Volume | 3 Issue | 2
Work-Life Balance: HR Initiatives for Sustainable Growth
ISSN | 2319-5576
Work-Life Balance: HR Initiatives for Sustainable Growth
Prof. Prabir Chandra Padhy*
Abstract: In today's business context, the pressures of work have been intensifying and there is a growing feeling among employees that the demands of work begin to dominate life and a sense of work-life imbalance is felt. The challenge of integrating work and family life is a part of everyday reality for the majority of employees. Organizations have to continually innovate and come up with programs that provide scope for employees to balance their responsibilities at workplace and interests they have outside work. Work-life balance initiatives fall under this category. This paper presents a study of work-life balance. WLB is all about the need for individuals having complete control over their work, i.e., deciding when, why, where and how to work. It is not only the money that drives the employees for better productivity, but there are also other things the organizations should look into. Meaningful work, pursuit of leisure activities and ideal private life leads to self-fulfillment at the workplace. The HR department should engineer the above conditions at the workplace. Organizations should consider WLB as an extension of the fringe benefits offered to the employees. This will help both the employees and the organizations. This article also offers various strategies to be adopted by the organizations to ensure work-life balance for their employees. Keywords: Work Place, WLB, HR Department, Productivity, Fringe Benefits.
WORK-LIFE BALANCE Work-life balance is a broad concept including proper prioritizing between work (career and ambition) on one hand and life (health, pleasure, leisure, family and spiritual development) on the other. Work-life balance is a phrase used to describe an individuals feeling of satisfaction with the participation in job related activities and his personal life. This state is achieved when an individual feels the amount of time spent on job (work) to achieve career goal is adequately balanced with the amount of time spent in independent and personal areas such as friendships, family, spirituality, hobbies and leisure activities.
ROLES AND RESPONSIBILITIES Organizations are becoming more and more demanding in terms of output. The businesses are being operated in terms of volume and not in terms of values. This disturbs the balance between work and life in employees' lives. The organizations are too exacting in their demands and because of the very high competition, they are able to dictate terms upon the individual. As the organizations are basically the profit driven entities they are rarely bothered about the personal life and worksatisfaction issues of the employees. Thus they are least concerned at their level with work life satisfaction. Organizations have the work force in plenitude and as far as the people are
*Asst. Professor, Dhaneswar Rath Institute of Engineering & Management Studies, Cuttack.
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Volume | 3 Issue | 2
APOTHEOSIS: Tirpudes National Journal of Business Research (TNBJR)
ISSN | 2319-5576
ready to work as three people instead of one, they don't bother about the consequences the employees may face with this stressful work atmosphere. Individuals are equally responsible for creating work life imbalance, as the silence adopted by the individuals is a major factor responsible for work life imbalance. As people do not raise their voice against the unfair amount of work delegated upon them, they land up with unfair amount of work for themselves. Due to 'high ambitions' of the individuals they put themselves under much more pressure than they can handle. People tend to escape from making decisions and from taking stands. Work life imbalance is creating a different kind of lifestyle. People are having different professional and personal goals, which are often contradictory, and this is ultimately bringing imbalance in their lives. NEED FOR WORK-LIFE BALANCE Following situations given rise to the need of work-life balance Changing Face of Society:
and in regard designing innovative ideas to attract and retain good employees. Changing Wok Culture:
Almost every corporate body, now-adays, functions on the principle of empowering its employees. This goal of empowerment could be achieved by flexibility and freedom for employees to take decision without any hindrance from the policies and directives of the organization structure. Employees today seek for a range of choices from their employers and also want to have their say in availing them. Apart from initiatives like flexi-timing, focus on results and overall avoidance of long hour culture, employers have started giving positive reinforcements to employees by recognizing and distinguishing the ones who are prompt in adapting challenges posed by never ending increasing workplace standards. These positive reinforcements are usually in the form of increased health focus, well being and bringing in changes in organization legislations. Raise in Operation: the 365/24/7 Global
