Work Life Balance Practices Among Executives Sociology Essay Essay

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Research shows that persons choose to apportion clip to work and leisure varies significantly based on their ain state of affairss ( Dex and Scheibl, 2001 ) . Some feel they have a pick of how much clip they must pass at work, whereas others feel compelled to set in long hours ( porter, 2004 ) . The issue of work-life balance has been studied for over four decennaries ( Roberts, 2007 ) , and emerged as an of import country of involvement as the figure of adult females come ining the work force increased ( Lewis, 2003 ) . The initial focal point was the challenge of equilibrating work and household committednesss ( bardoel, 2003 ) , nevertheless, overtime the impact of work spillover has been seen to be relevant for persons who do non needfully have household committednesss ( lambert and haley- lock, 2004 ) . The ensuing surveies cover a wide scope of involvement and include a assortment of positions such as: gender based differences ( noor, 2004 ) , the consequence of phase of life on precedences with work and life ( Walker and Webster, 2006 ) , policies used to heighten work- life balance ( Bardoel, 2003 ) , and the deductions of doing usage of them, particularly for work forces who are seen to take the ‘mummy path ‘ ( Schwartz, 1989 in McDonald, brown and Bradley, 2005 p. 42 ) if they want to pass clip with their household.

Many other facets will be explored in this research with accent on the picks that persons make in an attempt to accomplish this seemingly illusory balance. A reappraisal of the literature demonstrates that many single seek to recover some control over their lives by get downing their ain concern ( Smith, 2000 ; Shelton, 2006 ; Walker et al. , 2007 ) . The chance to be in control of their ain results seems attractive and easy come-at-able once they are ‘their ain foreman ‘ . However, this may non be the instance and depends on a assortment of different factors including the type of concern, the accomplishments of the proprietor, the fiscal place of the organisation, the sum and sort of support the person in given by the other interest holders including household, franchisors and staff, the impact of clients, and the ability the concern proprietor has to run a concern ( Spinks, 2004 ; paswn and immature, 1999 ; Shelton, 2006 ; noor, 2004 ) .

This chapter will reexamine the literature sing work- life balance and the manner these interact with the in-between degree employees ‘the executives ‘ .

Work- life balance:

Following an scrutiny of the literature it is evident these are assorted positions of what people perceive as work and life, hence this subdivision will discourse these constructs and specify them for the intent of this research. Furthermore there will be a treatment of the many facets of work-life equilibrating including its outgrowth as a situational construct that arose due to altering fortunes, through to an issue of direction that organisations needed to turn to. For case associated gender issues and different generational perceptual experience have besides started to emerge as cardinal factors necessitating consideration. The construct of work-life balance requires definition of work and life to guarantee lucidity around which boundaries may be drawn.

What is Work?

The definition of work can be every bit narrow as paid employment or every bit wide as any activity that involves attempt. Porter ( 2004 ) sugest that “ the significance of work has varied across clip and civilization – a expletive, a naming, a societal duty, a natural activity, a agencies to a better life or merely what we do because we have to ” ( porter, 2004 p. 425 ) . The assortment of intending expressed demonstrates how single the construct of work is and that it is strongly influenced by the experiences of those specifying it. The definition can be wide and inclusive as it recognizes the broad assortment of work state of affairs that may be encountered.

In peculiar, Lewis ( 2003 ) suggests that “ Work is frequently defined in footings of obligated clip, whether paid or unpaid ” ( p. 344 ) . This definition incorporates the municipality of activities that people may see are work related. It includes the clip one spends traveling out to paid employment, take parting in voluntary activities, to the clip spent in executing household responsibilities or obtaining an instruction. Although it is clear that there are many activities that can be classified as work which do non affect an single being paid, for the intent of this research, work will be understood to intend paid work, as that provides a certain sum of lucidity when separating ‘life ‘ activities. The benefit of utilizing this narrow definition of work is that it will guarantee the topics interviewed in this survey will be able to clearly distinguish work and life issues.

Individual perceptual experience about work will finally act upon whether it is viewed from a positive or negative position and whether this position will take to positive or negative results for the Organizations ( Douglas and Morris, 2006 ) . There tends to be an implicit in premise expressed in some of the literature that work is something the person is compelled to set about in order to gain an income, and that it is more or less an invasion into the activities in which he/she would much prefer to take part ( Eikhof, et al. , 2007 ) . It is this type of perceptual experience that leads to a negative position of what work means in people ‘s lives and can besides take to feelings of dissatisfaction and defeat which in bend leads to a loss of productiveness and heavy loss to the organisation they work in. Issues such as Organizational design or work intensification ( Savery and Luks, 2000 ) , can besides set more force per unit area and emphasis on the employees.

