Impact of WorkLife Balance on Employee Performance - Essay Example

Impact of Work–Life Balance on Employee Performance “Offering work–life balance programs will result in positive outcomes for organizations and for employees.” Recently, it can be noted that there has been a shift in the work environment in many organizations where it can be seen that a new phenomenon to balance the needs of employees and organizations has emerged. This conflict of interest primarily involves the need for the organization to balance its needs to achieve its desired goals and objectives as well as those of the employees who may also need to achieve their personal goals while balancing the requirements of their work. Thus, this paper seeks to critically evaluate the significance of work–life balance programs with regard to improvement of employee performance and the organization as a whole. The paper will start by outlining the concept of work–life balance on employee performance. The main discussion will be centered on reviewing relevant literature about the measures that can be implemented by the organization in order to create a fine balance between the needs of the employees and the company so as to enhance positive outcomes for both parties. According to Beauregard and Henry (2009), “Competing demands between work and home have assumed increased relevance for employees in recent years, due in large part to demographic and workplace changes such as rising numbers of women in the labour force, an ageing population, longer working hours, and more sophisticated communications technology enabling near constant contact with the workplace” (p. 4). In as far as work balance is concerned, the employees should also be in a position to cater for their own family needs and interests. There are likely to be positive outcomes for both the employees and the employers. Research has shown that employees who are not given the opportunity to pursue their own goals are less satisfied in their workplace compared to those who are given the autonomy to make decisions that can impact on their goals and the needs of the organization. Jackson and Schuler (2000) argue that employees are not only motivated by financial gains but the autonomy to make decisions as well as to pursue their personal goals. This helps to create quality relationships between the employees and the organizations where mutual understanding can be enhanced. Against the rising demand of the need to create good industrial relations where dialogue between the employees and the employers can be supported to work together for the betterment of the company as a whole, the UK government has established The Partnership at Work Fund and it was launched under the Government grant scheme through the Department of Trade and Industry in 1999 (DTI, 2005). This initiative is meant to promote the creation of a work environment where the employees are committed to their work on the basis of the fact that their needs are catered for by the employers. Johnstone (2011) concurs with this notion when he states that commitment to work by employees, trust, flexibility and recognition of stakeholder interests by the employers are key elements that can lead to success of any business. Employees who are given flexible working conditions are in a better position to improve their performance since they can also pursue their own goals while at the same time balancing their needs and those of the organization. According to DTI (2005), it is the responsibility of the employer to create good industrial relations in order to improve the performance of the employees. When the employee needs are not taken into consideration by the employers, they are likely to be disgruntled and this can result in poor performance. A de-motivated worker is less productive compared to a person who is motivated. During the contemporary period, it can be seen that the workforce is increasingly characterised by diversity where women as well as other people from different walks of life are taking up different forms of employment. Unlike in the past where women were not allowed to take up full time formal employment in certain patriarchal societies, it can be observed that the trend has significantly changed during the contemporary period (Kleynhans et al, 2007). Women who were previously disadvantaged can seek employment of their choice just like their male counterparts. It can be noted that the current debate about work-life balance and flexible working conditions especially among women workers is the need to balance their work time with the time they also need to spend with their families. The need to create good working conditions and fair treatment among all people including women with young children has necessitated the debate about work-life balance. For instance, in UK, the legislation states that both men and women with children under six years and parents with disabled children who are below 18 years are given the green light to request for flexible working conditions from their employers (Taylor, nd). The other issue is that Britain has longer working hours compared to other European countries and this is the reason why there is growing consensus on the need for work-life balance which can lead to positive developments to the welfare of the workers. Spring (2004) observes that globalization has significantly changed the working environment hence the winning companies should take into consideration the needs and interests of a diverse workforce. This has also contributed to the debate about work life balance in order to create a productive workforce. The main advantage of this program is that it motivates workers. Research has shown that motivated employees are more productive than demoralised people. This is good for the company and the employees. This view is supported by Hogarth and Bosworth (2009) who state that “Work-life balance’ is meant to articulate the desire of all individuals – not just those with families or caring responsibilities – to achieve and maintain a ‘balance’ between their paid work and their life outside work, whatever their ‘life’ involves, from childcare and housework to leisure or self-development.” Thus, the major benefit of work life balance is that it helps to increase productivity while allowing the employees to pursue pertinent issues that concern their families. Research has shown that there are benefits of work-life balance to both employees and employers. For instance, a case study cited by (Hogarth and Bosworth, 2009) about Work Life Balance Surveys that were carried out in 2000, 2003 and 2007 show positive trends where about 84% of the employers now provide at least two or more flexible working time arrangements in 2007. This initiative has helped to create and maintain a work environment that is characterized by motivated workers given that they are given the opportunity to attend to their own family matters. According to the research by Hogarth and Bosworth (2009), “there is a wide body of evidence which suggests that work-life balance favors both employers and employees.” For instance, there is considerable increase in performance of the workers as well as the organization as a whole. People need to be given the opportunity to pursue their own goals which motivates them to be productive. Therefore, in order to create work-life balance programs that will result in positive outcomes for organizations and for employees, it is imperative for organizations to take into account some or all of the following practices: “flexible work hours (e.g., flextime, which permits workers to vary their start and finish times provided a certain number of hours is worked; compressed work week, in which employees work a full week’s worth of hours in four days and take the fifth off), working from home (telework), sharing a full-time job between two employees (job sharing), family leave programs (e.g., parental leave, adoption leave, compassionate leave), on-site childcare, and financial and/or informational assistance with childcare and eldercare services” (Beauregard and Lesley, 2009, p.4). These programs give the employees flexibility to pursue their own goals while at the same time fulfilling the needs and interests of the organization. Over and above, it can be noted that the notion of work-life balance has significantly gained prominence during the contemporary period. The employees also have their own responsibilities and personal goals which need to be fulfilled. It is the duty of the organization to make sure that it has a program in place that is meant to balance the needs of the employees and that of the company as a whole. As discussed above, some of the work- life balance aspects that ought to be taken into consideration include the following: maternity leave, paternity leave, adoptive leave, parents and careers’ rights to request flexible working as well as time off for dependents in an emergency (Hogarth and Bosworth, 2009). As indicated by studies, it can be noted that work-life balance is a very important concept that plays a pivotal role in creating private and social benefits to employers as well as individuals. References Beauregard, T. A. & Henry, L. C. (2009) Making the link between work-life balance practices and organizational performance. Human resource management review, 19 . pp. 9-22. ISSN 1053-4822. Viewed from: . DTI National Archives, (23 December, 2005). Employment relations. Viewed from: . DTI, (1 December 2005). The partnership and work fund. Viewed from:. Hogarth, T. & Bosworth, D. (2009) “Future horizons for work-life balance.” Viewed from: . Jackson, S.E. & Schuler R. (2000). Managing Human Resources: A Partnership Perspective. NY. South Western College Publishing. Johnstone, S. (25 March, 2011). Partnership working in UK Financial services, Viewed from: Kleynhans, R. et al (2007). Human Resource Management: fresh perspectives. CT: Prentice Hall. Spector, P.E. (2004). “A cross sectional comparative study of work-family stressors, working hours, and well being: China and Latin America versus the Anglo world. Taylor, R.(nd). The future of work life balance. Viewed from: . Read More