Most of the employees, now-a-days, place personal life on higher position than work life. This may be due to rising divorce rates, other family and relationship problems. Employees today expect more life outside work. They also expect family to be part of their work. Smart companies have identified this [63]
Global organizations and increasing call centre operations across the globe force to work day and night coping with the time zones. With more and more business emphasizing on round-the-
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Work-Life Balance: HR Initiatives for Sustainable Growth
ISSN | 2319-5576
clock customer service, the concern for work-life balance for employees has become more essential. Dual Earner Families:
A positive attitude makes it easier to succeed in the goals and life changes necessary to bring life into better balance. Question Beliefs:
Nuclear families, demographic and cultural changes have also added to the problem of work-life imbalance. Survey conducted by The Work Foundation depicted that woman workforce is likely to grow. Working mothers are the major chunk of population who adversely get affected in balancing their job performance and family life. I. FACTORS FOR WORK-LIFE BALANCE Manage Time Effectively:
Core beliefs, which reside quietly in the subconscious, guide behavior with little conscious awareness. Core beliefs which are formed during childhood are a person's broad truths about life. Question these silent guidelines to assure that they support a well balanced life. Honor Values:
Keep track of the time spent on life's roles and responsibilities, making sure that time and energy are applied in support of work/life balance. Set and Enforce Boundaries:
Living in alignment with one's values is important to a feeling of personal integrity. Values are those things important to a person's definition of self. When aligned with values, life feels right and whole. If not aligned with values, life is stressful. Utilize Unique Strengths:
There are many demands on a person's time and energy. Acquire the ability to say no to requests that will imbalance life. Habituate Self Awareness: Develop the ability to be aware of self, recognizing feelings and behaviors as they occur. Question behaviors keeping them aligned with life purpose and in support of a life balance vision. Focus on Positive Thinking: [64]
Unique strengths are those skills and abilities at which a person excels. Though functioning adults have many competencies, only a handful of these come so naturally and easily that they fall into the category of unique strengths. When unique strengths are heavily utilized in daily activities, one's life will feel more balanced. Engage in Passionate Activities:
Volume | 3 Issue | 2
APOTHEOSIS: Tirpudes National Journal of Business Research (TNBJR)
ISSN | 2319-5576
When life is filled with one's passions, the result is high energy, great enthusiasm, and lots of fun, characteristics of a well balanced life. Be Clear on Life Purpose:
to maintain it at manageable level so that it can enrich and motivate. Sometimes it makes sense to "take it easy". Distribute the work load:
Life purpose is the foundation of a balanced life. Clarity of purpose permits a person to align life's roles and responsibilities, bringing meaning and satisfaction, the emotions characteristic of a balanced life. Have a Vision:
An orderly and clean home reduces unnecessary tensions and makes life simpler. However, when the time is tight, learn to let go of expectations of extreme cleanliness. Even at workplace, learning to trust colleagues and delegating tasks and duties helps in sharing the burden. Identify and implement:
Though work/life balance is a significant problem for millions, there is not a universal definition of life balance. Life balance is a personal determination, an individual feeling that life's activities are meaningful, appropriate and right. Without a clear vision of the goal, one is unlikely to achieve a balanced life. WORK-LIFE BALANCE STRATEGIES AT INDIVIDUAL LEVEL Simplify life:
Keep a record of all the work-related and non-work related activities performed during a given week. After identifying the most important and meaningful activities, those activities which are done out of guilt or are deemed unnecessary can be delegated, if possible. Manage time efficiently:
Learn to say "no" if it comes in the way of your schedules. Staying home once in a while helps ease the frenetic pace of the workplace. Learn to de-stress: A certain degree of stress often enables people to perform better, but the key is [65]
Planning household chores and duties/tasks well ahead of time prevents last-minute panic and tension. Efficient scheduling of appointments or tasks which can be clubbed together on the same day minimizes missed work time. Find out practices: about flexi-work
