Este documento presenta los resultados preliminares de un estudio internacional sobre entornos familiarmente responsables (eFR) realizado en 22 países. El estudio analiza las políticas, la cultura y el liderazgo de las organizaciones en relación con la conciliación trabajo-familia. Los resultados muestran que alrededor del 10% de los empleados perciben que sus entornos laborales facilitan sistemáticamente la conciliación, mientras que cerca del 50% la dificultan ocasionalmente. El documento también describe y compara diferentes tipos de políticas de conciliación
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from South America, gathered during 2011.
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from South America, gathered during 2011.
Materi Communication Training Week 2015
Universitas Padjadjaran
Program Studi Manajemen Komunikasi
Konsentrasi Communication Training & Consulting
Batch 2012.
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from Latin America, gathered during 2013.
Materi Communication Training Week 2015
Universitas Padjadjaran
Program Studi Manajemen Komunikasi
Konsentrasi Communication Training & Consulting
Batch 2012.
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from Latin America, gathered during 2013.
El IFREI 1.5 y 2.0 proporcionan una triple visión de la organización en términos de flexibilidad y conciliación (Políticas, Cultura y Liderazgo) y miden el impacto que las políticas de flexibilidad y conciliación tienen en las organizaciones y en las personas.
Diversidad y talento de hombres y mujeres sept 2013Mireia Las Heras
¿Están las compañías sacando el mejor partido del talento femenino y masculino? ¿Se forma, se fideliza y se promociona a aquellas personas que pueden contribuir más en todos los aspectos? Una empresa que no forma, promociona y desarrolla tanto a mujeres como a hombres está infravalorando a unos y a otros.
El 65 % de los ejecutivos en España y el 61% de los Latinoamericanos en la muestra del estudio (ver anexo 1) están de acuerdo en que la diversidad es un valor añadido. Por lo tanto comprenden que la diversidad es importante para que sus empresas sean eficientes en sus operaciones y justas con sus empleados y las comunidades en las que operan (ver figura 1). Sin embargo en esas mismas empresas, a pesar de que sí que están presentes (ver figura 2), siguen habiendo muy pocas mujeres en puestos directivos relevantes (ver figura 3)
La comparación de los datos de la figura 2 y 3 nos da una foto representativa de la realidad española y latinoamericana: la mayoría de las empresas atraen talento diverso y lo contratan. Esto es un paso adelante y es una mejora considerable respecto a décadas precedentes. Sin embargo, sólo una parte muy pequeña de esas empresas lo fidelizan y promocionan de modo que lleguen a formar parte de los órganos directivos y decisorios de la empresa.
Los cambios sociológicos, laborales, tecnológicos y legislativos han llevado a que cuatro generaciones estén conviviendo en nuestras empresas. Este estudio da respuesta a algunas preguntas como por ejemplo:
¿Qué dificultades conlleva la convivencia intergeneracional en el día a día de la organización?
¿Qué oportunidades presenta dicha convivencia intergeneracional?
¿Qué características comparten?
¿Qué competencias están más desarrolladas en cada edad?
The major goal of the present research is to explore employees’ satisfaction with expatriation investigating its positive and negative impacts on different life domains, namely work, family life and personal well-being
The main goal of the current research is to unfold positive and negative effects of different types of global assignments on the work of the travelling individuals, their family life and personal well-being. Due to the structure of the collected data the two principal mobility forms analyzed in this regards are expatriation and business travel. Two following chapters provides insights into the impacts of the above mentioned forms of mobility on various life domains of the travelers underlining their similarities and focusing on the differences.
The IESE FAMILY-RESPONSIBLE EMPLOYER INDEX analyzes the implementation level of flexibility and work-family reconciliation policies in companies, their effect on its employees and on the organization itself.
In 2010, a new version of the questionnaire was developed. The IFREI 1.5, addressed to all employees of the company, measures the impact that policies, the supervisor and culture have on the organizational and individual results. It has involved more than 5,000 people in 23 countries
This IFREI Report presents data from Europe, gathered during 2011.