Work Life Balance
ASSIGNMENT 1
WORK LIFE BALANCE
Table of Contents
1. Executive Summary 3
2. Introduction: Work Life Balance 3
3 Theories of Work Life Balance 4
i. Spill over theory 4 ii. Compensation Theory 4 iii. Strategic choice theory 4 iv. Stakeholder theory 5 v. Resource Based View 5
4. Work Life Balance Policies 6
5. Work life balance from an employee’s perspective 9
6. Work life balance from the employer’s perspective 10
7. Conclusion: Is Work life Balance achievable and/or Sustainable? 12
8. Bibliography 14
1. Executive Summary
2. Introduction: Work Life Balance
Work life balance (WLB) is an issue that is increasingly being recognised as of strategic importance to organisations and of great importance to the employee. Over the years (WLB) has gained momentum within organisations, with employers realising the need to provide their employees with an environment that allows for personal time. Research suggests that achieving a work life balance increases well-being, helps motivate employees therefore increasing their performance and productivity.
WLB can be defined in several ways; according to Lazar, Osoian and Ratiu, (2010, p 202) “work life balance practices are practices that result in changes in programs or organizational culture that are designed to reduce work-life conflict and enable employees to be more effective at work and in other roles.” Grzywacz & Carslon, (2007 p 457) define it as “the accomplishment of role related expectations that are negotiated and shared between an individual and his or her role-related partners in the work and family domains” (Lazar, Osoian & Ratiu, 2010). “In a broader sense it is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life”.
WLB seems to be little mentioned in the majority of organizations, especially those that may be under resourced or struggling in the market place, as all
WORK LIFE BALANCE
Table of Contents
1. Executive Summary 3
2. Introduction: Work Life Balance 3
3 Theories of Work Life Balance 4
i. Spill over theory 4 ii. Compensation Theory 4 iii. Strategic choice theory 4 iv. Stakeholder theory 5 v. Resource Based View 5
4. Work Life Balance Policies 6
5. Work life balance from an employee’s perspective 9
6. Work life balance from the employer’s perspective 10
7. Conclusion: Is Work life Balance achievable and/or Sustainable? 12
8. Bibliography 14
1. Executive Summary
2. Introduction: Work Life Balance
Work life balance (WLB) is an issue that is increasingly being recognised as of strategic importance to organisations and of great importance to the employee. Over the years (WLB) has gained momentum within organisations, with employers realising the need to provide their employees with an environment that allows for personal time. Research suggests that achieving a work life balance increases well-being, helps motivate employees therefore increasing their performance and productivity.
WLB can be defined in several ways; according to Lazar, Osoian and Ratiu, (2010, p 202) “work life balance practices are practices that result in changes in programs or organizational culture that are designed to reduce work-life conflict and enable employees to be more effective at work and in other roles.” Grzywacz & Carslon, (2007 p 457) define it as “the accomplishment of role related expectations that are negotiated and shared between an individual and his or her role-related partners in the work and family domains” (Lazar, Osoian & Ratiu, 2010). “In a broader sense it is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life”.
WLB seems to be little mentioned in the majority of organizations, especially those that may be under resourced or struggling in the market place, as all
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