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Work-Life Balance Essay: Meaning, Importance And Causes

Table of contents

Introduction, meaning of work-life balance, importance of work-life balance, causes of work-life imbalance, work-life balance programs, personal development and care, practices towards work-life balance, components of work-life balance, self-management, time management, stress management, leisure management, technology management, change management, importance of work-life balance in human resource management, 1. employee engagement at work and quality of customer service, 2. impact on the profitability and growth, 3. rising cost of health care and medications, steps that i want to take in future to enhance my knowledge on this topic.

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• Time : Spending long hours at work due to 'inflexibility, changing work requirements, overtime or work duties at night' may lead to inconsistency with work and family duties. It has been shown that 'time spent at work was positively correlated with work interaction with family and work involvement, but it was not related to cross-domain satisfaction.'
• Gender differences : According to the distinct understanding of role identity, gender differences may contribute to a job-life imbalance. It has been shown that men prefer their work duties to provide financial support to their families over their social responsibilities, whereas women prioritize their family life.
• Scheduling their time: It is one of the main components that the employer should take care of. They can schedule their time by following these steps-
• Telecommuting: An employee can also work online at home with the help of innovative technology. It is one of the easiest ways for computer-based job employees.
• Compressed workweeks: Some companies also offer 10 hours a day, to give an extra day off as well as offer some amenities like onsite meal preparation and concierge services and so on, to make the home life a bit easier.
• Health and Wellness: We all know that Health and medical insurance is the most widely offered benefit in most of the companies. In most places, there are onsite gym or discounted gym premiums for the employees as well as some wellness programs like diet and fitness workshops.
• An employer should learn to say NO when you are assigned a task that does not fall under your job description and could be easily accomplished by the person who is asking it. It's important to say no at work because it earns you respect.
• An employer should work out to be de-stress because stress is one of the main problems that can create so many issues in life. We know that there is so much workload, which can put so much pressure on us. That’s why a person should give some time every day to do Yoga, Meditation or deep breathing, which will help in de-stressing and make you feel much better and fresh.
• An employer should also try to share the load with their co-workers. Each and every person in a company should share their feelings, workload or problems with others so that they can help you if you need it. In this way, you can also feel stress-free.
• Each and every person should have a positive approach always, which will help them to be positive and more punctual regarding their work as well as the company.
• A person should always focus on whatever they are doing. However, we should always put our best effort even if its not our core competence. We should maximize our productivity at work and make sure that the unfinished work should never come over in our personal time.
• Moreover, you can have a second phone with you because if you receive phone calls and emails from clients and colleagues on one phone, then you can use another phone for the family and friends. Whenever you leave work you can off the work phone and use another one. So, in this way you can balance your time with family and work.
• An employer should set SMART goals in their life which stands for Specific, Measurable, Attainable, Realistic and Timely.
• The last and important step to maintain work-life balance is to be organized always because we should manage our day properly instead of having the day to manage you.

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106 Work-Life Balance Essay Topic Ideas & Examples

Inside This Article

Achieving a healthy work-life balance is crucial for maintaining overall well-being and happiness. However, finding the right balance can be challenging, especially in today's fast-paced and demanding world. To help you explore this important topic further, we have compiled a list of 106 work-life balance essay topic ideas and examples. Whether you are a student looking for inspiration for your next essay or a professional seeking to improve your work-life balance, these topics are sure to spark your interest.

• The importance of work-life balance for overall well-being
• Strategies for achieving work-life balance
• The impact of technology on work-life balance
• Balancing work and family responsibilities
• The role of employers in promoting work-life balance
• The benefits of a flexible work schedule
• The consequences of a poor work-life balance
• Work-life balance challenges faced by remote workers
• The stigma surrounding work-life balance in the workplace
• The link between work-life balance and mental health
• Balancing work and personal relationships
• The impact of work-life balance on job satisfaction
• The role of self-care in achieving work-life balance
• The importance of setting boundaries to maintain work-life balance
• The benefits of unplugging from work during non-working hours
• The impact of burnout on work-life balance
• The benefits of mindfulness in achieving work-life balance
• The role of exercise in maintaining work-life balance
• The impact of work-life balance on productivity
• Balancing work and leisure activities
• The benefits of taking regular breaks during the workday
• The impact of work-life balance on physical health
• The benefits of time management in achieving work-life balance
• The consequences of workaholism on work-life balance
• The importance of setting realistic goals to maintain work-life balance
• Balancing work and hobbies
• The impact of stress on work-life balance
• The benefits of a supportive work environment for work-life balance
• The role of communication in achieving work-life balance
• The impact of work-life balance on creativity and innovation
• The benefits of a healthy work-life balance for career advancement
• The consequences of neglecting work-life balance
• The impact of work-life balance on job performance
• Balancing work and personal finances
• The benefits of time off in maintaining work-life balance
• The consequences of overworking on work-life balance
• The impact of work-life balance on job turnover
• The benefits of work-life balance for employee retention
• The role of leadership in promoting work-life balance
• The impact of workplace culture on work-life balance
• The benefits of remote work for achieving work-life balance
• The consequences of a lack of work-life balance for mental health
• The impact of work-life balance on employee engagement
• Balancing work and caregiving responsibilities
• The benefits of work-life balance for overall happiness
• The consequences of work-life imbalance for personal relationships
• The impact of work-life balance on work-life conflict
• The benefits of work-life balance for job satisfaction
• The role of technology in promoting work-life balance
• The impact of work-life balance on work-life integration
• Balancing work and education
• The benefits of work-life balance for career progression
• The consequences of neglecting work-life balance for physical health
• The impact of work-life balance on work-life harmony
• The benefits of work-life balance for stress management
• The role of flexibility in achieving work-life balance
• The impact of work-life balance on work-life boundaries
• The benefits of work-life balance for overall well-being
• The consequences of a lack of work-life balance for job satisfaction
• Balancing work and volunteer commitments
• The impact of work-life balance on work-life satisfaction
• The benefits of work-life balance for work-life fulfillment
• The role of self-reflection in achieving work-life balance
• The impact of work-life balance on work-life enrichment
• The benefits of work-life balance for work-life engagement
• The consequences of neglecting work-life balance for work-life fulfillment
• The impact of work-life balance on work-life achievement
• The benefits of work-life balance for work-life success
• The role of self-awareness in achieving work-life balance
• The impact of work-life balance on work-life effectiveness
• The benefits of work-life balance for work-life efficiency
• The consequences of neglecting work-life balance for work-life effectiveness
• The impact of work-life balance on work-life productivity
• The benefits of work-life balance for work-life performance
• The impact of work-life balance on work-life well-being
• The benefits of work-life balance for work-life happiness

In conclusion, achieving a healthy work-life balance is essential for maintaining overall well-being and happiness. By exploring these 106 work-life balance essay topic ideas and examples, you can gain a better understanding of the importance of work-life balance and discover strategies for achieving it in your own life. Whether you are a student or a professional, these topics are sure to inspire you to prioritize your well-being and find the right balance between work and personal life.

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Why Work-Life Balance Is So Important—and How to Nail It

When the workday is over, it should really be over

Mixetto / Getty Images

• What Do We Mean When We Say "Work-Life Balance"?

How Can I Tell If I Have a Healthy Work-Life Balance?

Can i request a healthier work-life balance (if so, how), how to improve your work-life balance.

Does it ever feel like your job is taking over your life? Or do you seem to have so many personal obligations that you can’t give 100% at work? We know we need work-life balance, but finding harmony between your professional and personal life isn't always as easy as it sounds. 

Work plays a major role in our lives. It takes up much of our waking hours during the traditional workweek. That’s why it’s so important to make sure that we are also taking care of the areas of our lives that keep us healthy and happy. 

