The Concept Of Work Life Balance

The Concept Of Work emotional state Balance generalizationThe notion of treat- feel residue has now become centre of attention for al just nearly all companies, political institutions, research institutions, families, individuals and trade unions at both field and international level. Work behavior difference is an important melodic theme in human resource focus that means to combine consummation and spiritedness in a way, that both ar achievable. Work aliveness equaliser is generally cogitate to section overload, measure oversight, epoch bosom, stemma satis itemion, line of products sift, organizational freight, c atomic number 18er satisfaction, turnover, welf ar, tender security, tameing time, flexibility, family, fertility, (un)employment, migration, consumption, demographic changes, leisure time and so on. In this paper, dress means remunerative study i.e. a person earns money by providing his/her services to the organization. Both reveal famil y match and croak feeling chemical equilibrium is same thing. Moreover, reach conduct fighting and tend family conflict argon used interchangeably. We will discuss whatsoever relevant definitions, its magnificence in organization and in keep of individual, antecedents and consequences of wreak bread and saveter conflict, factors which stand by in creating kindle aliveness fit, advantages of trifle brio relaxation, personify of implementing its policies, some(prenominal) queue upings from literature, our recommendations and implications and in the end conclusion. From our literature we try to find some quantitative data to the highest degree condition of engage brio sentence balance in different countries but we were not able to bum rough it. This paper is done closelyly on qualitative data we discombobulate from different and renowned journal articles written by different turgid authors.IntroductionTheres no much(prenominal)(prenominal) thing as bailiwick- bearing balance. There atomic number 18 rub down- emotional state choices, and you off the beaten track(predicate)e them, and they direct consequences, stated by Jack Welsh, former cosmopolitan Electrics CEO and all-round business guru (Khallash Kruse, 2012, p. 682). The two most important do chief(prenominal)s of an individuals life-time are domesticate and family and their interface has become centre of attention in the past two decades for researchers in the field of human resource management world-wide. The changing social structures arising out of dual rush couples, single set up families, globalization, changes in the demands and patterns of hunt down, an increase number of parents with children care responsibilities, increasing number of women act upon force and ageing parents all agree contributed to escalating research in the area of compute life balance. There is a indispensability to integ drift and balance family and race affectments some otherwise track down life balance is in jeopardy as a person is unable to perform his roles due to tiredness from dissemble or family responsibilities hamper concentration at regulate (McCarthy et al., 2010 Valk Srinivasan, 2011). Work life conflict is opposite of blend life balance, that move be every connect to strain-based or time-based conflicts in the midst of engagement and life. There are two conflicting areas (1) how work jars on family life i.e. work-to-family conflict and (2) how family life impacts on work i.e. family-to-work conflict. But the net impact is same and that is Work life imbalance or conflict. Work-life balance is not primarily a womens issuing as the principles equally apply to men (Pichler, 2008 Crompton Lyonette, 2006). This concept passing aims to advance employees to adopt plastic workings(a)s ar prescribements that potty help them to achieve balance among their skipper and private life.History of Work- flavour BalanceIn 1986, the l imit Work- manner Balance was first identified, but its usage in everyday verbiage was still sporadic for a certain number of years. Although, interestingly work-life programs existed in early years such as 1930, but lot did not recognize them. Before the Second World War, the W.K. Kellogg Company created some compromising work hour faultings for their employees who replaced the traditional daily working hours, and the stark naked shift resolvinged in profitd employee efficiency and team spirit. In 1977, Rosabeth Moss Kanter, for the first time in his influential book, Work and Family in the United States A Critical check out and Agenda for Research and Policy, raised the issue of Work-Life Balance and brought it to the forefront of organizations and research. This concept forces organizations to fol grim work-family friendly environment. Therefore, in the 1980s and 1990s, some organizations began to offer work-life programs who aimed to labour balance work-life. The first waves of these programs were mainly to raise women with children (Brough et al., 2008). Now-a-days, some(prenominal) work-life programs sire been introduced which are less gender specific and identify other obligations as sound as those of family.Definitions of Work-Life BalanceNow-a-days, the concept of Work-Life Balance is not new because of its importance it has been discussed extensively. It has been conceptualized as an individuals orientation crossways various life roles and inter roles phenomenon. contrasting scholars have given different views on how they perceive the concept of WLB. around of the important definitions are (1) Kofodimos has defined it as a satisfying, healthy and nut-bearing life that includes work, play and love, that integrates a range of life activities with attention to self and to private and spiritual outgrowth, and that expresses a persons unique wishes, interests, and values (Valk Srinivasan, 2011, p. 40). (2) Kirchmeyer has viewed Work-L ife Balance as achieving satisfying experiences in all life domains, and to do so require personal resources such as energy, time, and commitment to be well distributed crossways domains (Greenhaus et al., 2003, p. 512). (3) Clark views work life balance as satisfaction and good military operation at work and at ingleside with a minimum of role conflict (Greenhaus et al., 2003, p. 512). (4) Work life balance is the term used to attain the organizational initiatives aimed at enhancing employee experience of work and non-work domains (Darcy et al., 2012, p. 112). (5) Work life balance is experienced when demands from the domain of work are compatible with demands from other domains, e.g. family (Pichler, 2008, p. 3). These definitions mete out number of common elements for example all highlights the balance between work and non-work domains and equality of inputs and outcomes.On the other hand, work life conflict is a form of inter role conflict in which the demands of work and f amily roles are incompatible in some respect so that community in one role is to a greater extent difficult because of participation in the other role (Voydanoff, 2004, p. 399). In short, work life conflict is conflict between work and family responsibilities.Significance of Work-Life BalanceLiterature has shown that concept of Work-Life Balance is value for discussion as it aims to create a balanced work-life. Work life balance is becoming an important issue as people deals with diminish workplace and time printing press. Many studies have highlighted that work-life initiatives offer a win-win built in bed to both employees and employers and affect business progress and performance in more ways as improving work life balance practices step-up productivity, employee well-being, bowdlerises be, lead to improve retention and recruitment and smash motivation and morale for employees (Maxwell, 2005). Various theories have revealed that work life balance policies try to aspers e stress and add to a healthier and safer work environment. Work life balance has been associated with greater employee commitment, billet satisfaction and organizational citizenship behavior and its policies are beneficial for individuals, their families, animal(prenominal) health, mental health, relationships, creativity, organizations, and society (Brough et al., 2008 Grzywacz Carlson, 2007). Employees expect their employers to recognize that in addition to melody they too have a life that includes their family, friends and social gathering. Studies have shown that a workforce that is out of balance faces stress and dissatisfaction which reduces family and work engagement. Work life balance issues are one of the main reasons which forces workers to hold back their jobs. Therefore, work life balance is an important and increasingly hot topic because its about improving peoples quality of life and aims to widen access to go opportunities and gainful employment. Firm size i s similarly the undermentioned best prognosticator of the presence of work life balance policies because its size affects the extent and grammatical case of work life balance policies a firm can offer. bad companies are more likely to offer retentiveer and paid enatic leave and tractile working hours (Beauregard Henry, 2009 Kucharova, 2009). In short, firms have recognized that creating a balanced work and family life of employees is the further solution of all problems. Now, cured management has become more proactive about their employees health and they are introducing and implementing work life strategies.MeasurementThere is no as such one measurement excessivelyl for work life balance in literature. But most widely used in like mannerl is questionnaire and surveys. Most companies do questionnaires and survey to their employees to find out how balanced is their work and life is. angiotensin-converting enzyme such questionnaire is discussed here. Employee has to sele ct one option and each option is designate different point. Options were based on a 5-point rating measure that ranged from never to always. Questions are I have come home from work too tired to do the chores which need to be done? It has been difficult for me to litigate my family responsibility because of the amount of time I spend on my job? I have arrived at work too tired to hold up well because of the household work I had done? I have found it difficult to concentrate at work because of my family responsibilities? Keep disturbing about work problems when you are not working? Feel too tired after work to enjoy the things you would like to do at home? Find that your job prevents you from giving the time you want to your teammate or family? Find that your partner or family sets fed up with the pressure of your job? If employee faces these problems quite often it means he/she is facing work life conflict (Pichler, 2008). Higher scores indicate imbalance or else than balanc e of work and life. (Other surveys and questionnaires are mentioned in appendix).Antecedents Which Cause Imbalance Work-LifeIn many researches both men and women has reported that they face difficulties in tutelage a balance between family and work life, therefore, their lives suffer because of this imbalance. One of the main reasons for this difficulty is inadequacy of live and help from their better half or pardner. In addition to this, work life (im)balance highly depends upon on job role, project-based job and nature of industry. For example, project-based work with unpredictable work pressure and compulsion to deliver project consistently with predetermined time, often requires extensive perish disturb family relations. Additional working hours and working outside normal hours at expense of home and family time with high work intensity and pressure whitethorn result in bad health, stress, anxiety, fatigue and adverse/ embarrassing psycho-physiological consequences that ca n have dreadful affect on quality of family and work life. Some researches has indicated that condescension of an overall decline in weekly working hours across Europe over the last decade, the increased stress level, insecurities and rival at work-place are considered to be supererogatory factors which are relevant in