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Introduction:Work Life and Personal life are the two sides of the same coin. It isvery hard to have a balance between work life and our personallife, especially the females who have to balance their Personal aswell as their professional and have to work twenty hours a day.
The increasing work pressures, globalization and technological
advancement have made it an issue with both the sexes, allprofessionals working across all levels and all industriesthroughout the world. Achieving work-life balance is not assimple as it sounds.
Work life and personal life are inter-connected andinterdependent. Spending more time in office, dealing with clientsand the pressures and of job can interfere and affect the personallife, sometimes making it impossible to complete the householdchores. On the other hand, personal life can also be demanding if you have a kid or aging parents, financial problems or evenproblems in the life of a dear relative. It can lead to absenteeismfrom work, creating stress ad lack of concentration at work.
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Work and personal life conflict occurs when the burden,obligations and responsibilities of work and family roles becomeincompatible. Obligations of one can force an individual to neglectthe other.
A decade back, employees used to have fixed working hours orrather a 9-5 job from Monday to Friday. The boundary betweenthe work and home has disappeared with time. But withglobalization and people working across countries, the concept of fixed working is fading away. Instead of just 7 or 8 hours a day,people are spending as much as 12-16 hours every day in office.
For this today a new subject has been added in our life called
Stress management, i.e how to manage your personal andprofessional life. Stress management is the need of the hour.However hard we try to go beyond a stress situation, life seems tofind new ways of stressing us out and plaguing us with anxietyattacks. Moreover, be it our anxiety, mind-body exhaustion or ourerring attitudes, we tend to overlook causes of stress and theconditions triggered by those. In such unsettling moments weoften forget that stressors, if not escapable, are fairly manageable
and treatable.But the thing to see here is how one couple manages ones
life in this stress life, consequently managing their home as wellas their office. In the life of a couple it has to see both the needsof their home as well as the demands of their office. A male has toperform his job in office as well as looks into the wants of hishouse, whereas a woman has look into her office job as well ashas to meet the day to day affairs of home. In this situation bothof them lead a stress life and have to come up with thechallenges of life where 18 hours of the day they are involved inwork.
Stress can lead to many factors like:
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Potential SourcesConsequences
Review of Literature:
Hartwell F. (2010), in her article Work life balance-are youbalancing your work and life successfully? analyzed that whenthe balance between work and home life is disrupted, the stressand worry experience also affects a person ability to think clearlyand perform at their best. If you were at your best you dont know
just what to do right? According to her one should first get startby drawing a large circle, which represents your life and divide it
Environmental Factors:
EconomicUncertainty
PoliticalUncertainty
Organizational Factors:
Task demand
Role demand
Interpersonal
Personal Factors:
Familyproblems
Economic
IndividualDifferences:
Perception
Job Experience
Social Support
Belief in localof control
ExperiencedStress
Physiological
Symptoms:
Headaches
High bloodpressure
Psychologicalsymptoms:
Anxiety
Depression
BehavioralSymptoms:
Productivity
Absenteeism
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into 8 slices and label each slices with areas of your life. i.efinance, health, relationship, career, personal development etc.now take each area and ask yourself how satisfied am I with mylife. To have a balanced life, the numbers should be roughly
equal. The idea is to wheel the roll smoothly. If you have a 0 inyour health and a 5 in your finances then the imbalance could beaffecting your experience of life and how happy you feel. Thisunevenness is giving you a bumpy ride. Take each area and writedown one thing you can do today to feel better. It could be makea phone call, arrange to see a friend who you haven't seen forages, to eat a healthy meal, anything just do it. Notice theimmediate difference you feel when you take the action you'vebeen putting off.