Professional fulfillment can be a part of that, for sure. But well-being also involves all of the things outside of work that makes your life worthwhile, including your family, hobbies, health, and relationships (not to mention sleep, exercise, balanced meals, and relaxation).

At a Glance

Work-life balance generally refers to a balance between your personal and work life. The goal is to strive to keep that balance so that we are managing stress and burnout by fulfilling other areas of our lives that aren't swallowed up by work. Remember: That "balance" may shift at times and is never really a 50/50 split. We can accept that there may not ever be a balance, but we can strive to feel more grounded and balanced by making a personalized plan, exploring ways to improve that balance with our manager, taking breaks, and creating set boundaries between our personal vs. professional duties. If we're in a position to change jobs and our conversations with our manager are unsuccessful, we could also explore other opportunities that offer more flexibility.

What Do We Mean When We Say "Work-Life Balance"?

Work-life balance is usually defined as an equilibrium between your professional and personal life. When you keep things balanced, no single element of your life dominates and overwhelms the others.

"Work-life balance is the concept that you effectively manage your professional life and responsibilities so that you are productive and successful at work while ensuring you have plenty of dedicated time to live a fulfilling, grounded, personal life," says Abbey Sangmeister, MS.Ed, LPC, ACS .

That’s a general definition of the concept, but "work-life" balance can also mean different things to different people. Researchers suggest that this is because this balance is all about individual perception. It's something you feel when your work and non-work activities are in harmony and are compatible with your current goals and priorities.

The things that make your own work-life situation feel manageable may differ depending on your needs and your situation.

For working parents, it often means finding a way to juggle the responsibilities of a career while still finding time for a fulfilling family life. With rising numbers of older workers, work-life balance may focus more on staying active in the workforce while finding ways to manage health issues or disabilities.  

Major shifts in how we work have also helped change the definition of work-life balance for many people. For many people, work-life balance meant clocking out at 5 p.m. and not thinking about work until you showed up at the office at 9 a.m. the next day. 

Being tethered to an office is a thing of the past for many folks. It makes sense that, for many of us, the option for flexible or remote work is an essential part of work-life balance. This means that work-life balance is much more personal and nuanced these days–but it also makes finding a balance harder than ever before.  

Many times people think balance is a 50/50 split but that is not always the case. For each person, the balance may look different and will shift during different seasons of their life. The important part of having balance is that the person does not feel that one area of life is draining and depleting the other.

What Work-Life Balance Is Not

Work-life balance isn’t about slacking off, skipping work, or putting in less effort . Obviously, we all have our good and bad days, but there are ways to manage the days we’re feeling a little "off" that don’t involve hurting yourself professionally. 

Procrastinating or shirking your responsibilities aren’t effective ways to cope. You might feel a little better for a bit, but it ultimately creates more problems in the future. Work piles up, deadlines fly by, and your employer might start to notice that you’re not putting in your best effort.

The goal is to find a harmonious balance that works for you, between the demands on your time and energy, without neglecting important areas of your life.

You don’t want to ignore your personal life in favor of your job, but you also shouldn’t deal with stress by neglecting your workplace duties.

So how exactly can you tell if you have a healthy work-life balance? It can look a little different for everyone (since we all have different work, family, and relationship situations). 

"Lack of regular overwhelm and frustration are good signs that one does have good work-life balance. People who struggle with the Sunday scaries and dread or have a case of [the] Mondays more times than not are most likely struggling with an imbalance," Sangmeister suggests.

The following are a few signs that you’re striking a good balance between your job and other areas of your life:

• You don't feel like the demands of your work roles and personal obligations are constantly in conflict
• You're able to meet your deadlines at work without having to work overtime
• You're getting plenty of sleep at night and eating a healthy, balanced diet
• You don't spend the end of your weekend consumed by the " Sunday Scaries "
• You have plenty of time to relax and enjoy your hobbies
• You feel like you're spending enough time with family and friends
• You don't worry about your job when you're not at work
• You feel like you're being productive at work and making progress toward your professional goals, but you don't feel like your whole identity hinges on your job
• You're taking your vacation days (and using your sick days when you need them)
• You're taking advantage of any work-life benefits your employer offers, like gym memberships, flexible scheduling, and childcare vouchers

Remember that work-life balance isn't something you can just check off your to-do list. It’s only natural that the demands of your job and outside life shift and change over time. That means that what you need to keep the balance will change over time.

"With a good work-life balance, a person is less likely to be rigid with their schedule," Sangmeister says. "Instead, they are able to be flexible and can adapt to include demands that may come up professionally or personally without disrupting the feeling of balance."

To figure out if you have a good work-life balance, think about what's most important to you. What helps you to feel your best? Are you taking care of yourself personally and professionally? Are you managing your stress and watching for signs of burnout?

If you're struggling to find a balance between work and the rest of your life, it might be time to have a conversation with your supervisor. This includes work-life benefits like hybrid, flexible, or remote work. Flextime, alternative work schedules, child care options, and access to mental health services are important work-life benefits employers offer to attract employees. 

There are things that your employer can do to help foster a better work-life balance. It's something that benefits them as well. Research has shown that workers with better work-life balance are more satisfied with their jobs , perform better at work, and are more committed to their organizations.

A conversation with your employer might help you find ways to work together to make things more manageable. This might involve reprioritizing your tasks, delegating some work to others, hiring additional help, or allowing you to work remotely when needed.

Unfortunately, these aren't always options, depending on the nature of your profession or your role in the workplace. In many cases, making a change hinges on how you approach your job. It might mean changing your priorities, delegating tasks at home, or letting your colleagues know you can no longer respond to work-related problems during your downtime.

It's also important to be aware of your legal rights. If you need certain accommodations because you are pregnant or have a disability, these needs may be protected by the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA).

This includes protections if you are dealing with depression , anxiety , or another mental health condition. (You will need to have your condition diagnosed by your doctor, and you may need to provide documentation for your employer when you request an accommodation.)

How to Ask Your Boss for Better Work-Life Balance

Schedule a time to talk to your employer and tell them what you plan to discuss. During your meeting, explain your problem, and share your ideas for how you think you can work together to resolve the issue. 

If you've been overwhelmed by your workload and putting in too many hours, you might suggest redistributing some of your tasks to other team members to help lighten the load. 

Remember to stay professional and show respect for your employer's needs. Reiterate your commitment, and explain that you think finding a better balance will help you feel more productive and satisfied with your job.

So what’s next if you feel like your work-life balance is in shambles? It's time to take a step back, figure out what is wrong, and make a plan to fix it. Your health literally depends on it.

Many studies have demonstrated that people who have more conflict between their work and non-work life are more likely to experience health problems, mental health conditions, and poor overall health outcomes.

Make a Plan

Bringing more balance to your life starts with figuring out what’s causing the problem in the first place. Are your work hours too long? Or are work obligations encroaching on your off-time? Do you feel like you have no control over your schedule? Or are you taking on too many demands and need some relief?

Creating a personalized plan for how you are going to tackle your work-life balance can help you figure out what's wrong and which strategies will be most effective .

Create Divisions Between Your Work and Non-Work Life

Flexible and remote work can be a great way to promote balance in your life, but it often blurs the lines between your personal and professional life. You may find yourself working longer than normal hours, catching up on work when you should be relaxing, or staying up late to answer those last few emails you forgot to send earlier. 

The problem is that, over time, there is a distinct lack of balance. Because you never feel like you have any mental space from your job, it starts to feel like you’re always working. Your home life becomes your work life.

