essay of work life balance

Essay on Work Life Balance in English (150, 200, 250, 500 Words)

Work-life balance is the delicate equilibrium between professional obligations and personal life pursuits. In today’s fast-paced world, achieving this balance is paramount for overall well-being and satisfaction, yet increasingly challenging amidst evolving work dynamics and societal expectations.

Here, we’ve presented essays on “Work Life Balance” in 150, 200, 250 & 500 word samples. All the essays will be helpful for students of all classes i.e. 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11 & class 12.

Table of Contents

Essay on Work Life Balance in 150 Words

Introduction.

Work-life balance is a crucial aspect of modern life, defining how individuals manage their time between professional responsibilities and personal pursuits. In today’s fast-paced world, achieving equilibrium between work and life has become increasingly challenging due to the demands of the workplace and personal commitments. Balancing these two spheres effectively is essential for maintaining overall well-being and satisfaction.

Understanding Work-Life Balance

Managing work-life balance requires a thoughtful approach. It involves setting boundaries between work and personal life to prevent burnout and maintain mental and physical health. Prioritizing tasks, practicing time management, and learning to delegate responsibilities are key strategies in achieving harmony between work and personal life.

Importance of Work-Life Balance

Maintaining a healthy work-life balance is vital for various reasons. It enhances productivity and job satisfaction while reducing stress levels. Additionally, it fosters stronger relationships with family and friends, leading to a more fulfilling personal life. Striking a balance between work and personal life ultimately promotes overall happiness and well-being.

In conclusion, work-life balance is essential for individuals to lead fulfilling lives. By implementing effective strategies and prioritizing personal well-being, individuals can achieve harmony between their professional and personal spheres. Prioritizing work-life balance not only improves productivity and job satisfaction but also enhances overall quality of life.

Work Life Balance Essay in 200 Words

Work-life balance is a fundamental aspect of modern living, delineating the equilibrium between professional obligations and personal aspirations. In today’s dynamic world, attaining this balance is increasingly challenging due to the incessant demands of work and personal commitments. Striving for a harmonious coexistence between these realms is crucial for overall satisfaction and well-being.

Achieving work-life balance necessitates a strategic approach. It involves delineating boundaries between work and personal life to prevent exhaustion and sustain mental and physical health. Effective time management, task prioritization, and delegation of responsibilities are pivotal in fostering this equilibrium.

Challenges in Attaining Work-Life Balance

Numerous challenges hinder individuals from maintaining a healthy work-life balance. Pressing deadlines, excessive workload, and the pervasive culture of overwork contribute to the erosion of personal time and well-being. Balancing familial responsibilities, social engagements, and leisure pursuits alongside professional duties poses significant challenges.

The significance of work-life balance extends beyond individual well-being. It influences organizational productivity, employee morale, and overall societal health. Companies that prioritize work-life balance witness higher employee retention rates, increased productivity, and a more positive work culture.

In conclusion, work-life balance is indispensable for individuals seeking fulfillment and contentment in their lives. By adopting mindful practices and setting boundaries, individuals can navigate the complexities of work and personal life more effectively. Prioritizing work-life balance not only enhances individual happiness and productivity but also contributes to a healthier and more harmonious society.

Essay Writing on Work Life Balance in 250 Words

Work-life balance remains a paramount concern in contemporary society, with individuals striving to strike a harmonious equilibrium between their professional commitments and personal pursuits. In an era marked by technological advancements and globalization, the boundary between work and personal life has become increasingly blurred, posing significant challenges to achieving balance.

The Evolution of Work-Life Balance

Historically, the concept of work-life balance has evolved in response to changing societal norms and economic realities. The industrial revolution, for instance, introduced the notion of standardized working hours, delineating a clearer boundary between work and personal time. However, in the digital age, where connectivity is constant, the traditional nine-to-five paradigm has given way to a more fluid work schedule, making it harder to maintain a healthy balance.

The Impact of Work-Life Imbalance

The repercussions of work-life imbalance are far-reaching. Studies indicate a correlation between excessive work hours and increased stress levels, leading to burnout and diminished job satisfaction. According to a recent survey by the American Psychological Association, 65% of Americans cite work as a significant source of stress, highlighting the urgency of addressing this issue.

Strategies for Achieving Balance

Despite the challenges, there are strategies individuals can employ to achieve a better work-life balance. Time management techniques, such as prioritizing tasks and setting boundaries, can help mitigate the effects of overwork. Flexible work arrangements, such as telecommuting and compressed workweeks, also offer opportunities for greater autonomy and flexibility.

Organizational Responsibility

Organizations play a pivotal role in fostering a culture of work-life balance. Implementing policies such as telecommuting, flexible scheduling, and wellness programs can enhance employee satisfaction and retention. Moreover, fostering open communication and promoting a healthy work environment are essential for supporting employees in achieving balance.

In conclusion, work-life balance is essential for both individual well-being and organizational success. By acknowledging the evolving nature of work and implementing proactive measures, individuals and organizations can mitigate the negative effects of work-life imbalance. Striving for a healthier balance between work and personal life is not only beneficial for individuals’ mental and physical health but also conducive to a more productive and fulfilling society.

Writing an Essay on Work Life Balance in 500 Words

Work-life balance has emerged as a critical concern in contemporary society, reflecting the challenge individuals face in reconciling their professional obligations with personal aspirations. In an era characterized by technological advancements and globalization, the boundaries between work and personal life have become increasingly blurred, necessitating a reevaluation of traditional approaches to time management and well-being.

