Corporate Family Responsibility Ivory Coast
Contents
1. Corporate Family Responsibility Results External environment Country Culture and Legislation values Organizational Individual 1 General health 1 Intentionto Dimepsions leave the 2 Work family company enrichment 2 Perception of 3 Satisfaction with company support work family balance 3 Productivity 4 Motivational profile Internal environment a FRE CORPORATE FAMILY RESPONSIBILITY O rga n i zat i O n a Intention of leaving the company The desire to leave the company if the external environment allows has a negative impact on the organization The better the work environment the intention of leaving the company is less and talent _ loyalty more Perception of company support The perception about support offered by the company depends on the policies and resources which are at people s disposal as well as the interaction with managers A good perception creates an emotional bond that helps employees identify with the organization International Center for Work and Family di IES Business School University of Navarra ElThe impact that Corporate Family Responsibility has on company performance allows to establish areas of improvement in order to advance to a higher development level A polluted or unfavorable working environment along with other factors causes Less productivity Experience loss Working environment deterioration Perso2. The manager who fosters Corporate Family Responsibility v Takes care of the family demands of their collaborators Y Respects personal freedom v Supports and facilitates work family personal life integration v Encourages the practice of Corporate Family Responsibility Y Is open and sensitive to reconciliation P gina 29 E nternationa SIFREI Manager support perception q ar ESE Center o CORPORATE FAMILY RESPONSIBILITY iran Senon i Uni Family The CFR Supervisor manager emotional support charts refer to the following questions in the questionnaire Do you agree with the following statements My supervisor is willing to listen to my professional and personal problems My supervisor dedicates time to know my personal needs NOTE This chart shows the percentage of collaborators who feel comfortable speaking with my supervisor about professional and personal conflicts perceive an excellent emotional support from their direct My supervisor and speak to effectively resolve professional and personal conflicts supervisor giving them 6 or 7 on a scale of 7 AFRICA IVORY COAST CACA EJEA gt gt Tr Tr a a 7 a O e O c 27 31 z g 16 30 Women Women AVERAGE 26 AVERAGE 16 IESE Business School Barcelona 2014 P gina 30 ESIFREI Perception of manager UR ESE pede A instrumental support pes Soo Family The CFR Supervisor instrumental support charts
3. temps partiel Semaine comprim e Mettre en place une salle de sport au sein de l entreprise Une biblioth que Organisation de manifestation regroupant les familles des employ s Mettre a la disposition des employ s des moyens pour faciliter le d placement de leur maison a leur lieu de travail Cong s de maternit plus long que le minimum l gal Cong parental pay IESE Business School Barcelona 2014 P gina 62 a FREI Open ANSW NS WA ES Ce CORPORATE FAMILY RESPONSIBILITY S u g g e S t l O n S I de eloa Fa m ly Suggestions v Il serait bon de sensibiliser es entreprises priv es sur l importance de l quilibre des employ s en tenant compte de leur vie familiale S minaires programme sont les bienvenus v Repas de groupe Sortie de groupe Yo Permettre a l agent que nous sommes d avoir droit au repos hebdomadaire et de prendre des cong s annuelles sans conditions Y Mon organisation ne dispose pas de politique d accompagnement des familles en cas de problemes de conciliation entre la vie de famille et le travail Alors que sil en existait elle aiderait a la gestion des conflits entre famille et travail et permettrait une meilleure gestion famille travail v Organiser de m me que nous faisons des s minaire de formation professionnelle des s minaire de formation sur la famille Car famille et travail son li d une facon ou d une autre Y Seminaires d information llemmenerai a comprend
4. 40 43 38 30 20 a 10 Demotivation l 0 IESE Business School Barcelona 2014 P gina 54 ESIFRE WIESE zi a B 8 A 8 enter for a Extrinsic motivation dir L Work and CORPORATE FAMILY RESPONSIBILITY Business School l University of Navarra Family The charts refer to the following questions in the questionnaire Why are you motivated to do your job Because want to reach the income goals I have Because want to get promoted Because want other people to recognize my good work Because my job gives me a certain status FREI WORLD AFRICA ORY COAST 100 Extrinsi tivati XTFINSIC MOTIVATION 18 80 71 70 60 28 50 50 45 39 40 35 31 30 27 29 30 20 10 Demotivation l 0 IESE Business School Barcelona 2014 P gina 55 Corporate Family Responsibility Impact a FRE CORPORATE FAMILY RESPONSIBILITY CFR Impact IE International gi Center for Business School Work and University of Navarra Family The Corporate Family Responsibility of a company supports the integration of work family and personal life of collaborators and provides the flexibility both in time and in place Providing professional support services and family benefits beyond economic compensation It has a positive impact on Corporate Family Responsibility IESE Business School Barcelona 2014 Company People by allowing them org
5. Business School Work and University of Navarra Family Men 55 Men with children 70 Men without children 30 Men with managerial responsibility 43 Men without managerial responsibility 57 Without children M With children N 22069 IESE Business School Barcelona 2014 Pagina 15 a FREI CORPORATE FAMILY RESPONSIBILITY Women 39 a Women with 1 children 69 j W gt we Women with managerial responsibility 52 IESE Business School Barcelona 2014 Women without managerial Men with managerial responsibility 48 MIE ESE International L Center for Sa m p e A R CA gil Business Schoo Fanti Men 61 women vids Men with children Men without children 3120 78 children 22 Men without managerial responsibility 32 Without children M With children responsibility 68 N 1483 P gina 16 kri F R E IS ESE International El Sample IVORY COAST ail Center for CORPORATE FAMILY RESPONSIBILITY rs el Family Women 39 Men 61 Women with Women without Men with children children 72 children 28 Hombres sin 91 ninos 9 Women with managerial Women without managerial Men with managerial Men without managerial responsibility 51 responsibility 49 responsibility 78 responsibility 22 Without children M With children N 305 IESE Business School Barcelona 2014 P gina 17