If you are fully or partially remote, there are things you can do to help promote better work-life balance:

• Create a schedule : Figure out which hours you can work during the day and stick with it. Creating a regular schedule can help you feel more productive. “ Start your mornings off with routines and rituals that are grounded. If you start your day sprinting the moment your alarm goes off, that energy carries through the day and leads to burnout,” Sangmeister says.
• Get ready for work : While you don't need to wear a suit and tie to work from your home office (unless you want to), consider wearing something other than your favorite 'lounging around the house' outfit. Dressing professionally when you are working can help create a mental division between your job and your home life.
• Let other people know when you're offline : Use different communication tools to let others know when you are offline. For example, put your work hours on your Google Calendar, set your Slack availability to prevent notifications during your off-time, and set up out-of-office emails when you are on vacation.
• Plan activities during your non-work hours : Give yourself things to look forward to once you are off work. It might involve getting together with friends, but it can be as simple as preparing a nice meal and settling in to stream an episode of a series you’re watching.

Take Breaks

Taking breaks is also essential. This includes mini-breaks during the work day and periodic days off or vacations.

"Taking an intentional day off periodically is a great way to improve work-life balance,” Sangmeister explains. "On these intentional days off, don’t just tackle a to-do list and chores; instead, work on personal development and mindfulness."

She also recommends mini-vacations and tech-free weekends . Even scheduling a little tech-free time each day can be helpful.

Don't Work When You're Not at Work

It might sound obvious (and simple), but it can be harder to stick with than you might expect. When your workday is over, it needs to be over. That means no checking work emails, looking at notifications, or logging in to finish "one last thing." 

Even if all you're doing is reading your messages that you plan to work on tomorrow, you're letting your work interfere with your personal time. It creates pressure and stress that distracts you from feeling fully relaxed or completely present during non-work hours. 

Set boundaries around the hours you work and create no work zones. That means even when you have “free time,” you aren’t going to open your phone or laptop to do work at certain times or in certain places.

Know What Burnout Looks Like

When your work-life balance is seriously screwed up (i.e., you're spending every waking moment working, thinking about work, stressing about work, or dreading work), there's a good chance you're headed for burnout .

Being burned out is more than just being tired and unmotivated—it means you've reached a state where you feel so exhausted and empty that you can hardly cope with daily life, let alone care about work.

Signs of burnout can be physical, such as headaches, high blood pressure, stomach aches, and frequent illness. But they are also mental and include problems sleeping, depressed moods, loss of interest, fatigue, problems concentrating, and apathy .

If you’ve reached this point, it means you need to make serious changes to your work environment. That might mean taking time off or switching to a different position. Sometimes, it might even mean thinking about changing jobs altogether.

Consider Changing Jobs

So you’ve had a conversation (or more than one) with your boss, but they are refusing to offer any flexibility to make any changes that will help you feel better about your relationship with your job–what now? 

If poor work-life balance is taking a toll on your well-being and isn't something you can solve on your own or by working with your employer, it might be time to consider taking a more serious step–changing your job altogether. 

Wait until you’ve had time to consider the problem and your options. Spend some time looking at other positions in your field (or even other fields if you’re ready to make a more significant change). Look at job review sites to see what other current and past employees are saying to learn more about what you might find in terms of work-life balance if you take a job with another company.

Finding a job you truly love can be a great way to feel more positively about the balance between your work and your outside life.

What This Means For You

Finding that perfect balance between your work and your life can seem like performing a tightrope act. If you're struggling, it might be worth talking to your boss about how they can help support your well-being (and foster greater job satisfaction and loyalty).  Remember: the goal is not to have a 50/50 balance—it's about finding a balance that feels good to you and, most importantly, works for you.

Taking steps to manage your time and boundaries is also essential. Make time for family, friends, hobbies, health, and self-care—the things that help you feel personally fulfilled outside of work. "Schedule, schedule, schedule," Sangmeister recommends. "Make these appointments just as important as any work meeting."

Gragnano A, Simbula S, Miglioretti M. Work-life balance: Weighing the importance of work-family and work-health balance . Int J Environ Res Public Health . 2020;17(3):907. doi:10.3390/ijerph17030907

Wong KP, Lee FCH, Teh PL, Chan AHS. The interplay of socioecological determinants of work-life balance, subjective wellbeing and employee wellbeing . Int J Environ Res Public Health . 2021;18(9):4525. doi:10.3390/ijerph18094525

Sirgy MJ, Lee D-J. Work-life balance: An integrative review . Appl Res Qual Life . 2018;13:229–254. doi: 10.1007/s11482-017-9509-8

Borowiec AA, Drygas W. Work-life balance and mental and physical health among Warsaw specialists, managers and entrepreneurs . Int J Environ Res Public Health . 2022;20(1):492. doi:10.3390/ijerph20010492

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Essay on Work Life Balance

Students are often asked to write an essay on Work Life Balance in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Work Life Balance

Understanding work-life balance.

Work-life balance is about dividing your time between work and personal activities. It is important because it helps you stay happy, healthy, and productive.

Importance of Work-Life Balance

When you have a good work-life balance, you can focus on your job and still have time for hobbies, family, and friends. This balance can reduce stress and increase job satisfaction.

Strategies for Achieving Balance

To achieve work-life balance, set boundaries between work and personal time. Prioritize tasks and take breaks to relax. Remember, balance is key to a fulfilling life.

Also check:

250 Words Essay on Work Life Balance

Introduction.

Work-life balance, a concept that once seemed like a far-off dream, has now become a central discussion point in modern society. It represents the equilibrium that an individual needs between their work and personal life.

The Importance of Balance

A well-balanced life is crucial for personal happiness, relationships, and overall well-being. It also impacts productivity, job satisfaction, and even the quality of work. An imbalance can lead to stress, burnout, and health issues.

The Role of Employers

Employers play a significant role in promoting work-life balance. They can implement flexible working hours, remote working opportunities, and limit overtime. Encouraging employees to take regular breaks and vacation time also contributes to a healthier work environment.

Personal Responsibility

However, the onus is not solely on employers. Individuals must also take responsibility for managing their time effectively. This includes setting boundaries, prioritizing tasks, and ensuring they allocate time for leisure and relaxation.

In conclusion, work-life balance is not a luxury but a necessity in the modern world. It requires a collective effort from both employers and employees. By prioritizing this balance, we can create a healthier, happier, and more productive society.

500 Words Essay on Work Life Balance

Introduction to work-life balance.

Work-life balance, a term that has gained significant traction in recent years, refers to the equilibrium that an individual needs to maintain between work-related activities and personal life. In a fast-paced world where the boundaries between work and personal life are increasingly blurred, achieving this balance is both challenging and crucial.

The Importance of Work-Life Balance

Challenges to work-life balance.

In today’s era of technological advancements, the line between work and personal life has become increasingly blurred. The ability to work remotely or from home, while offering flexibility, can also lead to “always-on” work culture. This culture can create an environment where employees feel they are expected to be available around the clock, leading to increased stress and decreased personal time.

Moreover, societal and peer pressure can also create a culture of overwork. The glorification of being busy and the association of long hours with dedication and productivity often leads to an imbalance, affecting both mental and physical health.

Strategies for Achieving Work-Life Balance

1. Setting Boundaries: It’s crucial to establish clear boundaries between work and personal life. This could mean setting specific work hours, taking regular breaks, and ensuring time for relaxation and leisure activities.

2. Time Management: Effective time management is key. Prioritizing tasks, delegating when possible, and using productivity tools can help manage workload and free up time for personal activities.

4. Organizational Policies: Companies can foster work-life balance by implementing policies such as flexible working hours, remote work options, and promoting a culture that values employee well-being.

Work-life balance is not a luxury, but a necessity for holistic well-being. It is a dynamic process that requires continuous effort and adaptation to the changing demands of our personal and professional lives. By prioritizing both work and personal life, individuals can achieve a sense of harmony and satisfaction, leading to a healthier and more productive life.

That’s it! I hope the essay helped you.

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Work-Life Balance Is a Cycle, Not an Achievement

• Mayra Ruiz-Castro

A five-step approach to identify and overcome unhealthy work habits.

