University Report: Work-Life Balance Impact on Employee Productivity

This report delves into the critical relationship between work-life balance and employee productivity within organizations. It examines the importance of work-life balance policies, such as flexible working hours, time off for family emergencies, and reduced working hours, and their impact on employee performance, job satisfaction, and organizational outcomes. The report analyzes data, presents findings through tables, and discusses practical implications, including the consequences of neglecting work-life balance. It also offers recommendations for fostering a supportive work environment that promotes employee well-being and enhances productivity, emphasizing the benefits of work-life balance programs in improving employee retention, reducing absenteeism, and boosting overall organizational performance. The report explores the various definitions, rationale, and practical applications of work-life balance, providing valuable insights for both employees and employers. It concludes by highlighting the need for comprehensive strategies in the workplace to support employees in balancing their work and personal lives for greater efficiency and motivation within the working platform.

Running head: A REPORT ON LEVERAGING WORK LIFE BALANCE AND ITS IMPACT
ON EMPLOYEES PRODUCTIVITY
A report on leveraging work life balance and its impact on employees productivity
Name of the student
Name of the university
Student ID
Author note

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A REPORT ON LEVERAGING WORK LIFE BALANCE AND ITS IMPACT ON
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Table of Contents
List of Tables...................................................................................................................................3
Part 1- Introduction..........................................................................................................................4
Section 1- Simplifying a work-life balance.....................................................................................6
Rationale of work life balance.........................................................................................................7
Problem statement...........................................................................................................................9
Purpose of the study.........................................................................................................................9
Objectives of the study..................................................................................................................10
Section 2- Hypothesis....................................................................................................................10
Part 2- Research methodology.......................................................................................................11
Literature review............................................................................................................................11
Section 1 Analysis of varios aspects..............................................................................................12
Compressing working hours..........................................................................................................12
Flexible timing...............................................................................................................................13
Time off for family emergencies and events.................................................................................13
Reducing working hours................................................................................................................14
Employee performance..................................................................................................................14
Leave Policy..................................................................................................................................14
Benefits for the organization.........................................................................................................15

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A REPORT ON LEVERAGING WORK LIFE BALANCE AND ITS IMPACT ON
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Section 2- Data analysis.................................................................................................................18
Practical Implications....................................................................................................................24
The consequences of not addressing work-life balance................................................................25
Recommendations..........................................................................................................................26
Part 3- Conclusion.........................................................................................................................27
Reference.......................................................................................................................................29

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A REPORT ON LEVERAGING WORK LIFE BALANCE AND ITS IMPACT ON
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List of Tables
Table 1 – Demographics Data.............................................................................................................17
Table 2 – Work Life Balance 2............................................................................................................18
Table 3 – Work Life Balance 3............................................................................................................18
Table 4 – Work Life Balance 4............................................................................................................18
Table 5 – Work Life Balance 6A: flexible starting time......................................................................19
Table 6 – 6B time off for family events/emergencies..........................................................................19
Table 6 – Work Life Balance 6C: reduced work hours…………………………………………..20
Table 6 – Work Life Balance 6D: compressed working week.............................................................20
Table 7 – Work Life Balance 7A.........................................................................................................20
Table 7 – Work Life Balance 7D- Trainings........................................................................................21
Table 8 – JS 1......................................................................................................................................21
Table 9– Work Life Balance 9c..........................................................................................................21
Table 10 – JS3.....................................................................................................................................21
Table 11 – Correlation analysis...........................................................................................................22
Table 12 – Chi-square test ..................................................................................................................22

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Part 1- Introduction
In every organization it has become a great challenge to balance the work life and family
life. Concerning the worklife, it is become very important for both the employee and employers,
an issue regarding universal phenomenon. This research implies that importance of the work and
family policies is being focused by the demographical changes in cultures. Issues regarding
work and family atre rising complex because of included a range of issues that augmented the
contribution of females and mothers within the work place and the couple’s appreciation in
double career.
A survey on balance in work life that was organized by the public business in 2019. Which is
stated that 75 % of the repondents out of 1000 running through the heavy work pressure and
make a complaint about unnatural stability between the personal lives and work. It can be
observed that the poor productivity can happen by the growing level of stress, it also can be a
cause of lowering employee confidence and decline the job satisfaction. It also offering policies
regarding work life, which can effect employees supplement to their effort and they may donate
with the better faithfulness and developed confidence.
There are different reasearchers which propose different definations for family and work
or household friendly offices. It has accompanied by a quantity of dissimilar rules including
leave for parenthood, prolonged leaves, sickness, career breaks and emergencies.
During the 21st century, a stronger economy of outlook (Dudley, 2016) and faster
development in a numerous subdivisions have been caused by the wider economy. In a
“communal country” it has always spread the values and societies to mens as they are always be
a bread earner, but now this bread earner model has been broken due to various aspects like

