Work Life Balance: a Study of Employee Well Being and Performance of Employees in Banking Sector.

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

A healthy work/life balance to me means that I am meeting my goals and fulfilling my commitments to the people in those realms of my life. For example, if I am able to, in the time and resources I am given, be able to spend time with friends while being able to pay my bills while meeting my objectives at work; that to me is a successful balance.

The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working

A healthy work-life balance has many benefits including better general health for the employees, higher job satisfaction, reduced stress in both the professional and personal life and greater focus on meeting the work objectives.

In the workplace, advances in technology has allowed us to work in ways that weren’t possible in the past. Constraints like location, have become more of a non-issue, and we are more connected to the office than ever before. However, when it comes to balancing those capabilities with our personal lives, for some, that might be a daunting task. While times are indeed changing, technology isn’t hurting us, instead its allowing us to find more of a balance. A study by Accenture, titled “Defining Success,” found that technology played a large role in achieving work-life balance. More than three-quarters of the 4,100 business executives surveyed, thought technology enabled flexibility within their schedules. Eighty percent stating that a flexible work schedule is important to achieve a positive work-life balance.

The objective of this paper is to further analyze research already conducted studies examining the conflicts between life outside of work and work obligations specific to a career in athletic training. It will also provide efficient techniques utilized to achieve life work balance. Research was gathered from various databases and journals. Portions of that research was extracted, summarized, and compared to research from other related articles. While the life-work balance is a consistent struggle for all athletic trainers, there are many different factors that contribute to the varying levels life-work balance.

In the 1990s, work/life balance caught the attention of researchers, policymakers, and employers, resulting in the development of a range of employment benefits, legislation, and programs aimed at helping people cope. Life management or family/career management curricula emphasize coping through the development of skills in communication, interpersonal effectiveness, and money, time, stress, and household management (e.g., California Community Colleges 1998; Mathieson 1999). As Caproni (1997) notes, research, policy, and practice focused on work/life balance have raised important issues and brought about changes that have benefitted some families. However, these approaches are incomplete in several ways.

The article Manage your work, manage your life discusses the popular topic of work and life balance. Interviews were conducted and researched with over 4,000 executives worldwide and 82 executives in a leadership course over a five-year course (Groysberg and Abrahams, 2014). They broke down and compared men and women to determine how they defined what professional success means to them, what personal success means and what their partners contribute (Groysberg and Abrahams, 2014). The survey data showed some true gender differences on what each values more. A large number of women define professional success by their individual achievement over everything else. Men on the other hand define it by making a difference, next to working with a good team in a good environment and respect from others (Groysberg and Abrahams, 2014). When asked what personal success meant to men and women both chose rewarding relationships with family, people they love and community at the

A work-life balance means that I feel that I am challenged and focused enough on work to have a healthy caseload as a social service provider, and at the same time, I feel that I am not neglecting any of my parenting or family duties. Essentially, everything is getting done on both fronts, but I do not feel overly stressed or overwhelmed during the process. When I feel that I do not have a healthy balance, (usually from work taking over more of my time and concentration) I feel more anxious and worried about things. I’m already prone to this type of behavior, but it is made worse when I feel like my work-life situation is out of control.

Having the right Work-Life parity is progressively vital nowadays with more individuals finding that their working day gets longer as organizations battle to stay aware of the interest for 24hr services. Workers love flexible work plans, and superintendent’s advantage from higher resolve, lower non-appearance, and having the capacity to draw in better quality specialists. There are numerous organizations that are beginning to acknowledge how flexible functioning can benefit them particularly in these troublesome financial times. Flexible working practices can bring the accompanying advantages to an organization and its

I feel that work-life balance is the balance between my own self-realization of what is important and thoughts from my surroundings in the world. I know when I have a good balance when the stress of life does not bother me. It is the moment that I realized that God is all-powerful and everything should be put in His hands. This is when all of my faith was put towards my heavenly father in prayer. When there is not a good work-life balance I tend to become distracted and lack focus.

In today’s work environment a better balance between work and life is increasingly desired by workers. Desire for a better work-life balance has become one of the growing concerns in contemporary society (Wood and de Menezes (2010, p.1575). Therefore it is essential for organisations to incorporate work-life balance strategies with job design and employment policies. According to Wood and de Menezes (2010, p.1575), work-life practices have come to the front position of employment policies in a number of countries in the past ten years. Nankervis et al. (2011, p586) suggest that work-life balance (WLB) 'recognises that employees have different personal needs (e.g. childcare, ageing parents) which need to

This chapter is divided into seven sections. It starts with the definition of term Work-Family Balance Practices (WFBPs). It then looks at how this term has been alternated and used in different ways. After this brief introduction, the second section will briefly discuss the origin of work and family from a conceptual background of the work-family area related. The third section will continue to discuss the understanding of terms of work and family from the conceptual background of work and family area. The fourth section

In some countries such as France and Denmark, there is a great deal of emphasis on ensuring citizens enjoy an appropriate balance between the demands of their jobs and their personal lives through governmental and private sector programs. In other countries, though, such as Japan and the United States, employees may not enjoy the same level and type of support from their society and organization for their work-life needs, placing increased levels of stress on them in ways that are detrimental to day-to-day productivity and overall performance and job satisfaction. These are especially salient issues in information technology companies where the fast-paced nature of the business places enormous pressures on knowledge workers to innovate or perish. To determine what types of work-life problems are common in the information technology workplace and how companies can respond to these issues, this paper provides a review of the relevant peer-reviewed and scholarly literature to identify the problem concerning work-life balance issues in general and how they affect the information technology workplace in particular, followed by an analysis of current best practices. A discussion concerning the options that are available to information technology firms is followed by recommendations for practice. Finally, a summary of the research and important findings are presented in the conclusion.

However, in the absence of balance, most commonly known as work-family conflict, research shows it has been linked to higher turnover intention and sickness absence, in addition to, lower productivity. A large percentage of an individual’s time is spent at work which constitutes as a significant aspect of their life. As a result, their well-being can be greatly affected due to their experiences at work and their experiences/behaviors at home. Once an employee recognizes an imbalance between their work and personal life, they are more likely to experience higher levels of stress and depression. Because work-life balance is a broad topic area, it is vital for human resource practitioner’s to develop a conceptual understanding of its various constructs. With that, they will be better equipped with the knowledge to develop appropriate interventions for both employees and organizations.