Research has definitively shown that overwork isn’t good for employees or their companies — and yet, in practice, it can be hard to overcome unhealthy work habits and reach a more sustainable work-life balance. To explore what it takes for busy professionals to make a change for the better, the authors conducted a series of interviews with mid- and senior-level managers at two global firms. They found that while the majority of respondents assumed working long hours was inevitable, a significant minority of them were able to resist this pressure and achieve a healthier balance through a process of increasing awareness, conscious reprioritizing, and implementation of public and private changes. The authors go on to emphasize that to achieve lasting change, you must view this process not as a one-time activity, but as a cycle in which you constantly re-evaluate your evolving feelings and priorities, and adjust your work and life choices accordingly.

Despite the resounding evidence that working long hours can be harmful to both employees and employers, many professionals still struggle to overcome their assumptions — and their deeply-ingrained habits — around work hours. What does it take to free yourself from these unhealthy patterns and reach a more sustainable, rewarding work-life balance?

• IL Ioana Lupu is an Associate Professor at ESSEC Business School France. She is interested in overwork, work-compulsion & performance measurement in knowledge-intensive settings, such as audit, consulting, and law firms. Follow her on LinkedIn and Twitter @lupu_io.
• MR Mayra Ruiz-Castro is a Senior Lecturer at the University of Roehampton, UK. Her research focuses on equality at work and at home. Follow her on LinkedIn and Twitter at @MayraRuizCastr1.

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IELTS Essay: Working Life and Job Security

by Dave | General Training | 0 Comment

This is an IELTS writing task 2 sample answer essay on the topic of working life and job security from the general training IELTS exam.

Please consider supporting me on Patreon.com/howtodoielts to receive my full, exclusive IELTS Ebooks!

Some people say that individuals should change jobs during their working life often while others believe that doing the same job has advantages to individuals, companies, and society.

Discuss both views and give your opinion.

Many are of the opinion that it is preferable for individuals, corporations and society more generally for workers to remain in the same position long-term. Although such a contention has transparent benefits, I am largely in disagreement.

Those who argue against employment mobility point out how it can facilitate consistent progress for all parties involved. Firstly, companies are the most likely to profit since they will not have to hire and train new employees and will be able to cultivate a positive company ethos. As companies flourish, it necessarily follows that individuals will be able to gain promotions and raises. This will enable a higher standard of living. Finally, society itself will benefit as the private and public world can achieve a balanced system of mutual benefits. There is then less likelihood of unemployment and civil unrest.

However, I would argue the opportunities that individuals may miss by not changing jobs are more significant. A worker who is unhappy in their job has the power to improve the situation. For instance, if a person is under-utilized and underpaid in their current position, they could apply for a new job or move to a new sector. If the move is successful, they will not regret their decision and if not they can always apply for another job. In the aggregate, citizens finding more satisfying jobs and taking full advantage of their latent abilities will lead to a happier society. This will in turn grow the economy and corporations are likely to be more productive with an engaged workforce.

In conclusion, the tangible impact of remaining in a single job does not outweigh the potential gain for individuals, and society by extension, when seeking a varied career path. There are exceptions to this but most workers should be willing to switch jobs when possible.

1. Many are of the opinion that it is preferable for individuals, corporations and society more generally for workers to remain in the same position long-term. 2. Although such a contention has transparent benefits, I am largely in disagreement.

• Paraphrase the overall essay topic.
• Write a clear opinion. Read more about introductions here .

1. Those who argue against employment mobility point out how it can facilitate consistent progress for all parties involved. 2. Firstly, companies are the most likely to profit since they will not have to hire and train new employees and will be able to cultivate a positive company ethos. 3. As companies flourish, it necessarily follows that individuals will be able to gain promotions and raises. 4. This will enable a higher standard of living. 5. Finally, society itself will benefit as the private and public world can achieve a balanced system of mutual benefits. 6. There is then less likelihood of unemployment and civil unrest.

• Write a topic sentence with a clear main idea at the end.
• Explain your main idea.
• Develop it with specific or hypothetical examples.
• Keep developing it fully.
• Finish development.
• Make sure you have dealt with all points in the topic.

1. However, I would argue the opportunities that individuals may miss by not changing jobs are more significant. 2. A worker who is unhappy in their job has the power to improve the situation. 3. For instance, if a person is under-utilized and underpaid in their current position, they could apply for a new job or move to a new sector. 4. If the move is successful, they will not regret their decision and if not they can always apply for another job. 5. In the aggregate, citizens finding more satisfying jobs and taking full advantage of their latent abilities will lead to a happier society. 6. This will in turn grow the economy and corporations are likely to be more productive with an engaged workforce.

• Write a new topic sentence with a new main idea at the end.
• Explain your new main idea.
• Include specific details and examples.
• Add as much information as you can and make sure it links logically.
• Develop the example fully.
• Finish the paragraph strong.

1. In conclusion, the tangible impact of remaining in a single job does not outweigh the potential gain for individuals, and society by extension, when seeking a varied career path. 2. There are exceptions to this but most workers should be willing to switch jobs when possible.

• Summarise your main ideas.
• Include a final thought. Read more about conclusions here .

What do the words in bold below mean? Make some notes on paper to aid memory and then check below.

Many are of the opinion that it is preferable for individuals , corporations and society more generally for workers to remain in the same position long-term . Although such a contention has transparent benefits , I am largely in disagreement.

Those who argue against employment mobility point out how it can facilitate consistent progress for all parties involved . Firstly, companies are the most likely to profit since they will not have to hire and train new employees and will be able to cultivate a positive company ethos . As companies flourish , it necessarily follows that individuals will be able to gain promotions and raises . This will enable a higher standard of living . Finally, society itself will benefit as the private and public world can achieve a balanced system of mutual benefits . There is then less likelihood of unemployment and civil unrest .

However, I would argue the opportunities that individuals may miss by not changing jobs are more significant . A worker who is unhappy in their job has the power to improve the situation . For instance, if a person is under-utilized and underpaid in their current position, they could apply for a new job or move to a new sector . If the move is successful, they will not regret their decision and if not they can always apply for another job. In the aggregate , citizens finding more satisfying jobs and taking full advantage of their latent abilities will lead to a happier society. This will in turn grow the economy and corporations are likely to be more productive with an engaged workforce .

In conclusion, the tangible impact of remaining in a single job does not outweigh the potential gain for individuals, and society by extension , when seeking a varied career path . There are exceptions to this but most workers should be willing to switch jobs when possible .

For extra practice, write an antonym (opposite word) on a piece of paper to help you remember the new vocabulary:

preferable better

individuals people

corporations companies

society more generally all people in country

workers employees

remain stay

position long-term job for a long time

although however

contention belief

transparent benefits clear advantages

largely mostly

those who argue against people who disagree with

employment mobility changing jobs

point out argue

facilitate consistent progress enable continued growth

parties involved groups, people engaged with this

hire give a job

train teach about

cultivate help grow

positive company ethos good environment

flourish do really well

necessarily follows of necessity causes

gain promotions get a new job

raises increases

enable allow for

higher standard of living better quality of life

private and public personal and society

achieve a balanced system of mutual benefits good social order

less likelihood not as much of a chance

unemployment no job

civil unrest people unhappy in society

opportunities chances

significant meaningful

improve the situation make things better

under-utilized not used enough

underpaid not paid enough money

current right now

new sector different field

regret feel bad about, wish it was different

in the aggregate combined

citizens residents, people in a country

satisfying fulfilling

taking full advantage do the most to enjoy

latent abilities what you are capable of doing

in turn then

productive efficient

engaged workforce workers who care

tangible impact real effect

outweigh stronger than

potential possible

by extension included in this

seeking a varied career path try different jobs

exceptions cases outside the norm

willing happy to

switch change

when possible if they can

Pronunciation

Practice saying the vocabulary below and use this tip about Google voice search :