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women’s entering into workforce, more wrecked families, working of both parents etc. the
outcome needs to integrated both family life and work life.
In a advanced learning system, it is encompassed two key sectors, one is the allied
college segment and the other is university sector. The greater education command is an top
sovereign body which is responsible for providing the public reserves. In the precent years, the
upper education instruction has experienced a revival effect after doing so much of ignorance.
This condition has overturn in the early 2000 by the improvement of government towards higher
education. After 2000 to 2019 there was a radical rise of private sector universities in the several
numbers. It causes the higher teaching has been promoted at a very fast speed after 2000
(Johnson et al 2016). This hefty number of increasing private univarsities may leads to the
growing size of workforce. Now if the number of employees increase, problems related into both
work and personal life will arise and that will have a negative impact on the efficiency and
inspiration within the working platform hence maintaining a balance in work will lead to a
excessive challenge for every person and every association (Hoboubi et al 2017).
As per the released fact, there are numerous places where a family friendly workplaces
considered by the larger number of entity due to maintain a healthy balance in work and family
life. The organizations which has the work life equilibrium policies that will be the most
benifitial to improve productivity and reducing nonattendance (Agha, Azmi & Irfan, 2017).
There are few studies that denotes that concerned employees who are completely engaged with
such policies they do noit want to leave their organizations and conferring a valuable promises

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Section 1- Simplifying a work-life balance
An individual is facing harassed and exhausted through double participation in family
and work characters. It ultimately affects his or her health and well being but also undermine the
performance in the association. Balanced work life mentions to some sort of eqiuilibrium (He, &
Yannelis, 2015) the position where such struggles are diminished or rejected. In the simpliest
terms, effort domestic equilibrium is distinct as gratification and good operative at effort and at
home with the least role of clash. This study proposes that the work life equilibrium is nothing
but an employee’s capability to meet the work and family promises as well as the other non-work
accountabilities and activities.
The concept is further revised and perceived that balance in work could be defined as an
individual is correspondingly affianced in and equally pleased with his or her work role and
family role. By defining 3 componenets the concept of balance in work domestic has been
operationalized:
a. Time balance, where equal quantities of time are dedicated into the family and work.
b. Participation balance, where an identical level of psychological participation in work and
family roles exists.
c. Satisfaction balance, where an equal level of gratification is derived from work and family
roles.
Certainly the balancing work life is to maintain a creative work philosophy (Gilley et al
2015), where the possible for pressures between effort and other portions of people’s lives is
diminished. Aiming the employement practice to ensure the work life balance are worried to
deliver opportunity for staffs to make balance what they ensure at work with the accountabilities

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and interest they have external work and so settle the opposing rights of work and home by
reaching their own needs as well as their companies. There is no confusion that the balance in
work life is exsists between the satisfactory level of employee’s work and non-work events
which further means family lifecycle. The gap between family and work life should be
equilibrium. In the context of HR, work life equilibrium performs are cautious structural changes
in agendas or the structural philosophy that are intended to deduce the clash of work life and to
able the employees be more operative at work and in other roles.
Rationale of work life balance
Numerous reasearches has been showed to discover the unkind things of work life
inequity (Sirgy & Lee, 2018) and optimistic results of work life stability. In this segements,
various practical studies to create a validity for the wider application of the work life balance
programmes across the globe. There are several companies in the “United States of America and
European Union” have successfully combined the work life stability in their overall policies for
the remaining competitiveness by hitching full potential of human capital (Farkas, 2017).
A maximum number of businesses in some parts of the globe still trusts that an individual
employee must bear the responsisbility of wok life steadiness. However to help the worker to
preserve the work life balance is a primary duty for the organization.
It can be said that managing balance into work life has become one of the most serious
managerial policies (Mathur, Zhang & Neelankavil, 2001) for ensuring staffs presentation and
performance in organizational development. “Work life balance” agendas such as flexible
schedule programs, dependent care services, resources of data and refereal services provides
competitive advantage to the groups. There have been several studies that showed experience of