Sonia M. (2010), in her article What is the real meaning of work life balance? has explained the meaning of work lifebalance. According to her once you begin to establish healthyboundaries between your work life and your personal life, youbegin to feel more fulfillment and personal satisfaction. The studydone by CEB showed that more than 60% of the employees polledidentified flexible schedules as the most important work-lifepractice their employer could provide. In reality time is of incredible value to both the employer and the employee.Confident employers are realizing this and using work life balanceprograms and perks to attract talent which they may not be ableto afford. These days, many talented workers are not looking formore money. They are instead looking for better quality of
life...that which we get through work- life balance.
Granth C. (2010), in her article How is your work lifebalance? analyzed that hard work can be held as the promise of reward, but there is a down size if you find yourselves not
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enjoying the living of it. If balance between work and life outsideof work is not maintained, your well-being can suffer, harmingyour peace of mind, physical health, and your relationships. Evenif you love your work, thrive on it, and can do it all day and into
the night, it is important to take some time to rest and create abalance. Your relationships need attention, your spirit needsnurturing, your body needs care, and your mind needs some timeoff. If these are neglected, there is no how you can make up fortheir loss? Accordingly you can do 10 different things every day toaid you in this worthy endeavor.
1. Inhale with awareness.2. Walk in nature, even for just 10 minutes. Aim for 30.3. Sit in silence and still your mind for at least 10 minuteseach day.4. Notice if you are thirsty, hungry, tired. What do you doabout it?5. While eating, slow down and give your full attention.6. Avoid people who consume your energy.7. Embrace people who accept and support your endeavors.8. Regard the beauty of your surroundings.9. Appreciate the freedom and ability to work or establish abusiness of your own.
10. Exhale completely.
King W. (2009), analyzed in his article How important is thework life balance? that work life balance is the separationbetween your work life and your personal life. It is the boundarythat you create between your career, business and every other
segment that makes up your life. Aside from your career, thesesegments include your family, personal growth, spirituality,fitness and health, and community and friendships. He hasmentioned that there should consistent separation between your
job and the other segments of your life; which enable you to trulybe present in each realm of your life. You no longer worry aboutwork projects while at home and even don't worry about things
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you need to do at home while at the office. This allows you to besharper, more efficient, and better-focused. It also enables you touse your time more efficiently, be more effective with yourcommunication, task completion, and decision making, and to
enjoy your time at work much more than ever before.
Helene M. (2008), in her article, shared identity and strategicchoice in dual-career couples analyzed the concept of a couple-level shared identity as forming the basis for the development of dual-career couples' strategies regarding involvement in work andfamily roles. A model is developed that is intended to helpresearchers in this area conceptualize the relationship between
career choices and career progression between members of adual career couple. Examining career development at the couple-level extends one's understanding of how the decisions made byone member of the dyad influence the career of the other.
Reitman F. (2008), in his article Enabling the new careers of the 21 st centuary analyzed in his article about the new careers of
the 21st century are turbulent compared to the ideal corporateclimb of the 1950s. Owing to the greater presence of women inthe workforce, diminished job security, and increased focus onpsychological aspects of success, many workers have moved ontonon-traditional career paths provide. The new careers involvechanging organizations, lateral rather than vertical moves, andoften include interruptions in employment. The expectation is thatemployees will manage their own careers, choosing to work forcompanies that opportunities to meet their objectives.
Organizations need to embrace the realities of 21st centurycareers and recognize the importance of programs and policiesthat enable the careers of their employees. Career-enablingprograms address time-control issues (e.g., part-time options, jobsharing, flextime, telecommuting, and leaves) as well asknowledge and skill development (e.g., training, job rotation,tuition remission, mentoring). Such programs help employees
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meet both career and life goals and will promote the long-termsuccess of the organization.
Hall S. (2004), analyzed in his article that Qualitative researchhas investigated distinct couple types that divide work and familyresponsibilities based on employment circumstances andrelationship characteristics, but such research is not conducive toidentifying frequencies of couple types or statistically comparingwork-family circumstances across couple types. The current studyincorporated both employment and family variables in identifying
four distinct dual-earner couples types among respondents fromthe National Survey of the Changing Workforce. Couple typeswere compared regarding demographic information andmemberships in couple types was predicted based on thisinformation. Some significant differences emerged that may beginto explain the circumstances and motivations behind selectingcertain work-family arrangements, though the more peer-likecouple were less distinct and in some ways less economicallyadvantaged than expected.