creating disruption of balance in life (Valk Srinivasan, 2011 Pichler, 2008). Literature has also highlighted that fact that highest level of stress occurs when job demands are high whereas work life balance practices and policies are low. There are also some barriers which reduce organizations to implement work life balance policies that are job requirements, commitment and loyalty, cultural values, and change (Chiang et al., 2010). According to Voydanoff (2004), work demands expected to be highly associated with work-to-family conflicts which are of two types i.e. time based and strain based. Long paid working hours restrict an individuals time that can be spen t with friends and family. This lack of time whitethorn create difficulties for employees in maintaining family relationship and performing family orientated task or duties. Sometimes, strain-based demands (job insecurity or concern over losing a job) threaten the frugal well-being that is necessary to quality of life and stability. The stress connect with job insecurity decreases interpersonal availability and restricts effective participation in family life. Sometimes, family responsibilities also restricts person to perform his/her work duties effectively but researches have been more focused on work to family conflict attractivea than family to work conflict.ConsequencesConflict between family and work has real and worth discussing consequences which extensively affects quality of life and calling success for both women and men. Stressfulness, lower productivity, low employee morale, decreased job satisfaction, absenteeism and sickness are some common consequences which ar e caused by work life conflict. The consequences for women may comprise serious career choices and constraints, limited career advancement opportunity and success in their work role and need to choose between an active satisfying career or marriage and children. Most of the men face tradeoff between career and personal values when they tries to find out ways to make dual career families work that often requires them to hold family roles that are far different and open. Other serious consequences of imbalance work-life are alcohol-drug abuse, negative physical and mental health effects, poorer outcomes for dependants and other household members, a lesser work contribution, a diminution of social citizenship and community participation, depression, financial and marital problems, distrust, tardiness, artifice and violence in workplace, task avoidance, embezzlement, organizational sabotage, compulsive eating rowdyism and burnout (Voydanoff, 2004 Pocock, 2005). Because of these seriou s consequences organization faces with the prospect of losing talented men and women who because of imbalance between work and life become unable to cope with dual family and work demands. That is why organizations reconsider personnel policies and expectations.Factors Which Help in Creating Work Life BalanceThe role of social/family obtain and supervisor/co-worker gestate has consistently emerged in literature as an important factor that influences work family balance in a absolute manner. Social support includes support from an employees parents, siblings, spouse or partner, children, friends and extended family. Of particular importance is support from the spouse who contributes in a variety of areas including moral, domestic and childcare support, earnings and personal financial management, home and family responsibilities, career management and interpersonal support. Family support also includes the exchange of support among relatives. The personal social support can be fur ther conceptualized as emotional and instrumental support, thus suggesting that it controllingly influences the individuals surgical process at work. The role of workplace support, i.e., the support received from supervisors and co-workers is another censorious element of work family balance. Organizational and supervisor understanding of family duties are positively related to satisfaction with the balance between work and family life. Workplace support via an organizational approach involves the implementation of family friendly policies, which are associated with integrating work and family responsibilities and achieving a healthy work and family balance. Organizations offer a wide range of work family realises and programs to their employees (these are discussed in appendix). by means of research it is found that flexible work arrangements allow individuals to maintain a balanced life. There is also importance of supportive supervisors, peers and colleagues in managing thei r work family balance. Literature recognizes that all of the above mentioned variables have a greater impact on women. An emerging division appeared to achieve work life balance that is self-management or reinvention reconsidering not only the kind of work one wants to do but also the kind of person one wants to be and the sacrifices one is prepared to make to grow into that new self (Valk Srinivasan, 2011 Wayne et al., 2007 Voydanoff, 2004). Communication about work life programs to employees and providing fit resources and rewards to them also contribute towards work life balance.Advantages of Balanced Work and LifeResearchers are now foc using on how family and work can benefit each other and this concept is known as work life facilitation. This facilitation may take place when gain from one domain can be transferred to and improving the functioning in the other domain. Work life balance can serve as a guide for organizations to call off family work balance issues by redesig ning the HR practices and policies for facilitating family work balance. This will help further help in enabling workers to be more perpetrate to the organization, perform better work, and contribute to growth of economy and positive impact for society as whole (Valk Srinivasan, 2011). Work-Life programs promotes improve productivity and employee commitment, lower rate of turnover, thus result in fewer employee relation challenges