MZMORALE ZEROthe antithesis of employee engagement
DIRECTIVE 130 / CONTROL

MAKE HOME ADAPT

Protect work-life balance by making only life do the balancing.

Set travel, deadlines, and meeting times according to business convenience. Encourage employees to establish healthy personal boundaries while recognizing no practical limit on demands. When family obligations interfere, advise better planning at home.

THE MECHANISM

Workplace demands externalized onto employees' family and personal lives.

Primary: CONTROLWORTHFAIRNESS
RATIONALE
Treating non-work demands as private allows work demands to expand without appearing to make a distributional choice.
SUCCESS INDICATOR
Employees become highly capable at reorganizing the rest of their lives around a work system that proudly avoids interfering in personal matters.
COMMON FAILURE
Recognizing work–family conflict as an interaction between domains and designing hours, workload and flexibility so employees are not expected to absorb all boundary costs privately.
THE UNFORTUNATE PART

Evidence, with limitations.

Claim

Work–family conflict is associated with important work, family and well-being outcomes. Cross-national meta-analytic evidence links work and family demands with conflict and conflict with lower job, family and life satisfaction.

Evidence

Large reviews and meta-analyses have found widespread consequences of work-to-family conflict and show that hours and demands in each domain are meaningful predictors, with cultural context moderating some relationships.

Scientific boundary: Work–family conflict is bidirectional and affected by family and work conditions; a single employer demand does not establish measured harm.

Sources

These references offer context, not a completed review or a test of this instruction.

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