Continuing Profitability Family Leadership

It is extremely true that work-life balance has direct impact on the family life. Work-life balance is based on the concept that personal life and professional work must be less conflicting on priorities than as harmonizing factors of their life (Jones, Burke & Westman, 2013). It has been noted that work-life balance is becoming one of the interesting topic at the political, business, academic and social level. Halpern & Murphy (2013) stated that work-life balance has an argument of different parameters including social trends, economic goals, demographics, primary career responsibilities, personal interests and sharing of childcare responsibilities. After the various researchers, it has been analyzed by Harvey& Allard (2015), work-life balance is a term used to explain the balance that a person needs between time assigned for work and other aspects of life. It has been stated by Silbermann (2015), work-life balance programs are designed to enhance and improve the productivity, relationships, communication and stress management for a lasting life and work balance. On the other hand, a work-life balance may be referred to a worker’s ability and potential to maintain a healthy balance between their roles, duties and responsibilities and family life.

According to opinions given by many people, it has been analyzed that work environment has a significant impact on the commitment of the workers. According to a report that examines that contrast between the attitudes and values of employees whose employers encourage work-life balance and those that not. Deery & Jago (2015) found that men were less likely than the female worker to be satisfied with their work-life balance in the organization. Hilbrecht and Lero (2014) it is a very tough task to achieve work-life balance. It has been analyzed by Gayathiri et al (2013) where they stated that the ability to attain work-life balance in the workplace is becoming very complex in today’s competitive world. It is noted that top management and managers expect more from their employees and they put extra efforts to achieve greater outputs and profitability. According to literature given by Gatrell et al (2013), maintaining work-life balance is not only significant for employee personal health and relationship, but it can also improve and enhance the efficiency of the employee’s performance. If the employees fail to maintain a balance between work life and family life then it may influence the profitability and revenue of the firm.

Along with this, accepting the viewpoint of Lareau (2011), it shall be noted that most of the employees prefer switching employment because of issues related to work-life balance. Furthermore, many employees are motivated to change jobs for a better work-life balance. It is noted that there are enormous reasons having poor work-life balance in the organization that hamper the life of people in many ways. Mostly, appraisal and promotions are not done by the companies in today’s modern world. Therefore, employees are unable to maintain a balance in personal life and professional life. Daverth, Cassell, and Hyde (2016) suggested that employers put pressure on workers to assign more tasks and responsibilities. Thus, the employees have to work for longer hours in the organization and they do not get time for their families. Furthermore, it has been studied that employers do not maintain a reciprocal relationship with subordinates in the workplace. As it may also influence the working capacity and potential of the employees. All these issues that are occurred in the workplace affect the morale and level of satisfaction of the workers (Adisa, Osabutey and Gbadamosi, 2016).

According to Cahill et al (2015), the negative effects of work-life balance have a direct impact on the individual and social life of the subordinates. Work-life balance is most significant as it permits the employees to separate work and home, it means the stress of the work must stay at work, not follow outside of office hours. The literature is given by per Cooper (2015), it should be analyzed that there are enormous ways for supporting a favorable work-life balance to the workers,. A diverse and unique employee with different needs and requirements is helped in creative solutions (Sommerlad, 2016). Creative a favorable work-life balance has been especially typical for a younger generation. It has been evaluated that flexible work structure is significant for the majority of workers worldwide, regardless of age. Moreover, it is studied by Ward (2016) where he stated that one of the best and effective ways to promote healthy and strong work-life balance is to teach the employees about it. Apart from this, seminars and training sessions can be conducted by the companies to improve and encourage the work-life balance. Furthermore, it should be restricted that employees do not work after left the worksite. It has been analyzed that employers should provide a child care facility within the work premises to ensure a sense of safety and security for working parents (Heath and Heath, 2013).

It should be examined by Halpern & Murphy (2013), managing stress is about making a plan to be able to strive effectively in the organization. The eventual goal is to make strike a balance between work, life, relationship, fun, and leisure. Human is a social animal. Hence, everyone needs to replenish and boost their batteries on a daily basis. Having a unique and dynamic relationship with outside work helps employees relax. It distracts them from their work and eliminates the stress and anxiety connected with it (Silbermann, 2015). Further, after analyzing the literature given by Deery & Jago (2015) it shall be noted that health initiatives also helps in maintaining a balance between employment life and personal life. A fundamental and significant part of work-life balance is prioritizing health. It has been studied that long working hours generally force and push the employees to give up fitness and health. Apart from this, the employees create a timeline for the activities (Gayathiri et al, 2013). The computer programs can help in these activities. It is very difficult to maintain a balance between home and work. The employers need to set the standards and policies to maintain a work-life balance. In addition, the employers should set the goals and objectives for employees to perform tasks and duties in a hassle-free manner. Cahill et al (2015) believe that healthy relationship between superior and subordinates makes easy to maintain a balance between work and home. After the various researchers, it has been recommended that failing to reach an effective and dynamic work life balance can be influenced the health of workers. A good and attractive work-life balance can provide a wide range of physical and mental health benefits such as greater satisfaction with the high quality of life, reduce the stress and physical improvements (Ward, 2016). As the same way, it also increases the productivity and efficiency of the workers in the workplace. It is seen that poor and ineffective balance can damage physical and mental health. The need for effective work-life balance arises to reduce and avert the conflict of families that occur when the needs and requirements of personal role do not match with the ones of the important and productive role. This conflict and issues create tension among workers, declining their productivity level and causing an adverse impact on the performance and productivity of the firm (Jones, Burke & Westman, 2013). 