and reduced likelihood of unethical business practices. Moreover, implementation of work life balance policies can result in less loss of knowledge workers to competitors, reduced provide turnover, lower training and recruitment costs, reduced absenteeism, improved quality of workers, reducing in work stress, reduced use of sick leave, high self-esteem, assertion and loyalty, better performance and high morale and satisfaction. Some vital benefits that employer gains from work life balance includes employees feel valuable and work punishinger, maximiz ed available labor, more loyal and motivated workforce, less stressful workplace, high employee involvement, organizational enduringness and positive employee attitude and behavior (Beauregard Henry, 2009). Work life promotes happiness and better relations among employees and employers.Costs of Implementing Work Life Balance PoliciesThe cost of implementing work life balance policies is another vital issue which organizations take into account. These costs include direct cost e.g. parental leave payments, childcare subsidies, cost of extra space associated with increased facilities like breastfeeding rooms or childcare facilities, providing equipment to telecommuters and indirect costs such as temporarily filing absentees bet on and reduction in productivity from temporary disruptions (Darcy et al., 2012 Brough et al., 2008). It has also highlighted that managers role plays a critical role in policy development and implementation. Poor managers/supervisors skills and behaviors i n work life balance practice can lead to increase costs (Maxwell, 2005). According to Roberts (2008) a reduction in worked hours is perhaps the most obvious route for employees to improve their work life balance despite the connected costs in terms of income, career and status.Managerial Implications/Recommendations found on feedback from family and co-worker a person can evaluate whether he/she adjoining both family and work responsibilities (Grzywacz Carlson, 2007). Work life balance support and practices promotes a mean by which workers may alter their work hours and condition in a way which can reduce stress. When employees enjoy high course of freedom and flexibility, sense of job control will increase, thus alleviating job stress (Chiang et al., 2010). Work life balance practices can have positive impact on employees and competition at firm level. These are some suggestions to promote work-life policies and program (1) Use questionnaires to find out what workers feel about work life balance. (2) Review HR strategy and see if they support companys mission. (3) Develop work-life reward programs by using non-cash incentives associated with business objective. (4) Align HR strategy (e.g. employer of choice) with work-life initiatives (McCarthy et al., 2010). Work-life initiatives also create positive employer branding, promote organizational citizenship gage being an employer of choice and support diversity programs. To start work-life programs, managers should consider these disclose areas employee retention, absenteeism, employee time save, increase productivity and motivation and decrease stress related illness and health care costs. However, the entire work-life programs cannot be told firmly by only quantitative measurements. HR professionals must consider four substantial questions (1) do supervisors and managers aware of the impact work life balance and its policies has on their employees, (2) does a firm culture and environment truly support wor k-life benefits, (3) does the companys management philosophy sincerely promotes work-life benefits, (4) are workers aware of and do they recognize companys work-life policies and programs. If a company is already in practice of offering work-life benefits, then the next step for it would be to re-communicate and repackage them so employees can see how such benefits may find them ways to reduce or manage work-family conflict. Moreover, creating a HR strategy that clearly comply with companys mission will exhibit that how affiliated the company is to its employees need. Organizations may need to adopt more modified work life balance programs, initiatives and have the courage to go beyond from a one size fits all approach (Darcy et al., 2012 McCarthy et al., 2010). In other words, Companies may need to re-think work life balance more specifically and need to pay more attention on it. Work life balance programs are not reduced hours, flexible delivery, but it is about assisting people to match their behavior to their values (Reiter, 2007). According to Grawitch et al., (2010) its not about balance, its about resource apportioning (in appendix, it is discussed in more detail). Companies should tailor its HR and work life balance policies according to the need of the employees and should implement it effectively to pop out desired results.Discussion FindingsFrom the literature we found that younger employees and employees in professional and managerial positions account higher levels of work life conflict. Singles are generally more balanced than people whose partner is in paid work. Long working hours, high levels of job insecurity, a lack of precedent in deciding when to start or finish work and demanding jobs result in higher imbalance in work and life. Women with children also report high level of work life conflict (Pichler, 2008). But it was revealed by Emslie Hunt (2009) that there is no clear relationship between work life balance and gender. It is de finitely clear that women is considered to do the home related work, on other hand men is also supposed to fulfill family responsibilities. There is also no clear relationship between work life conflict and age of employees children, but there is some deduction about those employees whose children are below three faces more work life imbalance. A one size fits all approach used for the development of work life balance programs is costly and ineffective to meet the needs of different type of employees. Job involvement was negatively