6. although they are not always sufficiently well defined or accepted by all v The decisions of each person are respected occasionally in relation to their integration of family work and personal life v Managers accept a decent level of their collaborators family demands and facilitate reconciliation in certain circumstances v The values that define culture encourage a favorable work climate towards Corporate Family Responsibility IESE Business School Barcelona 2014 Pagina 8 Ba FRE Types of environments ail IESE Center for CORPORATE FAMILY RESPONSIBILITY Business chool Family Desfavorable The work environment occasionally hinders work family personal life integration These areas routinely enter into conflict creating the perception of lack of support from the organization as well as stress and dissatisfaction of employees Y Formal policies are implemented in a limited way and have little impact on people Y Managers hinder the balance of work family and personal life of their collaborators v The values that define the culture do not foment the proper climate for the development of Corporate Family Responsibility v As a result the required commitment level is not achieved by the organization E IESE Business School Barcelona 2014 P gina 9 International Center for Work and Family ka IFREI Types of environments ai IESE CORPORATE FAMILY RESPONSIBILITY Business School U
7. CORPORATE FAMILY RESPONSIBILITY Business School a University of Navarra Fa m ly The CFR Policies information chart refers to the following questions in the questionnaire Please indicate if you have access to the following policies yes no Professional and personal counseling Information about child daycare s and schools or adult day care centers and residencies for the elderly Easy access to information about company services for work and family life reconciliation Seminars workshops and informative sessions about work and family life reconciliation 100 80 60 40 33 o 32 59 29 25 nno 20 24 990 y 19 180 23 um 21 e 22 O o O O O 20 109 14 15 q Sa E 6 TI 3 4 a noz a Professional and personal Information about child Easy access to information Seminars workshops and counseling daycare s and schools or adult about company services for informative sessions about work day care centers and work and family life and family life reconciliation residencies for the elderly reconciliation WMEN IFREI WORLD BwOMEN IFREI WORLD BMEN AFRICA awOMEN AFRICA MEN IVORY COAST BWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 26 ESIFREI Most Valued Policies in WA ESE CORPORATE FAMILY RESPONSIBILITY IVO RY CO AST Business School a ne Most used Policies 1 Permission to leave the workplace due to a family emergency 2 Flexible vacation schedule according to the needs
8. There is perception of support 90 34 80 O 70 66 60 60 30 43 40 369 30 9 20 10 There is not perception of support 0 36 IESE Business School Barcelona 2014 P gina 47 Ea IFREI Individuals CORPORATE FAMILY RESPONSIBILITY General health It is a person s well being The bigger negative tensions are between work and family environments the greater the physical and mental deterioration On the contrary reconciliation improves social relationships and dampens problems Family work enrichment The level in which experience is gained through one role improves the quality of life of the other It focuses on the obtained skills from work that can be applied in their family role Similarly the obtained skills at home improve performance as an employee Satisfaction with work family balance The person s satisfaction level with time devoted to their work and family care and the degree of satisfaction in which both fit together in a balanced way It helps in providing the resources to do the job in autonomous and flexible way Motivational profile People are motivated by extrinsic intrinsic or transcendent reasons The motivational quality and criteria followed for decision making are determined by the stimulation enjoyment of work or helping others International Center for Work and F Business School y amily University of Nava di IESE An enrichi
9. Work family enrichment al ESE cover CORPORATE FAMILY RESPONSIBILITY Business School University of Navar Family The charts refer to the following questions in the questionnaire Do you agree with the following statements The fulfillment of my work responsibilities has enriched the interpersonal skills needed to succeed at home Overcoming obstacles at work has given me confidence in my abilities at home Multi tasking at work has improved my ability to multi task at home To be involved at work has helped me understand my family better FRE WORLD AFRICA VORY COAST 100 100 90 W amp F enrichment 19 80 78 69 70 62 60 o 51 50 16 38 30 32 20 F 10 No enrichment 0 36 IESE Business School Barcelona 2014 P gina 51 E MES International pa FRE Work family Balance satisfaction al IESE Genter for CORPORATE FAMILY RESPONSIBILITY Business School University of Navar Family The charts refer to the following questions in the questionnaire Do you agree with the following statements The way in which you divide your time between work family and personal life The way in which you divide your time between work and home The way in which your personal and family life fit together and integrate Your ability to reconcile work with personal and family needs The opportunity you have to carry out your work and family obligations well FREI WORLD AFRIC
