |  10 PagesAbstract Interpersonal communication is a form of communication involving people who are dependent upon each other and with a common history. There are various aspects of interpersonal communication that can be discussed. This paper looks at the principles of interpersonal communication, its barriers and relationship with emotional intelligence. Four principles are identified, which are: interpersonal communication is inescapable; interpersonal communication is irreversible; interpersonal communicationRead MoreInterpersonal Communication Elements2395 Words   |  10 PagesInterpersonal communication is cyclic in nature. The message I sent and then feedback is given to complete the communication cycle. As it is on going hence the relationship that is impersonal at the beginning turns into interpersonal where one person is at times the sender and at other times the receiver. A. Source [sender] – Receiver:  Interpersonal communication involves at least 2 individuals. Each person formulates and sends message [sender activity] and at the same time receives and comprehendsRead MoreInterpersonal Communication And The Workplace946 Words   |  4 PagesInterpersonal communication in the workplace is developed positively or negatively on the individual relationships we have combined with our human behaviors and human actions within each of those relationships. There are many things that can affect interpersonal communications within the workplace, from generational that create technological gaps, to diversity and tolerance it creates, and finally the type of workplace, is it a team environment encouraging inclusiveness within the organization orRead MoreInterpersonal Communication Skill Of Feedback983 Words   |  4 PagesThe interpersonal communication skill of feedback is essential for hospital nurses to give a suitable care to each patient because it enables the nurses to learn, and improve their motivation, performance and efficiency that assist to achieve their goal which is to help the patients heal. The interpersonal communication skill of feedback is a system of conveying information between two people regarding the receiver’s performance (Baker et al. 2013). In general, feedback is employed to deliver informationRead MoreInterpersonal Communication1292 Words   |  6 Pages | | | |Interpersonal Communication | | Read MoreThe Effects Of Interpersonal Competence On Interpersonal Communication1053 Words   |  5 PagesIntroduction Interpersonal competence is an aspect of communication that is rarely given attention despite being a crucial facet of human interaction. In fact, Beebe et al. argue that it is comparable to breathing for being do critical to human growth (2). According to Beebe et al., this aspect of communication is necessary to maintain relationships and to improve affairs between lovers (6-7). To enhance our competence in interpersonal communication, we need to learn and master ways of verbally relating

To Help or Not to Help †That is the Question

To Help or Not to Help That is the Question From the very beginning of our world’s existence there have always been class distinctions. Some people were rich and others were trying to make both ends meet. There has also existed one significant question – should wealthy nations share their reserves with the countries that are poorer? Is it important to provide them with food and other things required for life? Or is it the responsibility of the poor country government to take care of its citizens? In my opinion, wealthy countries should help the ones which are poorer. But at the same time, the government of this or that poor country has to do its best in order to make the life conditions of its country better. To ask wealthier countries for help is normal, but to sit and wait for assistance isn’t the problem’s solution. To my mind, wealthier countries could care about the developing nations by providing them with education, food, money, high quality health care, technologies and knowledge in order to make their lives easier and better. Food, medical care, clothes and money are of the foremost value. The thing is that they can be transported to the poor nations very quickly and, what is more, they will ease the starvation of the people and cure their diseases, which should be done as soon as possible. Technologies, education, medical care and knowledge should be provided for the poorer nations. For example, sharing Meteorological knowledge or Agriculture technologies would help poor nations greatly and improve the food production process as well as provide all citizens with enough food. Building good educational establishments will help poor countries to have better life quality, social communications and economics. The governments of the poor countries should do their best in order to encourage the development of their own countries. The money they receive for the needs of the citizens must be spent to satisfy basic necessities of the population. While helping the others, wealthy nations’ governments should remember that the good will always return, as it is said in old wise proverb â€Å"Treat the other people the way you want to be treated†.