The Changing Landscape of Work

The evolution of work dynamics, influenced by factors such as automation, globalization, and the gig economy, has transformed the traditional notion of a linear career trajectory. According to a study by Gallup, 53% of employees globally report feeling overworked or overwhelmed, indicating the pervasive nature of the issue. Additionally, advancements in technology have facilitated constant connectivity, making it difficult for individuals to disconnect from work even during non-working hours.

Understanding Work-Life Imbalance

Work-life imbalance manifests in various forms, ranging from long working hours and job insecurity to the blurring of boundaries between work and personal life. Research conducted by the National Institute for Occupational Safety and Health (NIOSH) highlights the detrimental effects of work-life imbalance, including increased stress, decreased job satisfaction, and heightened risk of burnout. Moreover, studies have shown that work-life imbalance can have adverse effects on physical health, such as sleep disturbances and cardiovascular problems.

Implications for Mental Health

The impact of work-life imbalance on mental health cannot be overstated. A survey by the World Health Organization (WHO) found that depression and anxiety disorders are among the leading causes of disability worldwide, with work-related stress cited as a significant contributing factor. Furthermore, the prevalence of mental health issues in the workplace underscores the need for proactive measures to address work-life balance.

Achieving work-life balance requires a multifaceted approach encompassing individual actions, organizational policies, and societal attitudes. Time management techniques, such as prioritizing tasks and setting boundaries, can help individuals reclaim control over their schedules. Moreover, adopting a holistic approach to well-being, including regular exercise, adequate sleep, and leisure activities, is essential for mitigating the effects of work-related stress.

Organizational Initiatives

Organizations play a crucial role in promoting work-life balance through the implementation of supportive policies and practices. Flexible work arrangements, such as telecommuting and flexible scheduling, have been shown to enhance employee satisfaction and productivity. Additionally, initiatives such as employee assistance programs (EAPs) and wellness initiatives can provide valuable resources and support for managing work-related stress.

Cultural Shift

Achieving sustainable work-life balance requires a cultural shift that prioritizes the well-being of individuals over productivity and profit. This necessitates challenging ingrained beliefs about work ethic and redefining success beyond traditional metrics. Initiatives aimed at promoting work-life balance awareness and advocacy can help shift societal attitudes and norms towards a more balanced approach to work and life.

In conclusion, work-life balance is a complex and multifaceted issue with profound implications for individual well-being and societal health. Addressing work-life imbalance requires concerted efforts at the individual, organizational, and societal levels. By recognizing the changing dynamics of work, implementing supportive policies, and fostering a culture that values well-being, we can create a more sustainable and fulfilling approach to work and life.

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Essay on Work Life Balance

Students are often asked to write an essay on Work Life Balance in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Work Life Balance

Understanding work-life balance.

Work-life balance is about dividing your time between work and personal activities. It is important because it helps you stay happy, healthy, and productive.

Importance of Work-Life Balance

When you have a good work-life balance, you can focus on your job and still have time for hobbies, family, and friends. This balance can reduce stress and increase job satisfaction.

Strategies for Achieving Balance

To achieve work-life balance, set boundaries between work and personal time. Prioritize tasks and take breaks to relax. Remember, balance is key to a fulfilling life.

Also check:

• 10 Lines on Work Life Balance

250 Words Essay on Work Life Balance

Introduction.

Work-life balance, a concept that once seemed like a far-off dream, has now become a central discussion point in modern society. It represents the equilibrium that an individual needs between their work and personal life.

The Importance of Balance

A well-balanced life is crucial for personal happiness, relationships, and overall well-being. It also impacts productivity, job satisfaction, and even the quality of work. An imbalance can lead to stress, burnout, and health issues.

The Role of Employers

Employers play a significant role in promoting work-life balance. They can implement flexible working hours, remote working opportunities, and limit overtime. Encouraging employees to take regular breaks and vacation time also contributes to a healthier work environment.

Personal Responsibility

However, the onus is not solely on employers. Individuals must also take responsibility for managing their time effectively. This includes setting boundaries, prioritizing tasks, and ensuring they allocate time for leisure and relaxation.

In conclusion, work-life balance is not a luxury but a necessity in the modern world. It requires a collective effort from both employers and employees. By prioritizing this balance, we can create a healthier, happier, and more productive society.

500 Words Essay on Work Life Balance

Introduction to work-life balance.

Work-life balance, a term that has gained significant traction in recent years, refers to the equilibrium that an individual needs to maintain between work-related activities and personal life. In a fast-paced world where the boundaries between work and personal life are increasingly blurred, achieving this balance is both challenging and crucial.

The Importance of Work-Life Balance

Work-life balance is more than a trendy buzzword; it’s a critical aspect of a healthy work environment. It aids in the reduction of stress and burnout, often associated with a heavy workload and long hours. When work-life balance is achieved, it contributes to the overall well-being of individuals, leading to increased productivity, job satisfaction, and positive attitudes towards work. It also fosters a sense of control over one’s work and personal life, promoting a more harmonious and fulfilling existence.

Challenges to Work-Life Balance

In today’s era of technological advancements, the line between work and personal life has become increasingly blurred. The ability to work remotely or from home, while offering flexibility, can also lead to “always-on” work culture. This culture can create an environment where employees feel they are expected to be available around the clock, leading to increased stress and decreased personal time.

Moreover, societal and peer pressure can also create a culture of overwork. The glorification of being busy and the association of long hours with dedication and productivity often leads to an imbalance, affecting both mental and physical health.

Strategies for Achieving Work-Life Balance

Achieving work-life balance requires concerted effort from both individuals and organizations. Here are a few strategies that can help:

1. Setting Boundaries: It’s crucial to establish clear boundaries between work and personal life. This could mean setting specific work hours, taking regular breaks, and ensuring time for relaxation and leisure activities.

