Work Life Balance Pros And Cons

The main purpose of this report is to address the importance of workplace diversity with focus on flexibility and work-life balance programs to enhance employee’s commitment to organisational performance. In order to better access the topic, this report discusses the pros and cons of workplace flexibility relative to the true intention and the implications of excessive working hours, follow by closely examining the difficulties and challenges on organisations to introduce work-life balance policies and how these issues can be overcome. Finally, this report will provide recommendations to better facilitate work-life balance during an economic downturn and also measuring the benefits of work-life balance policies on organisational performance.

One of the challenges frequently mentioned in regards to WLB practices implementation is the lack of usage. The reasons for underutilization of these benefits are mainly due to employees are unaware of the WLB programs implemented at their workplace, or even if they are aware, many exhibit a reluctance to use them. That may mainly due to the employee’s perception that using such benefits will have a negative impact on their career prospects (Kodz et al., cited in Beauregard & Henry 2009, p. 15). This writer believes that in order to overcome the aforementioned challenges and to ensure a successful and sustainable WLB programs, an extensive range of diversity policies should be adopted to deal with a diverse workforce i.e. to manage different employees’ needs and demands (Cieri et al. 2005, p. 99). As quoted: “WLB does not believe in 'one size fits all ' as different people attach value to different WLB practices and policies. Let the WLB policies be flexible” (Kumar & Chakraborty 2013, p. 68). Additionally, employers and employee must take ownership to make the program work effectively. Brad Harrington, director of Boston College’s Centre for Work & Family, cited: “Work-life balance comes down, not to an organisational strategy, but to an individual strategy” (Bird 2006, p. 5). Some essential steps to introduce an effective WLB program are to assess the workplaces ' current situation and objectives, get buy-in from all levels. Be clear on the purposes and goals of the program; provide any necessary training to help address concerns like misconceptions of using WLB benefits. Set practical targets and be clear on reporting. Create a well-defined WLB policy or guideline. Initiate a pilot run, monitor and adjust accordingly for further enhancements (Canadian Centre for Occupational Health and