Cyberstreet
Contributions of Civil Society Organisations to the Well-Being of Families
International Center for Work and Family, IESE Business School
Adress:
IESE BUSINESS SCHOOL, BARCELONA CAMPUS
Avenida Pearson, 21
08034 BARCELONA
SPAIN
Contact person:
Ada Garriga
Contact e-mail:
icwf-international@iese.edu
Telephone:
+34 93 253 42 00
Telefax:
+34 93 253 43 43
Homepage:
http://www.iese.edu/en/faculty-research/research-centers/icwf/
Content:
INTERNATIONAL CENTER FOR WORK AND FAMILY (ICWF) from IESE BUSINESS SCHOOL
IESE is a business school with international scope, impact in research and excellence in teaching. The ICWF International Center for Work and Family was created in 2004, is international in scope (we have 21 sister school associated in the 5 continents) and multidisciplinar in research. There are 4 main lines of research:
1-Corporate Family Responsibility: Promotes leadership, culture and reconciliation policies that facilitate the integration of work, family and life of employees.
2- Women and leadership: Research, analyzes, and promotes professional advancement of women and the integration of different areas of her life in order to achieve their full development and contribution to the family, company and society, in cooperation with men.
3-Career Paths Study the design and development of career paths and leadership skills in order to achieve maximum personal and professional development.
4-The Human Ecology Theory: The philosophical base of the ICWF research is based on the assumption that managers are not only responsible for the profitability of their companies, but also for the positive and negative effects that decisions produce in the business, family and society environment.
Main Activities
1.IFREI (International Family Responsible Employee Index)
Objectives and purpose:As a result of the research made by the ICWF to improve family responsible companies, IFREI was created since 1999 (IESE Family Responsible Employer Index).ICWF developed developped the model EFR, which describes the elements that a company should consider to facilitate the integration of work and family.Through this years of research, IFREI has evolved in business level and in more than 20 countries in the five continents, from the IFREI 1.0, 1.5 and 2.0 and finally to 3.0 IFREI Corporate Family Responsibility.IFREI 3.0 provides a triple overview of the organization in terms of flexibility and conciliation: Politics, Culture and Leadership. Also measures the impact of leadership on individual and company outcomes.
IFREI 3.0 provides:
-Knowledge of the company situation regarding the reconciliation of personal, family and professional lives of people working in the organization
-Identify the degree of leadership development and corporate culture regarding Family Corporate Responsibility
-Studying the perception of employees regarding policies, leadership and culture that contribute to the reconciliation of work, family and personal life
-Analyze the results that are classified in different levels of Family Corporate Responsibility in different environments within the same company. Among others, its impact in employee satisfaction, intention to leave the company and their health.
-Identify brakes and drivers capable of producing changes in the culture of the company
As a result we promote Family responsible companies: We define Corporate Family Responsibility (CFR) as the commitment of companies to promote leadership, culture and flexibility and conciliation policies to facilitate the integration of work, family and personal life from employees.
-Companies with CFR have policies that:
-Provide employees the necessary tools to reconcile the various personal and family needs with professional needs.
-Meet the reconciling needs of employees at various levels and different responsibilities within the company
Companies with RFC have leaders who:
-Generate conciliation and equal opportunities policies and practices
-Manage flexibility fostering engagement and employee satisfaction
-Implement conciliation policies increasing the competitiveness and sustainability of the company
-Companies that assume CFR have a culture:
-Centered around employees
-Perceive the needs of employees and their families and articulate the means to satisfy them-
A questionnaire is passed on workers to analyze their work-family balance level and then we analyze the results and recommend improvements. We have improved work-family balance in companies around the world.
ICWF also organizes a forum IFREI to gather all the companies and keep on learning and networking and IFREI conferences and meetings.
Beneficiaries: Families, family members, communities, workers, companies.
Duration: on going, Funding: companies fees and sponsors, cooperation partners: the 21 centers for work and family around the world, data is used for many publications.