2. Time Management: Effective time management is key. Prioritizing tasks, delegating when possible, and using productivity tools can help manage workload and free up time for personal activities.

3. Self-Care: Regular exercise, a healthy diet, and adequate sleep are essential for maintaining physical health and mental well-being, enabling better coping with stress.

4. Organizational Policies: Companies can foster work-life balance by implementing policies such as flexible working hours, remote work options, and promoting a culture that values employee well-being.

Work-life balance is not a luxury, but a necessity for holistic well-being. It is a dynamic process that requires continuous effort and adaptation to the changing demands of our personal and professional lives. By prioritizing both work and personal life, individuals can achieve a sense of harmony and satisfaction, leading to a healthier and more productive life.

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Home — Essay Samples — Life — Work-Life Balance — Importance of Life Balance

Importance of Life Balance

• Categories: Work-Life Balance

About this sample

Words: 695 |

Published: Jun 13, 2024

Words: 695 | Pages: 2 | 4 min read

Table of contents

Definition and concept of life balance, benefits of life balance, 1. improved mental health, 2. enhanced physical health, 3. increased productivity, 4. better relationships, 5. personal growth, challenges to achieving life balance, 1. work demands, 2. technological advancements, 3. societal expectations, 4. personal ambitions, strategies to achieve life balance, 1. prioritize and set boundaries, 2. develop time management skills, 3. practice mindfulness and self-care, 4. learn to say no, 5. seek support.

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Importance of Work-Life Balance

Introduction, inequality of work and family, suggested changes, works cited.

In the modern world, the question of how to combine intense professional activity and personal life has become very relevant. This problem has become a concern for an increasing number of enterprises and their employees. The researchers noted an increase in the need for flexible working hours, working from home, or telecommuting. The constant deadline, the frantic pace of life, and the desire to be on time everywhere and all at once led people to the fact that they accumulate fatigue. Thus, even experienced professionals are not able to work constantly with high efficiency. The rhythm of work and the lack of rest do not allow the spent energy to be restored. If a person abandons his personal life, including interaction with family and friends, he loses his taste for life. Many people lose job satisfaction if they have to sacrifice their values or family. Work-life balance is an important indicator determining the ratio of time spent at work and home.

The psychological balance between various spheres of a person’s life is a dynamic process and implies a constant desire to achieve it. The subjective sense of balance between work and personal life is associated with the objective contribution of time or human effort to each area. Still, it is impossible to talk about objective quantitative indicators of any region (Liu et al. 7). For each person, the optimal ratio between these two areas is individual. Thus, the problem arises of establishing the factors that determine the achievement of such a balance, as well as its place among other psychological characteristics of labor activity and human life as a whole.

Beyond family policy in the narrower sense, the labor market, educational and tax policies, and welfare systems are essential for a better work-family balance. In recent years, a large number of reforms have been carried out in politics, which directly or indirectly affected the balance between family and work. Examples include the introduction of parental benefits, the expansion of childcare services, and the increase in the number of full-time schools (Slaughter, Dorment). The question arises whether these and some other reforms followed a strict leitmotif. On the one hand, people are debating about the common goals and modes of action of political measures – planned and unintentional. On the other hand, one should talk about the linkage of individual reforms over time and the ability of changes to be connected to the general structure of political institutions.

In addition, women and men are often assigned certain gender norms. This separation creates an imbalance between maternity leave and parental leave that divides women and men into ‘typical’ work and family roles as viewed by society. This fact prevents men from living the part of a father and women from returning to work (Liu et al. 1-2). Both sexes want to work and have family time, but not everyone has an idea of what specific measures are needed for this.

Typically, when people talk about achieving work-life balance, they are talking about a work schedule that does not require them to sacrifice their time for longer work hours. Enabling workers to combine their non-work life with work — whether they spend that time caring for their mother or running marathons — will open the door to a broader range of influences and ideas (Slaughter). Creating this balance is often considered critical to employee well-being and superior organizational culture.

Now there is still an opinion that an effective employee spends all the time at his desk, and the more, the better this employee. Efficiency naturally peaks and falls for the day ⁠— people will not consistently demonstrate high productivity levels. By reducing the culture of “time macho,” employees will feel less stressed and more energized so that they will get the most out of their time off (Slaughter). The author of the article wonders if it is necessary to spend the inevitable additional hours directly in the office. She notes that some circumstances are certainly more effective if carried out personally (Slaughter). However, armed with email, instant messaging, telephones, and video conferencing technology, it is possible to move towards a culture in which the office is the base of operations rather than a necessary place of work.

Unpaid overtime is also linked to the established definition of professionalism and success when discussing early career building. Slaughter notes that the opinion about a successful career until the age of 45–55 is relevant for the 20th century but not for the modern world. Young people now grow up and start families much later than they used to; life expectancy has also risen from 71 years to 80 years (Slaughter). All this significantly changes priorities throughout life, so the definition of success, which is tied to age and over time, should be reconsidered.

Most people find it difficult to organize themselves in detail in their professional or family life. In addition, going back to work can be like starting over. The result is the same, but life with a child or a large family makes different demands, significantly impacting professional life and the person himself. Since most of the family work is done by women, hidden discrimination occurs, so the lack of reference to gender and family aspects has been widely criticized.

In today’s society, more and more fathers apply for parental leave, receiving a parental allowance and sharing the care of the child with the mother (Dorment). As a result, parents spend more time with their children, and fathers are also allowed to engage in their fathering role more intensively if they are on parental leave. In addition, it will help to relieve the woman in the household or offer her the opportunity to return to work in a more relaxed manner.

