Work-life-balance theory - Essay Example

Work-life-balance theory Introduction The concept of work-life-balance refers to the planning of the number of hours allotted to every activity undertaken. According to Billing (2009, 34) the work-life-balance varies with regard to the stage of life of a person. Additionally, the pattern of the work-life-balance changes with the career undertaken and the level of achievement attained. However, there is no perfect and standard work-life-balance for people because people are unique with regard to lifestyle and culture. According to Chick (2009, 56), people are dynamic in nature. In this regard, it is possible to establish a standard work-life-balance for people. This notwithstanding, there is a need for personal gratification and the fulfillment of the need for achievement of personal goals. The two components are crucial because they form the basic needs of every person. This is because different people have unique priorities in life. However, in an organizational setting, it is prudent to have the concept application in the work setting of employees. According to Gambles, Lewis, and Rapoport (2006, 45), the engendered organizations theory is applicable to the work-life-balance concept given that the lifestyles of the both genders in a work setting are different. Shoult (2010, 27) asserts that the gender structuring in the organization setting affects the synergy within an organization setting. The gender issue exposes the issue of inequality in the organizations. The disparities lead to the false perception of inferiority complex aspect, which is associated with the female gender (Isabella, 2006, 73). This issue complicates the issue of cooperation and coordination within an organization setting. This is because when the issue of gender disparity incorporates with other underlying issues within an organization, an organization is negatively affected. Therefore, the aspect of achievement and leisure within an organization is essential in the attainment of a work-life-balance even in the engendered organizations. Gendered organization employees experience some work imbalance issues (Billing, 2009). The gendered organizations support a better environment, which boosts the motivation of the environment of the employees. Consequently, workers attain a work-life-balance in organizations. The move improves the worker retention because the work force gets satisfied with the conditions prevailing in the organizations. The introduction of flex times is a measure the gendered organization uses to achieve a work-life balance in the organizational setting. The flextime gives the employees time for leisure and recreation. In this regard, the employees steam off and rejuvenate their energy in readiness for dispensation of their unique roles within an organization. According to Chick (2009), part-time work is also another measure used by gendered organizations to achieve work-life balance. The provision of the part time work creates an opportunity for the industrious workers to expand and improve their earnings through part time bonuses. Additionally, the provision caters for some employees who wish to attend work on a part time basis. The part time attendance for some employees arises because of further studies and other inevitable commitments. The accommodativeness of the gendered organization improves the status of the organization. Corporate social responsibility for the concerned organization involves the provision of childcare service. Many people advocate for the welfare of children. In this regard, the gendered organizations wield support from many quarters because of their childcare initiative. Females have a challenge with regard to the balancing of work and home obligations. There is a need to create an accommodative environment for women employees in order for them to realize balance and satisfaction in their work (Gambles, Lewis, and Rapoport, 2006). The creation of a congenial environment helps in the motivation for the employees, which leads to quality service delivery. Equitable recruitment of employees within an organization ensures the achievement of work-life balance. The equitable employment sends a good signal to the stakeholders of the organization. Many people advocate for gender parities in the work force. The jobs offered in the organizations are subject to many problems, including the work pressures, overworking and adverse work conditions in some instances. All these problems lead to the continuous complaints by the workforce. In this regard, the women gender is worst hit by the problem of work pressures. The women employees have home and work obligations, and are vulnerable to adverse conditions. The provision of working overtime is a boost for the hardworking employees of gendered organizations. It helps the employees to increase their earnings through working extra hours. The change of the employment structure is also significant with regard to the gender parity issues. The extra time allowed to work is usually detrimental to the welfare of the employees because it makes them workaholics (Isabella, 2006). In the long -run, some employees contract work-related diseases. The result makes the overtime hours counterproductive. This notwithstanding, the employees behave well their deliberation at their workstations. The aspect of overtime leads to the commitment of many hours to work than home. The reduction of time spent at home makes the families of the employees to strain in their families. The fact that many women have been ushered into the work service, there is little change in the household responsibilities (Shoult, 2010). In this regard, there is a work-life balance given that the roles of women in the family unit remain intact. The implication of the status quo in the family unit roles for women is that women remain with many domestic roles. The domestic roles influence the social life of the employees. The balancing of the domestic and the formal roles of the employees conflict each other. Consequently, the spending of many hours on work negatively affects the family relationships. The lack of work centrality also leads to lack of motivation among the employees. Consequently, the intrusion affects the work performance of the employees. The effect on the work performance is manifest in the organizational support and the overall organizational performance. There are many measures of world life balance in the gendered organizations. The proportion of free time allotted to the employees is vital in the measurement of the work-life balance. Free time indicates the amount of time the employees