ˈprɛfərəbl   ˌɪndɪˈvɪdjʊəlz ˌkɔːpəˈreɪʃənz   səˈsaɪəti mɔː ˈʤɛnərəli   ˈwɜːkəz   rɪˈmeɪn   pəˈzɪʃən ˈlɒŋtɜːm ɔːlˈðəʊ   kənˈtɛnʃən   trænsˈpeərənt ˈbɛnɪfɪts ˈlɑːʤli   ðəʊz huː ˈɑːgjuː əˈgɛnst   ɪmˈplɔɪmənt məʊˈbɪlɪti   pɔɪnt aʊt   fəˈsɪlɪteɪt kənˈsɪstənt ˈprəʊgrəs   ˈpɑːtiz ɪnˈvɒlvd ˈhaɪə   treɪn   ˈkʌltɪveɪt   ˈpɒzətɪv ˈkʌmpəni ˈiːθɒs   ˈflʌrɪʃ , ˈnɛsɪsərɪli ˈfɒləʊz   geɪn prəˈməʊʃənz   ˈreɪzɪz ɪˈneɪbl   ˈhaɪə ˈstændəd ɒv ˈlɪvɪŋ ˈpraɪvɪt ænd ˈpʌblɪk   əˈʧiːv ə ˈbælənst ˈsɪstɪm ɒv ˈmjuːtjʊəl ˈbɛnɪfɪts lɛs ˈlaɪklɪhʊd   ˌʌnɪmˈplɔɪmənt   ˈsɪvl ʌnˈrɛst ˌɒpəˈtjuːnɪtiz   sɪgˈnɪfɪkənt ɪmˈpruːv ðə ˌsɪtjʊˈeɪʃən ˈʌndə-ˈjuːtɪˌlaɪzd   ˌʌndəˈpeɪd   ˈkʌrənt   njuː ˈsɛktə rɪˈgrɛt   ɪn ði ˈægrɪgɪt ˈsɪtɪznz   ˈsætɪsfaɪɪŋ   ˈteɪkɪŋ fʊl ədˈvɑːntɪʤ   ˈleɪtənt əˈbɪlɪtiz   ɪn tɜːn   prəˈdʌktɪv   ɪnˈgeɪʤd ˈwɜːkˌfɔːs ˈtænʤəbl ˈɪmpækt   aʊtˈweɪ   pəʊˈtɛnʃəl   baɪ ɪksˈtɛnʃən , ˈsiːkɪŋ ə ˈveərɪd kəˈrɪə pɑːθ ɪkˈsɛpʃənz   ˈwɪlɪŋ   swɪʧ   wɛn ˈpɒsəbl

Vocabulary Practice

I recommend getting a pencil and piece of paper because that aids memory. Then write down the missing vocabulary from my sample answer in your notebook:

Many are of the opinion that it is p____________e for i___________s , c__________s and s______________________y for w_________s to r________n in the same p_________________m . A__________h such a c________n has t_________________s , I am l_______y in disagreement.

T________________________________t e___________________y p____________t how it can f___________e c__________________s for all p_______________d . Firstly, companies are the most likely to profit since they will not have to h____e and t______n new employees and will be able to c__________e a p___________________s . As companies f________h , it n____________s that individuals will be able to g___________________s and r________s . This will e_______e a h________________g . Finally, society itself will benefit as the p__________________c world can a_________________________________________s . There is then less l___________d of u____________t and c____________t .

However, I would argue the o_______________s that individuals may miss by not changing jobs are more s___________t . A worker who is unhappy in their job has the power to i___________________n . For instance, if a person is u________d and u__________d in their c________t position, they could apply for a new job or move to a n__________r . If the move is successful, they will not r________t their decision and if not they can always apply for another job. I______________e , c_______s finding more s____________g jobs and t____________________e of their l_____________s will lead to a happier society. This will i________n grow the economy and corporations are likely to be more p___________e with an e___________________e .

In conclusion, the t______________t of remaining in a single job does not o________h the p_________l gain for individuals, and society b__________n , when s___________________________h . There are e________s to this but most workers should be w_______g to s______h jobs w_____________e .

Listening Practice

Learn more about this topic by watching from YouTube below and practice with these activities :

https://www.youtube.com/watch?v=JaUCiKTNBxQ

Reading Practice

Read more about this topic and use these ideas to practice :

https://www.glassdoor.com/blog/interview-questions-to-ask-to-evaluate-a-companys-work-life-balance/

Speaking Practice

Practice with the following speaking questions from the real IELTS speaking exam :

Work  (Model answer available on my  Patreon )

• Are you student or are you working now?
• What do you like about your job/school at the moment?
• What job would you like to do in the future?

Writing Practice

Practice with the related IELTS essay topic below:

Many people try to balance work and other parts of their life. However, this is very difficult to do.

What are the problems associated with this?

What is the best way to achieve a better balance?

IELTS Writing Task 2 Sample Answer: Work-Life Balance

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Land your dream job, reflective writing for work-life balance.

Idealist Guest

As a kid, I never understood why my father only had enough energy to eat dinner and sit in front of the television every evening when he got home from work. Now I get it. He just wanted to circumvent the vicious circle that is ruminating at home about the things going wrong at work with something mind numbing and benign like 60 Minutes. When everything is overwhelming in our work lives the repercussions are inevitably felt in every other part of our lives.

What happens to so-called work life balance when you are unemployed and looking for work, or in a job where you are struggling with demands, stress, office politics, or a particularly unpleasant boss? How does deadening ourselves with Netflix marathons night after night to avoid thinking in circles about our troubles at work count as “life”?

The trouble with watching entire seasons of Gilmore Girls back to back is that, although it will take our mind off our troubles, it’s passive. We’re just immersing ourselves in white noise and spoon-fed fictitious worlds to escape our own reality. Unfortunately, passivity breeds passivity.

By disallowing our brains to engage with the reality of difficult situations in our professional lives, we become incapacitated to do anything about the problem. So, while it’s a good idea to find an alternative to rumination which can be all consuming (and interrupts sleep), it’s an equally good idea to use some of our time outside of the job search or the work day to reflect on what is going on.

In my book, The Bloomsbury Introduction to Creative Writing, I talk about the value of reflective writing, not just as a way of summarizing our feelings and responses to situations, but also as a way of uncovering new knowledge and insight. Although we might think about a problem from every seemingly possible angle, when we write something out, our minds are processing the problem in a different way. Writing can give us access to new perspectives and solutions and put us back in touch with who we really are, and what we really want.

So, over the next few months, I’m going to give you a sequence of little reflective writing exercises you can try the next time you find yourself thinking in mad circles about work troubles -- instead of using television to shut your ruminations off. The first one is an exercise called Stream Of Consciousness.

Reflective Writing Exercise 1: Stream of Consciousness

When to do it:.

As soon as you get home from work or finish your job search for the day -- before you do anything else!

Alternatively, you could start and finish each day with this.

We go through the day doing everything right. We think about what we’re supposed to think about. We try to please our boss or our potential boss. We’re polite. We’re structured. We’re in a suit. Spending five minutes getting back in touch with our spontaneous selves is a nice gateway back into real life.

Instructions:

Sit down somewhere quiet where you can be alone. Set a timer for five minutes. Hit start.

Put your pen to the page (yes! A pen! A page!) and write whatever comes into your mind continuously for the full five minute period.

Don’t stop to think. Don’t censor yourself.

If you can’t think of what to write, write “I can’t think of what to write. This chair is comfy. Writing writing writing....” and keep describing your physical surrounds until your mind loosens up and you can start recording all your the thoughts that pass spontaneously through your mind.

Do this once a day, every day. You should find that you are able to fill more and more of the page in five minutes each time you do the exercise.

By Tara Mokhtari

This post was contributed by a guest author.