With these parental benefits, the family policy will aim to improve employees’ skills, reconcile work and family, and support fathers in childcare. In addition, incentives have been created for women to return to work soon after the birth of a child (Dorment). However, these services are not equally available to all parents (Slaughter). Considering parents in higher-income groups can afford to babysit at home longer than parents in lower-income groups, as long as a well-earning partner also contributes to the income.

Despite the rapidly developing and therefore changing society, it still cannot get rid of the ideas and sensations that have taken root in it. Both authors in their articles emphasize that women are more inclined to choose a family, and men are more likely to choose a career when they face such a choice. Young fathers usually feel left out if they decide to stay with the child while their wife goes to work (Dorment). However, men have become much more involved parents over the last couple of decades, and this also suggests broad support for significant changes in how women balance work and family (Slaughter). Thus, a paradigm shift towards an equal distribution of family responsibilities and childcare will help to abandon the difficult choice between family and work.

Ensuring a balance between different areas of life is seen as an important socio-political problem and a topical issue in terms of economic efficiency and organizational culture. It is also essential to talk about social, cultural, and educational topics to create a family culture. Women, men, business, politics, and society must work together for equality. It is the only way to create a framework that does not force employees to choose between work, career, and family and that is offered to all talented people, regardless of gender and age.

The main criterion for changing the concept of a successful career and a happy family life lies primarily in the process of changing society. The problem of allocating time and energy to both family and work is becoming more and more common among employees. However, this can be avoided by changing established workflow structures such as overwork and being in the office all the time to achieve early success. In addition, changing the vision of gender roles will greatly help women in their careers and improve the overall economic situation of the country. Outcomes in the family and career spheres depend on conformity or inconsistency at various levels of individual preferences and working conditions.

Dorment, Richard. “Why Men Still Can’t Have It All.” Esquire , 2020.

Liu, Pei, et al. “ Predicting Work–Family Balance: A New Perspective on Person–Environment Fit. ” Frontiers in Psychology , vol. 10, 2019.

Slaughter, Anne-Marie. “Why Women Still Can’t Have It All.” The Atlantic , Atlantic Media Company, 2022.

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106 Work-Life Balance Essay Topic Ideas & Examples

Inside This Article

Achieving a healthy work-life balance is crucial for maintaining overall well-being and happiness. However, finding the right balance can be challenging, especially in today's fast-paced and demanding world. To help you explore this important topic further, we have compiled a list of 106 work-life balance essay topic ideas and examples. Whether you are a student looking for inspiration for your next essay or a professional seeking to improve your work-life balance, these topics are sure to spark your interest.

• The importance of work-life balance for overall well-being
• Strategies for achieving work-life balance
• The impact of technology on work-life balance
• Balancing work and family responsibilities
• The role of employers in promoting work-life balance
• The benefits of a flexible work schedule
• The consequences of a poor work-life balance
• Work-life balance challenges faced by remote workers
• The stigma surrounding work-life balance in the workplace
• The link between work-life balance and mental health
• Balancing work and personal relationships
• The impact of work-life balance on job satisfaction
• The role of self-care in achieving work-life balance
• The importance of setting boundaries to maintain work-life balance
• The benefits of unplugging from work during non-working hours
• The impact of burnout on work-life balance
• The benefits of mindfulness in achieving work-life balance
• The role of exercise in maintaining work-life balance
• The impact of work-life balance on productivity
• Balancing work and leisure activities
• The benefits of taking regular breaks during the workday
• The impact of work-life balance on physical health
• The benefits of time management in achieving work-life balance
• The consequences of workaholism on work-life balance
• The importance of setting realistic goals to maintain work-life balance
• Balancing work and hobbies
• The impact of stress on work-life balance
• The benefits of a supportive work environment for work-life balance
• The role of communication in achieving work-life balance
• The impact of work-life balance on creativity and innovation
• The benefits of a healthy work-life balance for career advancement
• The consequences of neglecting work-life balance
• The impact of work-life balance on job performance
• Balancing work and personal finances
• The benefits of time off in maintaining work-life balance
• The consequences of overworking on work-life balance
• The impact of work-life balance on job turnover
• The benefits of work-life balance for employee retention
• The role of leadership in promoting work-life balance
• The impact of workplace culture on work-life balance
• The benefits of remote work for achieving work-life balance
• The consequences of a lack of work-life balance for mental health
• The impact of work-life balance on employee engagement
• Balancing work and caregiving responsibilities
• The benefits of work-life balance for overall happiness
• The consequences of work-life imbalance for personal relationships
• The impact of work-life balance on work-life conflict
• The benefits of work-life balance for job satisfaction
• The role of technology in promoting work-life balance
• The impact of work-life balance on work-life integration
• Balancing work and education
• The benefits of work-life balance for career progression
• The consequences of neglecting work-life balance for physical health
• The impact of work-life balance on work-life harmony
• The benefits of work-life balance for stress management
• The role of flexibility in achieving work-life balance
• The impact of work-life balance on work-life boundaries
• The benefits of work-life balance for overall well-being
• The consequences of a lack of work-life balance for job satisfaction
• Balancing work and volunteer commitments
• The impact of work-life balance on work-life satisfaction
• The benefits of work-life balance for work-life fulfillment
• The role of self-reflection in achieving work-life balance
• The impact of work-life balance on work-life enrichment
• The benefits of work-life balance for work-life engagement
• The consequences of neglecting work-life balance for work-life fulfillment
• The impact of work-life balance on work-life achievement
• The benefits of work-life balance for work-life success
• The role of self-awareness in achieving work-life balance
• The impact of work-life balance on work-life effectiveness
• The benefits of work-life balance for work-life efficiency
• The consequences of neglecting work-life balance for work-life effectiveness
• The impact of work-life balance on work-life productivity
• The benefits of work-life balance for work-life performance
• The impact of work-life balance on work-life well-being
• The benefits of work-life balance for work-life happiness

In conclusion, achieving a healthy work-life balance is essential for maintaining overall well-being and happiness. By exploring these 106 work-life balance essay topic ideas and examples, you can gain a better understanding of the importance of work-life balance and discover strategies for achieving it in your own life. Whether you are a student or a professional, these topics are sure to inspire you to prioritize your well-being and find the right balance between work and personal life.