The Atomic Bomb Essay - 1549 Words

In this paper, it will be discussed why the Atomic Bomb is the biggest method of destruction known to man. The paper will be discussing the results of the Atomic Bombs, along with the effects years after the initial explosion. People always wonder how many people actually died in the two Atomic Bombs which were dropped in Japan. This question will be answered, along with the method that citizens were actually killed by the bomb. Besides the initial blast winds that an Atomic Bomb gives off, people may be killed by several other things including heat rays, radiation and the implosion of their home. Robert S. Oppenheimer, was the father of the Atomic Bomb. After Albert Einstein stated that if the Nazi’s made a nuclear weapon first, the†¦show more content†¦In the two bombings there was a large gap in the number of people that died. In Hiroshima the city population at the time of the bombing was 310,000, The estimated deaths was 90,000-140,000 people. As for the Nagasaki bombing, the city population before the bombing was 250,000. The estimated number of deaths was 60,000-80,000 people. Notice that the word, quot;estimatedquot;, was used for both amounts of deaths. The reason for this is because, the number of deaths cannot be precisely known because records of military personnel in each city were destroyed. There have been several comparisons between the damage capabilities of the two bombs. First of all, it was said that to achieve maximum blast effect, the bomb had been set to detonate 1800 feet over Hiroshima. This is approximately 548 meters. The bomb in Hiroshima reached a height of 580+/-15 meters. As for the bomb in Nagasaki, it reached a height of 500+/-10 meters. The radius in which ceramic roof tiles melted was 600m in the Hiroshima bombing and 1000m in the Nagasaki bombing. The radius in which granite stone melted was 1,000m for the Hiroshima bomb and 1,600m for the Nagasaki bomb. What can be determined from these statistics is that the Nagasaki bomb has much stronger heat rays in it, and in turn would destroy more territory and kill more people. As said earlier in this essay, the location of Nagasaki prevented that. It was said that whenShow MoreRelatedThe First Lightning: The First Russian Nuclear Atomic Bomb1060 Words   |  5 Pages29,1949 the first nuclear atomic bomb was dropped known as the â€Å"First Lighting.† It was dropped on the testing site in Semipalatinsk in Kazakhstan. This nuclear bomb was produced by the Union of Soviet Socialist Republics (USSR) also known as the Soviet Union. Igor Kurchatov was the director of the scientific soviet nuclear bomb program. There were two practice rounds two weeks prior to the explosion. During these two weeks period the Special Committee on the atomic bomb sent Lavrentii Beria toRead MoreAtomic And Nuclear Bomb : Atomic Bomb980 Words   |  4 Pages Atomic/Nuclear bomb The atomic bomb ended WWII when the United States dropped Fat Man and Little Boy on the japanese cities of Hiroshima and Nagasaki. This is what started the arms race known as the Cold War between the United States and Russia, the two major world superpowers left after WWII. The effects of the massive arms race between the two countries still to this day affect every citizen in the world due to the fact so many weapons of mass destruction were made some were even lost. AlongRead MoreThe Atomic Bomb1094 Words   |  5 PagesScientists have always strived for knowledge. With knowledge comes more power and understanding. There are many scientists and nations that can be accredited to helping create the atomic bomb. The idea of the atomic bomb with atoms and fission was not conceived overnight. The scientist from Ernest Rutherford who is from New Zealand to German, British, Japanese, and other scientist from across the globe all contributed to nuclear physics and research on the atom. Most who worked on the famous ManhattanRead MoreThe Atomic Bomb1214 Words   |  5 Pagessurviving an atomic bomb is a perfect example of surviving.. A man with a miracle on his side. His story became famous throughout the world. This man had the courage to tell his story to the world. Surviving the two atomic bombs is not a small thing to comprehend. Therefore, it would take a man who had the courage and integrity to survive it all. On August 9, 1945, the B-29 bomber wedged through the clouds in a Japanese city of Nagasaki that unleashed a 22-kiloton plutonium bomb known as â€Å"FatRead MoreAtomic Bomb : The Birth Of The Atomic Bombs2008 Words   |  9 PagesThe Atomic Bomb The birth of the Atomic bombs was during WWII, when the nations around the world were fighting against each other, due to disagreements between one another. At the beginning of the war, America was at a stalemate because they did not want to get involved in the war. Even though they were not involved in the war they were helping friendly allies with food supplies and ammunition. And then there was island to the east of the Korean peninsula, also known as Japan, who suddenly decidedRead More The Atomic Bomb1719 Words   |  7 PagesThe Atomic Bomb Albert Einstein predicted that mass could be converted into energy. This was the basis for the atomic bomb. Throughout this research paper, I will trace the history of the atomic bomb. In addition, who was involved and why, what happened in this event, and explain the impact that it had on the world. After Einstein predicted, that mass could be converted into energy. This was confirmed experimentally by John D. Cockcroft and Ernest Walton. â€Å"Physicists from 1939 onward