Explain the benefits of achieving an acceptable work-life balance ?
Give an example of what positives there are for you in having a work-life balance
Work-life balance is a matter that has affected everyone in the labor industry. This word describes the balance which a person requires amid the time they allocate to work and other factors in life. The other sectors of life apart from work-life may include family, social, and individual interests. In an organization, staff identify, to a degree, the firm as a collective community. Organizational principles, interest, and norms are integrated in the self-concept as workers raise their identification with the firm. Nonetheless, staff additionally identify with their external functions and their actual selves. Such instances consist of morals, principles, and mass media. The employee interactions within the firm, via other staff members, clients, and management, strengthen staff selection within the organization. At the same time, the staff must deal with their self-identification and the various interactions outside from the firm, and thereby may have multiple selves (Van Knippenberg, & Daan, 2006). Hence, the worker may not only identify with the firm, but other sectors of their lives such as family, and children, which may align or clash. The conflict of such identities, in regards to acceptable work-life stability, is affected. Firm members should perform identity functions to match themselves with the fields in which they are acting on to prevent conflict and any pressures (Reynolds, 2005). Every employee desires to attain a favorable work-life balance because of the definite advantages they may enjoy. The notion of balance shifts from one individual to another as there is no easy formula for the time they spend at their workplaces, in comparison to the other people’s lives. The paper will discuss the advantages of accomplishing acceptable work-life stability.
The notion of achieving a suitable balance between work and life has a close link to control, decisiveness, and the ability to align work sequences with their life phase and lifestyle. The translation of this balance shifts for individuals at various periods in life, usually in reaction to milestones in the process of life. There are several benefits of attaining a work-life balance. Firstly, research by an insurance organization in the United States showed that about four people out of 10 staff members suggest that they experience ‘extreme’ stress st their workplaces (Delecta, 2011). The people in stressful jobs have a higher probability of suffering from the stress-associated medical disorder and have a high likelihood of leaving their positions. The research showed that women, especially, indicate stress associated with dispute amid family and work. Most psychoanalysts identify indecision as the foremost attitude towards life in this modern society. The pressure the community places on these people can lead them to have an improbable attitude (King, 2008). The ambiguity or possibility of failing, or the fear of not achieving the societal expectations, causes people to be in a constant competition to attain the aspirations of their families, occupation, and appearance. Thereby, the individuals that desire more from their jobs, families, or affiliates may burn out. This result makes it imperative for a person to achieve a work-life balance. Given the high pressure that leads to high-stress levels, the balance will help in reducing the stress levels of workers from the highly involving job and consequently, reduce the risk of falling into stress-related illnesses. Further, it reduces the probability of people quitting their jobs or disconnecting from the society. It eliminates the fear of failing or underachieving the goals the community set.
Secondly, an acceptable balance allows people to increase their productivity. Any profession requires employees to utilize their time, skills, and effort effectively to achieve the set goals. The adverse consequences of work-life imbalances such as high-stress levels and related disorders cause employees to reduce their efficiency at work. Most employees tend to take many sick leaves, come late to work, or work fewer hours, to spend time in their other lives. Conversely, some may work long hours to achieve the company’s goals and strain their other links causing them to disconnect from their other ‘selves.’ (McPherson, & Mervyl, 2007). Consequently, such actions may affect them negatively as they would succumb to stress associated illnesses such as depression and later quit their jobs. Hence, productivity at work and in life is very critical for workers. In reaction to this, organizations have begun to implement work-life balance programs to enable workers and organization improve their productivity and their overall performance.
Finally, it enables people to attain flexibility and satisfaction at work and in life. Flexibility forms the basis for achieving a balance and simultaneously, is a positive result of the balance. It reflects a person’s ability to juggle between family effectively, work, and self (Williams, & Boushey, 2010). It may differ from one person to another as it depends on the working arrangements that would enable workers to satisfy their employers and other external links. There is a close link amid work satisfaction and life contentment. For instance, most people may still choose to work even after retiring if the conditions remain favorable. This decision is because people prefer working for reasons linked to contentment, and its related addition to their lifestyle.
Achieving a work-life balance is imperative for people in all sectors of life. It has numerous benefits for people and the organizations as well. It generally relates to dealing, negotiating, and attaining a contentment balance level. Work-life balance is flexible approach and involves dedications, interests, and desires of change.
Delecta, P (2011). “Work-Life Balance.” International Journal of Current Research. 3: 186–189.
King, E. (2008). The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe. Human Relations, 61, 1677–1711.
McPherson, & Mervyl (2007) Work-life balance, employee engagement and discretionary effort, Auckland: Equal Employment Opportunities Trust, p.26.
Reynolds, J. (2005). “In the Face of Conflict: Work-Life Conflict and Desired Work Hour Adjustments”. Journal of Marriage and Family. 67 (5): 1313–1331.
Van Knippenberg, & Daan (2006). “Organizational Identification versus Organizational Commitment: Self-definition, Social Exchange, and Job Attitudes.” Journal of Organizational Behavior 27.5 571
Williams, J. & Boushey, H. (2010). The three faces of work-family conflict the poor, the professionals, and the missing middle center. Center for American Progress, Hastings College of the Law.
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