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Flexible Work Schedule and Work-Life Balance Essay

Introduction.

Work-life balance is a top agenda item for human resource managers of most multinational and large organizations. It is even the top priority issue for employees everywhere. Whether to adopt work-life balance or flexible schedules remains a contentious issue especially with times of great business economic threats on one hand and increased family pressure on the other.

Even though organizations globally manage a workforce that is very culturally diverse, they are faced with one similar challenge of managing a more informed workforce which demands for more and more rights even in difficult economic times.

Even the environment itself promotes such demands to arise and thus managers must remain competitively capable of handling this. For instance, a recent survey and report in the UK showed that longer drinking hours have significantly increased work absence (Churchard 2011).

There is a continuous search for ways that will not force people to choose between work and family or friends. In multinationals, the task is not as easy as it may be on local companies. The international human resource managers are faced by an extra task of understanding the various demographic and cultural differences in the countries in which their organizations are to be found.

This means that the HR policies may not be directly transferable among the countries. A policy that may be applicable in one culture without any resistance from staff may face rejection if applied in a different culture if customization is not done.

In this paper, focus is given to personnel policies that relate to flexibility and work-life balance. The human resource practices in some local and multinational companies are addressed and it is sought if a set of policies related to work-life balance in a multinational corporation can be applicable to a subsidiary in a different country.

“Trends of Working Time in Europe”

In Europe, clear efforts to improve on working hours began in the 1980s, even though there had been efforts here and there to achieve the same. In Germany, working time flexibility increased since the compromise in the metal working industry in 1984. Today, over 52% of all the dependent employees work within a flexible organization. (Carl & Maier 2009)

In an experts meeting held in Dublin on 3 rd June 2011, Boulin (2011) suggested that institutions in the European Union adopt policies that favor work/life balance through parental leaves and childcare facilities and also gender mainstreaming. A suggestion was therefore made that revision of working time be done in regards to long working hours, working time options and rules concerning unsocial hours.

On the same meeting, Italian human resource expert Addabbo Tindara suggested that the quality of work dimensions be looked at from six sides namely the “social, economic, work-life balance, complexity, organizational and ergonomic dimensions.”

According to the Norwegian National Institute of Occupational Health (STAMI), flexible working hours can be a major hindrance to work-life balance. Data shows that for people working less than 40 hours a week, there is no much work-family conflict.

However, for employees doing over 40 hours there is greater work-family conflict. According to the study by the institute, predictability is better than flexibility as far as work-family balance is concerned. The idea of working hours being flexible is not enough, they should be predictable too.

Flexible contracts can come in form of temporary working, fixed term contracts, sub contracting, and zero hour’s contracts. Other ways of creating flexible work hours are part-time work, flexitime and overtime. People can also do job sharing and compressed hours. Different countries have adopted different forms of flexible work in line with cultural beliefs, religion and moral principles.

Literature Review

Work-life balance.

There is an increasing rate for the demand for work-life balance solutions by employees and managers (Bird 2006). According to Bird, work-life is a serious concern even to the senior executives for the following reasons. Work-life balance affects growth and profit of the company i.e. on and off-the-job stresses adversely affect bottom line growth and drive down productivity.

There is full engagement in customer service- this creates an unnecessarily stressed and out of balance workforce. There is increased expectation by the current pool of younger workers that there is a life to live other than and out of the job. Health cost solution- there is a rising cost of health care by organizations owing to the increased work related illnesses.

The health perspective

According to Mayo-Clinic, inability to have a good work-life balance has far reaching health effects especially to the worker. Fatigue, suppressed immunity and general unproductivity are just among the many problems the worker experiences. Mayo-Clinic proposes a strategy to strike a better balance. They propose an approach that starts with tracking one’s weekly schedule and cutting or delegating those tasks you cannot handle.

They also advise people to learn to say no when extra work out of schedule is assigned to make room for joy and additional meaningful activities. Work should be left at the workplace. Advice is therefore given, especially with the current technology that could connect home to work, that people should learn to separate work from personal activities. Good time management is especially crucial.

This goes a long way in giving the worker enough time to relax and attend to other personal matters. In addition, it goes a long way in preventing conflicts at home more so for the married workforce.

Above all, a good and healthy nutrition coupled with daily physical activity routines to nurture the physical and emotional wellbeing are recommended. It goes without saying that taking time to engage in regular physical activity in a preventive measure to cardiovascular diseases among other illnesses that are accentuated by living physically inactive life.

This is a trend that is very common among the working class. As such, taking time to do activities that one enjoys could be a good thing to do (Stiles 2009). It is one’s responsibility to evaluate oneself and seek professional help when it is the right time.

Working long hours and working in unsocial hours of the night necessitate frequent medical check ups and other forms of medical attention. Multinationals which have subsidiaries in areas where there is no elaborate legislation on flexible and work-life balance must take this into account. Their human resources management must also create provisions that will ensure they are well trained for health work related life.