conductedRead MoreThe Atomic Bomb2530 Words   |  11 PagesThe beginnings of the Nuclear Age started when Albert Einstein wrote to President Franklin Roosevelt warning him of a dangerous weapon the Nazis had begun researching, known as the atomic bomb. (1) Though, when President Roosevelt first read this letter, he was too preoccupied with events in Europe to be bothered with such ideas. He at the time did not take the creation of such weapon to seriously, nor did he believe America had the resources for such a task. (2) Finally, on October 19, 1939 PresidentRead MoreThe Atomic Bomb Essay4475 Words   |  18 Pages/memoirs; suggest that the atomic bomb was a brilliant military move to cease the war or was it an excuse to impress the Soviets? ï‚ § There were even lots of evidence that were drawn from, memos, affidavits, letters, diaries, and discussions, at the White House, and later at the Potsdam conference that led up to President Truman deciding whether to use the atomic bomb. ï‚ § Some scholars today have even conferred on the facts that Truman and that the military feared that if a bomb of destruction got intoRead MoreThe Atomic Bomb1584 Words   |  7 Pagesthe choice to drop the atomic bomb or to attempt more land invasions was a choice that shaped the outcome of the war. There were major influences and side effects from the dropping of the atomic bomb and what it did to the country of Japan. Having the option and the weight of the moral decision weighing on Truman’s shoulders about what decision should be made, he was the only one who was capable of making the decision that shaped the outcome of the war. Having dropped the bomb on Japan, as a statementRead MoreThe Atomic Bombs910 Words   |  4 PagesDuring the 20th century, specifically the year 1945, the United States of America had two atomic bombs that the commander and chief, and president at the time, Harry Truman, knew about. President Truman plan was to drop the bombs on two of Jap ans cities, Hiroshima first and then Nagasaki. Truman’s plans went accordingly, which to this day leads to a very controversial topic on whether or not dropping the atomic bombs was a good or bad thing. There is evidence and reasoning to back up both claims, in

Case Study Flexibility and Work-Life Balance

Question: Case Study: Flexibility and work-life balance.who benefits? Answer: Introduction It would not be wrong to say that individuals nowadays are struggling, and striving to balance out their personal, and professional lives and responsibilities. Long working hours, inconsistent schedules, hectic operations, and global collaboration have all gave birth to more of the increased pressure on an individual (Drago, Wooden, Black, 2009). On the other hand, there also exists a constant pressure on the organizations these days to manufacture, and deliver products, and services of efficient quality, and at competitive prices. So, to meet all these issues sometimes new methods of functioning, and working patterns have to be discovered, and one of these methods can be Flexible working. It benefits almost everyone who works within an organization, be it employers, managers, executives, or employees (Grawitch Barber, 2010). Flexible Work-life Arrangements Flexible working is an opportunity which can benefit each, and everyone working within an organization only when it is adopted properly keeping in mind the needs and demands of the people concerned. It is a phrase which describes the changes in working patterns to be followed to suit and meet the needs and demands of the employers as well as of the employees. Flexible working can be described in many ways (Hayman, 2009). Some of them are as follows: Part-time work- It is a kind of opportunity in which the employees work less than the usual working hours of the business according to the availability of their free time, and it can also be done by working only for fewer days in a week. This pattern of work is most commonly used in hotels, warehouses, bars, restaurants, shops, etc. (Hill, Erickson, Holmes, Ferris, 2010). Flexi-time- Flexi-time is a kind of arrangement in which employee gets to choose the time in which he/she wants to work. This pattern is mostly used in office-based surroundings to assist their staff who works below the managerial level. Annualized hours- In this pattern of work, generally the hours of an employee to work or the shifts of work on a yearly basis gets decided on a contract basis and the employee has to work accordingly to complete the specifically defined period. This is most often followed by manufacturing companies and agriculture-based companies where the work basically depends on the demand of the product (Mitsakis Talampekos, 2014). Staggered hours- Using this scheme, workers are allowed to fix time schedules as when to start and to finish their work which can be slightly different from other employees working there. Job sharing- This includes sharing of a job of one person with that of the other who is working in the same company. Working from home- This arrangement allows the employees to work from their home without being physically present at the work place. With the development in the use of technology and communication techniques such as smartphones, internet facilities, video calling, etc. more and more variations can be done in flexible working area to support and assist the employers and employees both (Peters, den Dulk, van der Lippe, 2009). In old times of business, employers were basically behind the people who acquire the talent, and the capability of understanding and performing the