Does Work-Life Balance Practices Affect Organizational Output and Capacity Positively - Literature review Example

Competition Law Name Date Course Introduction Work- life balance practices are believed to affect the performance of organizations positively. Work-life balance is a situation where practices and policies are adopted to enable employees balance their work and life demands. These have been shown to be of great benefit to both employer and the employee as it reduces work-life conflicts (Arthur, 2003). Though there is no sufficient evidence on researches done to prove that in deed work- life practices affects performance of organization by decreasing work- life conflicts among employees, many case studies have suggested that in deed work- life balance practices do affect organizational performance positively through reduction of absenteeism, overheads, staff turnover rates as well as burnout and stress at work (Martins, Eddleston & Veiga, 2002). Some of the work-life polices incorporated in organizations include flexible working hours that is part-time, full-time work, telecom work where by one is able to work at home. Job sharing is also practiced in organizations where a pair of employees works on the same job. Many organizations have invented into work life practices in order to attract highly competent employees and decreases work life conflicts for excellent productivity and performance of the organization (Miliken, Martins & Morgan, 1998). However enough research has not been carried out to prove that in deed work-work life practices have direct correlation in reduction of work-life conflicts. This paper will explore whether in deed work-life balance practices affects organizational performance and productivity positively. It will also highlight on the available practices in many organizations and how they affect performance and productivity. It will examine utilization of these practices across gender and how it affects performance of organization. Available work-life balance practices There have been drastic changes in work places in terms of demography due to many women taking up employment in order to contribute in the family economy. There is also the issue of aging population and other people preferring to have more than one job (Bartel, Ichniowski, & Shaw, 2004). These have led to the demand of implementation of work-life balance policies in many organizations. The most common practices include flexible working hours where there is full-time and part- time work, telecom work, job sharing, work childcare centers, annual leaves, parental leaves and personal leaves (Black & Lynch, 2001). These practices have been shown to motivate employees leading to positive performance in organizations. The practices are believed to be effective in reducing work-life conflicts thus employees are able to meet their work and family demands effectively. Employees are able to balance their normal family life in terms of responsibilities, time, roles as well as engagement in family matters. These enable them to work effectively and efficiently leading to positive performance of the organization (Beauregard & Henry, 2009). It is significant for people to have a balance between their work and life and such equilibrium should be healthy. It is about workers getting a balance and satisfaction both at their work and day to day life that is non-work activities (Beauregard & Henry, 2009). Some of the practices suggested by Gray & Tudball, (2003). includes part-time work whereby people with other commitments like education, housewives can be able to earn a living and use of technology like telecommunication which can enable mothers to work at home as well as time flexibility. Work life balance practices are affected by many factors such as the job level of the employee, the country and managerial support in an organization and such they influence their implementation and sustainability (Hughes, & Bozionelos, 2007). Flexible work hours are provided such that employees are able to organize themselves on how to work provided they meet the set targets and work to the maximum hours set. It allows the workers to vary their start time and finish time so that hours set per day are utilized productively ( Felstead, Jewson, Phizacklea & Walters, 2002). This is usually done through combining work to be achieved in several days and work in fewer days for employees to get a day off for example working for four days in a week and take an off on the fifth day. Due to advanced technology there has been advanced growth in the telecommunication that has led to tele -work where individuals have been able to work at their flexible time or hours at home. This has been of great importance to women as they are able to balance their work and parental roles. Another practice of working on flexible time is job sharing where by several employees can be able to work on a similar job full time (Beauregard & Henry, 2009). With the many women in employment, there has been on-site childcare where women are able to breastfeed their children at work place through an organized program. This is important as they are able to concentrate at work knowing the status of their children hence boosting their productivity and efficiency (Beauregard & Henry, 2009). Work-life practices effects on organizational performance Work-life balance practices have been adopted by organizations in order to attract competent workers and reduce work life conflicts among the existing workers which improve on organizational performance. This has also been beneficial in providing employees with job satisfaction as well as life satisfaction (Perry-Smith & Blum, 2000). However these practices have not been well researched to find out whether they reduce work life conflict but it has been shown that organizations benefit from the practices as it improves on productivity as employees work at their peak time. There is also reduction of organizational overheads when employees are working at home (Beauregard & Henry, 2009). Work -life balance practices have been associated with decreased employees absenteeism, low production, workers turnover rates, burnout and work related stress. As a result employees are more satisfied with their jobs which lead to positive performance and productivity in organizations. Work life balance practices are believed to assist individuals in meet the ever competing roles of