Explore Jobs on Idealist

A reflection on how a work–life balance can be achieved using professional development

• Teacher Reflection
• Published on: September 12, 2021

• Early Career Teachers |
• Initial Teacher Training |
• Leadership |
• Mental Health |
• Teacher Wellbeing |

Suzanne Allies, Senior Lecturer, School of Education, University Of Worcester, UK

The ability to maintain a work–life balance for many teachers can feel unattainable; indeed, research seems to confirm and reinforce this (Education Support, 2020). I only gained some semblance of balance between my personal responsibilities and the demands of teaching in the last five years of my 20-year teaching career. Later, as a university lecturer, the trainee teachers and early career teachers with whom I interacted regularly admitted that their personal lives began disappearing under a mountain of paperwork, sadly leading to a disillusionment with teaching. Many shared how hobbies and interests that once nurtured them had fallen by the wayside; this is not how it should be. I was prompted to write a book about teacher wellbeing in a small attempt to help.

This article outlines recent research on teacher work–life balance. It also presents the argument that all teachers, especially those new to teaching, should undertake professional development to learn tools and techniques to create more work–life balance. Providing teachers with opportunities such as this demonstrates a proactive approach from school leaders, as opposed to a reactive approach, when teachers are only offered support after they experience stress and overwhelm due to overwork.

What does a work–life balance look like?

Eyre (2017, p. 74) presents an image of the ideal work–life balance as a large circle representing ‘life,’ with a smaller circle within it to represent ‘work’. This is to show that work should give us meaning and purpose and be integrated into the rest of our lives, but should be given less significance than the ‘life’ part.

Do teachers have a work–life balance?

The National Foundation for Educational Research (2019) found that teachers experience higher levels of job-related stress and a poorer work–life balance because their work is so intensive during term times. What is more, we know that work does not stop for teachers come the holidays. Pillen et al. (2013, p. 254) studied the key tensions of new teachers, such as ‘wanting to invest time in a private life while feeling pressurized to commit time and energy to work’. A coping strategy that they recommended for new teachers is to seek support and understanding from a trusted mentor or colleague, the aim being to elicit guidance and provoke purposeful discussions about work–life balance, alongside searching for a solution themselves.

The failure to maintain a work–life balance continues to have a detrimental impact on teachers. In the Teacher Wellbeing Index 2020, 65 per cent of educational professionals cited a lack of work–life balance as their top issue. Within this finding, 81 per cent were senior leaders and 61 per cent were teachers (Education Support, 2020, p. 40). This suggests that a healthy work–life balance is not being modelled to staff by many school leaders. Alarmingly, some participants admitted to working more than 61 hours per week, which would surely leave very little time or energy for non-work pursuits. Rath and Harter (2010) found that one’s sense of pride increases with the hours worked, which explains the need in some staff to continue working past their contracted hours or directed time. If teachers are working extensive hours, it is no wonder that Kell (2018) discovered that the neglect of ‘other responsibilities’ outside of teaching was among the top four reasons that teachers attributed in their decision to leave the teaching profession. Teacher participants in the Cooper Gibson research ( DfE Department for Education - a ministerial department responsible for children’s services and education in England , 2018, p. 34) highlighted that the extensive hours they work, along with the high levels of ‘expertise, experience and dedication’ they demonstrate, is not being reflected in their salary. In addition, those with families pleaded for increased flexibility to enable them to balance home life and work (DfE, 2018).

How has the pandemic affected work–life balance?

Extra challenges have been placed onto teachers due to the pandemic. Boundaries between home and work became more blurred due to the introduction of virtual lessons (Bintliff, 2020). A Chartered College of Teaching survey (Müller and Goldenberg, 2020) found that many teachers were ‘finding it more difficult to juggle work and home life than pre-lockdown’ and that some were ‘balancing distance learning, key worker provision, additional administrative tasks, home-schooling their own children or caring for vulnerable family members, creating an “unsustainable” increase in workload’ (Civinini, 2020).

This article is focused on recent literature, although it is important to acknowledge that, historically, extensive research on the work–life balance of teachers has been undertaken, although terminology surrounding the topic has tended to vary over time (Kalliath and Brough, 2008). Individual researchers, such as Lizana et al. (2021), continue to investigate the impact of the pandemic on the quality of life of teachers. However, Table 1 summarises the findings of surveys undertaken by various organisations to understand the impact of the pandemic on their work–life balance.

Table 1: A summary of findings from surveys on the impact of the pandemic on work–life balance  

These concerning statistics suggest the need to further prioritise teacher wellbeing so that staff, students, community and recruitment of teachers all benefit (Pountain, 2020). On a positive note, however, the DfE congratulated school staff on the ‘resilience and commitment’ displayed during the pandemic. They have promised to take ‘considerable action to address teacher workload and wellbeing’ by investing millions in supporting teachers (Thorn, 2021). This, therefore, paves the way for schools to gain funding for professional development sessions to urgently encourage a work–life balance in their staff.

What are some practical ways in which to support a work–life balance?

I believe that it is space, and not time, that teachers need more of: they require more mental and physical space and the chance to breathe and experience freedom from constant teaching pressures (Allies, 2020). I noticed that when I began to carve out a proportion of my day that was dedicated to gaining more space, a shift occurred. I became more productive at work and felt as if I was working to live, rather than living to work. I have used the acronym SPACE to highlight five focus areas for teachers to consider within professional development sessions designed to promote a work–life balance:

• SCHEDULE : I recommend that a teacher should schedule ‘me time’ into the working week and aim to devote at least one hour each day to a ‘rest activity’, such as having a bath or listening to music. It is useful to pick a regular time to suit – mine was 7.00 to 8.00pm. It is important to plan this time into each day in advance; otherwise it will get consumed by something else. Furthermore, booking a holiday or weekend retreat may provide a boost on tiring and hectic days. It is advisable not to work until there is no energy left to devote to pastimes, or a teacher’s life will merely consist of work and sleep. Being disciplined is crucial; it may even be helpful to set a timer to leave school and to gain an acceptance that it is unrealistic for any teacher to finish all daily tasks. Living according to one’s values will aid job satisfaction for a teacher. For example, if relationships are important to a teacher’s happiness, then they should ensure that they spend quality time with family and friends. Lastly, I suggest that a teacher dedicates one day of the weekend to complete rest from work and reminds themselves that they will not teach effectively if they are tired.
• PRIORITISE : The second focus is to prioritise work tasks to allow more time for personal pursuits. The Eisenhower method (Mulder, 2017) categorises tasks into levels of urgency/importance so that a teacher can decide when to attend to a task, delegate or drop a task. I suggest that teachers practise breaking down tasks into manageable chunks and rewarding themselves when jobs are complete. Having regular breaks is the secret to increased productivity (Allies, 2020).
• AUDIT : Thirdly, a useful exercise for teachers is to create an audit to establish the time that they devote to certain tasks, like planning and marking. Sharing these audits in staff meetings may illuminate where change is needed. For example, if it is exposed that a lot of time is spent by staff on administrative tasks, then an audit on administrative tasks can next identify which tasks can be simplified, aborted or undertaken by administrative staff instead. The only drawback is the time being taken to complete the audits. However, this will be offset by the long-term benefit of initiating change at a whole-school, personalised level.
• CULTURE: Next, I’d like to emphasise the importance of building a positive school culture around wellbeing and a work–life balance. I would argue that this is the most important aspect and should be discussed in detail during professional development sessions. Sadly, some schools sustain and reinforce the idea that teachers should be resigned to not expecting a work–life balance and this, damagingly, then becomes the norm. Any change in school culture usually starts with senior staff modelling and being explicit about how many hours they expect staff to realistically work. School leaders need to praise those staff striving for a work–life balance and leaders need to talk openly about prioritising their own self-care. If a school expects a teacher to be a workaholic, then it is time for them to escape or fight the misplaced logic of that expectation. To add more socialisation at school, it may be supportive for school staff to set up a variety of staff clubs – for instance, fitness or relaxation-focused activities, or times for regular staff breakfasts.
• ESTABLISH: Lastly, in professional development sessions, teachers need to discuss how to establish healthy work–life balance habits, such as learning to say ‘no’ and letting go of perfectionist tendencies by accepting ‘good enough’ when needed. In addition, it is advisable as a teacher to ignore work emails in the evenings and weekends. Again, it is beneficial if school leaders encourage this; I will always remember my relief when my line manager heard the ping of an email notification on my phone and immediately instructed me to turn it off. This kindness gave me permission to stop such a damaging habit. In addition, teachers may benefit from spending a little time acclimatising to being at home after school by performing a ritual, like having a shower, to aid this transition so that it is easier to leave any work anxiety behind.