business operations. But as of now the time has changed, employers and the companies are now concentrates more on the flexible arrangements of work, bringing down the work weeks, and annualized hours of working so that the employees feel more comfortable working in that particular organization, and this also helps them in retaining their staff for long (Platman, 2004). This mode of thinking and the pattern leads to unavoidable reduction in the work-force so that it creates an opportunity for the employers to reshape their roles, and responsibilitie s and employees, on the other hand, could also maintain and support their personal and professional lives by working even more flexibly (Richman, Civian, Shannon, Jeffrey Hill, Brennan, 2008). Juliet Bourke is completely in favor of the term Flexible Working but she does not entirely favors the modern concept and thinking of the term and the area where the argument for reshaped flexibility is moving. While flexibility in the work-place could enhance the productivity of the business, and reduces the over cost of the products and services, she is agitated that the exact point of flexibility at the work-place has shifted and moreover, in a negative way. According to her, the meaning of flexibility has lost its previous paradigm, and now it is more of a phenomenon of getting more outputs from a fewer people, and she is worried about the unintended outcomes and effects of this thinking. She presented this thought of her during the inauguration of the website (www.workplaceflexibility.com.au) developed to help organizations in developing and adopting practices of flexible working patterns. She is of the opinion that it can affect the employers in a negative way if the timings of using flexibility are incorrect, and then the impact of it on the business would be not so good (Russell, O'Connell, McGinnity, 2009). Reducing the working hours of one employee when their operations and activ ities are not needed could, in turn, lead to the increased pressure of work on another employee, which is not at all beneficial for the organization in the long run. Hence, flexibility cannot always prove to be a win-win situation for both, i.e., the employers and the employee. It leads to various other factors which are very essential to consider. Although, this could benefit both the parties when it is used and adopted considering the demands of the organizations and business operations and also keeping in mind the various other factors regarding the employees who work within that company (Skinner Pocock, 2011). Sometimes, due to decrease in the demands of the customers, economic, and business activities also decreases. In that phase, people working in an organization can reduce their work hours to improve and balance their personal life and can make use of flexible work arrangements. Until and unless organizational efficiencies are adequately customized at the place and various job roles reshaped following a dismissal program, organizations could harm themselves by seeking to do more work with less number of employees. While it is proven that capable and talented workers are more productive than the workers who work for late shifts, there should be a fine line that differentiates the objectives and burn out for brilliant pe rformers (Wheatley, 2016). Hence, considering the patterns of work nowadays, I can say that yes, the use of flexibility has been shifted from its real paradigm to a limit which is important and inevitable. Various pros and cons are related with it, and appropriate management can lead to the efficient and capable work-force who has a balanced work life. In an organization, there come many situations in which an employee has to work for more than usual hours to complete their tasks or projects and to fulfill their responsibilities (Russell, O'Connell, McGinnity, 2009). There can be times in an organization when the need for a particular employee arises to work for more than the specified hours so that the business could be benefitted. The performance of the employees is a major issue in all companies since years. Many types of researches have been done on both, national and international levels to measure the performance of employees working within a company. In many organizations, the performance of an employee during work consider to be most important while in others the productivity plays the important role. Depending upon the different requirements of businesses, working for long hours can be sub-divided into following categories: Extended working hours during a week- This includes jobs in which employees or workers regularly work more than 60 hours per week. Extended working hours daily- This involves the jobs in which employees regularly reported for more than 12 hours on daily basis. Overtime- The term generally refers to the extra hours of work done by employees than the usually specified time limit. Generally, Working for long hours affects the performance of an employee in a negative way and sometimes, it also leaves a negative impact on their personal lives and relationships which in no way consider being helpful for the person concerned. An organizations overall performance completely depends on the performance of its employees. So, the companies must take care of its employees to be more productive and competitive. There are many pieces of evidences in studies, and reports that working for long hours have a greater complex relationship with hazard, and risk as extra working hours influences some factors which includes job, performance of the employee, employee