Lockwood, Nancy R. (2003), in their article Work/life balance:challenges and solutions have analyzed that in organizations andon the home front, the challenge of work/life balance is rising tothe top of many employers' and employees' consciousness. Intoday's fast-paced society, human resource professionals seekoptions to positively impact the bottom line of their companies,
improve employee morale, retain employees with valuablecompany knowledge, and keep pace with workplace trends. Thisarticle provides human resource professionals with an historicalperspective, data and possible solutions--for organizations andemployees alike--to work/life balance. Three factors--globalcompetition, personal lives/family values, and an aging
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workforce--present challenges that exacerbate work/life balance. This article offers the perspective that human resourceprofessionals can assist their companies to capitalize on thesefactors by using work/life initiatives to gain a competitive
advantage in the marketplace.
Moore M. (2002), analyzed in the article about the findings froma Catalyst study that explored why there are so few women withglobal assignments. The study reveals several prevailingassumptions in corporate and professional America aboutwomens willingness and ability to relocate. One of the most
pervasive is that dual-career issues hinder womens ability torelocate internationally. This assumption is applied universally towomen regardless of personal situation and discounts how menare also in dual-career relationships. Furthermore, the studyprovides recommendations for employers to support dual-careercouples relocating globally, thereby increasing the likelihood thatassignment offers will be accepted and the assignment completedsuccessfully.
Moore M. (2002), analyzed in his article about the findings froma Catalyst study that explored why there are so few women withglobal assignments. The study reveals several prevailingassumptions in corporate and professional America aboutwomens willingness and ability to relocate. One of the mostpervasive is that dual-career issues hinder womens ability torelocate internationally. This assumption is applied universally towomen regardless of personal situation and discounts how menare also in dual-career relationships. Furthermore, the studyprovides recommendations for employers to support dual-careercouples relocating globally, thereby increasing the likelihood thatassignment offers will be accepted and the assignment completedsuccessfully.
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Tryon W. (2002), in his article Issues in the lives of dual-career
couples analyzed in his article that presents a systematic review
of the issues involved in dual career marriages. A definition of
dual-career couples/families is provided. The literature is then
reviewed with respect to employment issues, employment issues
specific to dual-career couples, career interruptions, household
chores, child care, and marital difficulties. Some suggestions are
made f or conducting therapy with dual-career couples.
Riusala K. (2000), analyzed in his article that the relationshipbetween foreign assignment and career development has beenstated to be unclear, and further research has been called for withregard to career challenges and career management programmeof expatriates. Furthermore, today an extensive proportion of
marriages are dual-career partnerships with both partnersemployed, and thus a need to take this into account has beenstressed in expatriate literature. The present study covers theseissues based on the experiences of about 300 Finnish expatriates.Career arrangements after repatriation were a very prominentconcern among expatriates. On the other hand, the results alsoindicate that career-related support practices were not verycommon in this sample, but there was clear inconsistencybetween perceived necessity and actual use of theseprogrammes. Dual-career couples career considerations played acentral role as in the case of expatriates. However, dual-careersupport was not commonly available although it was again seenas necessary.
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Smith C. (1997), in his article analyzed in his article thatPresents findings from a study investigating the career transitionsof a sample of dual-career managerial couples within Australianorganizations. Results confirm that job changes are complex
processes, which are determined by biographical factors such assex, age, parental status, and stakeholder influence and careersalience. However, they are very much influenced by work factorssuch as the culture of the employing organization whichrecommends more flexible career paths, employment practicesand managerial conventions, to facilitate the career developmentof the growing numbers of dual-career couples, and to enhancelabour retention and organizational productivity.
