People confront greater tensions every day as they attempt to manage work and personal life while pursuing their desired life objectives. As a result, achieving a work-life balance has become one of the most common issues encountered by individuals in various industries. “Work-life balance,” as defined by Poulose and Sudarsan (2018), is a concept that emphasizes finding a good work-life balance while also making time for other priorities, such as family and hobbies. Many people believe that “Jack a boring boy” is the result of too much work and not enough leisure time. Overindulgence in leisure activities such as watching television or playing video games may also be detrimental to one’s well-being, even if no money has exchanged hands. There is minimal attention on work-life balance by businesses, with most only providing limited assistance to their employees such as maternity leave and Workplace Childcare Facilities (Sprung et al. 2019). Historically, experts have regarded work-life balance to be an individual problem. More workers are worried about work-life balance as a result of contemporary workplace environmental changes and employee value shifts, prompting businesses to give more active and appropriate assistance for their employees (Brough et al. 2020).
Work-life balance and how it influences the workplace will be the focus of this study. In recent years, the importance of work-life balance has been widely discussed as more companies implement measures to improve their workers’ work-life balance. Flexible work arrangements, organisational assistance, and family-friendly policies are all included in these studies as approaches to help workers maintain a healthy work-life balance. As a result of using these tactics, the company may improve its workers’ work-life balance and productivity.
Work-life balance, Work–family balance, Diversity in the workplace, Work–health balance, Interaction analysis.
Toffoletti, K. and Starr, K., 2016. Women academics and work–life balance: Gendered discourses of work and care. Gender, Work & Organization, 23(5), pp.489-504.
The authors, investigated careers’ work-life balance and gendered discourses on caregiving. Interviews with 31 academics at an Australian university were utilized to compile their findings. According to the findings, men and women have varying ideas about what constitutes a healthy work-life balance. Caregivers put a greater emphasis on work-life balance than the general population. A work-life balance may have an influence on women in academia, according to the authors. This case study has been well-written. The sample size is restricted to 31 academics, which raises the issue of whether the gender mix is correct or if the sample size is big enough. In general, this study is useful for gaining insight into how a work-life balance affects women and men in various ways, as well as caregivers and academic women.
Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life? Reconceptualising work?life balance for the 21st century. Human Resource Management Journal, 29(2), pp.97-112.
The authors of this case study claim that the notion of a work-life balance has evolved through time, as seen by this case study. The shift from a conventional work paradigm to a more flexible one, as well as the improvement in the work – life balance, are all positive developments. The authors also urge that notions of work and life be broadened in light of the chance inherent in conventional employment models, as well as the chances inherent in society and changes in one’s life, and also become a caregiver. The case study presents a compelling and well-supported argument regarding how people’s perceptions of work-life balance have changed over time. It serves to take readers through the writers’ thinking and research while also assisting the readers in comprehending the authors’ point of view. Overall, the study is useful for gaining a better understanding of how people’s perceptions of work-life balance have evolved and how this has affected their lives.
Isaacs, D., 2016. Work?life balance. Journal of paediatrics and child health, 52(1), pp.5-6.
The necessity of a work-life balance is examined by Professor David Isaac in this paper. Stress, mental health issues, suicide risk, weariness, burnout risk, and decreased productivity and job satisfaction are all consequences of a lack of work-life balance, according to Isaacs’ study. A healthy work-life balance, on the other hand, has the opposite effect. At the conclusion of his piece, Isaacs emphasized the need of striking a healthy work-life balance. The case study is presented in a way that is both informative and engaging. Good job at conveying the findings. This study helps us better grasp the significance of finding a work-life balance and the impact it has on individuals.
Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life? Reconceptualising work?life balance for the 21st century. Human Resource Management Journal, 29(2), pp.97-112.
The authors of this case study suggest that the idea of work-life balance has evolved through time. With the shift from a conventional towards a more flexi – work paradigm, the healthy work – life balance improves. Additionally, the authors advocate broadening definitions of work and life to account for chance in conventional employment models, opportunities in society, and life transitions and also become a caretaker. The case study makes a compelling, well-supported case for the shift in perceptions of work-life balance. It assists readers in following the writers’ thinking and research and assists readers in comprehending the authors’ point of view. In general, the study is beneficial for gaining a greater understanding of how people’s views of work-life balance have evolved and how this has impacted their lives.
Can organisations provide an opportunity for their employees to attain a more favourable work-life balance? The arguments in support of employers’ taking an active role in assisting workers in achieving a healthy work–life balance.
This study’s objective is to evaluate the problems of supporting employers and what management approaches may be beneficial in addressing those concerns. Today’s companies recognize that employee satisfaction has a direct influence on their organization’s top and bottom lines. Employers that understand the value of work-life balance are much more productive and successful, since their staff are happier, more creative, more willing to take risks, and produce greater outcomes without fear of being punished for errors or compelled by authority. In a sense, firms that priorities work-life balance have superior performance and produce good financial returns.
The objectives of this case study would be to determine the impact of work-life balance on work-life satisfaction in the banking business in the United Kingdom. Specifically, in order to corroborate concepts and research that have previously shown that there is a strong link and effect between the two factors. This investigation is a quantitative descriptive investigation. In accordance with Kelliher, Richardson and Boiarintseva (2019), descriptive research is used to describe the information that has been gathered and analyzed. A survey was employed in this research as the mode of collection. According to Wood et al. (2020), survey studies are a kind of research technique that is often utilized for data collection across a broad range of fields.