control, unofficial responsibilities, and societal abnormalities. It has been emphasized by Miller (1978) that earlier, usually work-life of individuals starts at the age of 16 and ends at 70 but now in contemporary days, it starts at 20 and generally ends at 65 because of the stress caused during work the work-life of people is diminishing (Singh, 2013). Working for long hours have a variety of negative impacts on a person which includes sleeplessness, reduced time with family and other social life responsibilities. All these aspects lead to various adverse effects on a persons body, like tiredness, negative attitude, exhaustion, turbulences, and insecurity that ultimately leads to imperfect performance activities. Insignificant performance negatively affects the business and the employer as: The increase in the production cost- Working for longer hours result to increase in the production cost of the products as the company has to pay for the employees extra efforts and time dedicated to work but the level of performance and productivity decreases due to exhaustion and tiredness. Decreased productivity- Researches and various studies suggest that with the increase in the overtime hours, the ratio of productivity decreases. In clerical jobs, the level of performance decreases almost by 25 percent when the employees work for 60 hours or more than that in a week. Low quality of products, and services- Due to a reasonable fall in the productivity level of the company, the goods so produced also loses its quality because of the lack of attention and alertness during work. Unintended faults, and errors- There develop more and more chances of mistakes and errors while working overtime as the output of the worker to work reaches to an extent after which he/she becomes unable to perform appropriately. Reduced attention, and alertness level- After a specified limit, an individual becomes inoperative as the body of a normal person demands rest and sleep and lack of which reduces the alertness level into that person and after which he/she becomes highly inattentive which causes the more chances of errors while their performance (Been, den Dulk, van der Lippe, 2015). Poor health conditions- A research has been conducted by scientists to explore the various health problems related to working overtime. Some of them includes: back injuries and stressed neck nerves, high level of blood pressure especially among executive workers, increase in the mental health related problems, increased consumption of alcohol, and liquor among men, a high number of suicide rates, etc. Increased stress- Due to higher pressure and increased work load, a person faces so much of stress while work which gives birth to unnecessary health-related issues and mental illness which is not at all healthy for a person in the long run. Complete degradation in performance- Considering all the issues mentioned above, it can be determined that excessive working and working for longer hours result in the overall degradation in the performance level of the company which affects the organization in the long run. An article by Marafi H. (2013) emphasizes that the problems faced by employees who are students and work part-time so that they can meet their needs and requirements generally experience a bad work life balance and comparatively major health related issues (Satpathy, Patnaik, Agarwal, 2014). Therefore, if employees tend to be active or involved in work for longer time, this will result in a lot of negative effects on their performance and also on their health and it could also make them feel demotivated to indulge in work if they are not provided with adequate rewards, and incentives in the form of appreciation, and bonus. To reduce their detachment for work in such kinds of unhealthy situations, the employees should be properly appraised and the authority concerned should take an attempt to make the workers understand their roles, and responsibilities and also their importance towards the company. So, for instance, if there is a need for employees to do overtime, they need to be en couraged and motivated well by accommodating their psychological and all other necessities through proper incentives, bonuses, promotions, rewards, extra wages, etc. (Berg, Kossek, Misra, Belman, 2014). This could motivate them to work for the benefits and betterment of the company by feeling it as their responsibility. Therefore, the presentation and performance of the workers and managers are required to be effectively and properly recognized to increase their effectiveness during the longer working hours so that it benefits the organization and the business goals can be achieved. It is very essential to have a feeling of trust between the manager and the employee or workers when flexible work-life is concerned. If the manager does not monitor it properly, it is very much possible that it will create difficulties at the work place (Shagvaliyeva Yazdanifard, 2014). Nowadays, the benefits of work life have shifted from conveyance facilities, significant bonuses, rewards, and other perks to requirements such as fitness centers for employees and services of dry-cleaning, etc. Many organizations could not afford the compensation in terms of the money they were delivering a decade ago. Managing, and retaining the remaining workers after layoffs is important, which can be performed with the use of these benefits along with the different programs such as insurance and retirement plans and schemes (Fullerton, 2008). When the striving economy and finances turn around, the