10. iwerel ayvarr Polluted The work environment systematically hinders integration between work family and personal life These areas enter systematically into conflict resulting in employee dissatisfaction and a high degree of stress creating a down turn in motivation and an increase in the desire to leave the company Y Existing policies are not implemented Y Managers are not committed to flexibility v The values that define the culture hinder the adequate climate for the development of Corporate Family Responsibility A Y As a result interpersonal problems arise P limiting the productivity and commitment of I the employees IESE Business School Barcelona 2014 P gina 10 CORPORATE FAMILY RESPONSIBILITY IESE Business School Model a IESE Business School University of Navarra External environment Country TA Culture and values DIN 22 4 Dimensions Results 7 Legislation Policies Organizational Supervisor Culture Individual characteristics ak internal environment Barcelona 2014 International Center for Work and Family Pagina 11 CORPORATE FAMILY RESPONSIBILITY dimensiones Policies Supervisor Culture 1 Time place flexibility 2 Family support 3 Information 4 Maternity Paternity leave Supervisor 1 Emotional support 2 Instrumental support 3 Policy management 4 Role Mode
11. refer to the following questions in the questionnaire Do you agree with the following statement trust in my supervisor to solve possible professional and personal conflicts NOTE This chart shows the percentage of collaborators who perceive an excellent instrumental support from their direct supervisor giving them 6 or 7 ona scale of 7 AFRICA IVORY COAST s E 34 30 s 5 33 22 z z a a a 7 O e O EE m M 3 Hombre Mujer Men Women AVERAGE 3420 AVERAGE 30 IESE Business School Barcelona 2014 P gina 31 ESIFREI Excellent policy management UR ESE GIN CORPORATE FAMILY RESPONSIBILITY p e rce pt O n el ES ne ly The CFR Supervisor supervisor policy management charts refer to the following questions in the questionnaire Do you agree with the following statement NOTE This chart shows the percentage of collaborators who My supervisor organizes the department so as to benefit the employees and the company perceive an excellent policy management by their direct supervisor giving them 6 or 7 ona scale of 7 AFRICA IVORY COAST s 42 39 s 5 29 17 a a D D 5 e 5 E 40 48 E E 28 41 Women Women AVERAGE 42 AVERAGE 26 IESE Business School Barcelona 2014 P gina 32 ka FREI Manager as an excellent role ai ESE Cine for model to follow Menton Family CFR Supervisor the supervisor as an excellent role model to follow chart refers
12. to the following questions in the questionnaire Do you agree with the following statement enn ant NOTE This chart shows the percentage of collaborators who My supervisor is a good reconciliation role model on and off the job perceive that their direct supervisor is an excellent role model to follow giving them 6 or 7 on a scale of 7 AFRICA IVORY COAST PRE EJEA E E O O D D O e O e El 32 44 E 19 48 Women Women AVERAGE 34 AVERAGE 23 O IESE Business School Barcelona 2014 P gina 33 Corporate Family Responsibility Culture 5 External environment Country Culture 1 Co worker respect policies CFR 2 Impact Career Path 3 Expectations workload and working Hours Dimensions Internal environment lt BS IFRE Culture CORPORATE FAMILY RESPONSIBILITY Co worker leave of absence respect Co workers respect maternity and paternity leaves maternidad y paternidad Negative consequences on the career To participate in CFR programs is perceived as a lack of career commitment To reject a promotion or transfer for family reasons jeopardizes career development Using flexible working schedule hinders career advancement Workload and working hours expectations e One must work more than the established hours in order to advance e tis expected that one puts work before family and personal life IESE Business School Barcelona 2014 Int
13. A VORY COAST 100 100 Satisfaction 90 80 69 70 60 60 49 50 e 48 40 41 30 30 20 22 17 o o 17 No satisfaction 10 0 0 36 IESE Business School Barcelona 2014 P gina 52 EJIFREI WIESE ss j E a enter Tor a Transcendent motivation M AL Work an CORPORATE FAMILY RESPONSIBILITY Bus ness Schoo Family The charts refer to the following questions in the questionnaire Why are you motivated to do your job Because want others to benefit through my work Because want to have a positive impact on others Because want to help others through my work Because it s important for me to do good for others through my work FRE WORLD AFRICA VORY COAST O 100 100 90 94 Transcendent motivation 91 80 70 68 65 60 61 50 40 30 20 T 10 Desmotivaci n l 0 36 IESE Business School Barcelona 2014 P gina 53 ESIFREI WIESE gsi a B 8 B B enter for a Intrinsic motivation dir TA Work and CORPORATE FAMILY RESPONSIBILITY Business School University of Navarra Family The charts refer to the following questions in the questionnaire Why are you motivated to do your job Because enjoy my work Because my job is fun Because consider my work to be attractive Because learn develop skills FREI WORLD AFRICA ORY COAST 100 92 91 en o 90 Intrinsic motivation 84 80 719 70 ak 6020 50 49 0
14. Corporate Family Responsibility Ivory Coast Directed by ie IESE inter oat sta a ss School Work niversity of Navarra Fam dg Prof Nuria Chinchilla Prof Mireia Las Heras E R ME ae y E a Il enter Tor CORPORATE FAMILY RESPONSIBILITY S p onsors ai Eine Solas e i l nd University of Navarra IBERDROLA Lai F A B RE O IESE Business School Barcelona 2014 Pagina 2 ga a R e IEB E International 2a Objectives ai Center for CORPORATE FAMILY RESPONSIBILITY Business School Work and University of Navarra Family v Make a diagnosis of the current situation of IVORY COAST regarding the integration of work personal and family life of their employees with the aim to Identify the current state of Corporate Family Responsibility Demonstrate the impact that policies leadership and culture have on health the intention of leaving the company motivation and satisfaction of the employees Learn about the perception the company personnel has of them Identify the brakes and drivers capable of producing changes in the organization s culture O IESE Business School Barcelona 2014 P gina 3 E IF REI E IF International is Work Model and Methodology ail Center for CORPORATE FAMILY RESPONSIBILITY eke ay Fo m ly Y Transversal Work Model that includes top down and bottom up o Studies the dissemination of policies practices and leadership in the company s en