Make enquiries in the organization if there is an option of flexible working
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Work-Life Balance: HR Initiatives for Sustainable Growth
ISSN | 2319-5576
arrangements and the criteria to opt for such policies. Nurture yourself:
Managing both household and work efficiently is quite challenging. Nurturing yourself to replenish the lost energy is a good investment towards WLB. Some of the activities like taking a walk at lunch time, meditation, yoga or engaging in an activity most enjoyed can be good way to recharge. Set up a work-free and chore-free day: Create at least one day in a week that is free of any job-related tasks and chores. This time can be utilized to develop a hobby and relax. WORK-LIFE BALANCE STRATEGIES AT ORGANIZATIONAL LEVEL Flexible Working Arrangements:
Tele-working: Due to the spread of Information and Communication Technologies (ICT), the employees can choose to work at home depending on the nature of jobs, e.g., those which can be accomplished using a computer. Job-sharing: A job can be shared between two part time employees instead of one full-time employee. Compressed working hours: This option allows employees to work their total number of hours over fewer days. For instance, by putting in longer hours, an employee can work for only four days in a week. Annualized hours: According to the peaks and troughs of activity in a company, the employees total working hours are calculated over a year instead of a week. Offering Extended Other Arrangements: Leave and
Flexi-time: Under this option, an employee can decide on the start time for his work day, pick his lunch-hour and choose a slot for work that is most convenient to him, within certain limits. Comp-time: Whenever an employee works overtime, he should be given the option to take an equivalent time off on another day of his choice as compensation for the extra work done.
Apart from the mandatory maternity leave, periods of extended leave can be beneficial in particular situations like career breaks, sabbaticals, study leave and leave for domestic emergencies. Such an arrangement just goes to show the concern and care of the employer. Increasing Levels of Support:
In addition to the above, the employer can also weigh the option of offering extra support to employees in the form [66]
Volume | 3 Issue | 2
APOTHEOSIS: Tirpudes National Journal of Business Research (TNBJR)
ISSN | 2319-5576
of loans or allowances, workplace facilities like crches or medical centers, and subsidized insurance. Encouraging `Wellness' in the Workplace: Providing assistance for employees to protect their health can enable them to deal with unavoidable stress at work more effectively. Information and guidance on issues related to health, subsidized healthcare and access to gyms, and periodically assessing WLB with the employees are some of the initiatives for promoting the feel good factor. BENEFITS OF WORK-LIFE BALANCE Benefit to Organization: Improve morale Less negative organizational stress Retention of skilled work-force Positive reaction to competitive force Better team work and communication Development of high level of confidence in an employee Maintaining a satisfactory level of customer relationship Benefit to Individual: More value and balance in daily life Reduced conflict Reduced stress High morale [67]
Feeling more rested and energized High satisfaction from work Better physical and mental health
INDIAN SCENARIO The Indian scenario is typically different from the western world. Indians value family the most and once this family life is happy the person is at his cool and this reflects at the workplace. On the contrary disturbed family issues creep into the workplace and it becomes hot and this in turn moves to family and the story continues as vicious circle. Indians respect their parents, takes care of the children till they are appropriately settled in the life. The typical Indian housewife takes the responsibility of the family and manages it. If this is the case, the way of life should be taken into consideration while planning the work and in fact the employer must facilitate the employee to work. Gone are the days of the authoritative management, where the work was extracted from the employee, by hook or crook. Now the Indian organizations have become more technology oriented and mature and they have recognized the importance of advanced skilled, well-educated workforce without which their very survival is at stake. If this is the scenario then how can organizations cope up with these situations? Its time for one to realize the importance of integrating the work-life rather than balancing it. If we try to balance it that means we are
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Work-Life Balance: HR Initiatives for Sustainable Growth
ISSN | 2319-5576
