Work-Life Balance Peer Reviewed Journal

Pages: 5 (1478 words)  ·  Bibliography Sources: 4  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

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[. . .] (Buchanan, 2010, p.1)

The work of Kalliath and Brough (2008) entitled "Achieving Work-Life Balance" published in Journal of Management & Organization (2008) states "Work-family balance is emerging as a key strategic element in the human resource management (HRM) policies of successful organizations for attracting and retaining talented staff and for demonstrating the bottom-line impact of HRM programs for work-family balance, addressing gender imbalance and emerging skills shortages." Kalliath and Brough (2008) additionally state as follows:

"There are important insights here for CEOs, general and middle managers and human resources managers in particular, for designing and implementing workplace policies and organizational practices that lead to increased levels of health, well-being and overall development of staff." (Kalliath and Brough, 2008, p.1)

Engagement of employees is touted as a benefit of a business that enables its employees to establish a work-life balance. Studies have demonstrated that employees "with the highest levels of commitment perform 20% better and are 87% less likely to leave the organization." (Martin, nd, p.1) The methods used to engage employees are stated to include: (1) fostering communication, trust and integrity among workers and management of the organization; (2) establishment of policies and practices that promote a workplace culture that stimulates employee engagement; (3) consistently communicate day-to-day organizational goals; (4) holding managers accountable for demonstration of organizational values; (5) taking the pulse of employee engagement, what is working and what is not. Martin, nd, p.1)

In a separate study reported by the Work-Life Association reports benefits from enabling employees attain a work-life balance include such benefits as: (1) retaining valuable employees and reductions in turnover; (2) reduction in absenteeism and tardiness; (3) improvement of organizational health through reductions of illness and stress; (4) increases in productivity and performance; and (5) controlled costs. (Work-Life Association, 2010, p. 3) The Work-Life Association (2010) states that work-life balance can be attained through: (1) enabling flexible structures, systems and processes; (2) improvement of client service; (3) increaser of motivation and commitment among employees; (4) responding to employees in changing work organization requirements; (5) improvement of public image and become an 'employer of choice'; and (6) attraction of skilled and talented employees. (Work-Life Association, 2010, p. 5)

The Work-Life Association additionally reports that a survey of 10,000 managers across Europe, the United States, Japan and Russia demonstrated that "balancing the needs of work and personal life was the most or second most important attribute in a job. The need for balance was placed higher than remuneration in almost every country." (Work-Life Association, 2010, p. 6) The survey additionally found that 68% of mangers believe that long working hours has an adverse effect on their company's productivity." (Work-Life Association, 2010, p. 7) It has been estimated by a Canadian company that it saved approximately $8 million in reduced absenteeism, higher productivity and better use of resources from a $4 million investment in work-life balance initiatives." (2010, p. 8)


The stated objective of this study has been to examine how business managers should deal with the work-life balance issues of their employees. This work has reviewed several works in writing that related nine success factors (Kubal and Newman, 2008), Three ways to improve employee work-life balance (Buchanan, 2010), and six conditions that prompt changes in organization's workforce plans.

The work of Avats (2010) has informed this study that flexibility is needed in the employee scheduled work including reduction in hours and other flexible processes and methods that better serve the benefit of all concerned including the employee, customer and organizational management. Avats (2010) has related that technological advances applied in WFM have been shown to optimize the economical stability of the organization.

In addition it has been found that benefits to companies that implement work-life balance in their organization have more engaged employees which is an attribute that not only serves to retain employees and reduce absenteeism but that also increases positive customer response to the company's service. Work-life balance when achieved positively affects the organization as a whole through making the organization an 'employer of choice'.


Avats, Roger (2010) The Importance of Work-Life Balance: Aligning Staff Preferences and Business Need to Achieve Business Success. Everything Business Corp! 18 Mar 2010. Retrieved from:

Buchanan, Leigh (2010) How to Improve Your Employees' Work-Life Balance. 8 Jun 2010. Inc. Top Small Company Workplaces. Retrieved from:

Kubal, Diane and Newman, Janice (2010) Work-Life… [END OF PREVIEW] . . . READ MORE

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Cite This Peer Reviewed Journal:

APA Format

Work-Life Balance.  (2010, November 22).  Retrieved January 26, 2020, from

MLA Format

"Work-Life Balance."  22 November 2010.  Web.  26 January 2020. <>.

Chicago Format

"Work-Life Balance."  November 22, 2010.  Accessed January 26, 2020.