Abstract The interrelation of work and commitments in life and their impact on the other is Work Life Balance. While trying their level best to maximise the efforts to achieve the set goals, academicians and others struggle to strike a balance between their work and other family and societal responsibilities. An ideal work life balance is a myth. Everyone being different, having different circumstances to deal with setting or establishing perfect way to have a work life balance is not the objective of this paper. Previous research on this topic has proven that men and women both prefer to work in organizations that support a healthy work life balance.
"Our lives are becoming increasingly complex with every passing year. We have more choices, more opportunities and more demands placed on us," says Clutterbuck, whose latest book is ‘Managing the Work-Life Balance’. Although very slightly touched in class, work-life balance is viewed as a strategic component of the package offered to the employees, as in the workplace of the future, many employers are realizing that the only constant competitive advantage they will have is their people - their intellectual capital. Organizational success depends on people. People have multiple responsibilities, diverse needs, and often, conflicting priorities.
It is a balanced relationship between time spent on work and activities related to work and time spent in structuring your lifestyle, like friends, family and leisure tasks. Why is that so important? What we have to be as part of the phenomenon that exists in a much broader context. The world is always present at work, the challenges of work / life balance are global, thus it is natural
However, this is not the case in many workplaces as individuals and their organizations face a growing problem of managing stress at work hampered by lack of understanding about the concept of work-life balance and how to use it as an effective tool; as a result stress at work is an increasingly common feature of modern life and has devastating impact on performance from different angles, so organization managers need to emphasize on work life policies and strategies so as to make their employees happy and satisfied by reducing stress if the organization need to be successful (Avey et al., 2009 as cited in Shahzad et.al., 2011). Inclusion of work-life balance as organizational policy becomes critical tool in managing stress and increases performance. This would ultimately help
His prescription for a healthy person is a combination of love and work. The modern version is probably best expressed in the terms of quality of work life. The stress of modern work life is often so stressful that it has become so imperative to strike a balance between work life and personal life. The underline assumption is that the work life balance ultimately insures quality of work life. Organizations, in the past gave more importance on advanced technology for higher productivity surpassing the needs and mental state of its employees.
Abstract The insight one can gain through the value of mutual support among colleagues and foster work-life balance was very influential on the importance of making time for both family and work. For example, as a graduate student, one must develop a balance in dealing with schoolwork assignment deadlines, dealing with family life demands, and managing your work/job duties. According to Evans (2003), work-life balance comes when a person decides to engage and satisfy both work and personal life equally. An individual may only obtain balance with proper time management and involvement (p. 439). The commitment to achieving work-life balance deals with the need for balance in life (Tajlili, 2014, p. 257).
Introduction The current labour market is one with multiple generations participating, including those Veterans who have yet to retire, baby boomers, the sophomore generation X and the freshman millennials. This paper seeks to review the literature on generational differences in work values. According to Kortum (2014), a healthy organisation is one wherein the organisation and all its members work together to continuously encourage and safeguard the wellbeing and safety of its members. Analysis of the literature elucidates the impact of generational differences in work values on the health of the organisation and methods by which organisations can mitigate the impact of these generational differences in values in order to maintain organisational health in a work environment with multiple generations. Firstly, the importance of a healthy
(1) INTRODUCTION The term work/life Balance coined in 1986 in USA, has evolved round the plan of equalization work, life and family responsibilities. The interlinked ideas of work/life balance, work/family balance, work/life conflict, work/family conflict have gained prominence within the recent years owing to the changes within the society and therefore the work. The stereotype of the male wage earner isn't any longer relevant as additional and additional girls square measure venturing bent on work and support the family (Charlesworth et al, 2002; Rajadhyaksha and Bhatnagar, 2000). With workplaces changing into additional gender balanced (Bardeol et al, 2000), the ‘degendered’ work, ‘equally cohabited by men and women’ (Zetlin and Whitehouse, 1998), is exploring Work/life Balance and Work/life Conflict as conditions equally applicable to each men and ladies.
With work life balance becoming a cause of concern, facing the work life challenges within the sector is giving rise to problems of employee disengagement. Hence, the present study focuses on those software professionals whose experience levels are different , for whom the boundary between work and life is generally thought to be distorted and tries to find probable solutions to face the challenges faced by them regarding Work-Life Balance
It is having right combination of participation in paid work (defined by hours and working conditions) and other aspects of life (Lakshmi & Gopinath, 2013). Work life balance benefits employees through greater sense of job security, work place wellbeing, and increased job satisfaction as a result of reduced level of stress from work and home pressure among others; whereas employers are advantageous from loyalty and commitment, increased level of employee retention thereby reduced cost of absenteeism and turn over, etc. which all results in boosting performance. This implies the significance of balancing employees work and out of work responsibilities through WLB policies and programs like flexible working hours, flexible working arrangements, part-time work, compressed work weeks, variety of parental or personal leave, support for dependent care, provision of training and resource, financial and non financial rewards for better performance, etc. which lead to improvements in employees’ well-being and performance (Hartel et al., 2007 cited in www.ersj.eu; Estes &Michael,