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Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
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Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
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Men and Work-Life Integration

A Global Study

Survey

A quarter century after its emergence and a decade after the business case was established, the work-life field is challenged to understand the barriers that persist in preventing both employees (especially men) from fully utilizing work-life options, and managers (often men) from fully supporting them. WFD Consulting and WorldatWork’s Alliance for Work-Life Progress partnered to investigate these challenges on a global scale. GlaxoSmithKline and Workplace Options were signature sponsors of the investigation, with additional funding provided by Bright Horizons Family Solutions, Ceridian, Dell, IBM and WorldatWork. This report summarizes data collected in six countries in late fall 2010. The findings were presented and discussed at a retreat hosted by WorldatWork’s Alliance for Work-Life Progress in New Orleans in February 2011, which brought together an invited group of sponsors, work-life professionals, corporate leaders, content experts, fathers and observers of work-life trends. This report focuses on the key findings of the study and, more importantly, the implications and action recommendations discussed by retreat attendees, a predominantly male assembly. We hope we have started a conversation that will continue to generate stimulating dialogue and innovative solutions to a range of workplace issues that appear to defy obvious demographic trends and the social needs of workers, and which ultimately undermine the success of workers and the businesses that employ them. WorldatWork invited all Premier members to participate through messaging in various e-newsletters and WorldatWork blogs as well as the WorldatWork homepage. The survey was open for participation from July 28 to July 31, 2009. While the survey was targeted to WorldatWork Premier members, nonmembers may have gained access to the survey through blogs and member discussion of the survey that occurred in the WorldatWork Online Community. A total of 231 members and nonmembers participated.

Survey Results

Introduction

A quarter century after its emergence and a decade after the business case was established, the work-life field is challenged to understand the barriers that persist in preventing both employees (especially men) from fully utilizing work-life options, and managers (often men) from fully supporting them. WFD Consulting and WorldatWork’s Alliance for Work-Life Progress partnered to investigate these challenges on a global scale. GlaxoSmithKline and Workplace Options were signature sponsors of the investigation, with additional funding provided by Bright Horizons Family Solutions, Ceridian, Dell, IBM and WorldatWork. This report summarizes data collected in six countries in late fall 2010. The findings were presented and discussed at a retreat hosted by WorldatWork’s Alliance for Work-Life Progress in New Orleans in February 2011, which brought together an invited group of sponsors, work-life professionals, corporate leaders, content experts, fathers and observers of work-life trends. This report focuses on the key findings of the study and, more importantly, the implications and action recommendations discussed by retreat attendees, a predominantly male assembly. We hope we have started a conversation that will continue to generate stimulating dialogue and innovative solutions to a range of workplace issues that appear to defy obvious demographic trends and the social needs of workers, and which ultimately undermine the success of workers and the businesses that employ them.

Available Reports

  • 2011