The paper “ Organizational Advantages of Work-Life Balance Policies” is a motivating example of a literature review on human resources. For the past two decades, one of the budding themes has been work-life balance. This has prompted restructuring in organizations as well as work amplification. In the course of recruiting employers, there is one major concept that employers should focus on. There is flexible working policies. As argued by Perry-Smith and Blum (2000, p. 1), work-life balance (WLB) policies are a Human Resource approach in gaining a competitive advantage. In its purest definition, flexible policies as directed by the Human Resource management are aimed at creating a conducive environment for the employees enabling them to develop a balance between work and personal life.
This balance simply means that the demand for personal or family and professional life is at equilibrium. These policies are characterized by flexible working times and provide a platform whereby all employees regardless of their social responsibility can request and apply (Manuel, 2013). According to studies done, there are benefits that stem from these policies (Beauregard & Henry 2009, p.
6). The benefits reaped by organizations that implement these policies can be varied that is ranging from financial or organizational. Studies available clearly illustrate that organizations that practice friendly and flexible working policies experience optimal employee performance and efficacy and reduced levels of job dissatisfaction and absenteeism. It is further suggested that such organizations attract top talents from the employee pool as it illustrates openness of the establishment as well as meets the high expectations of these job seekers. Organizational Advantages of Work-Life Balance PoliciesStudies on work-family balance offer opinions from a conflicting perspective.
This is mainly because the conferred view is individuals often experience stress when involved in multiple roles (Greenhaus & Beutell 1985, p. 10). The approach that should be encouraged is to view work and family life as aspects that can be balanced. This enables one to clearly observe the advantages of this balance. On reviewing research conducted, it is essential to focus on the implementation of the WLB strategies and the impact of this action as opposed to those that focus on definition and hypothetical facts. According to Greenhaus & Gary (2001, p.
12), the ‘ scarcity hypothesis’ casts a negative light on work-life balance because it is assumed it stresses the individual. In an effort to argue out this notion, ‘ work-life enrichment’ has been developed through these policies (Greenhaus & Powell 2006, p. 14) It is also important to understand when reviewing the impact of flexible work practices; two types of studies are available. There are studies that focus on the availability of flexible work practices. They basically expound on the types of flexible policies available, their popularity and targeted employee category.
The other type focuses on the actual realization and implementation of these policies and how they impact establishments. The discussed topics in these studies are mainly on the implementation process, the resulting effects and challenges faced. Human resource policies that promote work-life balance have a positive impact on the employee which is synergistically related to the organizational benefits (Yuile, Gudmundsson & Sawang2012, p. 5). The wellbeing of an employee is paramount if any organization aims to achieve optimum performance. Owing to the competitiveness in the business world today, organizations demand more commitment and dedication from employees thus neglecting the role in their personal life (Seligson, 2012, p. 1).
According to studies carried out, this reduces the physical well being of an employee bringing about cases of job dissatisfaction. A balance of both work and personal life is encouraging as it circumvents the issue of capitalization by an establishment and also benefits both parties (Yuile, Gudmundsson & Sawang 2012, p. 2). There are their models that illustrate the positive impact of these human resource policies on an employee.
The addictive model illustrates that both work and family experiences are essential to the employee. This addiction is positive in that they experience increased quality of life, family and work satisfaction and a sense of happiness (Greenhaus, Collins & Shaw 2003, p. 11). Psychologically, a stress-free mindset empowers a person enabling them to perform at their maximum and increasing their productivity. A workforce with such individuals is unlikely to experience job dissatisfaction or absenteeism. The buffer model exemplifies the fact that work-related stress can be relieved by satisfactory family life.
This depicts the buffering effect of the work-family relationship where one aspect can positively impact the other. Lastly and most importantly is the synergistic model. It is similar to the buffering model as it focuses more on the impact of one role to the other. For instance, the roles of an individual in a family setting can increase work performance by enhancing a certain skill required in employment. This model can be viewed as transitioning and transfer of beneficial experience between work and family life when WLB policies are utilized.