Read “You Manage It! 2” in Managing Human Resources (2016, p. 79). After reading the case, complete the following items:Write a summary of the case,Answer the critical thinking questions, andElaborate on two key learnings from the case related to the roles, functions, and competencies required in organizations. Be sure to clearly state the two key learnings and defend them in well-organized, scholarly responses.A key learning is defined as significant knowledge gained from reading the case. You may choose to explain your key learnings by offering a real-world application, personal insight, your thoughts and opinions about what was stated, how it is handled at your company, etc.Please arrange your summary, questions, and key learnings in a well-organized, scholarly response of 2-3 pages. Support your observations and opinions with citations from 2-3 credible sources in APA format.“You Manage It! 2”
Joe (not his real name) has risen through the corporate ranks to become and
executive at a major bank. He thought his workload would become lighter as he
moved up, but the opposite has occurred. He now works 6 or 7 days a week, from
multiple locations. He keeps an apartment in New York and is on the raod another 3
or 4 days per week. Only on weekends does he see his wife and three children, who
live in Connecticut.
Does this sound like fun to you? No? Well, you are not alone. Although some
ambitious individuals are willing to sacrifice their personal life to satisfy their
ambition, a growing number are not. According to a recent survey by the
Association of Executive Search Consultants (AESC), 85 percent of recruiters have
seen candidates reject a job offer because it lacked work-life balance.
For companies competing for talent, it is becoming increasingly important to
provide work-life balance in the positions they are seeking to fill. The AESC survey
revealed that two-thirds of companies are developing programs to help top recruits
increase their family time without sacrificing their careers.
Job candidates are learning that they can bargain with their employer for
more than money. Lisa, Patten, a director at the accounting firm
PricewaterhouseCoopers (PwC), proved this point when she was being recruited
from her precious employer. Because she was not dissatisfied with her former
employer, she compiled a list of requests to PwC that included a 4-day workweek so
she could spend more time with her children, and the flexibility to work from home
if not on a client visit. PwC did not hesitate to approve these flexible work conditions
for Patten.
Although Patten’s productivity in terms of billable hours and new business
brought to the firm increased, PwC has found that flexible work is not a good fit for
every employee. It reports that employees most likely to be given flexibility in work
hours and location are those who are disciplined and self-motivated and have a
clear set of performance measures to ensure accountability.
Critical Thinking Questions:
Which types of jobs are best suited for flexibility with regard to hours and office
location? Which types of jobs are less likely to afford this type of flexibility?
Earlier in this chapter, you learned that most work in today’s workplace is now
being done by teams of employees. In your opinion, does the intensive use of selfmanaged teams make it easier or more difficult for employees to achieve work-life

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