Smith C. (1997), in his article Career transition of dual-careercouples: an empirical study analyzed in his article about thePresents findings from a study investigating the career transitionsof a sample of dual-career managerial couples within Australianorganizations. Results confirm that job changes are complexprocesses, which are determined by biographical factors such assex, age, parental status, and stakeholder influence and careersalience. However, they are very much influenced by work factorssuch as the culture of the employing organization, Recommendsmore flexible career paths, employment practices and managerialconventions, to facilitate the career development of the growingnumbers of dual-career couples, and to enhance labour retentionand organizational productivity.
Rever S. (1995), in his article Todays expatriate familyanalyses about the multinational organizations which avoid
contemporary family issues, which only compound the problemsalready plaguing them due to a lack of strategic key staffing andplanning on a global scale. These shortcomings may pose seriousquestions about US industry's ability to compete globally. But forHR executives, these obstacles also present an opportunity: Theycan help their companies gain a competitive advantage both bydeveloping programs to attract, develop, and retain the best-
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available global talent and by specifically addressing family issuesthat stymie the process. To date, few multinationals have madeserious attempts to build a global talent pool and analyze theneeds and wants of expatriates and their families. But without
this internal analysis the multinational firm will not be able todevelop and implement cost effective programs.
Cooper C. (1995), in his article Working together: men andwomen in organizations analyzed in his article some of the issuesthat prevent men and women working together effectively in
organizations. It explores the impact of gender stereotypes andthe perception of women as the weaker sex. In addition,attempts to highlight organizational strategies that would ensurethe successful working practice of men and women inorganizations
How Companies Are Handling These Issues:
Work life balance is a very situation to maintain in ones career.
One has to deal hard to face with day to day problem. Companieslike Goggle provide one with the choice of doing your work athome, which works vice-versa for both the employer as well asthe employee. The employer gets the work done and theemployee does in his flexible way. The companies today alsoprovide Maternity benefits to women employees. Companies likeIBM, Wipro, SAP, Infosys etc, provide a lot to their employees likeflexible Work Hours (Where Appropriate) Basic and SupplementalLife Insurance Short and LongTerm Disability Insurance andSupplemental LongTerm Disability Business Travel AccidentInsurance Accidental Death & Dismemberment Insurance SOSEmergency Evacuation (for illness or injury incurred whileoverseas on Action Aid business) Bereavement Leave Interestfree Computer Purchase Loan (After six months of employment)etc.
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We can see with the following example how companies today arehandling these issues:
Alcatel , for one, has structured a remarkably effective policy oninternational mobility, as one of our clients, Jan Van Acoleyen,Vice-President Human Resources of Alcatel Microelectronics, says:"Family issues remain the sensitive aspect of internationalmobility. Today, we place a great deal of attention on dual careerproblems. The opportunities for work for the partner may turn outto strongly affect the acceptance of an international assignmentand will later prove to be fundamental in guaranteeing theintegration of the transferee and his/her family in the new hostcountry. One often forgets that for the transferee, the continuityof his or her career is unaffected, as there is no change of employer, merely of country of residence. For the partner,however, the change is total."
Recent studies show that a substantial percentage (60%) of international companies now provides specific support for partner
job searches. Thirty percent have a systematic approach and aclear and structured policy.
Conclusion:
We can lastly conclude that work life balance is an importantaspect of our life, which needs to be maintained. In our life a lotsof career related problems arises which should be adjustedaccordingly. Juggling between the obligations towards the familiesand expectations of the organization and constant struggle tomaintain a balance can work can have serious implications on thelife of an individual. Therefore, it is important for employees tomaintain a healthy balance between work and their private lives.
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This will help them achieve their personal and professional goalsas well the organization they are working for.
In 1950, the typical family structure consisted of a full-
time working father, who was the sole wage earner, and a stay-at-home mom. Today, less than 3% of the population fit thatstereotype. A couple can define their own sense of equity withintheir relationship. The distribution of roles does not necessarilyhave to be equal. It can be different depending on peaks andvalleys of the couples work schedules.
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