2-WOMEN AND LEADERSHIP
Objectives and purpose:The massive and growing presence of women in the labor market is one of the most important socio-demographic phenomenon of the post-industrial era.Over time, women are given more prominence in business. Even so, there are still many barriers and lack of appreciation and synergies in the business world for men and women.There are 4 activities related:
1.Research, Publications. Focuses on the barriers and drivers in professional paths for women to reach all hierarchical level of the organizations.
2. Networking and education: Conferences and courses: alumnae conference, academic conference, alumnae breakfast, women’s lobby, focus programs
Beneficiaries: Women, family, family members, communities, companies.
Duration: ongoing, funding: sponsors and woman’s fee, data and ideas are used to publish and political lobby.
3- ACADEMIC CONFERENCE
Objectives and purpose: ICWF organizes an International Academic Conference every two years with the best researchers and experts of the world with the aim to present their works and debate with other colleagues the Corporate Family responsibility. The academic conference is an excellent level of communication and exchange of information on the latest research in the field of reconciliation and flexibility in the world, which have been sent in sufficient time for study. During the Academic Conference researchers briefly present their work and can discuss specific issues from CFR in various formats: Panel discussions, Workshops, General Meeting.
Beneficiaries: researchers, academics, professors, family, family members, communities, legislators, Duration: on going, financing: sponsors and professors and researchers fee. Outcomes are published in a book.
COOPERATION WITH IYF
ICWF is an official accredited NGO listed in the civil society system in ECOSOC. We have been cooperating with Renata Kaczmarska Program Director of the UN family, She visited the ICWF of IESE Business School, during a preparatory meeting for the twentieth anniversary of the International Year of the Family in 2012 and we have organized a congress: “Paternity and Maternity: challenges for the XXI century”.
OUTCOMES IN PUBLICATIONS
1.BOOKS
Books:
-Nuria Chinchilla - Consuelo León: «The Female ambition». Editorial Ariel (edited in three languages)
-Nuria Chinchilla - Maruja Moragas: «Masters of our destiny» Editorial Ariel (edited in five languages)
-Nuria Chinchilla, Mireia Las Heras and Aline D. Masura: «Balancing Work and Family: A Practical Guide to Help Organizations Meet the Global Workforce Challenge»
-Mireia Las Heras, Steven Poelmans, Jeff Greenhaus, . «New Frontiers in Work-Family Research: A Visionfor the Future. Palgrave-Macmillan Publishers»
Good Practices Guide :Nuria Chinchilla, Steven Poelmans, Consuelo León, Joan Bautista Tarrés - Guide to good practices for flexible business. Toward the reconciliation of work, family and personal life
Articles:
Nuria Chinchilla - Maruja Moragas: “A Boss Man or Boss Woman?, The great dilemma\", in the book \"10 Keys for a successful manager“
Nuria Chinchilla, \"Women in the business world\", in \"The Golden Age of Women\". University Editions, Inc.
Nuria Chinchilla - Carlos Cavallé \"Prologue\" in the book \"Government of people in the company“
Nuria Chinchilla in \"Who\'s Who in the Spanish Management\". Interbannetwork
Nuria Chinchilla in \"Characters of Catalonia 2011“
Nuria Chinchilla - Esther Jiménez: “Business Flexibility and Corporate Family Responsibility: an urgent need for diversity.\" Top Ten Management (in process of printing)
«Brakers and drivers in professional paths of women managers» - Nuria Chinchilla, Consuelo León, E. Torres, Miguel Angel Canela
«Work and family decision-making framework: A motivational perspective»
Chinchilla Albiol, Nuria; Moragas Freixa, Maruja, Kim, Sowon.
«Brakes and impellers in professional paths of women managers»
(English and spanish) Chinchilla Albiol, Nuria, Leon, Consuelo Torres, E.; Canela Campos, Miguel Angel.