15. RSITY Universidad School of Human Monte vila Resource Management Venezuela Canada International Center for Business School Work and University of Navarra Family Escuela de Direcci n Universidad de Piura Peru P gina 71
16. aa FRE CORPORATE FAMILY RESPONSIBILITY IFREI WORLD Polluted Unfavorable 12 40 perceives the perceives the environment occasionally hinders work family reconciliation sys ematically hinders IESE Business School Barcelona 2014 Work environment perception IFREI WORLD IVORY COAST mn MB International gij Center for Business School Work and Family IVORY COAST Polluted Unfavorable 3620 55 perceives the perceives the environment occasionally hinders work family reconciliation TAD aT Pagina 18 a IFRE Work environment perception ai ESE Center for usiness bd E a ly ne AFRICA IVORY COAST su AFRICA IVORY COAST Polluted Unfavorable Polluted Unfavorable 21 24 36 55 perceives the perceives the perceives the perceives the environment envi environment pstematically hinders occasionally hinders systema occasionally hinders work family w a si work family reconciliation econciliation reconciliation O IESE Business School Barcelona 2014 P gina 19 Corporate Family Responsibility External environment Policies Country w nice Cultu re an d Legisiation values a t Policies 1 Time place flexibility 2 Family support 3 Information 4 Maternity Paternity leave Internal environment lt ka FRE Policies CORPORATE FAMILY RESPONSIBILITY Time and place flexibil
17. and space IESE Business School Barcelona 2014 International Center for Work and Family ai IESE Business School University of Navarra There are other factors that may facilitate or hinder Corporate Family Responsibility along with policies supervisor support and company culture Individual characteristics are the preferences that each person has when dealing with work family and personal life integration Pagina 40 IB International Bal RE Planning and prioritizing w IESE A The Coping strategies planning and prioritizing charts refer to the following questions in the questionnaire Do you agree with the following statements 1 Strongly disagree 7 Strongly agree plan and organize my work time prioritize and do the most important thing first work efficiently to finish things quickly plan and organize how to do what need to don t plan my work 100 plan my work 80 68 65 60 61 60 53 49 48 38 379 40 41 a sell 30 20 Th 2 2 2 2 3 1 2 3 5 6 7 m MEN IFREI WORLD WOMEN IFREI WORLD mMEN AFRICA QDWOMEN AFRICA mMENIVORY COAST BWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 41 E F R E MIE ESE oo po t a Working from home di Work and CORPORATE FAMILY RESPONSIBILITY Mn i ie Family The Preference for integration or segmentation working from home ch
18. anize their working time so that it does not interfere or hinder family responsibilities They tend to reduce the commuting time and therefore favor productivity The company by offering longer hours of public service lowering expenses due to absenteeism and having more people engaged in their work They are necessary and particularly relevant in industries or sectors undergoing changes in products or give constant and rapid service where the added value of employees is greater Society by helping the reduction of environmental pollution due to the lower number of commuters Costs in health services are also reduced since Corporate Family Responsibility helps reduce stress and other related diseases It has a positive impact also on the education level of the country since parents can become more involved in the education of the children resulting in more scholastic achievements and the decrease of addiction and crime P gina 57 a FREI Open ANSWETS WA ES Ce CORPORATE FAMILY RESPONSIBILITY L e a d e rs h p eus en Fa m ly Leadership v Je suis chef d entreprise d une profession lib rale Je d cide tout seul la plupart du temps Il n est pas toujours vident que mes d cisions soit les meilleures v Me concernant je suis le responsable de ma structure Et je compte c der la gestion tres bient t pour rejoindre la fonction public alors il me faudra g rer ma nouvelle fonction a la fonction publique avoir un regard sur la
19. arra Family The CFR Policies family support chart refers to the following questions in the questionnaire Please indicate if you have access to the following policies yes no In company childcare centers Childcare subsidy or dependents assistance Leaves of absence to care for a family member 100 80 76 75 16 75 60 40 20 LR ney 6 3 9 5 0 0 2 2 E 0 0 0 0 0 In company childcare centers Childcare subsidy or dependents Leaves of absence to care for a family assistance member WMEN AFRICA BWOMEN AFRICA BMEN IVORY COAST DWOMEN IVORY COAST BMEN IVORY COAST GWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 24 ru F R E IIB International Ba ity aii IF E enter for CORPORATE FAMILY RESPONSIBILITY M ate rn ity p ate rn ity eaves Business School aL A nd The CFR Policies maternity paternity leaves beyond the legal minimum chart refers to the following questions in the questionnaire Please indicate if you have access to the following policies yes no Maternity leave beyond the legal minimum Paternity leave beyond the legal minimum 100 80 60 40 20 16 17 14 0 Paternity leave beyond the legal minimum Maternity leave beyond the legal minimum BMEN IFREI WORLD BMEN AFRICA D WOMEN IFREI WORLD O WOMEN AFRICA BMEN IVORY COAST B WOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 25 A FREI Information Ej IES Center or
20. arts refer to the following questions in the questionnaire To what extent are the following statements acceptable 1 Never 7 Completely That it is expected to work while at home That one should think about work at home That one should continue to think about work having left the workplace That it is expected to take work home Not acceptable Acceptable 100 80 62 60 94 93 52 47 45 40 34 20 5 4 4 5 6 8 E 1 2 3 5 6 7 0 m MEN IFREI WORLD WOMEN IFREI WORLD mMEN AFRICA DWOMEN AFRICA mMENIVORY COAST BWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 42 E Illl International Ba IF RE Resolving family issues at home ai IESE Genn for CORPORATE FAMILY RESPONSIBILITY Business School University of Navarra Family The Preference for integration or segmentation resolving family issues at work chart refers to the following questions in the questionnaire To what extent are the following statements acceptable 1 Never 7 Completely Resolve family issues at work Think about family issues at work Take care of family tasks at work Not acceptable Acceptable 100 80 Oo O 60 53 co SD 55 41 43 7 40 20 6 5 4 4 4 3 1 2 men al 0 m MEN IFREI WORLD GMWOMEN IFREI WORLD mMEN AFRICA QDWOMEN AFRICA mg MEN IVORY COAST BWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 43
