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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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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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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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

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performance. This literature appraisal offeres some evidence for the claim concerning
recruitment .
According to Mas-Machuca, Berbegal-Mirabent & Alegre, (2016) there will be a
association between work life balance, structural pride and job happiness. Assessing employee’s
work life balance the present paper receipts into deliberation two relevant backgrounds.
According to Wong & Ko, (2009) work life balance practice exposed seven factors:
Enough period off from work
Workplace provision on worklife balance
Loyalty to work
Elasticity on work schedule
Life orientation
Voluntary emission of slender hours to provide for individual needs
Upliftment the work and career
The elements perceived by the personnel to reach better work life equilibrium.
Section 1 Analysis of varios aspects
Compressing working hours
By the definition of less or short work week, a nornmal number of hours are functioned
by the employees in one or two week time period, but these hours are flattened in the lesser

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workm days. Therefore lengthier hours are functioned at workplace. Various researches proposes
that if the workers want to reduce the level of income tax (Nichols & Rothstein, 2015)on a daily
basis then the trampled workweeks are appropriate for them
Different lessons showing that connotation which can decrease employee nonattendance,
income and pressure and can rise operative productivity (Steinberg et al, 2015) and confidence
through the flattened working weeks.
Flexible timing
There are several number of procedures for elastic functioning preparations that may
comprises elasticity in working time preparation or the number of hours operated. Now a days
administrations refers various strategies for flexitime such as job sharing, telecommuting,
flexible schedule programs, part-time working etc. at workplace. Earlier examination established
that workforces job satisfaction recovers with springy programs. Staffs can attain a strong
stability among family and work life through stretchy working preparations (Giovanis, 2018).
Time off for family emergencies and events
It allows the staffs to stay away for their workstations to take care of their family under
the family leave policies like the accountabilities of child care and “maternity leave” are at the
pleasure of the employer. In the extreme time period, law is referred to as three months while all
other leaves are diffrerent from the company to company. Like all other flexi guidelines and
policy helps to adopt a healthy balance between their life and work.

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Reducing working hours
To reduce the working hours, employees work less. Reducing working hour’s strategy
personnel can leave earlier. Less hours in working proves that if working decorations are
transformed then it will have a optimistic impact on daily life balance related to work while
working longer hours, which may results in tiredness which may distress employees routine and
can explosion nonattendance (Hanbury, Bader & Moser, 2019).
Employee performance
In a firm performance of employee is very essential in the workplace. It drives a help to develop
and utilize the capacity of human resources. It can converts into well delivery and services which
has the effects in every organization. The concerned policies that will encourage employee
performance. A performance of an employee depends on the results of capability, efficiency,
effort and opportunity. The measurements can be evaluated on the outcomes or the results
produced. The employee performance can be defined as the record of output derives from a
specific job activity during a specified time period. Since as per the definition the performance
can be evaluated on the basis of output reflects from the employees activity within a specific
time period. Hence a definition of working can be developed such as to achieve the target of
acitivity what the work has been assigned to the worker with in a particular time period.
Leave Policy
It primarily refers a non working period in terms of days or hours of an organization. That are
allotted to the employees without any outcome results. This off or leave atre paid by the
employer which will be allowed for any particular reason. It also shows the efficient of an
employee to release themselves from their work pressure and build a equilibrium position among

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work and family. Such balance allows to the employee to perfor outside work as well which
create a balance between work activities and domestic activities. There are various types of leave
policy are:
Annual leave- it allows as a paid leave for the object of recreation for which an employee is
enlisted a period odf qualifying service.
Parental leave- it refers a child care responsibilities
Carer’s leave- to take care of family and household purpose
Medical leave- it allows a paid leaves for health care challenges
Sick leave- time off from work due to health condition
Study leave- for those employee who has undergone a process of study course.
Benefits for the organization
It is evident that the organizations that exchange with the innovative work practices, that also
to be benifitial fro the staff, competitive edge and in a profitable mananer. In the platform of
quality service it requires quality jobs and quality management process (Jaca & Psomas, 2015).
To achieve this aim work life balance is an essential element. The studies demonstrate robust
relations between work-life balance guidelines and condensed absence (Mazerolle, Eason &
Eberman, 2017), enlarged efficiency and job fulfilment. Other benefits comprise upgraded
employment and holding rates with accompanying cost of investments (Vukašinović & Gordić,
2016), compact sick leave practice, a decrease in worker tension and developments in the

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employee gratification and loyalty, greater elasticity for business working hours, an enhanced
business image. For many organisations, however, assessing the data offerings the extreme
encounter. The best residence is to originate for mentioning about key areas: The most normally
used actions of organisational outcomes comprise the followings:
a. Employee retaintion
It is important to have that knowledge, the turnover price of the member and extra loss of
significant organizations. The work plans proposes a resolove of retaitaion affictions (Bode,
Singh & Rogan, 2015).
b. Increased motivation and prodictivity
The study indicates that the organisation’s commitment for working plans is openly linked
with employees inspiration and efficiency. This study concentrating on work, comfort and stress
displays the associated men and women would roll a despondent support if the original condition
would consent them, with less time for their individual or domestic life (Zainal, H. (2017,
September).
c. Absenteeism

