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ORGANIZATIONAL DYNAMICS: MANAGING WORK LIFE BOUNDARIES IN THE DIGITAL AGE
ORGANIZATIONAL DYNAMICS: MANAGING WORK LIFE BOUNDARIES IN THE DIGITAL AGE
DETAILS
AUTHOR
Ellen Ernst Kossek
YEAR
2016
RESEARCH
QUESTION
Why are Work-Life Boundaries Growing in Importance?
Important for career effectiveness
Important for effective organization
OBJECTIVE
To discuss trends in work-life boundaries
To discuss the different types of boundary management styles
To discuss strategies to increase boundary control
To discuss actions that leaders and organizations can take to foster healthy and inclusive boundary management environments
THEORY
Boundary Theory
Approach :
Work-Life Boundary Management Styles
MAIN FINDING
TrendsTransforming Work-Life Boundaries
1) Boundarylessness.
2) Work-life customization.
3) Psychological control over working time.
4) Work-life fragmentation.
5) Diversity and inclusion.
Factor combination factor reflect Boundary Management Styles
2) Cross-Role Work-Nonwork Interuption Behaviour
Intergrator
Fusion Lover
Reactor
Saperator
Divider
Captive
Cyclers
Quality Timers
Job Worriors
Role Firsters
Hybrid subtype
Family Firsters
Work Firsters
Non Electic Firsters
3) Work and Family Centralities
Work Centric
Family Centric
Dual Centric
4) Technology Dependent
1) Boundary Control
Need For Time Self
Strategies for Greater Boundary Control
Self-Management Strategy For Personal Boundary Control
Time management
Seeking stakeholder Input
Value Assesment
Managing transition
Using time buffer
and setting expectation
Job and Family Role Creep
Boundary Management Strategies for Leaders and Organization
Leader & Manager
• Take time to learn about co-worker
• Be aware of boundary management style
Provide
-Emotional Support
-Role Modelling
-Instrumental support
-Creative work-family management
-Performance support
Create back-up system and cross training
Engage better undertand work-life style & diversity issue
Organization
• Provide flexible options for increasing employee control over work/life patterns.
• Develop cultures that focus on results-oriented
• Embrace a diversity of boundary management styles
• Educate others on social differences in boundary management
• Implement work design that gives employees greater boundary control.
• Manage employees in different locations/time zones in a way that supports work-life wellbeing
IMPLICATION
Managing work-life boundaries and letting employees shape boundary control is increasingly important for career effectiveness
Leaders and organizations can foster enabling conditions for boundary control
supporting a diversity of boundary styles for a healthy and productive work environment.
Boundry control is also key to shaping personal outcomes. Low boundary control results in lower well-being.
Boundary control may involve a lifelong learning journey of adopting new habits and ways of working.
Every boundary management style has the benefits and downsides and the style may shift through the life change