21. celona 201 P gina 60 Ea IFREI Open Answers WA ES CORPORATE FAMILY RESPONSIBILITY Po J C J e S 1 de eloa International Center for Work and Family Policies V4 Y Y A SB AR YA Y A Ss V4 Les cong s de maternit doivent tre plus longs que le minimum l gal 4 5 mois Une assurance maladie et risque au sein du cabinet Sortie d tente entre travailleurs et familles des travailleurs Besoin de formation sur la question de la famille Horaire de travail fexible et possibilit de travailler domicile Sport communautaire Remuneration en fonction du travail fourni et de la specificit du travail Aide l acc s la propri t immobili re Garderie Meilleure valorisation du travail moyens de travail r mun ration Teletravail Pr t scolaire et universitaire pour l ducation des enfants IESE Business School Barcelona 2014 P gina 61 E IFREI Open ANSW NS WA CORPORATE FAMILY RESPONSIBILITY Po I C J e S I ab International Center for Work and Family ai Policies Y Y A SN 4 Sms V4 Politique pour aider les employ s acqu rir une maison Il faut qu on insere le sport dans le programme de travail Journ es portes ouvertes aux familles des agents ce qui permettrait aux familles d appr cier le travail des conjoints Les mises en disponibilites ou annees sabbatiques Voyages familiaux organis s pour les cadres de l entreprise Travail
22. ernational Center for Work and Family di ES Business School University of Navarra Corporate Family Responsibility culture favors work family personal life integration v Values people who make use of flexibility policies for their contribution to the company without penalizing them for their use v Respects people s workloads avoids creating the expectation that people must constantly put work before family P gina 35 EA FREI CFR Culture di IESE Center or CORPORATE FAMILY RESPONSIBILITY Business School a University of Navarra Fa m ly The Corporate Family Responsibility Culture chart refers to the following questions in the questionnaire on leaves of absence Do you agree with the following statements Many employees resent fathers taking extended leaves to care for a newborn or adopted child Many employees resent mothers taking extended leaves to care for a newborn or adopted child 100 NOTE This chart shows the percentage of collaborators who do not resent extended leaves taken by their co workers 80 60 o 51 93 43 MEN IFREI WORLD 40 OWOMEN IFREI WORLD 20 BMEN AFRICA QDWOMEN AFRICA 0 m MEN IVORY COAST B WOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 36 EA FREI CFR Culture ai IESE Center for CORPORATE FAMILY RESPONSIBILITY Business School a University of Navarra Fa mi ly The Corporate Family Responsibility Culture chart re
23. fers to the following questions in the questionnaire on negative consequences Do you agree with the following statements In this organization employees who participate in available programs e g part time or job sharing are perceived as less committed to their career development than those who do not participate in these programs To refuse a promotion or transfer for family reasons severely damages career development in this organization In this organization employees who use flextime are less likely to advance in their careers than those who don t use it 100 NOTE This chart shows the 80 percentage of collaborators who perceive that the use of CFR policies does not have a negative impact on their careers 60 MEN IFREI WORLD 40 28 OWOMEN IFREI WORLD 23 20 T MEN AFRICA QDWOMEN AFRICA 0 EMEN IVORY COAST B WOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 37 sa FRE CFR Culture WIESE ose CORPORATE FAMILY RESPONSIBILITY Business School Work d nd University of Navarra Fa mi ly The Corporate Family Responsibility Culture chart refers to the following questions in the questionnaire on working hours expectations Do you agree with the following statements Tothrive in this company one must work more than 50 hours a week either at work or at home Itis expected that employees continue to work at home at night and or weekends Itis expected that employees p
24. gestion de ma famille et concilier tout cela avec la famille Alors comment m y prendre IESE Business School Barcelona 2014 P gina 58 ES FRE Open Answers ma LA IESE Cine for CORPORATE FAMILY RESPONSIBILITY Culture ii bi Fa m ly Culture v Je pense que les hommes surtout doivent tre form sur comment concilier la vie de couple et le travaille parce qua mon avis la plupart des femmes savent ou sont oblig es de concilier les deux ce qui n est pas le cas des hommes g n ralement qui souvent se plaignent m me des pleurs de leurs propres enfants IESE Business School Barcelona 2014 P gina 59 ESIFREI Open Answers WA IESE International n Policies ie of Nev Family Policies v Les cong s de maternit doivent tre plus longs que le minimum l gal 4 5 mois Yo Une assurance maladie et risque au sein du cabinet Y Sortie d tente entre travailleurs et familles des travailleurs Y Besoin de formation sur la question de la famille v Horaire de travail fexible et possibilit de travailler a domicile conf rence telephonique Y Sport communautaire v Aide l acc s la propri t immobili re v Garderie v Meilleure valorisation du travail moyens de travail r mun ration Y Teletravail Y Seminaire de formation l endroit du personnel et de la direction de l entreprise v Accord de pr ts financiers a remboursement flexible IESE Business School Bar
