Managing Work Life Balance

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

Motivation is the force that makes us do things: this is a result of our individual needs being satisfied (or met) so that we have inspiration to complete the task.

There is a growing recognition by policymakers of the importance of supporting individuals in juggling work and family life, as reflected in the British government’s launch in 2000 of the Work-Life Balance Campaign. This aims to encourage employers to introduce more flexible work practices in order to facilitate workers’ reaching a better equilibrium between work and other spheres of their life (e.g., child or adult caring responsibilities, as well as other interests). Although the number of companies offering flexible working practices in Britain is growing, it is relatively small compared

The overall purpose of this project is to investigate if a work environment in which work life balance is anticipated and supported will provide positive impact on employees’ performance and attitude. In addition, this research will examine the current understanding of attitudes toward the concerns of work life balance across the gender roles. This review of qualitative data will provide answers to the following questions. First, would implementing a work life balance provide employees with a happier and

Motivation is defined as a want or need which directs towards a goal or something that someone wants. Motivation is an inherent response; it comes from inside and cannot be imposed from the outside, and comes from

In addition to the staff being negatively influenced, this particular supervisor was constantly under incredible stress. Her workload was so large that she was merely capable of spending a small amount of time on each issue, therefore denying each one the best care. For selected individuals, having too large a workload can psychologically inhibit them from achieving anything (Black Enterprise, 2010). In this case, she managed to do the bare minimum on most everything, but never well and never in a timely manner. This negatively affected the company as well, since customers were receiving poor service from a leader within the company, and therefore from her entire team. Moreover, her stress level contributed largely to the attitude and stress level of the entire team, leading to

Unreasonable deadlines or extreme time pressure, sometimes management can give employees numerous works in the morning and want it back by the end of the day. You can get so overwhelm because of the time pressure you become stress and can make mistake that can cause the company.

If this balance is actively pursued by the organization, changes and implementations can be made to align it with its balance goals. Elissa Tucker (2012) performed an analysis on companies considered benchmarks for work-life balance. Tucker found that best practices offer support for dual-career families, work-at-home policies and practices, and flexible hours. These common proceedings among industry standards are aligned with one common theme: flexibility. An organization with flexibility in regards to employees’ personal lives has an advantage in retaining and satisfying top talent. It is with flexibility that organizations are able to accommodate the requests and concerns generated by work-life balance conflicts. Organizations that are able to serve effectively the requests of its employees do not always resort to protocols. Finding a solution to an employee’s needs may come from not having a policy as much as having one. Flexibility is, in essence, the ability to find solutions. Today’s work environments are becoming more varied by the task and setting than ever before. An organization structured in a way that provides alternative and flexible work schedules can have an extreme impact on its employees’ work-life balances. Life comes with many uncertainties. Employees have many responsibilities and perform many roles. Flexible work

Unfortunately, if managers are stressed and does not have to staff to get make any production in the company, they will falter and become frustrated.

“Work stress is one of the oldest issues in organizational psychology and is considered one of the most severe occupational injuries in modern society” (Chou, Chu, Yeh, &Chen, 2014, p. 115). Overcoming this severe issue of workplace stress is an important topic to discuss. It is defined as the events or circumstances that cause strain to an employee, which can result in physical, mental, and emotional consequences (Dextras-Gauthier, Marchand, & Haines, 2012; Nägel, Sonnentag, & Kühnel, 2015). When referring to an individual’s career, stress can create negative outcomes if it is not effectively managed. For example, within the social service organizations, it is important that there are effective stress management interventions

Organizational environment is much stressful. Stress is a state of frustration experienced by an individual facing extra-ordinary demands, constraints or opportunities. The survey asked more than 11,000 respondents about their experience in the workplace. It found that Indian workers experienced a slightly lower rise in stress than their International counterparts, with 57 per cent reporting that their levels of stress have grown “higher” or “much higher” over the past two years (Business Standard). 41 per cent

Imagine living in a world where production is the only thing that matters. Where work and business demands grow exponentially every day and more is expected to be done in a shorter amount of time. Unfortunately, this is the world that we live in today. Jobs are now the number one priority of people, while family and health take a back seat. The work days for all types of jobs become longer as more is expected to be completed. This is showcased in all industries. Doctors work around the clock for up to 80 hours per week. Teachers stay up for all hours of the night grading papers and tests. Business owners work seven days a week in order to implement plans to make money. In almost every profession, workers are expected to meet deadlines. The failure of meeting these deadlines results in one losing their job. But, with a job comes many negative factors that impact one’s well-being.

For many employed people, a workplace is like a second home. According to the Organisation for Economic Co-operation and Development in 2016 in the United States, the annual hours actually worked per worker on their main job is 1,783 hours (OECD, 2017). The atmosphere of a workplace contributes to the mental and emotional wellness of its employees and the productivity of an organization, as a whole; therefore, it is important to establish consistent house rules or guidelines to communicate to both management and employees how to conduct themselves for the goodwill of the company and its people. Every person at an organization brings a diverse set of individual needs and motivations apart from the company’s primary agenda. Despite their commitment to perform their specific work responsibilities while in the workplace, each person obligates himself or herself to non-work urgencies that can produce interruptions within the boundaries of their required duty to an organization (Casper & DePaulo, 2012). Such non-work urgencies may involve a spouse or a child for a partnered employee; therefore, many organizations establish “family-friendly” policies in consideration of a partnered employee’s life outside of the workplace or the exceeding obligations of a person with parental responsibilities (Casper & DePaulo, 2012, p. 232). Family-friendly policies could include a flexible work schedule with the option to telecommute some days, or extra time off to care for an ill partner or

Over the past three decades, this reality has been acknowledged universally that the experience of work-related stress has undesirable consequences for the health and safety of both individuals and their organizations. This reality has been reflected both in public and media interest and in increasing concern voiced by the trades unions, and professional and scientific bodies.

Work-life balance is defined as the ability to prioritize between work and a personal life to achieve what the Centers for Disease Control and Prevention describes as total worker health. It is simply balancing a career with leisurely and pleasure-inducing activities, such as exercising, spending time with family and friends, and enjoying the things that make one happiest (Centers for Disease Control and Prevention, 2015). However, work-life balance is more complicated than the aforementioned description; work-life balance has become a topic of focus in the U.S. as Americans continue to fail to balance their lives between the two realms. Peer-reviewed publications and popular media alike have reported that when work and home lives aren’t coordinated or harmonious, individuals tend to be sicker, unhappier, and less productive in both realities (Organization for Economic Cooperation and Development, 2015).