their personal and family life as well as those of their employers efficiently and effectively. Due to ever changing roles in families where the women has taken up the roles of providing for their families, there have been a change in demographic of employees where by the number of women in employment have risen. These have led to an increase in work-family conflict due to inter-role conflict (Greenhaus, Collins & Shaw, 2003). According to Greenhaus and Beutell (1985), work- family conflict is a kind of inter-role conflict where by one is not able to participate in both roles of family and work effectively thus one side suffers. Work- life practices are not only believed to provide job and life satisfaction but these policies are also enjoyed by employees’ families. The organization benefits a great deal as the work- life balance practices have been shown to reduce level of absenteeism, turn overrates, poor employees retention rates as well as low productivity due to employees satisfaction (Guthrie, 2001). Gray & Tudball, (2003). demonstrated how work-life balance practices contribute to the performance of workers in an organization when the policies are extended to their families and are designed in such a way that the employees would be able to be effective at work and family life. It has been shown that conflict between work and life has contributed to negative effects in organizations as it affects the employees attitude thus they demonstrate low levels of commitment and satisfaction (Beauregard & Henry, 2009).These leads to poor performance of the organization due to low productivity. Organizations and government has organized programs that are essential in reducing the costs of poor performance and losses caused by work- life conflict. Such programs include annual leave, maternity leaves; personal leaves such that employees can be able to manage their work-life conflicts. These leads to employees’ effectiveness as work- life conflicts are minimized (Gray & Tudball, 2003). A study done by Bloom, Kretschmer, & Van Reenen (2009). showed that work- life practices were very beneficial to organizations as they were associated with lower work-life conflict but not life-work conflicts. Bartel, Ichniowski & Shaw (2004) conducted researches that showed that where employees were working at their flexible hours had lower levels of work-life conflicts and demonstrated work commitment and satisfaction. Therefore flexible hour’s programs are very beneficial to the organization as it leads to high production, job satisfaction as well as reduction of overheads. According Delaney & Huselid, (1996).flexibility has also been associated with high employment commitment and job satisfaction. Employees who have benefited with childcare centers and family support programs especially women have been shown to have high levels of job satisfaction and commitment. it has been shown that parental leave, childcare assistance and referral ,financial assistance in child care contributed to job commitment, job satisfaction and turn over intentions reduced among all the workers and not only those who enjoyed the practices like women(Delaney & Huselid, 1996). A review by Beauregard & Henry (2009).showed that flexible work hours results to work commitment if the workers recognize the flexibility as enabling them to be in power of their time. It has also been shown that employees appreciate flexible work hours if the management and supervisors showed revolution in their leadership behaviors and practicing individual employees’ consideration (Delaney & Huselid, 1996). Utilization of work-life practices gender wise Availability of work life practice in organizations has been put into practice depending on gender and use of those programs. Women have been shown to utilize the programs more that men which have shown positive contribution to organizational performance. This is because they are more at peace and motivated when they are able to balance their family life and work. They had the attitude of appreciation and it led to commitment and extra efforts at work (Greenhaus & Powell, 2006). Work life- practice availability has shown positive results in terms of commitment to organization and productivity. Men were only shown to be committed to work if the use of flexible schedules was high but when use of flexible schedules was low there was little commitment to work (Bloom, Kretschmer & VanReenen, 2009). It has been shown that women utilize the work life practices like family leaves more than men. Men only takes family leaves when it is really necessary like birth of a child thus they rarely use the family leave program thus this does not affect organizational performance (De Cieri, et al, 2005).Men do not usually utilize family leaves especially when they are at high ranks in their career as they fear it might be interpreted as lack of commitment to their organization thus affecting their career aspirations. That perception of work-life balance of having negative effects on men career expectations make them not to use the available programs (De Cieri, et al, 2005).This is also accelerated by the fact that many organizations do not support work life balance practices as they want to utilize man power to the maximum for the profitability of the organization (Beauregard & Henry, 2009). Conclusion Work-life balance practices have been shown to be very effective in improving organizational performance positively. These has been attributed mostly due to reduction in work-life conflicts hence job commitment and satisfaction. These practices have been used to attract more competent employees and provide job satisfaction to the existing ones. Work-life balance practices have been shown to reduce absenteeism, workers turnover rates, burnout and stress. The attitudes of the workers towards these programs have also been show to be affected by participation and commitment of the managerial staffs and supervisors. This is important as it would lead to availability and utilization of work-life practices and perception would be changed as it is believed that absence from work would be viewed as lack of commitment to the organization. However more researched would need to be carried out to determine that in deed work-life conflicts are reduced by work-life practices and that it influences the performance of organizations positively. 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