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Research has documented that schedules of work can diminish the nonattendance. There was
a 50% drop in absence among personnel who is used elastic work options and family leave
guidelines (Kocakulah et al, 2016).
Benefits for employees
Balancing work and family life
has become a great challenge
for almost every or-
ganization. Work-life concerns
have tremendously become
important for both em-
ployers and employees, and
these issues are a universal
worldwide phenomenon.
Research implies that the
necessity for work and family
policies is being driven by
demographical changes in
societies. The work and family
life issues are growing

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intricate due to a range of
factors including increased
particip
 Increase the performance of employee
 Betterment of the physical health and mental health
 Reduces job stress level
 Increase the job satisfaction
The general aims to analyse the continuous hurdles encountered in the application of work
life equilibrium in a group. The parameter of the workplace cultures that poise involves:
Gender perceptions
Insights based on the work life strategy that is established only for women are the fourth
aspect to their use, whereas the evaluation of men’s use of family friendly occupation are arise
from three main uses (Lieven et al, 2015).
Career impact
This impact is also an essential factor which is connected with implementation of work
life practices. From a several study the reserve of work life practice developed the employees’
concerning promises but only to that level where the employees realize free to use the practices
without a negative result to their work lives- such as spoiled career prospects.
Attitudes of employees

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Employees desires to upholds employer’s trust by exhausting elastic hours or special
preparations fairly, sensibly and fairly, in a spirit of deference for both their businesses and their
colleagues.
Rigidity in management approaches
To attempt to the work life balance may be reserved by the inflexibility of the
management, wheather it lies lack of understanding of the balancing work, knowledge of
organizational policies or lack of willingness (Enqvist, Tengö, & Boonstra, 2016).
Internal Practices
There are adamant opportunities and necessities or defficite of image, optimality and
flexibility over the work is done. For an instance, where the worth of work is separate by the
individual’s discernibility to the director, or by the distance of working hours, as opposed to
output, adding value or assembly purposes.
Section 2- Data analysis
Table 1 Demographics data

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The above table, displays a demographic (Sinclair-Maragh, 2017) defendants of the
experiential sample, where male collection includes male 40% and female 60%.
Table 2 Work Life Balance 2
The above table suggests that 80% defendants realize that they are not capable to make a
equilibrium between their family life and working life, while 20% are able to do balance.
Table 3 Work Life Balance 3
From the above table, it can be depicted, 36.7% defendants said that they frequently
miscue distinction time with their household and families because of exertion stress and 10%
supposed that they never want to miss that excellence period.

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Table 4 Work Life Balance 4
It can be revealed from Table 4 that 40% plaintiffs refered that they often feel tired
because of work capacity, 26.7% always feel weary and because of work load, 10% said that
they infrequently feel tired.
Stable work life policies that helps to retain the family promise among the different work
life related strategies-
70% respondents believed that preliminary time flexibility supports in harmonizing work and
family commitment, 93.3% reinforced time off for family proceedings, 96.7% said abridged
working hours are obliging and 70% said that beaten weeks in working can also help in matching
the practice of labour-life promises (Saltmarsh & Randell-Moon, 2015).
Table 5 Work Life balance 6A: flexible starting time

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Table 6- 6B time off for family events/emergencies
Table 6 Work Life Balance 6C: reduced work hours
Table 6 WLB6D: compressed working week
Working patterns that postponement in harmonizing work and family life promise. It can
be recognized from Tables 7A and 7D that all 30 defendants said that long working hours
hinder employees in harmonizing work-life promises (Ogunola, 2018). 76.6%. respond that
vacation classes hamper them, and only 33.3% defendants said that exercise are delaying them in
harmonizing work and family life obligations.

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Table 7 Work Life Balance 7A
Table 7 Work Life Balance 7D: trainings
Table 8 JS 1
Table 9 WLB9c

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Table 10 JS3
Table 8 shows, that 43.3% members reply that they are unfortunate with the time they
spend at work, 26.7% were very fateful and only 3.3% were content about the time they devote
at their effort.
From Table 9, we know that 73.3% defendants decide that balanced work-life allow
people to work better.
Here from Table 10, 56.7% members said that their superior or coworkers do not deliver
any kind of provision to fulfill their work and family promises, and 43.3% explanations that their
boss/coworkers deliver them provision.
Table 11 correction analysis
*. Correlation is significant at the 0.01 level (2-tailed) (Zhong et al , 2015).

