Work-Life Balance
Work-life balance stands out as one of the most controversial topics in the business environment. With its definition stipulating that it is the attainability of equity on various aspects of life as a whole, achieving the balance calls for a deeper understanding of scheduling personal life and work. The ideal concept behind work-life balance is the ability to maintain productivity at work and be responsible for all other life roles such as staying healthy, managing conflicts, and parenting. According to Venkatesan, 2021, failure to obtain a work-life balance negatively impacts mental health, resulting in increased stress levels, life dissatisfaction, a decline in productivity, and heightened absenteeism observed from the individual (Venkatesan, 2021). To explore the complexity of work-life balance, this paper will analyze the existing literature on work-life balance improvement from an academic work angle, remote working from home as a tool for managing work-life balance, and eventually measuring work-life balance.
Do you need an original copy of “Work-Life Balance” ? Reach out to us.
Over time, academic work has been perceived as one of the most rewarding careers with the most conducive work environment. However, while this belief stands firm in the business world, the change in the dynamics of the academic profession has put pressure on academicians’ ability to maintain a work-life balance. The new dynamics focus on productivity rather than the well-being of the people, which is evidenced by longer working hours and on and off-campus work schedules (Bartlett et al., 2021). However, it is crucial that academia should seek to improve their work-life balance by practicing flexibility in the work schedules through off days, alternative work schedules that fit in well with other life roles, and explicitly establishing timelines to aid in focusing when working to avoid task time overspill to other life duties timelines. Other vital practices include a commitment to self-efficiency and productivity-driven strategies such as time management and establishing a regularly scrutinized long-term strategy for prioritization (Bartlett et al., 2021). In essence, work-life balance in academia is possible despite the ever-changing dynamics in the work environment that strains the employees in the industry.
Typical employee management includes proper scheduling for the employees’ working hours. According to Sharma, 2021, a positive work-life balance translates to increased employee productivity and thus business success realization. Therefore, proper management to achieve work-life balance is essential to ensure that work productivity is improved and the out-of-work-life roles are met. Amidst the COVID-19 pandemic, many organizations have adopted a work-from-home approach that has flexed work schedules for most employees globally. This tool has improved employee work-life balance in the long run. For organizations intending to invest in employee retention through job satisfaction and fulfillment, work-life balance should be the core of the strategy adopted to achieve the goal (Sharma, 2021). In relation to this, the business must understand the challenging scope of work-life balance. This challenge scope involves inadequate support from family, poor communication, demotivation, and unsynchronized teamwork efforts.
Moreover, conflict management is crucial both at the work and family levels. Increased conflicts at work or a family level, directly and indirectly, impact employee satisfaction due to imbalances realized in the end. Work-family conflicts tend to indirectly influence employee performance and satisfaction, as the experiences are work-driven, thus affecting the firm’s productivity. On the other hand, family-work conflicts, often involving disputes at a family level, influence employee performance (Venkatesan, 2021). In most cases, this is linked to associated family roles, which may affect employee capabilities. Therefore, businesses need to create binding sessions for the employees and their families to eliminate the risk of conflicts, hence achieving a work-life balance (Venkatesan, 2021).
References
Bartlett, M. J., Arslan, F. N., Bankston, A., & Sarabipour, S. (2021). Ten simple rules to improve academic work-life balance. PLoS Computational Biology, 17(7), e1009124.
Sharma, P. (2021). Work from home: A Primer on managing work-life balance. Scholedge International Journal of Management & Development ISSN 2394-3378, 8(1), 1. https://doi.org/10.19085/sijmd080101
Venkatesan, R. (2021). Measuring Work-Life Balance: Relationships with Work-Family Conflict and Family-Work Conflict. Journal of Strategic Human Resource Management, 10(2), 28–36. https://doi.org/http://dx.doi.org/10.13140/RG.2.2.22881.02409
ORDER A PLAGIARISM-FREE PAPER HERE
We’ll write everything from scratch
Question 
Topic
Work-Life Balance
references to use
Bartlett, M.J., Arslan, F.N., Bankston, A., & Sarabipour, S. (2021). Ten simple rules to improve
academic work-life balance. PLoS Computational Biology, 17(7), e1009124.
Work-Life Balance
https://doiorg.libauth.purdueglobal.edu/10.1371/journal.pcbi.1009124
Sharma, P. (2021). Work from Home: A Primer on Managing Work-Life Balance. Scholedge
International Journal of Management & Development, 8(1), 1-3. https://doiorg.libauth.purdueglobal.edu/10.19085/sijmd080101
Venkatesan, R. (2021). Measuring Work-Life Balance: Relationships with Work-Family Conflict and
Family-Work Conflict. Journal of Strategic Human Resource Management, 10(2), 28-36.
Time Managemen
Complete the order form and upload all of your files, including any instructions, rubrics, or other materials provided by your instructor. 
Complete the order payment after filling in the order form. We’ll receive your order and assign it to a writer.
The assigned writer will complete your paper and forward it to our Editing Team for review and approval.
Once approved by the editor, the completed paper will be uploaded to your account for you to download, review and approve.