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work life balance is absolutely related to employess performance and organizational performance
as well (Singh et al 2016).
Employees thinks that their officialdoms are being generous to take care their family
problems or non work issues and concerns, therefore they are trying to stretch themselves to
surpass their professional promises. Work life balance in the working place has become a more
important problems as it tends to show positive results such as less turnover, work appointment,
executive citizenship performance, performance, increasing output (Krebs et al, 2016), job
happiness and the structural commitment. This study has framed the value of work life balance
on increased job satisfaction of the employees in the different corporations.
More precisely, balancing work life has been refered to have optimistic consequences
such as low revenue intention (Lu & Gursoy, 2016), development of performance and job
satisfaction. It contributes to increase the employees in role performance. Additionally a
balanced work life leads to a motivated effect on employees affecting commitment to their
entities. A study has also designated a close relation between promise and work life balance of
the staffs towards their particular governments.
It can be seen that the involvement of work life balance contents psychological demnads
(Theorell et al, 2016) to sustain the balance among life and work. A numerous experiential
studies have supported that employees work life balance underwrites to promising assessment of
their administrations and real commitment. Further the work life balance produces a feelings of
loyalty to the organizations and increase an affective commitment. It is an emotional
involvement to the groups or the companies which can cause employees to want to remain with
the organizations.

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It has been notified by some experiential studies on the important role of work life
balance to increase employees psychological well being on the organizational performance
improvement (Molineux, Mirshekary & Scarparo, 2015).
The nonappearance of work life balance leads a poor performance and more
absenteenism of employees. On the other hand, understandings of employees work life balance
related to selection, which is linked with the organizational performance (Gunasekaran et al,
2017) and development.
Problem statement
In the present time, the trends for performing work and policies of domestic in
organizations has gained marvelous position. The strategies related to working hours reduction,
flattened working weeks, elastic timing, family related subjects leave, and worker support
curriculums helps to develop the drive of workers and their output by tumbling income rate and
nonattendance. To have a effective work life balance in advanced teaching segment, it is vital to
recommend a complete strategies in the institutions(Palmer & Paul, 2015). For instance, shorter
working hours actullay cultivate a strong “work life balance” in the employee’s mind. There is a
need of leading a complete study on the “work life balance” rules in acquisition a better
empathetic stuff for the application of these strategies in future.
Purpose of the study
The main issue of this research is to recommend the nature of work and domestic
policies. The primary motto in script this paper to discourse and discover the anticipated work
place and working hour to maintain worklife balance and that to reflect on the productivity. The

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perseverance is to make the readers comprehend the welfares of elastic work preparations. This
research study will further evaluate the organizational approach towards the work life balance
and inspects the ultimate outcome for both employees and employers. Learning will focus
balancing into work life on job contentment of the staffs and their efficiency. It will be benifitial
for the organizations depending on the outcome to select the better policies for formulating,
therefore it hleps the organizations to increase the productivity and effectiveness (Jiang & Liu,
2015).
Objectives of the study
Primary Objectives
To Study on Employees’ “Work Life Balance” in higher education organization
Secondary Objectives
 To study how the nature of relatives circle structure effects work related stress.
 To observe people thet are accomplished of attend their family in addition to workplace
gathering.
 To study that long running hour distress man or woman competence.
 To scrutinize that is there health is moving due to work.
 To have a look at what are the top supreme urgencies of employees
Section 2- Hypothesis
This study has taken some hypothesis (Peirce, & Dewey, 2017) as follows:
H0: Nagetively interrealated between work life balance strategies and employees job satisfaction.

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H1: Positavle interconnected between work life balance strategies and employees job
satisfaction.
Part 2- Research methodology
Concderned members of the study contained of employees of 3 dissimilar private
universities working in a country. Now this reaserch used a questionnaire that to asked by the
participants to fiill and their response for measuring the impact of household friend/work life
balance guidelines on employee output and job fulfillment. Cover letter was also involved with
the survey to notify the accomplices the justification of this study, it is to be evaluated that the
workers work related method on household friendly platform and work life equilibrium strategies
execution among dissimilar academies. Partcipants are willing to maintain the confidentiality and
will provide information. It is very sutre that the questionnaires adiministrated personally. It vcan
be seen that 45 questionnaries were dispersed and 30 were repaid, so that the valuable responses
of 66.67%. Applicants of the learning were also inquired to agree their “age, gender, marital
status and existence of dependent children” for their demographic issues. After gathering and
evaluating the data, “chi-square test” (Sharpe, 2015) and “regression analysis” (Chatterjee &
Hadi, 2015) was directed to inspect the strength of connection between work life equilibrium
policies and workers job satisfaction (Mas-Machuca, Berbegal-Mirabent & Alegre, 2016).
Literature review
According to the Beauregard & Henry, (2009) in the case of business exercise the work
life stability is advocated by many administrations, the rests on charming better candidates and
dipping work life clash among the exisisting workers in order to extract the structural