Work Life balance blog -10


Work Life balance

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In organizations and on the home front, the challenge of work/life balance is rising to the top of many employers’ and employees’ consciousness. In today’s fast-paced society, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends.


Work-life balance is defined here as an individual’s ability to meet their work and family commitments, as well as other non-work responsibilities and activities. Work life balance, in addition to the relations between work and family functions, also involves other roles in other areas of life. Work-life balance has been defined differently by different scholars. In order to broaden our perspectives, some definitions will be presented. Greenhaus (2002) defined work –life balance as satisfaction and good functioning at work and at home with a minimum of role conflict.


Felstead et al. (2002) defines work-life balance as the relationship between the institutional and cultural times and spaces of work and non-work in societies where income is predominantly generated and distributed through labor markets. Aycan et al. (2007) confined the subject only with work and family and put forward the concept of “life balance” with a more whole perspective. 

Scholars defined life balance as fulfilling the demands satisfactorily in the three basic areas of life; namely, work, family and private. Work demands work hours, work intensity and proportion of working hours spent in work. Additional work hours subtract from home time, while high work intensity or work pressure may result in fatigue, anxiety or otheradverse physiological consequences that affect the quality of home and family life (White et al., 2003). It is also emphasized that work-life balance is subjective phenomenon that changes from person to person.

 In this regard, work-life balance should be regarded as allocating the available resources like time, thought and labor wisely among the elements of life. While some adopt the philosophy of ‘working to live’ and sees work as the objective, others consider “living to work” and situated work into the centre of life.


Reference

Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76–88
Felstead, A., Jewson, N., Phizacklea, A. and Walters, S. (2002) Opportunities to work at home in the context of work–life balance. Human Resource Management Journal, 12,1, 54–76.
Aycan Z., Kanungo R. N., Sinha J.B.P., “Organizational Culture and Human Resource Practices-The Model of Culture Fit”, Journal of Cross Cultural Psychology, 30(4), pp. 501-526, 1999


Comments

  1. Upul MedakotuwaJuly 4, 2018 at 11:48 AM

    Good article, pay more attention on references. It should be in Harvard style. keep it up good work...

    ReplyDelete
  2. Subash WijerathneJuly 4, 2018 at 8:59 PM

    Well structured essay. But there are minor lapses in some intex citations such as comas.

    ReplyDelete
  3. Shanuka HerathJuly 5, 2018 at 9:12 AM

    Good structured content. Good refereferencand citations.

    ReplyDelete
  4. AnonymousJuly 5, 2018 at 9:44 AM

    well executed essay, good job

    ReplyDelete

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