Is a Four-Day Workweek Ready for Sri Lanka? The HR Perspective
Introduction
HRM is being developed from Standard administrative duties into a strategic element that influence both satisfaction of employees and company success. A four-day work trend is shown as a new framework to improve mental well-being, productivity and motivation worldwide. Most of the time, traditional patterns of long working hours leads to stress, low productivity and loss of interest in work (Chakraborty & Biswas, 2019). More freedom, opportunity, and meaningfulness to develop themselves are demanded by employees, with the rise of Gen Z and Millennials in the workforce (Man & Ling, 2014).
Strategic Planning Enhance Concentration
Employees can efficiently manage their activities and match their goals with the aims of the company by using Strategic Planning at Work (SPW). Better decision-making, ownership and discipline are promoted by this method (Ferlie & Ongaro, 2015).
Brand Loyalaty Promotes Commitment
Emotional involvement and pride in workers are encouraged by Seeing the Company as a Brand (SCAB). People are more dedicated and motivated to their work when the same values are shared with their organization (Punjaisri & Wilson, 2009).
Happiness and connection are the driving forces behind collaboration
Problem-solving, communication, and teamwork are enhanced by Continual Connection (CC)(Seibert, Wang, and Courtright, 2011). Similarly, engagement, innovation, and a pleasing workplace culture are encouraged by Inspiring Happiness at Work (IHW). Remarkably, when employees have self governance and greater independence, less of an impact is had by providing constructive feedback (PCF) (Jong, 2016).
Conclusion
The four-day workweek concept is one that is fully supported and thought to have the capacity to transform human resources in Sri Lanka. Since human capital is essential to sectors like services, IT, and clothing, the transition to flexible and people-centered work structures can be led by HR. A resilient, creative, and a balance workforce may be developed by HR professionals by promoting employee engagement, well-being, and performance through programs like the four-day workweek coordinating objectives in business with the changing demands of Sri Lankan employees.
References
Chakraborty D., & Biswas W. (2019). Evaluating the
impact of human resource planning programs in addressing the strategic goal of
the firm: An organizational perspective. Journal of Advances in
Management Research, 16(5), 659–682.
Man N. C., & Ling T. W. (2014). Relationships between
working hours and productivity: The case of food services and information
communication industries in Hong Kong. Advances in Economics and
Business, 2(7), 281–292.
Ferlie E., & Ongaro E. (2015). Strategic
management in public sector organizations: Concepts, schools, and contemporary
issues. Routledge.
Punjaisri K., Wilson A., & Evanschitzky H. (2009).
Exploring the influences of internal branding on employees’ brand promise
delivery: Implications for strengthening customer–brand relationships. Journal
of Relationship Marketing, 7(4), 407–424.
Seibert S. E., Wang G., & Courtright S. H. (2011).
Antecedents and consequences of psychological and team empowerment in
organizations: A meta-analytic review. Journal of Applied Psychology,
96(5), 981–1003.
Jong J. (2016). The role of performance feedback and job
autonomy in mitigating the negative effect of role ambiguity on employee
satisfaction. Public Performance and Management Review, 39(4),
814–834.
This post effectively highlights how the four-day workweek can enhance employee well-being and productivity. Linking strategic planning and brand loyalty to workforce engagement provides practical HR insights. The focus on Sri Lanka adds a valuable local perspective.
Thank you so much, Gihani! I really appreciate your feedback. Yes, my main aim was to show that the four-day workweek isn’t just about reducing hours, but about creating a more strategic, engaged, and balanced workforce. Linking it with brand loyalty and strategic planning can truly help employees feel connected and motivated, especially in the Sri Lankan context.
This article raises a thoughtful question about whether the four-day workweek is ready for Sri Lanka’s workplaces, especially in banking where service continuity is critical. It resonates with my role in a state-owned bank, where any shift in working patterns must carefully consider staff capacity and customer needs.
Thank you, Kalani! That’s a very practical point, especially considering industries like banking where customer service continuity is essential. I completely agree — any shift towards a four-day model needs careful planning and maybe even hybrid approaches to ensure both employee well-being and uninterrupted service delivery
This article raises some important points. From an HR perspective, a reduced workweek could boost employee morale and retention, but I wonder how traditional industries in Sri Lanka, like manufacturing or banking, would adapt. It might work best in knowledge-based or creative sectors initially.
Thanks a lot, Dilmini! You’ve raised a very valid observation. I agree that while manufacturing or banking may find it challenging to adopt immediately, sectors like IT, services, and creative industries could pilot the concept first. Over time, those experiences could guide how traditional industries adapt flexibly to similar models.
This article persuasively and practically argues for Sri Lanka's four-day workweek from an HR standpoint, connecting its possible accomplishment to modern HR tactics like employee branding, strategic planning, and promoting connection and well-being.