spend in the meditation and reflection on their life achievements and challenges. A high proportion of free time indicates the satisfaction of the employees in service delivery. The other measure of work-life balance sis the overlapping of work. A high level of overlap of work indicates a low level of employee satisfaction. Overlap of work is not good in the performance of an organization because it leads to low productivity of an organization. Additionally, the amount of time the employees spend on interaction with other people within society. The gender issue is central in the determination of work-life balance among the employees. Child rearing is an obligation for women in society. Therefore, it is important to help the female gender to establish a balance of their home chores and work roles. The conflict between work and home responsibilities calls for the evaluation of the disparities in the work setting. The critical evaluation of work-life-balance issues will focus on the options available for the women gender (Isabella, 2006). The child rearing responsibility for women forms the biggest challenge for the gender, especially on their work life. The aspect of work life balance is relevant in the gendered organizations because the performance of home chores makes the women more flexible in their roles than their male counterpart. Women are more affected by work obsession than men are. In this regard, women retreat when time pressures increase. Conversely, the male gender is used to spending more time at work than women spend. Men do not attach much value to their families. The women employees consider work and family to be equally important in their lives. Both aspects create satisfaction for the women. The work aspect is a good source of income while like the family provides the women with children. According to Gambles, Lewis, and Rapoport (2006), women employees derive much satisfaction from the welfare of their children. Women take pleasure in the progress of their families. The perception of the issue of work life differs among many people. In this regard, the approaches applied in the achievement of a work-life-balance are unique. Flexibility is a vital subject in the world-life-balance subject. Women respond to emergencies in their homes better than men do. Flexibility in the working hours of the employees enhances the work life balance of eh employees. The working of employees on a part time basis is also responsible to improve the work life balance of the employees’ lives. Additionally, the freedom granted to the employees with regard to working from their homes is also a boost to their work life balance. The advancement of technology leads to virtual conferencing and the use of other sophisticated virtual systems. The system enables the working of employees at the comfort of their homes. Both the women and men often complain that there is no clear difference between work and leisure time. The recurring work pattern is monotonous. It creates difficulties for some people, but the repetitive work acts as leisure for some people. According to Isabella (2010), a good working relationship between the employees and the management of an organization creates a good work life balance. The move reduces the conflict between work and leisure. Additionally, the move reduces the tensions created by the master-servant relationship within the organizations. The support derived from synergy also plays a major role in the creation of a work life balance for the employees. The interaction within an organization is vital in the coexistence between the members of an organization. The social network helps in fostering good relations among the members of an organization. Billing (2006) asserts that a supportive working environment also plays a major role in the creation of a work life balance. The environment creates good working conditions for the members of an organization. In this regard, workers are motivated and the employee turnover reduces. Employee retention leads to creation more enabling work conditions than before the introduction of the initial measures by the management. Home working is important because it nurtures good morals among the employees. Consequently, the productivity of the employees is boost. The childbearing facilities also contribute to the work life balance among the women gender. The facilities indicate that organizations take into consideration the welfare of children who are dear to the hearts of women. The facilities help in the upkeep of children while their parents work at the work places. Additionally, there is time saved by the facilities. In this regard, the parent spends the time on accomplishing their various tasks. The time for social interactions contributes in the nurturing of the morals of an individual. In this regard, the employees chose to spend the time on spiritual nourishment. According to Chick (2009), the concept of work-life-balance also enables an individual to grow and develop in the intellectual, social, financial, spiritual and psychological aspects. The management of organizations also plays a pivotal role in the employee’s work-life-balance because the management creates an enabling environment for the working of the employees. The pursuit of work life balance is vital in the lives for employees because the concept helps divert the attention of the employees from stressing work issues. It is important for the employees to have a work life balance in order for their jobs to make sense. Free time for the employees is important in the advancement of the employees’ goals. Conclusion Work-life-balance principle helps the employees of the gendered organizations to find time for other aspects of life besides work. The concept entails commitment of employees in the creation of balance in their home and work roles. The determination in the course leads to the attainment of a work-life-balance. The workers take pleasure in spending quality time with their relatives and friends because it boosts their social status in society. List of References Billing, Y. D., 2009, Understanding Gender and Organizations. London: Sage Publications. Chick, D., 2009, Fundamentals of work-life balance: career development. Alexandria, VA: the ASTD Press Gambles, R., Lewis, S., & Rapoport, R., 2006, The Myth of Work-Life Balance the Challenge of Our Time for Men, Women and Societies. Chichester, John Wiley & Sons. Isabella, A., 2006, Balance: real-life strategies for work/life balance. Kingscliffe, N.S.W.: Sea Change Publishing. Shoult, A., 2010, Encyclopedia of case study research 2, 2. Los Angeles [u.a.], SAGE. Read More