What changes can be implemented in light of the pandemic?

The pandemic may have highlighted how vital it is to support wellbeing first and foremost. I would like to think that many teachers may have incorporated new routines into their lives that have enriched it; it is important not to lose sight of these when fully returning to old patterns and schedules. In the same way, if schools have recently embraced technology – for example, by meeting remotely instead of face to face – continuing to utilise this will give school staff more flexibility and limit time spent travelling. Reflections from teachers in Kim et al.’s study (2021, p. 23) highlighted how, following the pandemic, teachers had a new appreciation for what was important in their personal and professional lives, including an ‘enhanced understanding that work–life boundaries should be in place’.

To conclude, it is worth remembering that creating a healthy equilibrium in our lives is essential as, if a teacher works too extensively, they will only be able to sustain this ongoing pressure for so long before they risk their health. Engaging in out-of-work activities tends to improve productivity and job satisfaction, which is worth recalling if as a teacher you opt to continue marking books instead of doing something more pleasurable.

Allies S (2020) Supporting Teacher Wellbeing: A Practical Guide for Primary Teachers and School Leaders. Abingdon: Routledge.

Bintliff AV (2020) How COVID-19 has influenced teachers’ well-being. Available at: www.psychologytoday.com/gb/blog/multidimensional-aspects-adolescent-well-being/202009/how-covid-19-has-influenced-teachers-well (accessed 13 June 2021).

Civinini C (2020) Teacher workload ‘unsustainable’ during lockdown. TES , 21 July, 21. Available at: www.tes.com/news/teacher-workload-unsustainable-during-lockdown (accessed 11 April 2021).

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From this issue

Issue 13: Professional Development

September 2021

Impact Articles on the same themes

From the editor

Transforming assessment principles and practices through collaboration: A case study from a primary school and university

• Perspective Article

The currency of assessment for learners with SEND

Rethinking assessment: How learner profiles can shift the debate towards equitable and meaningful holistic assessment

Assessing progress in special schools: Reviews and recommendations

• Original Research

Classroom assessment in flux: Unpicking empirical evidence of assessment practices

The role of frequent assessment in science education at an international school in Singapore

Teaching creativity: An international perspective on studying art in the UK

Improving academic resilience and self-efficacy through feedback: Moving from ‘what’ to ‘how’

Mind the gap: What are national assessments really telling us about vocabulary and disadvantaged students?

Pears Pavillion Corum Campus 41 Brunswick Square London WC1N 1AZ

[email protected] 020 3433 7624

Employee Work-Life Balance Deductive Essay

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

Introduction

Human resource (HR) department has noble obligations to reduce employee turnover in an organisation. A decline of employee turnover requires HR to deploy appropriate strategies to enhance employee retention. High retention of employees means a reduction of recruitment together with training costs (Beechler & Woodward, 2009: 273).

This has the effect of reducing the overall costs encountered by organisations. Since costs are inversely related to the profit levels for an organisation in a fiscal year, strategies to retain employees are directly correlated to organisational profitability (Cegarra-Leiva, 2012: 93).

According to Beechler and Woodward (2009), profit-making organisations deploy profitability levels as measures of their performance (275). This implies that workforce retention strategies are also directly correlated with organisational performance.

Realisation of this relationship makes organisations across all industries seek mechanisms of retention of employees including deployment of WLB (work-life balance) initiatives to enhance employee job satisfaction (Cegarra-Leiva, 2012: 95).

This effort is based on the theoretical hypothesis that satisfied employees are less likely to leave organisations. From this fundamental background, the focus of this paper is to discuss whether the work-life balance initiatives improve employee retention and organisational performance.

Relationship between work-life balance initiatives, employee retention, and organisational performance

While operating in a knowledge-based economy, organisations encounter the challenges of retaining employees as one of the major strategies of workforce management. Addressing this challenge is essential to enhance competitive advantage for an organisation (Camuffo and Comacchio, 2005: 364).

In this effort, satisfaction of employees is essential. In the literature on WLB and retention of employees, WLB is defined as “individual’s ability, irrespective of age and gender, to find a life rhythm that allows individuals to combine their work with other responsibilities, activities, or aspirations” (Feldstead, Jewson, Phisacklea & Walter, 2002: 58).

The fundamental argument behind the significance of deployment of WLB approaches within an organisation is that incidences of personal conflicts arise in situations where there is no balance between non-working and the working life of employees. Moen, Kelly, and Huang (2008) define this conflict as family roles and interference with work life creating challenges or tensions for employees (413).

This suggests that such conflicts create incompatibilities between individual life and family life of employees with work pressures. Personal conflicts related to WLB challenges within an organisation create organisational and workforce psychological distresses (Lourel et al., 2009: 443)

Cegarra-Leiva et al. (2012) examined whether initiatives of WLB have indirect impacts on the retention of employees in an organisation through stimulation of high work satisfaction for employees in SME settings. The study recommended the improvement of satisfaction of employees in the SME sector in the effort to increase their retention (Cegarra-Leiva, 2012: 103).

For this to happen, research findings indicated, “the existence of a WLB culture in the organisation will increase job satisfaction and that it is essential for the managerial team to support a person-friendly organisation” (Cegarra-Leiva, 2012: 103). This recommendation is essential while establishing the roles played by WLB to enhance the performance of an organisation through workforce satisfaction.

However, the deployed empirical approach introduces a limitation to the study and hence the reliability of its finding in HR studies. The study assumed that respondents knew well about the mechanism of their organisational operations. It also used self-reports, which may have the implication of attracting biased findings.

HR studies on employee retention through satisfaction have the perspectives of WLB embedded in them. For instance, Cegarra, Dewhurst, and Eldridge (2010) argue that turnover is an essential variable that is directly correlated to poor job satisfaction (390). Based on this assertion, the current HR practices that are helpful in enhancing job satisfaction are rested on platforms of WLB.

According to Lambert (2007), such practices “help to foster employees’ quality of life and, as a consequence, workers will be more satisfied, motivated, and committed to a firm” (13). The existence of scholarly evidence on the value of WLB in enhancing job satisfaction and retention of employees within an organisation does not imply the nonexistence of scholarly literature presenting converse findings.

For instance, Poelmans et al. (2003) argue that deployment of WLB best practices within an organisation is not adequate (137). Rather, organisations also need to consider the creation of a culture that supports WLB approaches (Fleetwood, 2007: 356).

This suggests that WLB is not just an organisational performance enhancing a set of the best practices deployable by any organisation without establishment of a means of enhancing its effectiveness in the realisation of the desired goals.

Upon considering the roles of WLB in enhancing job satisfaction together with workforce retention, as argued above, implementation of such practices within an organisation falls in the hands of the HR. This mandate is derived from the definition of human resource.

According to Matusik and Hill (1998), HR management is “the process of attracting, developing, and maintaining a talented and energetic workforce to support organisational mission, objectives, and strategies” (693). In fact, several scholars such as Fleetwood (2007) consider WLBs as some of the best HR practices in the modern organisational workforce management approaches (353).