Thank you so much, Kanishka! I’m glad you found the argument practical. Yes, combining HR strategies such as internal branding, strategic planning, and employee connection makes the four-day workweek more achievable. It’s about aligning business goals with evolving employee expectations to build a healthier, more resilient workforce in Sri Lanka
I'm glad you found the explanation helpful. A four-day workweek could be a great fit for Sri Lanka, especially from an HR perspective. It offers the potential to improve work-life balance, reduce burnout, and increase productivity.
This article makes a strong case for the four-day workweek and outlines important HR tactics that improve employee commitment, motivation, and workplace culture. It would be improved, nevertheless, by tackling possible obstacles, including employer opposition, sector-specific viability, and workload redistribution. Although it is beneficial to integrate many theories, coherence might be enhanced by more obvious connections between ideas and the Sri Lankan setting. Though it may use more in-depth critical analysis and real-world applications, overall it presents interesting concepts.
As someone working in hospitality, I see the four‑day workweek not just as a scheduling idea but as a chance to reimagine how we care for our people. Hotels thrive on human energy—our staff’s wellbeing directly shapes the guest experience. When employees have time to rest, reconnect with family, and pursue personal growth, they return to work with renewed motivation and pride in what they do. In a sector where long hours are often seen as the norm, introducing flexibility could be a powerful signal that we value dignity and balance as much as performance. For Sri Lanka’s service industries, this isn’t only about productivity—it’s about building a culture where loyalty, creativity, and genuine hospitality can flourish
Thought-provoking read! Exploring the feasibility of a four-day workweek in Sri Lanka from an HR perspective is timely and important. It’ll be interesting to see how organizations adapt to this idea
.jpg)
.jpg)
This post effectively highlights how the four-day workweek can enhance employee well-being and productivity. Linking strategic planning and brand loyalty to workforce engagement provides practical HR insights. The focus on Sri Lanka adds a valuable local perspective.
ReplyDeleteThank you so much, Gihani! I really appreciate your feedback. Yes, my main aim was to show that the four-day workweek isn’t just about reducing hours, but about creating a more strategic, engaged, and balanced workforce. Linking it with brand loyalty and strategic planning can truly help employees feel connected and motivated, especially in the Sri Lankan context.
DeleteThis article raises a thoughtful question about whether the four-day workweek is ready for Sri Lanka’s workplaces, especially in banking where service continuity is critical. It resonates with my role in a state-owned bank, where any shift in working patterns must carefully consider staff capacity and customer needs.
ReplyDeleteThank you, Kalani! That’s a very practical point, especially considering industries like banking where customer service continuity is essential. I completely agree — any shift towards a four-day model needs careful planning and maybe even hybrid approaches to ensure both employee well-being and uninterrupted service delivery
DeleteThis article raises some important points. From an HR perspective, a reduced workweek could boost employee morale and retention, but I wonder how traditional industries in Sri Lanka, like manufacturing or banking, would adapt. It might work best in knowledge-based or creative sectors initially.
ReplyDeleteThanks a lot, Dilmini! You’ve raised a very valid observation. I agree that while manufacturing or banking may find it challenging to adopt immediately, sectors like IT, services, and creative industries could pilot the concept first. Over time, those experiences could guide how traditional industries adapt flexibly to similar models.
DeleteThis article persuasively and practically argues for Sri Lanka's four-day workweek from an HR standpoint, connecting its possible accomplishment to modern HR tactics like employee branding, strategic planning, and promoting connection and well-being.
ReplyDeleteThank you so much, Kanishka! I’m glad you found the argument practical. Yes, combining HR strategies such as internal branding, strategic planning, and employee connection makes the four-day workweek more achievable. It’s about aligning business goals with evolving employee expectations to build a healthier, more resilient workforce in Sri Lanka
DeleteI'm glad you found the explanation helpful. A four-day workweek could be a great fit for Sri Lanka, especially from an HR perspective. It offers the potential to improve work-life balance, reduce burnout, and increase productivity.
ReplyDeleteThis article makes a strong case for the four-day workweek and outlines important HR tactics that improve employee commitment, motivation, and workplace culture. It would be improved, nevertheless, by tackling possible obstacles, including employer opposition, sector-specific viability, and workload redistribution. Although it is beneficial to integrate many theories, coherence might be enhanced by more obvious connections between ideas and the Sri Lankan setting. Though it may use more in-depth critical analysis and real-world applications, overall it presents interesting concepts.
ReplyDeleteAs someone working in hospitality, I see the four‑day workweek not just as a scheduling idea but as a chance to reimagine how we care for our people. Hotels thrive on human energy—our staff’s wellbeing directly shapes the guest experience. When employees have time to rest, reconnect with family, and pursue personal growth, they return to work with renewed motivation and pride in what they do. In a sector where long hours are often seen as the norm, introducing flexibility could be a powerful signal that we value dignity and balance as much as performance. For Sri Lanka’s service industries, this isn’t only about productivity—it’s about building a culture where loyalty, creativity, and genuine hospitality can flourish
ReplyDeleteThought-provoking read! Exploring the feasibility of a four-day workweek in Sri Lanka from an HR perspective is timely and important. It’ll be interesting to see how organizations adapt to this idea
ReplyDelete