This will increase employee retention, reduce days that employees miss job due to work-related sicknesses and in the end company maintains profitability. Taking the health of the workforce with high regard also motivates the employees, which is a gain to the organization.

Mayo-Clinic suggests that one can take advantage of available options like flex hours, job sharing, compressed week and telecommuting among others. Control over one’s hours will give less stress. Flexible working arrangements have widely been advocated for by governments and private institutions. The Australian Government (2011) attaches the following benefits to flexible working arrangements.

To begin with, the Australian government has realized that flex-time improves the firm’s ability to attract skilled and motivated employees, not to mention the effect of enhancing employee retention.

Staffs who are allowed to take flex-time working schedules eventually become loyal to the organization since they feel the organization appreciates them by giving them space to make their choices. The staffs therefore execute their duties as if they are shareholders of the organization.

The government of Australia has also recognized that allowing for flexi-time schedules is a great step towards increasing trust and respect between employees and the management. When employees get flex-time opportunities, they end up contributing positively to the organization by improving productivity.

This is because flexible work schedules can enable staff to execute their office duties even in odd hours which otherwise they would not have been working. It is well identified that flexi-time schedules lead to a reduction in staff absenteeism and labour turnover, eventually raising the company’s productivity and profitability.

The Australian Government (2011) also highlights that flexible work schedules go a long way in reducing stress levels and boosting morale and commitment in employees. Finally, flexible work schedules reduce discrimination at work place.

After recognizing the above benefits of flexible work schedules, the Australian Government (2011) went ahead to propose a three step approach to ease the introduction of flexible work practices. In the first step, new arrangements appropriate to the individual are decided in consideration of available options. The second step is to plan the strategy, especially on how to make the negotiations.

The final one is to engage the actual negotiations with the employer, giving good reasons and explanations on benefits to you and the organization too. To the employer, the government says that this move will increase recruitment of the number of persons with disabilities. These people have an advantage of lower absenteeism, lower cost of hiring them, building staff morale and fewer accidents at work.

In a case study of KPMG UK, a study was done to help in improvement of the performance of its large workforce in the country. The main challenges to be overcome were to cater for the greater expectations of freedom from staff. The real challenge was therefore to create a flexible working strategy that could both meet the staff needs and still improve its competitiveness.

Line managers were therefore set to work along HR to evaluate the requests. The results were glide time, part-time working hours, job sharing, additional holiday purchase, unpaid leave, career break and home working. Time off to deal with child care is also allowed (Giglio n.d).

These are indications that KPMG adopted an approach that favored flex time as opposed to balanced work-life. In the long run, it achieved business benefits through creating a more loyal, motivated and productive staff, reduced recruitment cost due to better staff retention, a diverse workforce was maintained, and reinforced the company’s core values.

Despite the fact that KPMG is a multinational that has subsidiaries in almost every part of the world, the human resource practices that relate to work-life and flexible working do not apply in all subsidiaries. Those in areas where employees are not much into flexible work hours do full time with core working hours being ten to four o’clock but reporting to work at eight in the morning and leaving at six o’clock in the evening (Giglio n.d).

The Ad Council, a private non profit organization with head offices in New York and Washington D.C has an average of 100 employees. All the employees are given liberty to utilize flexible hours provided they show that their productivity will not decline nor will the company incur further financial obligations. This program began with one employee who requested to be allowed to work from home.

The employees hence gain in working in a happy environment spending more time with their children. Employees end up staying while the company remains attractive to job seekers. The company does not have to give several leaves like long maternity or paternity leaves since the parents can work soonest at the comfort of their homes (Vaele 2011).

A furniture company, Ward’s Furniture based in Long Beach, California began to look for flexibility options as a means of taming employee turnover and thereby retain its valuable employees.

The employees are treated like a family while the company still manages to keep its stores staffed. It was able to realize between 5 and 10 percent increase in annual sales in a business unfriendly time while most of its competitors shut their doors with lack of business.

Management of global workforce in relation to flexi-time and work-life balance

It is difficult for organizations that have a global presence to manage a flexible and very satisfied workforce. On the international arena, the managers are faced with a challenge of making flexible schedules for the employees.

Most have therefore adopted a flexible schedule of work at home, which requires commitment both from employers and employees. In a study to search the applicability of this technique globally, it was found that there were more challenges in countries with collectivist cultures. Business Process Organizations and IT firms have gone a mile ahead in establishing such schedules.

In most countries that have effected flexible work hours, the call to have them comes as a result of different employee or employer needs. For instance, employees may call for flexible hours to allow them attend to other personal issues and then compensate with later hours.

The call may also come from the employer in a bid to tame employee turnover, to share work due to inadequate supply of labour or to give chances to more employees or people with disabilities. The policies thus adopted will have a different basis in the effort to meet these demands. Cross border transfer of the policies may therefore not be possible as it will be difficult to meet these demands with just one set of homogeneous provisions.

Perceptions on position, culture and career

This would be one of the greatest variables in determining if transfer of personnel policies across borders will be effective. Surprisingly, this also has to do with the management’s taste as it may determine if these kinds of flexible schedules will be introduced.

A study done on women around the globe showed that 81% of the North American women would make career sacrifices to improve personal life. This compares to 70% Asian women and 55% European (Rudrappa 2005).

Even when academic credentials and other experiences are very important aspects in the selection of the right candidates for a job, an arising criterion is getting the right people in the right place with focus on cultural fit. International companies like Ikea have their selection of candidates more leaning towards cultural fit. Oracle is one other company that will use this criterion even for managerial positions.

Other multinational companies like the Japanese Sony and All Nippon Airways do not let academic documents get in the way of getting the right staff. Internationalization calls for special attention such that the strategies applied are consistent while at the same time being flexible. In the end, the organization is able to meet international standards while at the same time being sensitive to local needs.