Upon inferring from the scholarly evidence on the connection between WLB and job satisfaction, it is probable that a connection between job satisfaction and retention of employees indicates the existence of a direct relationship between WLB and retention of employees.

HR management literature such as Crede et al. (2010) also indicate that satisfied employees are more likely to execute their roles within an organisation better than dissatisfied employees. Indeed, job satisfaction is related to the motivation of employees (248).

According to Hausknecht, Hiller, and Vance (2008), employee motivation and job satisfaction are both essential components for enhancing organisational performance (1235). This suggests probabilities for existence of a relationship of WLB with organisational performance. Crede et al. (2010) define job satisfaction as “pleasurable or positive emotional state resulting from the appraisal of one’s job experience” (246).

This definition articulates job satisfaction with employees’ positive emotional reaction. Organisations attempt to measure qualitatively and quantitatively the levels of job satisfaction to help in the prediction of crucial organisational behaviours such as the capability to retain employees (Nyberg, 2010) and organisational performance (Crede et al., 2010).

Job satisfaction plays central roles in reducing the costs affecting the performance of an organisation such as “turnover costs, absenteeism expenses, and tasks associated errors”.

Hausknecht, Hiller, and Vance (2008) support this line of argument by claiming that management theorists are incredibly interested with the strategies of boosting job satisfaction since it leads to good employees’ life quality together with good health (1232).

These factors are essential in enhancing productivity and hence the performance of an organisation. Drawing from the work of Cegarra-Leiva (2012), WLB practices are important in enhancing job satisfaction. Upon combining this evidence with the evidence on the direct relationship between job satisfaction and performance, WLB practices are related directly to organisational performance.

WLB best practices take various aspects. One of such aspects is flexible work arrangement. The work of Hayman (2005) evidences positive impacts of flexible work arrangements on non-work together with work attitudes of employees (86).

Nevertheless, this work is not supported by empirical evidence. While focusing on empirical evidence, Hill, Miller, Weiner, and Colihan (1998) concluded that some initiatives of flexible work arrangement might have limited impacts on the attitude of employees towards their work.

Since positive attitude is an essential factor in determining the levels of task errors, it is also an essential factor influencing the performance of an organisation. By inferring from the work of Hill, Miller, Weiner, and Colihan (1998), flexible work arrangements may have limited impacts on the performance of an organisation.

Attitude to work is also an essential element for employee turnover. Therefore, the work of Hill, Miller, Weiner, and Colihan (1998) suggests that flexible work arrangements have a little implication on the retention of employees.

In the light of the above criticism, there is a growing scholarly consensus that WLB practices are significant in enhancing organisational performance. For instance, in an empirical research seeking to relate WLB and the variables of job characteristics, Hayman (2009) found out that flexible work schedules have a direct relationship with individual life balance.

The study deduced that providing flexible work schedules play central roles in integrating individual and family life with work. The applicability of Hayman’s (2009) findings to all organisations has limitations. The study only drew 56 percent participants from the administrative staff in a single university.

The variables used in the study were also not exhaustive. This means that some essential variables that may contribute to the found relationships may have not been reflected in the results of the empirical study.

Building in the above arguments, Hausknecht, Hiller, and Vance (2008) argue that employees are discontented with an organisation when their work life is not balanced. The researchers further emphasise the importance of ensuring that employees are maintained happy claiming that WLB can be an instrumental tool for enhancing the satisfaction of employees (Hausknecht, Hiller & Vance, 2008: 1225).

This implies that unsatisfied employees are incapable of delivering their tasks within an organisation in an effective and efficient way, thus making it experience crisis in terms of performance.

Directly congruent with this argument, Hausknecht, Hiller, and Vance (2008) suggest that an organisation encountering problems in the implementation of WLB experiences a vicious cycle of organisational crises starting with the unbalancing of the work life of employees, which leads to discontentment. Discontentment leads to poor employee performance, which in turn results in organisational crisis in terms of productivity.

Organisations seek strategies to improve their performance. Inferring from a wide body of literature of WLB, the paper argued that WLB is related to workers’ satisfaction, motivation, and retention.

However, these three factors have relationships with the performance of employees in different tasks allocated to them in organisations. Successful and timely execution of tasks allocated to employees is one of the indicators of the performance of organisations. Satisfaction, as an indicator of retention of employees, which is related to WLB, helps in creating a positive work attitude.

This results in reduced turnover and absenteeism cases, which affect the productivity of an organisation. Thus, organisations are recommended to implement WLB practices in the effort to facilitate the retention of employees together with increasing their performance.

Beechler, S.N, & Woodward, I.C. 2009. The Global ‘War for Talent. Journal of International Management, 15(7): 273–285.

Camuffo, A.D., & Comacchio, A.N. 2005. Linking Intellectual Capital and Competitive Advantage: A Cross-Firm Competence Model for Northeast Italian SMEs in the Manufacturing Industry. Human Resource Development International, 8(3): 361–377.

Cegarra, J.G., Dewhurst, F.W., & Eldridge, S.N. 2010. Linking Chief Knowledge Officers with Customer Capital through Knowledge Management Practices in the Spanish Construction Industry. The International Journal of Human Resource Management, 21(3): 389–404.

Cegarra-Leiva, D.F., Sa´nchez-Vidal, M. C, & Cegarra-Navarro, Gabriel. 2012. Work life balance and the retention of managers in Spanish SMEs. The International Journal of Human Resource Management, 23(1): 91–108.

Crede, M.N, Chernyshenko, O.A, Bagraim, G.N, & Sully, M.T. 2010. Contextual performance and the job satisfaction–dissatisfaction distinction: Examining artefacts and utility. Human Performance, 2(2): 246–272.

Feldstead, E.A et al. (2002). Opportunities to Work at Home in the Context of Work-Life Balance. Human Resource Management Journal, 12 (3):54–76.

Fleetwood, S.M. 2007. Re-Thinking Work Life Balance. The International Journal of Human Resource Management, 18(3): 351–359.

Hausknecht, J.P., Hiller, N.J., and Vance, R.J. 2008. Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labour Market Conditions, and Time. Academy of Management Journal, 51(6): 1223–1245.

Hayman, J. R. 2009. Flexible work arrangements: exploring the linkages between perceived usability of flexible work schedules and work/life balance. Community, Work & Family, 12(3): 327-338.

Hayman, J.R. 2005. Psychometric assessment of an instrument designed to measure work/life balance. Research and Practice in Human Resource Management, 13(1): 85-92.

Hill, J.E., Miller, B.C., Weiner, S.P., & Colihan, J.S. 1998. Influences of the virtual office on aspects of work and work/life balance. Personnel Psychology, 51(3): 667-683.

Lambert, S.J. (2007). Added Benefits: The Link between Work Life Benefits and Organisational Citizenship Behaviour. The Academy of Management Journal, 2(1): 7-32.

Lourel, M.A. et al. 2009. Negative and Positive Spillover between Work and Home. Relationships to Perceived Stress of Job Satisfaction. Journal of Managerial Psychology, 24(5): 438–449.

Matusik, S.F., and Hill, C.L. 1998. The Utilisation of Contingent Work, Knowledge Creation, and Competitive Advantage. Academy of Management Review, 23(4): 689–697.

Moen, P.C, Kelly, E.K., & Huang, R.M. 2008. Fit Inside the Work-Family Black Box: An Ecology of the Life Course, Cycles of Control Reframing. Journal of Occupational and Organisational Psychology, 8(1): 411–433.

Nyberg, A.D 2010. Rating your high performance: Moderators of the performance-job satisfaction voluntary turnover relationship. Journal of Applied Psychology, 95(3): 440–453.

Poelmans, S.A., Chinchilla, N.S., & Cardona, P.T. 2003. The Adoption of Family Friendly HRM Policies: Competing for Scarce Resources in the Labour Market. International Journal of Manpower, 24(2): 128–147.

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