Work-life balance involves managing time and priorities between work and personal life to reduce stress. It is defined differently by individuals but generally means achieving satisfaction in both domains with minimal conflict. Benefits include increased employee health, morale, engagement, and retention as well as higher productivity and customer satisfaction. Determinants include individual personality type, family responsibilities, work demands, and social roles. Employers can support work-life balance through flexible policies, supportive management, and creating an environment where employees feel in control and supported.

2. WORK LIFE BALANCE
a goalproperly set is halfway reached

3. work - life balance defined
satisfaction and good functioning at work and at home with
a minimum of role conflict.
- Greenhaus
a meaningful daily achievement and
ENJOYMENT in each of four life quadrants:
Work, Family, Friends and Self.
- Jim Bird

4. work - life balance defined
how all of us manage our lives and allocate our time –
it’s about priorities and values…it is a swap –
a deal you’ve made with yourself about what you keep and
what you give up and living with their consequences.
-Jack Welch

5. the Importance of Work-Life Balance
stress and burnout
difficult to work with.
overworked employees :
suffer health problems
absent and/or sick
less efficient
less sociable
moderation is the key
friendly workplaces will result in a win-win situation

6. Benefits of Work-Life Balance
1. attract and retain top talent and reducedturnover:
"Employees who are positive about their workplace help
to foster a positive attitude," - Zugec
the best employees want to work
in the best environments.

7. Benefits of Work-Life Balance
2. increased MORALE, levels of Engagement
and Productivity
committed staff and better performance

8. Benefits of Work-Life Balance
3. employees will be Healthier
REDUCE - absenteeism, lateness,
health care and sick-leave
4. Employees Won't Burn Out
stressed - reduce performance levels.

9. Benefits of Work-Life Balance
5. improved Customer Satisfaction
establishment of relationship

10. Benefits of Work-Life Balance
6. Building Your Future
Employees - most important asset

11. determinants of work-life balance:
1. individual the most important determinan
of work –life balance
type A - more active, more work oriented,
more passionate and competitive
type B - calm, patient, balanced
and right minded.
Rosenman and Friedman

12. determinants of work-life balance:
2. FAMILY
responsibilities
caring of the elderly
marriage
child raising

13. determinants of work-life balance:
3. work and organization
managers focus :
A - to raise the organizational efficiency
B - to raise the organizational loyalty of the staff

14. determinants of work-life balance:
3. work and organization
BANK OF AMERICA
emphasizes better planning on
the part of the managers during
regular work hours

15. determinants of work-life balance:
4. social environment
responsibilities towards certain
social groups he belongs

16. the employers role to reduce work-life conflict:
Duxbury and Higgins (2015)
1. Increase the number of supportive managers
within the organization
2. Provide flexibility around work
3. Increase employee's sense of control
4. Focus on creating a more supportive work
environment

17. how to implement work-life balance initiatives :
1. Lots of consultation
based on your employees' needs
Work-life balance is subjective
phenomenon that changes
from person to person.
Work –life balance is not the
allocation of time equally
among work, family and personal demands.

18. how to implement work-life balance initiatives :
2. Buy-in and change management support
Success requires commitment
from all staff and the board of directors
Educate staff, senior management and the
board of directors about the rationale and the
benefit employees and the organization.

19. how to implement work-life balance initiatives :
2. Buy-in and change management support
How Bosses think about work life-balance (Jack Welch)
a. Your boss’s top priority is competitiveness.
At work, clarify what your boss wants, and understand that,
if you want to get ahead, what he or she wants comes first.

20. how to implement work-life balance initiatives :
2. Buy-in and change management support
b. Most bosses are perfectly willing to accommodate
work-life balance challenges ifyou have earned it
with performance.
- Earn a lot of chits. Redeem as needed; replenish often.
- chit system

21. related case :
CASE:
Susan
- HR manager
- HR head
- 3months old daughter
- moved to Holland
- back to – Pittsfield
- move to Louisville
- with terrific performance
- needed to be moved to
Milwaukee (family issues to
resolve)
- 2 years leave
- no.2 HR Exec at GE.

22. related case :
CASE:
Mike - Cynthia – Carl
Cynthia – 8-year veteran of the
company
- working mother
- just had her 2nd child
- deliver stellar results,
- hard-working,
- most organized and productive
member of the staff
- asked to work at home on Fridays to
take care of her children.
- request granted
Carl – 1 year in service
- no distinguishing results
- wanted to work at home on
Fridays to perfect yoga practice
- will never have a child.
- request rejected

23. related case :
CASE:
Mike - Cynthia – Carl
Issues:
1. Is Mike imposing values on Carl?
2. Is mothering has more value than yoga for Mike?
3. Is Mike not direct in his answer?

