Table of ContentsSummaryIntroductionFindingsRecommendationsConclusionSummaryHope Tours and Travel Company is one of New Zealand's leading hospitality and tourism travel companies. With many activities involved, the company, like any other business, has employees whose affairs must be taken care of, whether on or off duty. For effective management of employees' work-life balance, it is very healthy for an organization to be involved in recognizing as well as accounting for activities that employees participate in outside their workplace and which affect their work. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay. The hope of also being a business is subject to some of these factors that must be taken into account, otherwise the day-to-day operations of that business will be jeopardized. . This essay will critically evaluate the perspective of work-life balance and employment relationships as well as the work-life balance practices in which Hope Tours and Travel is involved. It will also focus on key recommendations that the company can employ to improve employees' relationships with the company and ensure that they are up to their tasks whenever required and can work efficiently. to produce the necessary result. In order to make an exploration of the definitional areas relating to WLB as well as presenting the plans that the business has used to overcome the problems associated with HRM, the article will also adopt the perspective of organizational role theory and its impacts on the lives of employees as well as its effects if a more holistic approach to WLB was adopted. IntroductionHope Tour is one such company in New Zealand which ensures that 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 New Zealand's leading travel and sightseeing companies. The company specializes in short guided tours as well as self-drive trips throughout New Zealand's beautiful landscape. Additionally, she ensures that her guests have access to activities such as jet boating, caving, Maori cultural encounters, rainforest walking, glacier walking, farm stays, scenic flights, kayaking, whale watching, seal swimming, hiking and sailing. Hope also offers its guests services such as wildlife encounters, guided tours as well as blends of adventure, culture and history as well as quality accommodation for those who are interested. The company adopts different WLBs to ensure that its employees are always satisfied. ResultsThe WLB concept has been a subject of discussion for a long time because it has varying impacts on the lives of employees as well as the life of the company they work for. However, the essence of managing employee WLB has existed for more than twenty years (Bruin and Dupuis, 2004). Many companies have adopted many changes that impact this issue. First, job complexity increased and employees came under pressure on their ability to produce more in a limited time frame and with much more limited resources (Hosie, Forster, & Servatos, 2004), resulting in resulting in a modification of standard working hours. The demographic composition of the working population is the second issue that has had an impact onWLB. This question refers to ethnicity, gender, religion, multi-generational workplace, etc. The third factor that had an impact on the question was the type of employment. This creates the essence of organizations that effectively manage the well-being of their employees, their job satisfaction as well as the stress related to the work performed. According to Purcell (2002), a company's interest in the control of WLB emanates from evidence indicating "there is no longer any doubt that there is a clear link between the way people are managed and the organizational performance”. A company's ability to effectively deliver WLB to its employees will be a competitive advantage for any organization in the future that wants to retain employees or even have the best workforce in the industry. This is due to the skills shortage problem that industries are experiencing. The general idea around the concept of WLB is the ability of a company to equate employee roles, both on and off the job, in a way that ensures that multiple role conflicts as well as job dissatisfaction and The resulting stress is managed to a minimum or even completely avoided. In order to implement WLB policies, Hope Tours and Travel has implemented a number of policies. Providing flexible working hours is one of the factors that Hope Tours and Travel has used so that employees can acquire a balance between their non-work activities and their work affairs. In the real sense, a flexible schedule does not mean that employees can show up to work and travel at any time as they please, which is the major concern of many employers (Howard, D'Onofrio, & Boles, 2004). This is the current spelling of flexible hours. Now that implementing flexible start and finish times is no longer a complex thing for an organization, Hope Company thought it was one of the best ideas that can be applied to its employee operations. There are much more complex flexible schedules, ranging from four-day work weeks to telecommuting, which require better planning. It turned out that the cornerstone of any work balance is flexible working hours. Hope allows its employees to telework two days a week. Since many company employees do not reside near offices or even close to their workplace, telecommuting saves these employees a lot of time, expenses and time that would otherwise be required for commuting. Telecommuting also allows employees to have more time to manage their other life needs. A flexible work schedule contrasts with organizational role theory since the employee's life and roles outside of the workplace are assumed and provides paid time off (PTO) in lieu of paid personal days, sick leave as well as paid leave. PTO helps treat employees as mature individuals, capable of making independent decisions about when, how and why to use paid time off provided by their boss. This system ensures that neither the employee nor the employer has to account for how leave was spent. The key is to eliminate confusion as well as the need to employ additional policies, for example the definition of a sick day (Waters and Bardoel, 2006). As any such arrangement has its drawbacks, Hope Company overlooked the drawbacks and to motivate its employees, PTO was employed effectively in the daily operations of the company. This is in direct contrast to role theoryorganizational (Parker, & Wickham, 2005). In Hope Company, company managers and executives model the work balance they want to encourage their employees to display. Company managers, when on PTO, ensure that they always respond to their emails as if they were in the office, even if they are on vacation, which is in line with organizational role theory. This acts as motivation and helps send a message to the company's employees about taking their work seriously. Observing the actions outlined by senior leaders is what motivates employees to take action regarding their response when they are in PTO. . When seniors ask employees to attend an important meeting even if they are out of the office, they may understand the message and respond accordingly, which affects personal choice between life and work balance. The company also allows its employees to take unpaid leave necessary for life cycle needs. Due to the occurrence of potentially life-changing events of the employee, the urgent needs of the employee's family and the desire to explore career opportunities as well as life, business, in addition to the demands of family and medical procedures, provides its employees take such unpaid leave because, regardless of the law, this is not enough for the employee to cover all the needs of the family. The company allows its employees to take unpaid leave to cover activities such as a premature baby who was hospitalized longer than expected, to care for parents who have serious illnesses in other states, to settle estates of a parent abroad, extend maternity leave from 4 to 8 weeks, explore areas conducive to the installation of spouses without jeopardizing their current employment, attend major schools whose classes take place only during the day and who are taking online courses offered in other states for the required period (2 weeks on-site per year). Such concern for employees contrasts with organizational role theory, but because employees are not machines, their lives outside the workplace must be considered. Sponsoring activities as well as family events each month with the aim of promoting team building, the inclusion of various family members in professional events and the encouragement of friendship between employees are also activities carried out by Hope Tours and Travel Company. This is one of the activities that has helped strengthen the working relationships of employees in the company. The company also helps organize such adult-only events and also provides child care at events elsewhere when it believes this law can facilitate employee participation (Hyman and Summers, 2004 ). The company offers services and organizes events. such as picnics, bowling, play centers, outdoor movies and bonfires, ice skating, football and baseball games, among others. Such activities, relationships and friends that are formed encourage employees to stay and work for the company and make employees happy in their jobs. Such arrangements contrast with organizational role theory, but they are very necessary for the day-to-day operations of an organization. Additionally, Hope Tours and Travel allows travel through the employee's workplace and vice versa. Sometimes shopping online during a sale is dampened by employees responding to emails around maybe 10 p.m. Sometimes the employer does not encourage..