In this context, it has been evaluated that the organization should have a proactive approach to initiate the work-life practices within the organization. The managers should create a flexible structure to implement the changes and contribute to maximize the employee’s life satisfaction. It is analyzed that work-life balance is most important for the companies to retain a skillful and talented workforce in the organization. The main objective of this work is to evaluate and determine the effects of work-life balance plans and policies on business activities and performance (Cooper, 2015). Goals and career are effective and significant elements in life. It has been examined that balancing personal life and work is one of the biggest challenges in the organization. The organizations are being implementing best practices when it comes to attain work-life balance for their workers. Moreover, it is noted that employers should allow their employees to work from home for a day so they would be able to attend the significant personal matter (Heath and Heath, 2013). On the other hand, if the workers are allowed to pick their work schedule, they would be happier in the workplace. If the workers are constant happy, then they are more likely to be occupied with their work and encouraged to offer good quality of services. It shall be noted that flexible working hours give the workers time to rest and eliminate the stress (Hilbrecht and Lero, 2014). If the company is able to maintain a balance between the personal and professional life of the workers then it will also help to beat the competitors in the marketplace. In this way, the firms reach its maximum level of outputs. It has been studied that if the company offers work-life balance for their workers, it would be able to attract and retain top performers. This will not only give guarantee keeping competent and efficient employees but clients would be aware that the firm only has the effective subordinates in their team. It will help to create a dynamic image in the market and earn a reputation from the clients (Cooper, 2015). Silbermann (2015) suggests that work-life balance is necessary to both subordinates and employers because of the number of advantages it offers. It will also help to reduce absenteeism and turnover rate in the workplace. Better teamwork and strong communication is one of the significant benefits of the work-life balance and it also reduces the recruitment costs. With the help of work-life balance, the employees are able to maintain a manual and reciprocal relationship with family members (Cahill et al, 2015). The employees can spend time with family members. Work-life balance also maintains a favorable and strong culture in the organization as well as family. Apart from this, if the company maintains a work-life balance then it will help the employees in maintaining good relations with relatives. They easily communicate with family members and enjoy life in a better way (Hilbrecht and Lero, 2014). It is assumed that if the employees of an organizational are allowed to choose their schedules then it will also help in decision making process. This is beneficial for the workers because they become more loyal and confident in the workplace. Furthermore, it boosts and develops trust and faith among the employees (Harvey & Allard, 2015). It is the responsibility of the employers to better understand and evaluate the family relationship of the employees.

The above-mentioned analysis suggests that improvement in work-life balance of the workers should be an important function of human resource management. Work-life balance programs put several positive impacts on workers in terms of turnover, commitment, recruitment, productivity, and satisfaction. It has been analyzed that companies are conducting various work-life balance programs for the welfare of the employees. It also protects the rights and interests of the workers. These programs help in maximizing the profitability and outcomes of the firm. On the other hand, the employees can maintain enjoy life with their family members. Finally, it shall be noted that self-management is essential for the workers to control their own expectations and behavior regarding the work-life balance.

References

Adisa, T.A., Osabutey, E.L. and Gbadamosi, G., (2016). Understanding the causes and consequences of work-family conflict: An exploratory study of Nigerian employees. Employee Relations, 38(5), pp.770-788.

Cahill, K.E., McNamara, T.K., Pitt-Catsouphes, M. and Valcour, M., (2015). Linking shifts in the national economy with changes in job satisfaction, employee engagement and work–life balance. Journal of Behavioral and Experimental Economics, 56, pp.40-54.

Cooper, C.L., (2015). International handbook of work and health psychology. John Wiley & Sons.

Daverth, G., Cassell, C. and Hyde, P., (2016). The subjectivity of fairness: managerial discretion and work–life balance. Gender, Work & Organization, 23(2), pp.89-107.

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Gatrell, C.J., Burnett, S.B., Cooper, C.L. and Sparrow, P., (2013). Work–life balance and parenthood: A comparative review of definitions, equity and enrichment. International Journal of management reviews, 15(3), pp.300-316.

Gayathiri, R., Ramakrishnan, L., Babatunde, S.A., Banerjee, A. and Islam, M.Z., (2013). Quality of work life–Linkage with job satisfaction and performance. International Journal of Business and Management Invention, 2(1), pp.1-8.

Halpern, D. F., & Murphy, S. E. (Eds.). (2013). From work-family balance to work-family interaction: Changing the metaphor. Routledge.

Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.

Heath, C. and Heath, D., (2013). Decisive: How to make better choices in life and work. Random House.

Hilbrecht, M. and Lero, D.S., (2014). Self-employment and family life: constructing work–life balance when you're ‘always on’. Community, Work & Family, 17(1), pp.20-42.

Jones, F., Burke, R. J., & Westman, M. (Eds.). (2013). Work-life balance: A psychological perspective. Psychology Press.

Lareau, A., (2011). Unequal childhoods: Class, race, and family life. Univ of California Press.

Silbermann, R. (2015). Gender roles, work-life balance, and running for office. Quarterly Journal of Political Science, 10(2), 123-153.

Sommerlad, H., (2016). “A pit to put women in”: professionalism, work intensification, sexualisation and work–life balance in the legal profession in England and Wales. International Journal of the Legal Profession, 23(1), pp.61-82.

Ward, J., (2016). Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership. Springer.