25. ing hours in exchange for a lower salary Short time Compressed week a free half day in exchange for working more hours the rest of the week Job sharing an agreement in which the responsibilities of one full time job be shared by two or more employees 100 80 60 40 19 189 19 20 15 14 15 8 190 17 9 f m 8 10 o 10 8 A 4 O 30 4 in E 6 Fa E Part time work Short time Compressed week Job sharing WMEN IFREI WORLD BWOMEN IFREI WORLD mMEN AFRICA QDWOMEN AFRICA mMENIVORY COAST BWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 22 E a R IB ESE ALE ME i B kila L enter Tor Bati ALI Workplace and time flexibility e Work an The CFR Policies workplace and time flexibility chart refers to the following questions in the questionnaire Please indicate if you have access to the following policies yes no Flexible working schedule Telecommuting an agreement which allows employees to complete work tasks from alternative locations 100 80 60 36 36 oe oe aay 34 30 20 20 17 14 3 15 Flexible working schedule Telecommuting 12 0 BMEN IFREI WORLD EBWOMEN IFREI WORLD BMEN AFRICA DWOMEN AFRICA MEN IVORY COAST GWOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 23 E MES International a FRE Family support di IESE Work and Business School CORPORATE FAMILY RESPONSIBILITY University of Nav
26. ity Telecommuting working part or full time from home or another location outside of the company office Part time or job sharing Flexible hours Short time Compressed week Services related to family issues Access to information about reconciliation Seminars workshops informative sessions about work and family reconciliation Apoyo profesional y familiar Professional counseling Personal counseling Benefits for the family In company childcare centers Childcare subsidy or dependents assistance Leaves of absence to care for a family member Maternity paternity leaves beyond the legal minimum IESE Business School Barcelona 2014 International Center for Work and F Business School a amily University of Navar ai IESE Formal policies within a company are what support the integration of work family and personal life of the collaborators v They provide flexibility both in time and in place Y They include professional Support services and family benefits that go beyond economic compensation Pagina 21 E MES International Ba FRE Workplace and time flexibility Y IESE Work and Business School CORPORATE FAMILY RESPONSIBILITY University of Navarra Family The CFR Policies time flexibility chart refers to the following questions in the questionnaire Please indicate if you have access to the following policies yes no Part time work reduction of work
27. l 1 Co worker respect policies CFR 2 Impact Career Path 3 Expectations workload and working hours IESE Business School Barcelona 2014 Model CFR environments A US ui IESE International Center for Business School Work and University of Navarra Family results Organizational Individual Organizational 1 Intentionto leave the company 2 Perception of company support 3 Productivity individual 1 General health 2 Work family enrichment 3 Satisfaction with work family balance 4 Motivational profile P gina 12 A ie International EA FRE IFREI underway in 22 countries qu IESE Work and University of Navarra a mily lt gt EUROPE Belgium g Spain Italy te NORTH and CEN Portugal Canada Czech Republi A Costa Rica 4 El Salvador ASIA Guatemala Philiboi Mexico ilippines Panama AFRICA Kenya Nigeria West Africa Ivory coast SOUTH AMERICA Argentina Brasil Colombia Chile Ecuador Peru Uruguay IESE Business School Barcelona 2014 Pagina 13 Corporate Family Responsibility Ivory Coast IESE Business School Barcelona 2014 a FREI CORPORATE FAMILY RESPONSIBILITY Women 45 Women with children 60 Women without children 40 Women with managerial responsibility 32 Women without managerial responsibility 68 Sample IFREI WORLD IE International a Center for
28. l ducation des enfants serait d au manque de temps des parents qui rentrent tard la maison et n ont pas le temps de s occuper de leurs enfants Il faut corriger cela avec la journ e continue ou des heures flexibles Y Concilier vie professionnelle et vie priv e est un parcours du combattant pour une jeune femme qui d bute sa carri re comme cadre sup rieure avec des responsabilit mari e et m re de jeunes enfants O a 16ans surtout en afrique ou il est ancr dans les mentalit s que la place de la femme est au foyer pour l ducation des enfants pour prendre soin du mari pour entretenir la maison cela a t mon cas Si la femme qui travaille ne dispose pas d aide il y aura forc ment quelque chose sacrifier soit la carri re professionnelle se contenter d tre ex cutant sans plus soit la vie priv e mauvaise ducation des enfants divorce il est temps que cette probl matique soit abord e rationnellement merci pour votre initiative v Je consid re c est un bon questionnaire qui m a permis de me poser des question sur ma vie de tous les jours et surtout ce que je doit faire d sormais autrement IESE Business School Barcelona 2014 P gina 68 International Center for Work and Family E IFREI Open Answers WA ESE ql CORPORATE FAMILY RESPONSIBILITY Imp act 1 V EE School niversity of Navarra Impact v Je remercie l organisation d avoir engager un tel sondage et je souhaite que cela
29. ne soit pas le dernier du genre car nous autres jeunes cadres sont plus concentr s sur la recherche d une stabilit financiere que nous oublions parfois nos familles Bon vent et que j ai une new letter la dessus Merci et a bientot IESE Business School Barcelona 2014 P gina 69 Partners 1 CORPORATE FAMILY RESPONSIBILITY PISE wii Universidad de los Andes IAE Instituto Superior Work amp Family Universidad de los Universidad Austral de Empresa Foundation Argentina Brazil Canada EMPRE As RIO rt Secad La Empresa y la Instituto de Desarrollo Fundaci n Universidad Familia Empresarial Emprepas del Istmo Costa Rica Ecuador El Salvador Guatemala IESE Business School Barcelona 2014 IB International gi Center for Work and Business School j University of Navarra Family INALDE University of Universidad de la Macau Sabana China Colombia ELIS Politecnico Milan Italy Italy P gina 70 aa FRE CORPORATE FAMILY RESPONSIBILITY Strathmore Business School Kenya D University of Asia and the Pacific Philippines IESE Business School Barcelona 2014 Universidad Pan Americana Mexico Escola de Direc o e Neg cios Portugal Eramus University Partners 11 ail Zaf LAIA UN LES TET Rota DAM The University of Waikato New Zealand Lagos Business School Nigeria Rotterdam Netherlands Universidad Monte vila UNIVERSIT UNIVE