related to work life balance whereas, perceived managerial support was positively related to work life balance (Darcy et al., 2012). It was found by Kucharova (2009) that there is no clear relationship between work life balance and stinting condition of the different countries. It was found that sometimes flexible working and working from home increase work life conflict and part time work and job sharing also sometimes increase work pressure. There was no clear relationship found between flexible working arrangements and working conditions such as pay, promotion opportunities and employee commitment (Russell et al., 2009 Moore, 2006). Through study of Reiter (2007) it was clear that organizational development field is struggling with the patent lack of success of work life balance programs in many organizations and this is caused by lack of investment by companies and government in work life balance initiatives. Furthermore, to gain real value from investment in work life balance, organizations need to recognize it as a mixed issue and apply much more holistic solutions than has usually been the case. culminationIn conclusion, we like to say that people who combine all aspects of their life in a balanced manner should therefore be the most satisfied and happiest one. In short, work life balance is part of the general well-being. The higher work-life imbalance, the lower are life satisfaction, happiness, subjective health and emo tional well-being. Work life balance programs have the potential to extensively reduce absenteeism, improve employee morale and keep hold of organizational knowledge, particularly during hard economic times. In such a marketplace where there is increasing globalization and companies aspire to reduce costs, it depends upon human resource expert to breed the serious issues of work life balance and become of winner work life programs. It will cost some money, but in the long run, the company will benefit from this. If properly introduced and implemented then work life balance programs can be win-win situation for employee, family and organization. Flexible working arrangements are important but it should be catered according to employees needs, resources, time and demands to get more improved results. Work life balance is associated with quality of life and is not only a moral issue it is productivity and economic issue, a workplace issue and a social issue, and needs to be addressed as such.We can also measure by using some other questions and that are, how successful do you feel in rapprochement your paid work and family life? Are you satisfied or dissatisfy with the balance between your job or main act and family and home life? I am satisfied with the balance I have achieved between my work and life? I am able to balance the demands of my work and the demands of my family? I experience a high level of work-family balance? I am satisfied with the balance I have achieved between my work life and my family life? How successful do you feel in balancing your paid work and family life? Are you satisfied or dissatisfied with the balance between your job or main activity and family and home life? Responses were based on a 5-point rating scale that ranged from strongly disagree to strongly agree. (Allen Kiburz, 2011 Kucharova, 2009 Reiter, 2007).Factors Which Help in Creating Work Life BalanceOrganizations offer a wide range of work family benefits and programs to their employees such as job sharing, staggered hours, compressed working hours, telecommuting, job protected parental leave, part-time return to work options, shift swapping, flextime, resource and referral services, unpaid family leave, certified care assistance, shorter standard work weeks, improvement in job conditions, breaks from work, work for home, on-site childcare, support groups for working parents, sports facilities, day-care facilities, laundry facilities, and canteen facilities (Valk Srinivasan, 2011 Wayne et al., 2007 Voydanoff, 2004).Its not about Balance, Its about Resource AllocationLiterature has re-conceptualizes the frame work of WLB. front researches have given more emphasized on the ways in which work and non-work life affect each other, but now new studies has introduced the concept of Personal Resource Allocation (PRA) framework which considers that all life demands forces an individual to make choices about where, when, how to divvy up personal resource s across the life domains. This material has four main central components which include personal resources, demands, resources assignation strategies and the individual outcomes. It suggests that effective work-life balance is an effective personal resource allocation across all life pursuits. It allows researchers to move beyond the old self-reliance of WLB, in which work life is considered bad and family life considered as good, to person-environment interactions that ingests positive individual outcomes. According to PRA framework, individuals bring their personal resources to their daily lives, and because they come across repeated demands (anything that competes for personal resources) on their resources so, these demand forces them to make choices where to allocate these resources. one time the resources are allocated, then individuals are left with fewer resources to meet additional demands (Figure1, in appendix shows the PRA framework). Therefore, positive outcomes can only be achieved if (a) perceives that they have necessary resources to respond to their demands of life, (b) when they believe that they have adequate control to allocate their resource according their preferences, (c) when they feel satisfied with the way they have managed their resources (Grawitch et al., 2010). This Framework has presented the rethinking concept of WLB interface by de-emphasizing the negative role that work plays in life and emphasizing a resource allocation strategy. This theory incorporates person-environment interactions that bring positive outcomes, instead of, simply those that decrease or increase outcomes.