In conclusion flexibility of people both in mindset, working hours and other key aspects is deeply etched into cultures. It is one of the reasons international human resource managers will look at cultural affiliation when considering who to consider for a position.

Career women and flexibility

In proportion to the relative number of employed women against employed men, women seem to be the largest group that is affected by lack of flexibility of work. In fact, a study was done to determine this and it was found that 67% of women interviewed would voluntarily leave work to stay at home as a wife or mother.

An overwhelming 79% would quit for family obligations while 38% would do if they were forced to stay at home to be mothers or family custodians. However, challenges are still imposed by technology by bringing a work environment at home. It adversely affects women since they are now expected to balance the life of childcare, professional work and family.

ILO asserts that flexible working could lead to gender balance if well managed. They warn that it could lead to the woman being more oppressed if much work is brought to the home environment while there are lots of other domestic issues to handle (International Labour Organization 2007). As such, career women would end up not being favored by the flexibility of working as expected.

In an effort to achieve maximum productivity of an international human workforce, the focus should not dwell on the culture of the group from which the international organizations draw their workforce from. With the world becoming a global village, most of these hard-line cultures are being abandoned to embrace modern living. There is also a stronger need-based force, stronger than cultural tendencies that defy culture.

For instance, most multinational companies looking for labour force would go where it is cheaper, that is in countries like China, India and generally Africa.

The three are deeply rooted in the connectivism culture and are likely to oppose ideas like night shifts, working on holy days and other special times. However, this is only ideal. Members of these cultural groups have swam against the tide and made an impressively flexible workforce.

With several advances having been made globally in management, it is only evident that either flexible time or good work-life balance is not entirely what is needed to increase sales or acquire a competitive edge; there are a myriad of many other ways.

It would be wrong, therefore, to conclude that because a company used one of these at a certain time and performed well, it is the cause of increased productivity. It is often a complex interaction of these factors. Of major importance is the psychological consideration of individuals as separate entities and identifying each person’s needs.

Transfer of personnel policies across borders

The transfer of personnel policies on flexible and work-life balance is limited by the reasons each country established its statutes as compared to the other than it is by cultural differences.

There is also lots of revision of the statutes as the workers and work demands keep changing and therefore necessitating their constant change. The absence of a very elaborate policy direction from the International Labour Organization is a limitation in itself to a smooth transfer of personnel policies regarding this area among nations.

During its presidency of the European Union, Sweden promoted its working life. It is a clear indication that there is no homogeneous body of social science knowledge about work-life balance which can allow policy formulation and legislation.

The incongruence in the laws formulated and lack of information in certain cases in different countries therefore pose a hindrance to easy transfers of personnel across borders. What may be considered as a bundle of family friendly practices in one country may be the opposite in the other (Tulgan 1996).

Comparative issues have not been adequately dealt with to identify the key issues of work-life balance. There are therefore many cross-national differences in assumptions about the norms of family life and employer’s responsibilities. Divorce rates are a good indicator of this (Guest 2001).

A good example is in what was back in the years, the Soviet Union. It used to have a strong stress on welfare and family support in its factory system but with the collapse of the communist system, a breakdown of these institutions was experienced.

The International Labour Organization (ILO) has certain provisions that regard healthy working time and family friendly working time. It thus works towards seeking a solution of the traditional “male bread winner- female home maker” situation. Much of what it proposes falls within the flexible schedule brackets as part of it is part-time jobs and hourly wages for full time jobs (International Labour Organization 2007).

Europe however is a step ahead in promoting some homogeny even though there still arises some disparities in legislation among the member countries. It is for that reason easier to have transfer of these policies within Europe.

The ICT industry has been successful in maneuvering around most legislative and cultural barriers that may come in the way of flexible and work-life balance. The main reason is that much of ICT-related work can be done form whichever point in location. Technology has eased the barriers even though it has not cleared them. Most jobs that can be done online and perhaps have no tight deadlines encourage flexibility.

Other than working as a ‘Flexibility Coach’, the human resource manager of a multinational must orientate himself to understanding of diverse cultures and their attitudes towards all aspects of work. As employees of today focus on improving on their work-life balance, the option of across border transfers is at stake.

Employees want to be either near home or at home, whether working or attending to personal matters. In this perspective, IHRM must focus on the real impact of flexible work-life balance.

In most developing, nations especially of Africa and Asia, the concept of flexibility may be relatively new and if it has been adopted, it is only by a few companies related to ICT, though still to a lesser magnitude.

For instance, choice may be on when to work but not necessarily on where to do it. For multinationals that have expanded to these areas, the use of a common HR policy on all aspects may not be possible, unless the members of the subsidiary group are flexible in their mindset to accommodate it.

The culture of the host nation and donor nation may differ and this will have its share of the reasons transfer of personnel policies will not be efficient. In a case study to compare such cultures, Taiwan and UK were taken into consideration. First, UK is a developed economy while Taiwan is an upcoming economy. Taiwanese principles are based on Confucianism while UK principles are based on individualism.

Duty to family, harmonious attitude and a consensus towards a conflict-free working are some of the guiding principles for Taiwan. For UK, the individualism approach has no such thing as society to regard. The Taiwanese system provides permanent work because of values of Confucianism like “long term orientation”.

On the other hand, at least 64% of UK’s workforce is either home-based workers or part-time workers. On such basis, transferability of the policies is therefore difficult for the two countries (Chang, Wilkinson & Mellahi 2007).