30. ng and favorable environment has a positive impact on persons particularly with Less absenteeism Better health and productivity More interpersonal skills at work More confidence in abilities More ability to multi task More understanding of others More interpersonal skills Pagina 48 Epa F R E IR od Ecs gi enter for CORPORATE FAMILY RESPONSIBILITY Qu d ity of ife Business School Work and University of Navarra Family The charts refer to the following questions in the questionnaire In general how do you qualify your health FREI WORLD AFRICA VORY COAST 100 100 90 Good health 80 70 67 59 60 55 50 54 40 30 20 10 Bad health 0 36 IESE Business School Barcelona 2014 P gina 49 EJIFREI WIESE e Er i gi enter for CORPORATE FAMILY RESPONSIBILITY Exe rcl se S ee p an d E ne rgy Business School le Vi nd The charts refer to the following questions in the questionnaire Do you agree with the following statements sleep well at night SLEEP get enough physical exercise during the week EXERCISE When get home from work have enough energy to carry out my family or personal responsibilities ENERGY Dormir Energ a Ejercicio 100 90 84 80 o Good health a 70 64 60 50 39 O 30 35 20 10 Bad health 0 36 IESE Business School Barcelona 2014 P gina 50 E MES International ESIFREI
31. nnel demotivation Recruiting costs increase to replace staff Training costs of the new employee Substitution costs for job vacancy Pagina 45 Epa IIB International Br o gi Center for CORPORATE FAMILY RESPONSIBILITY nte nt l O n of eavi n g t h e CO m Pa ny Business School Famih nd The charts refer to the following questions in the questionnaire Do you agree with the following statements would prefer another more ideal job than the one have now f it was up to me in three years would not be in this organization frequently think of quitting my job FRE WORLD AFRICA VORY COAST n 100 Intention to leave the company 90 80 70 64 60 51 59 50 58 40 37 30 27 34 20 a 16 No intention to leave the company 10 0 IESE Business School Barcelona 2014 P gina 46 gwg ie International bis gi Center for Work and e Business School CORPORATE FAMILY RESPONSIBILITY p erce pt ion of com p a ny su p p O rt University of Navarra Family The charts refer to the following questions in the questionnaire Do you agree with the following statements When I have a problem the organization tries to help me The organization is sincerely concerned about my well being The organization takes my opinion seriously The organization is concerned about my overall satisfaction at work FREI WORLD AFRICA ORY COAST 100 100
32. ns v Celle de prendre en compte les r alit s sociales des travailleurs en leurs accordant des avantages li s a la famille k Favoriser des rencontre de familles et partage d exp rience pour mieux concilier travail et la vie de famille Remuneration en fonction du travail fourni et de la specificit du travail Seminaire de formation l endroit du personnel et de la direction de l entreprise D velopper la communication interpersonnelle entre les cadres gt amp un Pr t scolaire et universitaire pour l ducation des enfants IESE Business School Barcelona 2014 P gina 65 MES International E IFREI Open Answers WA ES Cies CORPORATE FAMILY RESPONSIBILITY m p a ct 1 de eloa Family Impact Y Merci pour ce sondage qui j esp re nous donnera le mode d emploi de gestion de la V4 v vie par rapport au travail et la famille Bonne initiative de recherche que le resultat de cette etude sois comme de loi international Je me rend compte que je consacre moins de temps avec mes enfants et je nai pas de vie sociale La conciliation entre le travail et la famille est une activit tres d licate qui demande plus d changes communication formation des travailleurs et dans les foyers pour une vie de travail et de foyer r ussie Excellent questionnaire pour valuer la place de la famille dans la vie des individus Merci L amp conjonction entre vie professionnelle et vie sociale est asse
33. nts ai IESE ME International Center for Work and Family Business School University of Navarra The degree of Corporate Family Responsibility is determined by Y Supervisor support Y Company culture Y CFR Policies P gina 6 Ra E R MB F Dae id Types of environments ql IL TA AL CORPORATE FAMILY RESPONSIBILITY eus init Fa m ly Enriching The work environment is very positive and favors the integration work family personal life These areas enrich each other achieving a high level of satisfaction and commitment v There are well defined formal policies which are implemented and accepted by all Y The decisions of each person are respected in relation to their family work and personal life integration v Managers understand the family demands of their collaborators and seek to facilitate reconciliation v The values that define culture encourage an enriching work climate that favors Corporate Family Responsibility v As a result a high level of commitment to the organization is achieved IESE Business School Barcelona 2014 P gina 7 E F R E MIE ESE oo a Types of environments dir dA Work and CORPORATE FAMILY RESPONSIBILITY ean ly Favorable The work environment facilitates the integration of work family personal life These areas are enriched occasionally and conflicts may arise which employees have to handle personally v There are formal policies
34. of the employee 3 Flexible working schedule Most useful policies 1 Permission to leave the workplace due to a family emergency 2 Flexible vacation schedule according to the needs of the employee 3 Flexible working schedule Most desired future policies 1 Wellness program stress management fitness weight loss support etc 2 Seminars workshops and informative sessions about work and family life reconciliation 3 Flexible working schedule IESE Business School Barcelona 2014 P gina 27 Corporate Family Responsibility External environment q Country r Leadership Culture and Legisiation values 1 Emotional support 2 Instrumental support 3 Policy management 4 Role Model Dimensions y Supervisor la internal environment y Emotional support Knows how to listen to professional and personal problems Dedicates time to know the personal needs Builds trust to speak and effectively resolve professional and personal conflicts Policy management Organizes the department so that it benefits both the employees and company Instrumental support Builds trust to solve possible professional and personal conflicts Role Model Is a good reconciliation role model on and off the job IESE Business School Barcelona 2014 a NIB International Br L d hi p Gill Center for CORPORATE FAMILY RESPONSIBILITY e a e rS Business School aou i nd niversity O Navarra
