It is an issue of controversy over the need for employers to provide their employees at least a 4-week vacation annually in the sake of their better work performance. While I suppose that this policy is of magnitude for the prosperity of the company, I also subscribe to the opinion that its drawbacks should be taken into account.
On the one hand, there are several reasons why it is advisable for employers to implement extended vacation for their staff. Firstly, no sooner do managers implement at least a 4-week holiday than they can facilitate the improvement of the employees’ work productivity. Because consistent working without breaks can give rise to the increased level of burnout and stress in staff, so a substantial period of rest can allow employees to recharge their battery and put their concentration on work to the maximum. Furthermore, providing at least a 4-week vacation for workers can pave the way for the stimulation of their creativity and innovation. The reason is that removing from the regular work environment can expose staff to interesting things, which can assist them to give birth to new ideas and inventions. For example, many tech giants, including Apple and Microsoft, show their preference to implement substantial periods of rest for their workers in the hope that their staff can create innovative ideas contributing to optimizing their company’s economic benefits.
On the other hand, it is undeniable that several operational challenges are attributed to this phenomenon. First and foremost, it is extended holidays that can induce the disruption of deadlines. It is due to the fact that long absences can hinder project timeline, which can be the culprit of the delay of project completion progress. As a result, it can put business efficiency and customer satisfaction in jeopardy. Secondly, giving a substantial period of holiday can be a contributing factor to the increased workload on remaining workers. An explanation is that it is a task of challenge for managers to coordinate schedules to ensure adequate workforce during peak seasons, particularly in industries with high customer demand. Consequently, when a significant workforce is on vacation simultaneously, it can place a heavy burden on remaining staff, which can act as an impediment to the improvement of their work productivity.
In conclusion, although it is my contention that various merits of implementing at least 4-week vacation should not be underestimated, I also hold a belief that this policy can inflict many operational challenges for the businesses.