Prioritizing Work-Life Balance under Turbulent Business Scenario

Neelam Sharma .


Work–life balance is the proper prioritizing between "work" (career and ambition) on one hand and "life" (pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include "lifestyle balance" and "life balance". Work–life balance is a broad concept which is closely related and derived from the research of job satisfaction. Within the research of Job Satisfaction, it has been found that there are both intrinsic and extrinsic factors which affected perceptions of job satisfaction within individuals. Intrinsic factors referred to job characteristics specifically. However, the extrinsic factors referred to the social and cultural norms the individual holding the job operated by. Hence, Work–life balance was considered one of the inputs of this extrinsic factor. One can say that This is fine, as long as it is clear that there is a large individual component in that. Meaning, each individual's needs, experiences, and goals, define the balance and there is not a one size fits all solution. Also, what work-life balance does not mean is an equal balance in units of time between work and life

The turbulent situations prevalent in the business environment have posed certain involuntary demands and requisitions from the ends of the employer in front of the employee. Seeing the current state of competition, these requirements cannot be considered as wrong. But, they pose a stress on the employee and put him in utter mess while balancing his work life with family responsibilities. This study deals with techniques from the end of employee as well as employer that can help to combat this stress.


Work life balancing, flexible working hours, job satisfaction, family satisfaction,. Turbulent business conditions

Full Text:



Bond, S., Hyman, J., Summers, J. and Wise, S. (2002), Family-friendly Working? Putting Policy into Practice, York Publishing Services, York.

Chartered Institute of Personnel and Development (2003),Labour Turnover 2003, CIPD, London

Department of Trade and Industry (1998), Fairness at Work, Stationery Office, London.

Department of Trade and Industry (2000), “It’s not just working parents who want work-life balance: Hodge”, available at:

Department of Trade and Industry (2002a), “Bosses urged to go for the work-life balance goal”, available:

Department of Trade and Industry (2002b), “UK industry losing millions without work-life balance”, available:

Department of Trade and Industry (2002c), “UK workers struggle to balance work and quality of life as long as hours and stress take hold”, available at:

Department of Trade and Industry (2004), “Britain’s workers crave more time with friends in 2004”, available at:

Dex, S. and Scheibl, F. (2001), “Flexible and family-friendly working arrangements in UK-based SMEs’: business cases”, British Journal of Industrial Relations, Vol. 39, pp. 411-31.

Dex, S. and Smith, C. (2002), The Nature and Pattern of Family-Friendly Employment Policies in Britain, The Policy Press, Bristol.

Frone, M., Russell, M. and Cooper, L.M. (1997), “Relation of work-family conflict to health outcomes: a four-year longitudinal study of employed parents”, Journal of Occupational and Organizational Psychology, Vol. 70, pp. 325-35.

Fu, C.K. and Shaffer, M.A. (2001), “The tug of work and family”, Personnel Review, Vol. 30, pp. 502-22.

Green, F. (2001), “It’s been a hard day’s night: the concentration and intensification of work in late twentieth-century Britain”, British Journal of Industrial Relations, Vol. 39, pp. 53-80.

Hardy, S. and Adnett, N. (2002), “The parental leave directive: towards a ‘family-friendly’ social Europe?”, European Journal of Industrial Relations, Vol. 8, pp. 157-72.

Hyman, J. and Summers, J. (2004), “Lacking balance? Work-life employment practices in the modern economy”, Personnel Review, Vol. 33, pp. 418-29.

Hyman, J., Baldry, C., Scholarios, D. and Bunzel, D. (2003), “Work-life imbalance in the new service sector economy”, British Journal of Industrial Relations, Vol. 41, pp. 215-39.

Martens, M.F.J., Nijhuis, F.J.N., Van Boxtel, M.P.J. and Knottnerus, J.A. (1999), “Flexible work schedules and mental and physical health: a study of a working population with non-traditional working hours”, Journal of Organizational Behavior, Vol. 20, pp. 35-46.

Meyer, J.P., Stanley, D.J., Herscovitch, L. and Topolnytsky, L. (2002), “Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences”, Journal of Vocational Behavior, Vol. 61, pp. 20-52.

Mourad, Mansour and Razali Mat-Zin, (2008), Relationship between Work and Family

Satisfaction on Performance: A Case Study”, International Review of Business Research Papers,Vol 4 Pp.251-278

Naithani, Pranav. (2010) ,”Recession and work life balance Initiatives”, The Romanian Economic

Journal, Year XIII,no.37, pp. 55 – 68

Parasuraman, S. and Simmers, C.A. (2001), “Type of employment, work-family conflict and well-being: a comparative study”, Journal of Organizational Behavior, Vol. 22, pp. 551-68.

Perrons, D. (2003), “The new economy and the work-life balance: conceptual explorations and a case study of new media”, Gender, Work and Organization, Vol. 10, pp. 65-93.

Rotondo, D.M., Carlson, D.S. and Kincaid, J.F. (2003), “Coping with multiple dimensions of work-family conflict”, Personnel Review, Vol. 32, pp. 275-96.

Simpson, R. (2000), “Presenteeism and the impact of long hours on managers”, in Winstanley, D.

and Woodall, J. (Eds), Ethical Issues in Contemporary Human Resource Management, Macmillan, London, pp. 156-71.

Thomas, L.T. and Ganster, D.C. (1995), “Impact of family-supportive work variables on work-family conflict and strain: a control perspective”, Journal of Applied Psychology, Vol. 80, pp. 6-15.

White, M., Hill, S., McGovern, P., Mills, C. and Smeaton, D. (2003), “High-performance’ management practices, working hours and work-life balance”, British Journal of Industrial Relations, Vol. 41, pp. 175-95.

Wise, S. and Bond, S. (2003), “Work-life policy: does it do exactly what it says on the tin?”, Women in Management Review, Vol. 18, pp. 20-31


  • There are currently no refbacks.

Editorial Office:

Educational Research Multimedia & Publications,
S.N. 21, Plot No 24, Mirza Ghalib Road Malegaon Nasik,
Maharashtra India - 423203.
+919764558895 (whatsapp),,

Copyrights © 2010-2020 - ERM Publications, India     

This work is licensed under