35. re qu une telle politique est motivante pour le personnel et favorise donc un meilleur rendement de lui IESE Business School Barcelona 2014 P gina 63 a FREI Open ANSWETS WA ES Ce CORPORATE FAMILY RESPONSIBILITY S u g g e S t J O n S I de eloa Fo m ly Suggestions v Il serait bon de sensibiliser es entreprises priv es sur l importance de l quilibre des employ s en tenant compte de leur vie familiale S minaires programme sont les bienvenus v Repas de groupe Sortie de groupe Yo Permettre a l agent que nous sommes d avoir droit au repos hebdomadaire et de prendre des cong s annuelles sans conditions Y Mon organisation ne dispose pas de politique d accompagnement des familles en cas de problemes de conciliation entre la vie de famille et le travail Alors que sil en existait elle aiderait a la gestion des conflits entre famille et travail et permettrait une meilleure gestion famille travail v Organiser de m me que nous faisons des s minaire de formation professionnelle des s minaire de formation sur la famille Car famille et travail son li d une facon ou d une autre V Seminaires d information llemmenerai a comprendre qu une telle politique est motivante pour le personnel et favorise donc un meilleur rendement de lui IESE Business School Barcelona 2014 P gina 64 Ea FREI Open ANSWETS WA ES Ce CORPORATE FAMILY RESPONSIBILITY S U g g es t ions I Busi Me on Family Suggestio
36. ut work before family To be viewed favorably by top management employees must constantly put their work ahead of their family or personal life 100 NOTE This chart shows the percentage of employees who do not perceive they must work more than 80 the established contracted hours 60 43 38 BMEN IFREI WORLD 40 29 29 E ll 24 D WOMEN IFREI WORLD 20 BMEN AFRICA BD WOMEN AFRICA 0 EMEN IVORY COAST B WOMEN IVORY COAST IESE Business School Barcelona 2014 P gina 38 Corporate Family Responsibility External environment Culture and values Legislation Individual characteristics internal environment lt Individual characteristics Individual characteristics ha Coping strategies 2 Preferences to integration or segmentation Ea F RE CORPORATE FAMILY RESPONSIBILITY Individual characteristics Coping Strategies Describes the way in which people face challenges to comply with all they are committed to at home and at work Consists in creating a daily work plan and prioritizing various tasks Segmentation or Integration To Segment consists of establishing barriers so that work and family are completely separated and do not overlap To Integrate consists in joining the two areas Segmentation or integration preferences are two extremes of a continuum n one extreme professional and family life never overlap Inthe other they share time
37. vironments o Shows the impact that Corporate Family Responsibility CFR has on people and the results of the organization v Methodology involves people in all company levels o Executive the objective is to understand how managers perceive CFR and its relationship with the strategy and sustainability of the business as well as the difficulties encountered when leading their teams o Operative to understand to what extent the working environment facilitates work family reconciliation depending on the personal and professional needs and expectations IESE Business School Barcelona 2014 P gina 4 International Center for Work and Family ESIFREI What is CFR an IE CORPORATE FAMILY RESPONSIBILITY Business School University of Navarra Corporate Family Responsibility CFR is the commitment companies have to promote leadership culture and reconciliation policies that facilitate the integration of the professional family and personal life of their employees Companies that assume the CFR commitment count on leaders who v Foster a culture that focuses on people v Create reconciliation policies and practices and equal opportunities Y Foment commitment and satisfaction of the staff Y Increase the company s competitiveness and sustainability IESE Business School Barcelona 2014 Pagina 5 CORPORATE FAMILY RESPONSIBILITY IESE Business School Barcelona 2014 Types of environme
38. z difficile pour les cadres en Afrique Questionnaire tres constructif IESE Business School Barcelona 2014 Pagina 66 FRE RAE es WIESE sei CORPORATE FAMILY RESPONSIBILITY m p a ct I Business School Ale 4 Impact Y Merci pour ce questionnaire qui me fait prendre conscience de certains rel chement v de ma part comme le sport et une moindre implication dans les taches domestiques Je vous remercie de vous int resser a chercher les moyens pour non seulement am liorer l environnement de travail mais aussi pouvoir concilier vie de famille et travail Cela est d autant plus important qu un bon environnement permet l panouissement et du travailleur et de la famille qui ne patit pas par cons quent des al as du travail Tres bon test qui m a fait prendre conscience de certains faits que j avais oubli s par habitude Ces types de questionnaires nous interpellent et nous aident a am liorer votre vie de famille et celle du travail Ce questionnaire donne la possibilit d avoir une conscience plus aigue des relations travail vie familiale Excellen questionnaire ca permet de reflechir sur des aspect auquel on y a jamais pense IESE Business School Barcelona 2014 Pagina 67 Ea FREI Open Answers WA ES Ce CORPORATE FAMILY RESPONSIBILITY m p a ct 1 ae Fo m ly Impact v Visant l am lioration des relations famille travail cette enqu te est extremement importante L chec de
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