employees who retain will become responsible and available for bringing the goodwill of the companies and its economy back to its original position. Increasing pressure from competitive environment leads to conflict in priorities for workers. It creates a considerable amount of stress for employees who is trying to manage and juggle work and his/her duties with the family responsibilities. Sometimes, financial strains also make the companies cut in policies and cancellations or postponement to previously announced benefits of the schemes and programs which lead to dissatisfaction and resentment among the employees ("Job flexibility and work-life balance pay dividends for Nationwide: High satisfaction rate among employees", 2003). Heightened pressure of work and anxiety about the insecurity of job may lead to major stress, distress, and health related problems. So, for maintaining the enthusiasm among employees, employers should analyze the situation and take appropriate and effective ways such as making them understand that they are working together and will come out of this downturn collectively and that they will be least affected in this situation. The managers or the employers should tell them about the positive impacts of flexible hours of working. They should be shown the importance and should be motivated in a way so that they can cooperate well to overcome the critical situation. During the phase of an economic downturn, proper and adequate allocation and utilization of resources available must be done. Employers or managers must motivate employees to complete the work in given time so that extra time could be used for more works to enhance the productivity and profitability of the company. Prioritization of work is essential during the time of crisis as it is one of those factors which determines that how well and fast the organization will achieve its original benchmark, and in how much time. So, it is the responsibility of the employers to make sure which tasks are important and to make the workers understand the importance of that work and its fulfillment. On the other hand, due to higher work pressure, grievances related with them also increase. So, to counter-balance this situation, an effective and open communication program should also be ensured at all levels to make them feel united and connected (Omar, 2013). It will develop a sense of harmony at the work place, and employees will also try to cooperate with each other to fulfill the companys objectives which in turn will lead to better performance of the employees. During the time of economic crisis, employees should try to be more polite and provide confidence to all the employees so that the maximum output can be achieved and satisfaction among the workers can be ensured. The employer should also need to provide smaller rewards to the employees who are working well which will lead to the enhancement of their confidence and trust towards the organization. Managers should regard and thank their employees for the kind of support they are showing to the company. They should be responsible and impartial and should avoid inequality and biases, if any, in assigning the tasks to the individuals else it will develop a negative feeling in all other workers (PEDERSEN JEPPESEN, 2012). Overall, considering all the points mentioned and taking into practice these methodologies, employers and managers can facilitate the balance in work-life during the time of crisis or economic downturn. Conclusion Nowadays, the criteria and the working patterns of people are changing constantly and rapidly and this requires the use of flexibility in working arrangements to achieve the business objectives and the maximum output for the organization. If there is a balance in work life and all the duties and responsibilities are taken care of, then it will demonstrate a win-win situation from both the ends that is the employer and the employee (Pain, 2014). And in situations like economic downturn, proper utilization of resources should be done in a way that it creates no grievances among the workers, and the objectives of the organization can be achieved in an efficient way. References Been, W., den Dulk, L., van der Lippe, T. (2015). Dutch top managers and work-life arrangements in times of economic crisis.Community, Work Family,19(1), 43-62. Berg, P., Kossek, E., Misra, K., Belman, D. (2014). Work-Life Flexibility Policies: Do Unions Affect Employee Access and Use?. De Cieri, H. Kramar, R. (2003).Human resource management in Australia. Boston: McGraw-Hill. Drago, R., Wooden, M., Black, D. (2009). Who Wants and Gets Flexibility? Changing Work Hours Preferences and Life Events. Hill, E., Erickson, J., Holmes, E., Ferris, M. (2010). Workplace flexibility, work hours, and work-life conflict: Finding an extra day or two. Job flexibility and work-life balance pay dividends for Nationwide: High satisfaction rate among employees. (2003). Mitsakis, F. Talampekos, G. (2014). Work Life Balance (WLB) and Flexibility in Paid Work (FPW) for Generation Y: A Discussion. Omar, M. (2013). Non Standard Work Arrangements and Affective Commitment: The Mediating Role of Work-life Balance. PEDERSEN, V. JEPPESEN, H. (2012). Contagious flexibility? A study on whether schedule flexibility facilitates work-life enrichment. Peters, P., den Dulk, L., van der Lippe, T. (2009). Pitfalls in planning flexibility. (2016).Human Resource Management International Digest,24(1), 7-9. Satpathy, I., Patnaik, B., Agarwal, M. (2014).Work- life balance@working couples - A review of literature.ResearchGate.