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It can be seen from Table 11, there is optimistic reasonable realationship is exist between
job happiness and work balance. It further means that institutes should concentrate their efforts
on expressing and executing the work life balance. Because these policies will be applicable on
the performance of the employee and gratification of job.
a. 16 cells (100.0%) have expected count less than 5. The minimum expected count is .10.
From Table 12, significance value is very low as .009, which derives two variables i.e.
“job satisfaction and work-life balance” are connected to each other, so the “null hypothesis”
(Szucs, & Ioannidis, 2017) is disallowed and support the another one, which is that there is a
positive connection between work-life balance plans and job gratification.
Practical Implications
The result of this investigation study is lying with a applied inferences for the study
institutes, which are involved to implement a balancing work life strategies in the next future.
Given literature confirmed the necessary consequences related with job happiness of the
employees. Given work life balance strategies such as abridged occupied hours and flexible
preliminary time will have a justified influence on the employees and it will leads to a job
satisfaction and high productivity. The advantages of the organizations specially universities has

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gained clear work life balance A dynamic and strong staff is vital to contend and make a
different for the university. However the findings of this study reinforced the advance education
system to maintain a domestic friendly workshop for the workforces of the different institutions.
It is also convincing the organization to take a optimistic role for emerging a more caring
environmenmt of the implementation strategies. It is expected that the conclusions of this study
will refer further examination and submission of work-life balance strategies in other groups.
The consequences of not addressing work-life balance
Lining with the work, a survey was conducted by the “Society of Human Resource
Management” (Noe et al, 2015) reflected 70% of the personnel report an unnatural balance
between their personal life and work but those 70% still embarked that family is the most
important urgency in their lives. As per the consequences of the survey result, it suggests that
employees’ view domestic as an progressively appreciated but less achievable feature of their
busy lives. Employees report obvious failure when endeavoring to balance labouring and non-
work demands.
Baased on so many research and concerned strategies claimed a question like why
workers still stressed to balance the work and life requirements? The answer is some business
entity because balance work life is a honest priority. Upper administration required to apply the
strategies, and front-line administrators needs to impose them. Without producing a sympathetic
work life culture in which employees should apply the work life welfares. Often personnel get
punished as not to meet non work needs. The governments can get a favourable reputation by the
enterprise’s work life culture among the job applicants to target of retaining quality persons.

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Recommendations
 For accomplishing the work life balance business organizations can initiate the work life
balance by managing the “workshops, play games, foreign trips, cultural trips, cultural
fests, events like fashion shows etc.” however family day festival where events are
prearranged for kids, couples and other family associates can help the employees to
complete the work life balance.
 Considering a business organizations that they should have one or more work-life
payments such as flexible work hour or telecommuting options for employees, if
possible.
 Taking an innovative ideas, for example the working institues and the famalies in
connection with thye society, states the annual guides which could proposes innovative
ideas based on many varied corporations that have won Alftred P. Sloan Awards for
“Excellence in Workplace Effectiveness and Flexibility” (Yadav, Rangnekar, & Bamel,
2016) .
 Making the employee conscious of exertions they can assume to enhance their own work-
life balance. For instance, motivating workforces by using of holiday times for drives of
recovery. So by doing, personnel substantially and expressively separate from their work,
and they act as a better well-being in general. Retrieval stages such as break time during
the work or holidays could be predominantly appreciated for the staffs whose occupations
forbid other work-life welfares.
 Additionally, work from home should be applied, as for example, if the employees
perceive a limitations set by the manager among work and non-work areas, such as not
replying to the emails, then they are compel to monitor suit.

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EMPLOYEES PRODUCTIVITY
Though the boundaries between work and living of rest of the people atre ultimately personal
and individual, chief executives and senior managers can assist the people to protect their
barriers by :
Reminding for a leave that the people should take.
To encourage people to spend time with their families after the busy periods work life balance: a
resource for the services related to states.
Not communicating people about work issues out of work hours unless essential.
Assuring proper preparations that is used to diminish the need to interact individuals when they
are on leave
People can design and takes leave depending on the planning work flows
To encourage people to leave work using approaches like relaxed Friday afternoon
Part 3- Conclusion
A justifiable impact was investigated to balancing the work life strategies on the
employee’s efficiency and their job satisfaction. Many workers have a little sympathetic about
such organizations who do not have a balanced work policies. Therefore they do not find the
differences the purposes. The consequence of this study stated as the work life balance
guidelines have a substantial constructive relation of satisfactory control in job and hence good
efficiency. The policies of work life balance are essential because many people generaly do not
want to left their quality time with their famalies and friend due to having lot of pressure in the
work place. The result what is extracted from the study is sustenance and stimulate additional

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EMPLOYEES PRODUCTIVITY
“work life balance” guidelines in a private institutions. It will serve as reference for the groups to
advise more operative and proficient strategies at forthcoming point of time.

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