This research collect data via questionnaires, which were employed as tools to gather the information. A questionnaire is a data-gathering strategy that involves presenting a series of questions or written communications to the respondent and asking them to answer them. As a result, they believe that the sample size should be as high as feasible. This view holds that the greater the number of samples obtained, the more representative the findings will be, and the results may be digitized. However, the size of the sample that is collected will be determined by the sort of study being conducted. If the study is descriptive in nature, a minimum sample size of 10% of the population is required (Chung and Van der Lippe 2020). For research methods, the minimum number of participants is 30; for causal work on the subject, the overall minimum number is 30 individuals per group; and for scientific investigation, the minimum number is 15 participants per group. In this research, the author will send a questionnaire survey to bank workers, which is far more than the minimum number necessary to ensure that this sample accurately represents the variable under investigation.
Organizations, businesses, and governments throughout the globe are increasingly recognizing and reacting to the need for improved work-life balancing, and that this trend is projected to continue to grow over time. It used to be considered a women’s problem but today it is acknowledged as a critical factor in both men and women’s job choices and professional success (Barber, Conlin and Santuzzi 2019). As a result, companies should give it the attention it deserves. New solutions for work-life balance should be considered as part of a long-term plan by businesses and employers in generally. Flexible working, organisational support, and family-friendly policies are among the three main techniques recommended in this study for improving workers’ work-life balance (Holland et al. 2019). A flexible work arrangement is any kind of work organisation that alters the location or time required to complete routine tasks. Recognize that flexible work arrangements are distinct from the typical working schedules that are established by an organisation on a regular basis. The Rodríguez-Sánchez et al. (2020) states that while flexible work arrangements are intended to suit the requirements of both employees and organisations, they may be designed based on the demands of employees but within a set of limitations and considerations that have been accepted by a superior in the business.
Work-life balance and its impact on the workplace have been examined in this study. In recent years, the importance of work-life balance has been widely discussed as more companies implement measures to improve their workers’ work-life balance. However, workers have found it difficult to achieve a healthy work-life balance owing to both the shifting nature of the corporate landscape and the inherent tensions that exist between the two. The absence of work-life balance may have negative consequences for both the person and the business, resulting in difficulties in the performance of their professional tasks. As a result, the findings of this study suggest three major solutions to the problem: flexible work arrangements for workers, organisational assistance, and the implementation of family-friendly policies. As technology has advanced in the twenty-first century, it has given workers more freedom and efficiency in their work. Organizations must, however, spend enough in technical development and technology in order to assure the development of relevant and acceptable solutions.
References
Barber, L.K., Conlin, A.L. and Santuzzi, A.M., 2019. Workplace telepressure and work–life balance outcomes: The role of work recovery experiences. Stress and Health, 35(3), pp.350-362.
Brough, P., Timms, C., Chan, X.W., Hawkes, A. and Rasmussen, L., 2020. Work–life balance: Definitions, causes, and consequences. Handbook of socioeconomic determinants of occupational health: From macro-level to micro-level evidence, pp.473-487.
Chung, H. and Van der Lippe, T., 2020. Flexible working, work–life balance, and gender equality: Introduction. Social Indicators Research, 151(2), pp.365-381.
Haar, J.M., Sune, A., Russo, M. and Ollier-Malaterre, A., 2019. A cross-national study on the antecedents of work–life balance from the fit and balance perspective. Social Indicators Research, 142(1), pp.261-282.
Holland, P., Tham, T.L., Sheehan, C. and Cooper, B., 2019. The impact of perceived workload on nurse satisfaction with work-life balance and intention to leave the occupation. Applied nursing research, 49, pp.70-76.
Isaacs, D., 2016. Work?life balance. Journal of paediatrics and child health, 52(1), pp.5-6.
Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life? Reconceptualising work?life balance for the 21st century. Human Resource Management Journal, 29(2), pp.97-112.
Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life? Reconceptualising work?life balance for the 21st century. Human Resource Management Journal, 29(2), pp.97-112.
Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life? Reconceptualising work?life balance for the 21st century. Human Resource Management Journal, 29(2), pp.97-112.
Poulose, S. and Sudarsan, N., 2018. Work life balance: A conceptual review. International Journal of Advances in Agriculture Sciences.
Rodríguez-Sánchez, J. L., González-Torres, T., Montero-Navarro, A., & Gallego-Losada, R. (2020). Investing time and resources for work–life balance: The effect on talent retention. International Journal of Environmental Research and Public Health, 17(6), 1920.
Sprung, J.M. and Rogers, A., 2021. Work-life balance as a predictor of college student anxiety and depression. Journal of American college health, 69(7), pp.775-782.
Toffoletti, K. and Starr, K., 2016. Women academics and work–life balance: Gendered discourses of work and care. Gender, Work & Organization, 23(5), pp.489-504.
Wood, J., Oh, J., Park, J. and Kim, W., 2020. The relationship between work engagement and work–life balance in organizations: A review of the empirical research. Human Resource Development Review, 19(3), pp.240-262.
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