The paper “ Does Work-Life Balance Practices Affect Organizational Output and Capacity Positively? ” is an intriguing example of a literature review on human resources. Work-life balance practices are believed to affect the performance of organizations positively. Work-life balance is a situation where practices and policies are adopted to enable employees to balance their work and life demands. These have been shown to be of great benefit to both employer and the employee as it reduces work-life conflicts (Arthur, 2003). Though there is not sufficient evidence on researches done to prove that indeed work-life practices affect performance of organization by decreasing work-life conflicts among employees, many case studies have suggested that indeed work-life balance practices do affect organizational performance positively through reduction of absenteeism, overheads, staff turnover rates as well as burnout and stress at work (Martins, Eddleston & Veiga, 2002).
Some of the work-life policies incorporated in organizations include flexible working hours that are part-time, full-time work, telecom work where one is able to work at home. Job sharing is also practiced in organizations where a pair of employees work on the same job.
Many organizations have invented work-life practices in order to attract highly competent employees and decrease work-life conflicts for excellent productivity and performance of the organization (Miliken, Martins & Morgan, 1998). However, enough research has not been carried out to prove that indeed work-work life practices have a direct correlation in the reduction of work-life conflicts. This paper will explore whether indeed work-life balance practices affect organizational performance and productivity positively. It will also highlight the available practices in many organizations and how they affect performance and productivity.
It will examine the utilization of these practices across gender and how it affects the performance of an organization. Available work-life balance practicesThere have been drastic changes in workplaces in terms of demography due to many women taking up employment in order to contribute to the family economy. There is also the issue of an aging population and other people preferring to have more than one job (Bartel, Ichniowski, & Shaw, 2004). These have led to the demand for implementation of work-life balance policies in many organizations. The most common practices include flexible working hours where it is full-time and part-time work, telecom work, job sharing, work childcare centers, annual leaves, parental leaves and personal leaves (Black & Lynch, 2001).
These practices have been shown to motivate employees leading to positive performance in organizations. The practices are believed to be effective in reducing work-life conflicts thus employees are able to meet their work and family demands effectively. Employees are able to balance their normal family life in terms of responsibilities, time, roles as well as engagement in family matters. These enable them to work effectively and efficiently leading to the positive performance of the organization (Beauregard & Henry, 2009).
It is significant for people to have a balance between their work and life and such equilibrium should be healthy. It is about workers getting a balance and satisfaction both at their work and day to day life that is non-work activities (Beauregard & Henry, 2009). Some of the practices suggested by Gray & Tudball, (2003). includes part-time work whereby people with other commitments like education, housewives can be able to earn a living and use of technology like telecommunication which can enable mothers to work at home as well as time flexibility.
Work-life balance practices are affected by many factors such as the job level of the employee, the country and managerial support in an organization and such they influence their implementation and sustainability (Hughes, & Bozionelos, 2007). Flexible work hours are provided such that employees are able to organize themselves on how to work provided they meet the set targets and work to the maximum hours set. It allows the workers to vary their start time and finish time so that hours set per day are utilized productively ( Felstead, Jewson, Phizacklea & Walters, 2002).
This is usually done through combining work to be achieved in several days and work in fewer days for employees to get a day off, for example, working for four days in a week and take an off on the fifth day.