«Work-family balance policies in 150 Spanish companies». Chinchilla Albiol, Nuria; Polmans, Steven, León, Consuelo.
«The adoption of family-friendly HRM Policies». Chinchilla Albiol, Nuria; Polmans, Steven
Club IFREI – Ángela Mª Montenegro, Ricardo de la Hoz, Mercè Franquesa, Ramón Folch i Solè, Patricia Mir, Irene Fèlez, Ainoa Irurre. 03/09/2012
“5 keys in Linkedln for managers: strategy for the personal and professional positioning of the company”– Alex López y Mireia Las Heras, 12/02/2013
“The femenine managing style” – Mireia Las Heras 20/07/2012
INTERVIEWS
Interview professors Mireia Las Heras and Nuria Chinchilla on Women and Leadership Program in Kenia
Professor Mireia Las Heras about Club IFREI
Nuria Chinchilla: “ We haven’t been able to value what is not career path” – Nuria Chinchilla
“How to develop my professional competences? : Focused Program”– Nuria Chinchilla
Working PAPERS
Chinchilla, Nuria; Moragas Maruja; Sowon, Kim. WORK AND FAMILY DECISION-MAKING FRAMEWORK: A MOTIVATIONAL PERSPECTIVE
Sowon, Kim; Las Heras, Mireia; A QUALITATIVE ANALYSIS OF FACILITATING CONDITIONS FOR WORK-FAMILY ENRICHMENT
Zhu, Guorong, Hall D.T., Las Heras, Mireia., “TOO MUCH OR TOO LITTLE? A STUDY OF THE IMPACT OF CAREER COMPLEXITY ON EXECUTIVE ADAPTABILITY”.
Douglas T. Hall, Boston University; Mary Dean Lee, McGill University; Ellen Ernst Kossek, Michigan State University; Las Heras, M., IESE Business School PURSUING CAREER SUCCESS WHILE SUSTAINING PERSONAL AND FAMILY WELL-BEING: A STUDY OF REDUCED-LOAD PROFESSIONALS OVER TIME.
Sowon, Kim; Las Heras, Mireia A QUALITATIVE ANALYSIS OF FACILITATING CONDITIONS FOR WORK-FAMILY ENRICHMENT
Studies and monographs from 2011
Generations and Talent Sociological, labor and technological changes have led to the fact that nowadays we have four generations working together in our companies. ICWF in collaboration with HR 365, designed and launched a survey to answer these questions: What difficulties involves inter-generational people working everyday in the companies? What opportunities shows this intergenerational opportunities? What characteristics do they share? What skills or competences are more developed in every age? Based on this responses a report was presented in June 2012.
Generations and Talent Sociological, labor and technological changes have led to the fact that nowadays we have four generations working together in our companies. ICWF in collaboration with HR 365, designed and launched a survey to answer these questions: What difficulties involves inter-generational people working everyday in the companies? What opportunities shows this intergenerational opportunities? What characteristics do they share? What skills or competences are more developed in every age? Based on this responses a report was presented in June 2012.
Studies developed during the course 2011-2012
“The Generations of Talent Study”. Sloan Center on Aging & Work at Boston College. It is an international and intergenerational study created by Alfred P. Foundation: asking employees about their preferences in their jobs. Examine how their opinion and behavior vary by age and country and assesses how the social context (economics, law and culture) influences the employee and their priorities, satisfaction and performance.
Studies about motivation at work and satisfaction with work-family balance. The ICWF has worked in the Reconciliation Barometer EDENRED-IESE (May 2012). This survey collects data on work motivation and satisfaction with work-family balance in a significant sample distinguished by age, sex and Regional Governments, (CCAA) from SPAIN.
FUTURE ACTIVITIES to prepare the 20 anniversary IYF
1.A congress and several conferences and seminars in 2014 regarding work and family issues.
2.A publication on work-family issues
3.Dissemination activities and lobby local, European and international