Challenges facing international work time management

One of the greatest challenges a general manager of an international organization would face is managing people of different cultures in relation to productivity for his organization. The manager is left with an option of considering labour cost factors and economic factors as the major determinants.

Even the expansion would need to consider these cultural factors. The prevailing religion could be considered as cultural. Religion affects people’s stands and these would best be factored in consideration of setting up an international business. Selecting managers for various assignments would mean screening them for such cultural factors for the sake of adaptability, self orientation and relational skills.

Agreements on work life and flexible work

Most researchers seem to agree that flex time and work balance must go hand in hand if it is possible for a specific job. Mayo-Clinic seems especially to propose a harmonized balance of the two. There is especially one general agreement in all schools of thought that the number of hours each person works per week could be rescheduled to become more productive and beneficial to the employee.

Scholars of different schools of thought seem to agree that flexible work schedules can be either beneficial or detrimental to the organization. Detriment seems to come from less commitment of work-at-home employees.

Conflicts on work life and flexible work

The greatest conflict arises when the two aspects of work improvement are not differentiated and are addressed as one and the same thing. The Work Foundation (2008) addresses work-life balance as “having a measure of control over when, where and how you work leading to ability to enjoy an optimal quality of life” (para 5). In this definition, more of the issues addressed would rather fall on flexible work than work-life balance.

It does not address the internal adjustment of the individual in terms of preparedness, personal schedule and attitudes towards work in an effort to make sure that work does not stall personal affairs or the other way.

Some scholars depict work-life balance and the right to ask for a flexible working as impossible to overcome owing to the differences in cultures. They suggest that it could only be handled like subsidiaries requiring totally independent practices and policies.

Other scholars imply that with the globalization of management, everything else concerning the working environment could be ‘globalized’ and enable transfer of personnel policies internationally.

There is diversity amongst European countries concerning the basis on which statutes on flexible working were introduced. UK, for instance, introduced them in response to labour market shortages and to eliminate work-family conflict that became a barrier to employment.

Other countries introduced theirs in response to unemployment and therefore it was a means of work sharing. The compatibility of personnel policies of such countries is therefore capped by these facts and is difficult to effect.

The internationalization of HRM is limited by social cultural factors. Some of these factors are issues like common age, size, and norms of behavior, presence of customs, influence of labour unions, labour market and perceptions of different stakeholders. When looked at from a flexibility dimension, many other factors like pay and benefits, communication, transfers and business environment come into play.

It is becoming increasingly important for multinational enterprises to globalize their human resource practices. How best to do it on a culturally diverse workforce depends on the continued innovativeness and creativity of the managers. Gaps between strategic management and international human resource management function must be bridged.

Despite its difficulty, it has proved possible with several multinational companies effectively effecting flexible schedules to all their subsidiaries. German companies are known, for instance, to expand to Thailand, Singapore and Indonesia and still successfully implement their personnel policies in all of them.

International human resource management is faced with such emerging issues and must be competitive enough to cater for it to overcome such challenges and retain a competitive edge. The disparities in how such policies evolve must be catered for because the rate of changes may not be the same. It will even mean constant revision of the policies in a fast changing world.

Countries that are technologically advanced are easier to manage because infrastructure supports such changes. The human resource management team will however experience a higher demand from employees of such countries.

Competent international human resource managers will, according to this research, be open-minded so as to accommodate different cultures in the work-life balance requests. In the long run, the human resource manager seeks to help the employees achieve personal satisfaction as they achieve organizational goals.

He may not be able to put into effect these flexible schedules for managers since their roles are more demanding and options like sharing will be out of question even with much delegation. Differences in cultural factors are partially a hindrance to the transferability of personnel policies, but not a block never to be overcome.

List of References

Australian Government, 2011. How to negotiate a flexible work environment . JobAccess. Web.

Bird, J., 2006. Work-life balance: Doing it right and avoiding the pitfalls. Employment Relations Today, 33 (3), 1-9.

Boulin, J., 2011. Flexible working hours and their impact on work-life balance and working conditions. Expert Meeting- Organization of Working time: Implications for Working Conditions, Dublin, June 3rd 2011 . Web.

Carl, A. & Maier, F., 2009. “Flexible working time arrangements in Germany.” External Report Commissioned by and presented to the EU Directorate-General Employment and Social Affairs, Unit G1 ‘Equality between women and men’ . Web.

Chang, Y. Y., Wilkinson, A. J. & Mellahi, K., 2007. HRM strategies and MNCs from emerging economies in the UK. European Business Review, 19 (5), 404 – 419

Churchard, C., 2010. Longer drinking hours ‘drive up workplace absence’ . Web.

Giglio, K. Workplace flexibility case studies . Sloan Work and Family Research Network. Web.

Guest, D. E., 2001. Perspectives on the study of work-life balance . Web.

International Labour Organization, 2007. Decent working time: Balancing workers’ needs with business requirements . ILO. Web.

Rudrappa, S., 2005. Women in global workforce. Web.

Stiles, P. et al., 2009. Best practice and key themes in global human resource Management: Project Report. Web.

The Work Foundation, 2008. Jargon buster . The work foundation. Web.

Tulgan, B., 1996. Managing Generation X . Oxford: Capstone.

Vaele, P., 2011. Workplace flexibility case study: The Ad Council’s flexible work schedule policy . Web.

• Enhancing Proper Business Development
• Reward Management Approach
• Work-Life Conflict and Performance
• Work-Life Conflict
• Employee Work-Life Balance
• Organizational Conflict
• The Role of Security Management in an Organization
• Essential Management Skills
• Intimacy, Love and Friendship and how they translate to employability
• Web-Based Recruiting Practices and Benefits
• Chicago (A-D)
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