On the other custodies there are researches that show work is a really positive activity in the lives of many persons. Harmonizing to Eilhof et Al. ( 2007 ) , instead than being in the lives of many invasions, work can be a beginning of self-fulfillment and satisfaction. Peoples are able to come out to work where there is a sense of intent and lucidity about what they are taking to accomplish ; there is a construction around what they are making, and there are frequently clearly defined ends against which they can mensurate their public presentation and hence be clear about what they have achieved.

One survey conducted in the united land reveled that over 60 per centum of work forces and adult females are really really satisfied with their work state of affairss and about 2.4 million workers prefer work to place ( Isles, 2004 in Eikhof et al. , 2007 ) bespeaking that work can be supply a sense of intent and felicity in peoples ‘ lives. Furthermore it could be suggested that the enjoyment of work has a really positive results, as more frequently motivated employees are less likely to endure from emphasis induced conditions potentially taking to jobs like absenteeism ( Burke, 2000 ) . This attitude will impact the manner people view the sum of clip spent on work as opposed to the clip they have available for what could be considered ‘ life activities ‘ .

What is Life?

The technological revolution was supposed to convey us increased clip for leisure ( lewis, 2003 ) and supply chances for persons to prosecute activities that gave them assortment in their lives. In fact, people are working longer hours than pre-industrial revolution workers ( Evans, 2000 ) .

Throughout history there have been alterations in the manner persons allocate their clip, because the yearss were more defined in footings of needed activities. Typically, from the 1950 ‘s until the coming of more accommodative engineering, workers would go to the existent topographic point of employment, carry out their work demands, and at the terminal of the twenty-four hours they return to their topographic point of abode and set about other responsibilities or activities ( Connell, 2005 ) . This might hold involved playing a athletics, prosecuting in survey or holding dinner with the household or even the drawn-out household. The weekend was a clip when unless employment required displacement work, the persons participated in what would be seen as leisure activities or household clip ( Towers et al. , 2006 ) . There was a clear differentiation between ‘work ‘ and ‘life ‘ .

With the debut of engineering and labour salvaging devices it has become more hard to separate between the two constructs ( Lewis et al. , 2003 ) . The options these technological progresss provide, have made it more of a challenge to find how we define a leisure activity. For the intent of this research leisure can be considered from two different positions. First there is the clip we spend making the activities we freely choose to make, and there is the clip we spend making the activities we associate with enjoyment ( Lewis, 2003 ) . Therefore in footings of this definition, the life constituent of work-life balance is ‘what we do when we are non committed to a work agenda and when we freely choose to take part in those activities ‘ .

For some the overpluss of picks we have to pass our clip when we are non working, includes looking after household, basking a avocation, prosecuting the many options for ongoing instruction or seeking out chances to go. The picks are besides expanded due to the huge figure of amusement options, surfing the readily available information on the cyberspace and pass oning utilizing the many new and instantaneous methods available, prima people to seek out the clip to pass on these activities. Therefore, persons need to take the chances to do picks about how we allocate the clip available to maximise satisfaction from ‘life ‘ . This wide and inclusive position of leisure serves to supply a differentiation from the work definition minimising ambiguity in the research. The construct of work-life balance is discussed below.

What is Work-Life balance?

Work-life balance is a construct that deals with the ability of persons, irrespective of the age or their gender, to acquire ‘into a flow ‘ that allows them to unite the demands of work and other non-work duties or activities ( Hughes and Bonzionelos, 2007 ) . How this construct came into being why it is an country of involvement will be explored.

Emerging Concept

Much research has been conducted about work-life balance or work-family balance as it has become an progressively of import issue for both persons and organisations ( Ezzedeen, 2004 ; Ahmad, 2003 ; Noor, 2004 ) . There are three important attacks to the manner this construct has been researched. First there is the company focused attack to work-life balance ( Rayman, Baylin, Dickert and carre, 1999 ; Dex and scheible, 2001 ) . This involves work being cardinal to what one does in life, and hence how a company can do it easier for single to guarantee the work is done. Second there is the more household centric subject ( Lewis et al. , 2003 ; Keene and Quadango, 2004 ) which focuses on the proviso of policies that allow persons to integrate the demands of their households while accomplishing the necessary work demands. Although this research seems to be more household or life focused, the chief purpose seems to stay the work-centric. The 3rd subject is more about a quality of life attack ( Shelton, 2006, Walker et al. , 2008 ; Loscocco and Smith-hunter, 2004 ) and involves treatment about doing life pick such as downshifting ( diminishing work committednesss and simplifying life style ) , or integrating other activities such as community work, to recover balance. The undermentioned reappraisal of the literature includes these subjects as they have emerged over the past few decennaries of research.

The challenge of work-life balance has been a phenomenon for many old ages ( Spinks, 2004 ) . Steming from the clip when adult females entered the work force in larger figure during World war II, it was indispensable for these adult females to pull off both the function of employee and housewife whilst the work forces were contending ( Roberts, 2007 ) . Although this was recognized as an issue for these employees it was non considered significantly plenty to justify any effort to rectify it. There was some probe in the undermentioned decennaries into displacement work and ambitious work hours non specifically work-life balance ( Roberts, 2007 ) .