acknowledging the fact that there is a difference or both work and the private life are in different dimensions and are trying to balance them. It is time that both need to be seen from the same angle. Issues like time pressures, financial Intricacies, Work-life stress casting its shadow on the community and society on the whole and finally this has an effect on the organizations in the form of high attrition, absenteeism and inability to utilize human resources potential to the full extent. GOOD PRACTICE EXAMPLES The major part of almost all work-life balance programs includes flexible working. Organizations are instituting practices, such as telecommuting, jobsharing, temporary working and parttime working to help staff maintain equilibrium between work and personal life. Instead of getting many annual vacations and sick days, employees these days are offered the options like compressed week schedules and paid time-offs. Employees of most of the IT companies like IBM and Infosys today work off the company premises. Employees are also given enough time to gradually return to work after childbirth (in case of women), time-off for personal needs without loss of pay, time for education or training, and working part of the year on an annual basis. In order to encourage a healthy work-life balance amongst its workers, organizations have a practice of [68]
rewarding employees with monetary incentives for participating in some type of fitness and healthy living. The human resource department of Max New York Life regularly keeps a check on the attendance of employees to find out the cause for their not taking leave and also structures the annual leaves in such a way so that it does coincide with the kids' summer vacations. They also provide the gymnasium facility that can be used even by the families of the employees before and after the office work hours. Nestle' makes it a point not to reward the employees who put in long hours at work and also provides facilities like a `just chill' room to de-stress. To foster a feeling of "we care" amongst its employees, IBM spends millions in providing the dependant-care facilities to its employees, which the company thinks is a good way of retaining the talented mothers and fathers. SAS, a software company recognized as one of the "100 Best Companies to Work for" by the Fortune magazine, has taken up initiatives like childcare centers for a $250 monthly fee and free annual mammograms and lab tests being offered at their health center. Besides, some companies also offer assistance to their employees, where they are counseled on a diverse set of issues related to family and marriage problems and other stress related issues. The Virginia Commonwealth University Health System in Richmond, Virginia has seen significant changes in the percentage of their women workforce after the introduction of several work-
Volume | 3 Issue | 2
APOTHEOSIS: Tirpudes National Journal of Business Research (TNBJR)
ISSN | 2319-5576
life balance programs. The organization being in the healthcare sector cannot give the option of telecommuting to its employees. The work was very challenging but they came out with schemes like onsite child and elder-care centers which remain open seven days a week, including holidays, from 6 a.m. to midnight to accommodate workers' diverse work schedules. CONCLUSION Work-life balance is the responsibility of not only the organizations but also the employee. Understanding the essence of the programs and using them to the maximum benefit of both the individual and organization's purposes. The employees should not misuse the programs but use them judiciously. The employee should show the discretion and coordinate and cooperate with the line managers, when required, that helps the organizations to plan more such programs for the employees. This in turn helps the organization achieve better productivity. Work-life programs are after all an investment for improving productivity, reducing absenteeism and overheads, and achieving improved customer service as well as motivated satisfied and equitable workforce. REFERENCES 1. Arthur, M. and Rousseau, D. (1996). Introduction: The boundary less career as a new employment principle. In M. [69]
Arthur and D. Rousseau (eds). The Boundary less Career: A New Employment Principle for a New Organizational Era. New York: Oxford University Press. pp. 3-20. 2. Clark, S.C. (2000). Work/family border theory: A new theory of work/life balance. Human Relations, 53,6,747770. 3. Frone, M, Russell, M. and Cooper, M. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77,1,6578. 4. Fryer, D. (1986). Employment deprivation and personal agency during unemployment. Social Behaviour, 1,323. 5. Jahoda, M. (1992). Reflections on Marienthal and after. Journal of Occupational and Organizational Psychology, 65, 355-358. 6. Mauno, S. and Kinnunen, U. (1999). The effects of job stressors on marital satisfaction in Finnish dual-earner couples. Journal of Organizational Behavior, 20, 6, 879-895. 7. Perry-Smith, J. and Blum, T. (2000). Work-family human resource bundles and perceived organizational performance. Academy of Management Journal.
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