IndexAbstractIntroductionResultsRecommendationsConclusionAbstractHope Tours and Travel Company is one of the leading hospitality and tourism travel companies in New Zealand. With many tasks involved, the company, just like any other company, has some employees whose business must be considered both on-duty and off-duty. For effective management of employees' work-life balance, it is very healthy for an organization to be involved in recognizing and accounting for activities that employees do outside of the workplace that impact their work. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay The hope of even being a business is subject to some of these factors that need to be considered otherwise the day-to-day operations of this business will be jeopardized. This essay will critically evaluate the work-life balance and work-life balance perspective and work-life balance practices in which Hope Tours and Travel is involved. It will also focus on the main recommendations that the company can use to improve employees' relationships with the world of work. company and ensure that they are up to their tasks whenever they are needed and that they can work effectively to produce the necessary results. In order to explore the definitional scopes related to WLB and the presentation of the plans that the company has used to overcome the associated HRM problems, the document will also adopt the perspective of organizational role theory and its impacts on the lives of employees, as well as the effects of the same if a more holistic approach to WLB were adopted. IntroductionHope Tour is one of those companies in New Zealand has made people from all over the world visit this country as well as locals who want to travel and spend their time having fun. Hope Tours and Travel is one of the leading travel and tour companies in New Zealand. The company specializes in small guided tours and self-drive trips into New Zealand's beautiful landscape. It also ensures that its clients have been able to access activities such as jet boating, caving, Maori cultural encounters, rainforest walks, glacier walks, farm stays, scenic flights, kayaking, whale watching, seal swimming, hiking and sail. Hope also provides its customers with services such as wildlife encounters, guided tours, as well as a mix of adventure, culture and history, as well as quality accommodation for those who are interested. The company adopts several WLBs to ensure that its employees are always satisfied. ResultsThe WLB concept has been discussed for a long time as it has different effects on the lives of employees and the life of the company they work for. However, managing employee WLB has been the essence for over twenty years (Bruin & Dupuis, 2004). Many companies have adopted numerous changes that have impacted this issue. First, the complexity of jobs has increased and employees have come under pressure on their ability to produce more in a limited period and with much more limited resources (Hosie, Forster & Servatos, 2004), with consequences for how schedules working standards have changed. currently defined. The demographic composition of the workforce is the second issue that has impacted the WLB. This issue relates to ethnicity, gender, religion, multigenerational workplace, etc. The type of work is the third factor that had an impact on the issue. This createsthe essence of organizations that effectively manage the well-being of their employees, their job satisfaction and the stress resulting from the work performed. According to Purcell (2002), a company's interest in WLB control stems from evidence that "there is." There is no longer any doubt that there is a clear connection between how people are managed and organizational performance". A company's ability to effectively deliver WLB to employees will in the future serve as a competitive advantage for any organization that wants to retain employees or even have the best workforce in the industry. This is due to the skills shortage problem that is being experienced in the sectors. The whole idea around the concept of WLB is the ability of a company to assimilate employees' roles in and out of work so as to ensure that the heights of multiple role conflicts, job dissatisfaction and the resulting stress are handled to a minimum or even completely circumvented. To utilize WLB policies, Hope Tours and Travel has adopted a number of policies. Offering flexible working hours is one of the factors that Hope Tours and Travel has used for employees to gain balance for non-work and their work matters. Flexitime in the true sense does not mean that employees can show up for work and come or go as they please whenever they want, which is the main concern of many employers (Howard, D'Onofrio, & Boles, 2004). This is the actual spelling of flexitime. Now that implementing flexible start and finish times is not a complex thing for an organization to do, Hope Company thought that this is one of the best ideas that can be employed in its employee operations. There are much more complex flexible schedules ranging from a four-day work week or even telecommuting which requires better planning. It turns out that the cornerstone of all work balance is flexible working hours. Hope allows its employees to be involved in teleworking two days a week. Since many company employees do not reside near where the offices are located or even close to their places of work, telecommuting allows these employees to save a lot of time, expense and time that would otherwise be involved in commuting. Telecommuting also allows employees more time to handle life's other demands. A flexible work schedule conflicts with organizational role theory because it presupposes employee lives and roles outside of the workplace by offering paid time off (PTO) in lieu of paid personal days, sick leave, and paid holidays. PTO allows you to treat employees as mature individuals who may be able to make their own decisions about when, how and why to take paid leave provided by their boss. This system ensures that neither the employee nor the employer has to account for how the free time was used. The essence of this is to eliminate the confusion and necessity that comes from having to adopt additional policies, for example defining a sick day (Waters & Bardoel, 2006). Since every such arrangement has its downsides, Hope Company has overlooked the negative aspects and to motivate its employees PTO has been employed effectively in the daily operations of the company. This is in direct contrast to organizational role theory (Parker, & Wickham, 2005). At Hope Company, the company's managers and senior leaders model the work balance they want to encourage their employees to exhibit.Company managers while on PTO make sure to always respond to their emails as if they were in the office despite being away on vacation, which is in accordance with organizational role theory. This serves as motivation and helps send a message to the company's employees about taking their work seriously. Observing the actions portrayed by senior leaders is what motivates employees to take action on their response when they are off PTO. When seniors ask employees to attend an important meeting regardless of being out of the office, they may get the message and respond accordingly, which impacts their personal choice between life and work balance. The company also allows its employees to take unpaid time off for life cycle needs. Due to the occurrence of life-changing events of the employee, the emergency needs of the employee's family and the desire for exploration of career and life opportunities, the company in addition to family and medical needs provides that its employees have such unpaid leave because, whatever the law establishes, it is not enough for the employee to cover all family needs. The company allows its employees to take unpaid leave to cover tasks such as a premature baby who has been in the hospital longer than expected, to breastfeed parents who are infested with serious conditions other states, to settle an estate for a relative out of the country, extending maternity leave for 4-8 weeks, exploring suitable areas for settlement with spouses without jeopardizing their current jobs, attending high schools with day-only classes, and taking online courses offered in other states for the required period (2 weeks on site per year). Such focus on employees conflicts with organizational role theory, but since employees are not machines, it is necessary to consider their lives outside the workplace. Sponsoring family activities and events every month with the intention of encouraging team building, The inclusion of various family members in work events and also encouraging friendship among employees is also done in Hope Tours and Travel Company. This is one of the activities that has contributed to strengthening the working relationship of employees in the company. The company is also involved in organizing such adults-only events and also provides babysitting services at any other location where the act is believed to facilitate employee participation (Hyman & Summers, 2004). The company offers services and organizes events such as picnics, bowling, game centers, outdoor movies and bonfires, ice skating, football and baseball games, among others. Such activities, the relationships and friends that are formed encourage employees to stay and work for the company and make employees happy while doing the work. Such arrangements conflict with organizational role theory, but are very necessary for the day-to-day operations of an organization. Additionally, Hope Tours and Travel allow for crossover to the employee's workplace and vice versa. Sometimes, shopping online during a sale is made easier by having employees answer emails at perhaps 10 p.m. The employer sometimes does not encourage employees to be in constant communication with the brothers while continuing to do the expected work, which reduces the chances of errors in the work. However, it is crucial to recognize that for many people, especially professional workers, the boundary between life and work time is no longer distinct (Smithson and Stokoe, 2005). It is logical to prefer.