24. case related :
CASE:
Mike - Cynthia – Carl
MERIT :
1. Mike’s decision had not been about yoga vs. babies.
2. It had not been about values at all
3. It had been about results. Carl did not have any chits.
he had not demonstrated he could do the job at the office Monday
through Thursday.

25. how to implement work-life balance initiatives :
2. Buy-in and change management support
How Bosses think about work life-balance (Jack Welch)
c. People who publicly struggle with work-life balance problems
and continually turn to the company for help get considered
as uncommitted or incompetent – or all of the above.
d. Even the most accommodating bosses believe that work-life
balance is your problem to solve.

26. how to implement work-life balance initiatives :
3. Develop a plan
4. Policies and procedures
consistently administered and followed
- need to be communicated and
- available to all employees whether they are married
or single, parent or childless.

27. companies practicing work-life balance :
Small Company - Local
Filip + Inna
allowing mothers to take
their children to school in
the morning and spend time
with them in the afternoon.

28. companies practicing work-life balance :
Medium Company - Local
Computer Professionals Incorporated (CPI)
Located in San Juan City
- flexible work hours and work-from-
home options
- discourages overtime
- allowing employees to engage in
business activities outside of their
work schedule.
APEC noted that CPI is a strong supporter of work-
life balance

29. companies practicing work-life balance :
Pointwest Technologies Corporation
Large Company - Local
• ensuring that workloads are fair
• grants additional leave time to
compensate overtime work
• Wellness programs are also
offered to support employees’
physical and mental health
In 2014, it won the International ICT Awards for Best Filipino-owned company category.

30. companies practicing work-life balance :
Large Company - International

31. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.

32. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
If people don't have time to relax and recharge, their
ability to do their job decreases and their
performance level suffers.
KEY POINTS

33. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
In addition to hiring, training, employment
contracts, and regulatory considerations,
ensuring that employees are both healthy and
satisfied at work is well within the purview of
human resources departments.
KEY POINTS

34. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
work-life balance is subjective
phenomenon that changes from
person to person.
KEY POINTS

35. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
Comments:
work-life balance should be regarded as
allocating the available resources like
time, thought and labor wisely among the
elements of life.

36. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.Comments:
Salary isn’t the only factor a potential
employee is going to consider when they
receive a job offer; they are often doing
research on the company culture, looking at
employer reviews and work-life balance
program offered.

37. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
Comments:
Employers expect more from staff, and
we are increasingly putting additional
pressure on ourselves to achieve greater
results.

38. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
Comments:
Maintaining work life balance is not only
important for our personal health and
relationships, but it can also improve the
efficiency of our work performance.

39. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
suggestions:
1. Keep your head in whatever game
you’re at. Draw hard boundaries around
your activities. Then, when you are at work,
keep your head in work completely, and
when you are at home or play, keep your
head there, and only there.

40. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.suggestions:
2. Have the courage to say no to
requests and demands outside your
chosen work-life balance plan.

41. related article :
REVIEW ARTICLE
WORK LIFE BALANCE
Delecta, P.
suggestions:
3. Make sure your work – life
balance plan fulfills your
dreams and passions.

42. application :
work
- Excellent evaluation from students,
colleagues, and superiors
- deliver outstanding results on-time,
- hard-working,
- No late and absences

43. application :
family

44. application :
friends

45. application :
hobbies

46. application :
charities

47. Thank you!

48. references :
MANAGEMENT THEORY AND PRACTICE
7TH EDITION
GERALD A. COLE
PHIL KELLY
WINNING
JACK WELCH
RAPLER
FORBES
YAHOO NEWS
MANAGEMENT FOR DUMMIES
RICHARD PETTINGER, MBA
BOB NELSON, PHD
PETER ECONOMY, MBA
PRINCIPLES OF MANAGEMENT
CHARLES W.L. HILL
UNIVERSITY OF WASHINGTON
STEVEN L. MCSHANE
UNIVERSITY OF WESTERN AUSTRALIA
EMPLOYEE TRAINING AND
DEVELOPMENT
RAYMOND A. NOE
THE OHIO STATE UNIVERSITY

49. Thank you!