During this clip there was a clear definition of the functions work forces and adult females played in the society and how they spent their clip ( Towers et al. , 2006 ) . Womans were responsible for place and work forces were responsible for gaining household income. This differentiation allowed people to apportion their precedences clearly as there were no viing demands from both the foreman and the household. As the clip progressed and the function of the persons started to go less distinguishable, persons started to take on different degrees of duties in both work and household spheres, therefore making a tenseness between viing demands ( Connell, 2005 ) .

The babe boomers started come ining the work force in the 1960 ‘s and increased the figure in the labour market significantly. Known as the ‘world ‘s largest cohort ‘ ( Westerman an Yamamura, 2007 p.152 ) due to their Numberss, thy made an impact on the concern, society and the economic system. They besides had to vie for occupations and were willing to set in important hours as employers recognized this willingness. Furthermore, they liked to devour and necessitate a good income to keep their degree of ingestion therefore working long hours and giving leisure clip ( Roberts, 2007 ; Walker and Webster, 2007 ) . New tendencies in work organisation included increased engagement by adult females in the work force, accomplishments deficits, intensified work loads and down-sizing ( Lewis, 2001 ) .

Company focused attack

These alterations in the society impacted on concern and work organisation and therefore work-life balance has become a affair of organisational concern over the last few decennaries. The chief drift for the focal point on this issue was the demand for enlisting and keeping of the employees ( Lewis, 2003 ; Wise and Bond, 2003 ) . Organizations faced unacceptable degrees of staff turnover as employees found it hard to pull off the demands of work and household ensuing from the altering attitudes to work and life ( Hill, Hawkins, Ferris and Weitzman, 2001 ) . The chief accent of the work-life balance involvement in the early phases of policy development was the company focused attack. This “ Business instance ” ( Tomlinson, 2004 p.413 ) demand of work-life balance for an organisation ( for illustration attracting and retaining staff ) , created a demand within organisation to suit the employees ‘ demands, nevertheless the focal point was on improved company public presentation ( Sheridan and Conway, 2001 ) .

Researches has shown some workers are increasing their hours significantly. This can be to the detrimental to themselves and the organisation ( Savery and Lukes, 2000 ) as productiveness can be adversely affected due to emphasize induced unwellness and such factors as absenteeism, tardiness and accidents in the work topographic point ( posig and kickul, 2004 ) . The extreme of overworking has been identified in Japan where the term ‘Karoshi ‘ has been created to depict a individual who dies of overwork. ( savery and luks, 2000 p.307 ) . people who have fallen to this status were working an norm of 3000-3500 hours per twelvemonth. Official estimates cite every bit many as 10000 people may yield to ‘karoshi ‘ each twelvemonth ( DoRosario, 1991 ) . Research conducted in different geographicss, shows result are similar in Europe, Canada and Australia ( ABS, 2006 ; Towers et al. , 2006 ) .

Research has suggested that employees in UK have the longest working hours in Europe but have the lowest productiveness ( Hughes, 2007 ) . Other research ( Roberts, 2007 ) says that although organisations had non increased their working hours but due to work intensification, employees have a sense of being put under tremendous clip under force per unit area exhibiting higher emphasis degree than those on the continent ( Hughes, 2007 ) . It may be that employees tend to comprehend hours are increased due to the fact that they no longer take tiffin or tea interruptions instead they sit at their desks and work through ( Roberts, 2007 ) . An alternate position is that working in hours have increased for certain workers but non for others ( Towers et al. , 2006 ) .

It has been proposed that some workers have more hours than want whereas others might be underemployed ( Lambert and Hayley-lock, 2004 ) . There has been growing of part-time and insouciant work ( Sheridan and Conway, 2001 ; Walker et al. , 2008 ) which has provided flexibleness for those who want to work under those conditions, but it may be debatable for those who are seeking a greater figure of hours. Harmonizing to the Australian Bureau of Statistics ( 2006 ) the growing in parttime work for work forces between 1985 and 2005 has been reformed from 6 % to 15 % of the work force, and for adult females it has grown from 37 % to 46 % .

The statistics shows that there has been a diminution in the mean hebdomadal hours worked by Australians over the last two decennaries. The agency attributes the diminution to the increased trust on parttime employees so there would be employees working full-time who are working increased hours to maintain the mean high. This reinforces the findings in the UK, Europe ( Roberts, 2007 ) and Canada ( Towers et al. , 2006 ) that some persons are working many more hours whilst other are underemployed.

Family centric attack

Increasing consciousness of the above tendencies led organisations to acknowledge they were confronting new challenges pull offing their work forces. This encouraged them to present what are known as ‘family friendly policy ‘ ,

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