“CHALLENGES OF WORK LIFE BALANCE

FACED IN PRIVATE SECTOR”

GAURI TIWARI
ASSISTANT PROFESSOR ,DIGITAL INSTITUE OF SCIENCE AND
TECHNOLOGY,CHHATARPUR,INDIA

grtiwari6@[Link]

Abstract
Work Life Balance Play a vital role in Employee life, as increasing demand for
new products, technological advancement, intense competition, Longer working
hours, hectic schedule, customer satisfaction etc. between the various banking
sectors will create a stress and pressure in the mind of the Employee to perform
well. These all factors will affect not only the professional terms of employee but it
has impact on the personal and mental Health of the individual. As we know
private sector have take a vast growth from past few decades in terms of working
and the individual working with it has to face a lot of stress during working as
inclusion of various schemes not only at urban level but also at rural level. Now a
day’s private sector not only have Traditional working but it also includes a lot of
other new schemes and services to fulfill these needs employees have to work for
longer hours and their work life balance will become misbalanced that lead to
burnout, depression, insomnia etc. When high pressure jobs are paired with a big
paycheck, individuals can find themselves launched into a new socioeconomic class.

Keywords: Worklife, Personal, Professional, Misbalanced,

Socioeconomic class.

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 “CHALLENGES OF WORK LIFE BALANCE FACED IN
PRIVATE SECTOR”

[Link]
In a society filled with conflicting responsibilities and commitments, work life
balance has become a predominant issue in the workplace. Three major factors
contribute to the interest in, and the importance of serious consideration of work
life balance is :

1) Global competition.

2) Renewed interest in personal lives/ family values.

3) An aging workforce.

Work Life Balance is a state of equilibrium in which the demands of both a

person’s job and personal life are equal. Work-life balance is the maintenance of a
balance between responsibilities at work and at home. Work-life balance is a state
of equilibrium in which the demand for both professional and personal lives is
equal. The present globalized world makes the employees like busy bees who are
loaded with multiple roles such as employee, mother, Father, etc. Taking care of
their children, meeting the parent’s health needs, fulfilling the desires of the family
members, etc have become difficult and challenging for all the employees. The
reason behind this struggle is that they are being challenged by the demands of
their organization versus the commitments of their home. In order to balances work
and family, the employees have to plan their career effectively in the banking
sector. As work demands have increased and longer working hours have become
the reality, work-life balance issue has gained increasing attention. Generally,
promotions are tied up with transfers and working for late hours. Due to the
significance of this industry, it is necessary to evaluate the work-life balance of this
sector.

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Work life balance and job satisfaction play a vital role in Employees life.
Increasing work pressure, globalization and technological advancement has an
impact of personal and professional life. Work-life basically refers to the proper
prioritizing of an individual between his work or career and his personal life or
lifestyle. You may hear other people talking about how they have to balance their
work and family. Work-family balance is merely one of the many aspects of
having what we call a work-life balance. Any person life revolving around four
quadrants they are family, friends, work and self, work life balance include as
Employee will work with happiness in sense with his Family, Friends and self.

As an increasing pressure of work all the three Personal things Family, friends and
self became misbalanced. Its became a necessity for person life to manage it by
own .some Companies also provide some idea about reducing work pressure
among the employees as by using compressed work weak,flexy time etc to make
employees comfortable so as to he is doing his professional as well as personal
chores in a smooth manner.

According to author and journalist Paul Krassner in an interview in 1963, “one of

the aspects of happiness is when you can make as little distinction as possible
between your work and your play”. But this dichotomy between work and play has
been around since the middle of the 1800s. However, it was only during the 1970s
and 1980s that the concept of work-life balance was shed more light.

So the concept of work life balance is more prone as it will impact the health of the
employees. Work life balance considers attitude of employees towards their work
and life affairs, so, good work life balance is the need of the current era [9].
Providing work life balance facility, allows employers to appear employee
friendly. Currently the studies of job satisfaction and work - life balance go hand in
hand.

In the words of Jim Bird, CEO of [Link], work-life balance does not
mean equal balance between professional and personal life. It is careful
synchronization of an individual's varied pursuits that may include family, work,
leisure, social obligations, health, career and spirituality. While some of the
pursuits need greater attention, others may require lesser focus. Striking a fine

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balance by prioritizing these human quests will result in work-life balance. It is
individual specific and keeps changing over time.

According to Stewart Friedman - Professor of Management and Founding Director

of Wharton School's Leadership Program and of its Work -Life Integration project
- "a one size fits all; mentality in human resources management often perpetuates
frustration among employees. It is not an uncommon problem in many HR areas,
where, for the sake of equality, there's a standard policy implemented in a way that
is universally acceptable, even though everyone's life is different and everyone
needs different things in terms of how to integrate the different pieces. It's got to be
customised". Friedman's research indicates that the solution lies in approaching the
components of work, family, community and self comprehensive work.

MISCONCEPTION ABOUT WORK LIFE BALANCE

1-It doesn’t mean to blend all in one:-

We have to understand the concept that we can’t blend our play and work in one
form; we know the difference between both our professional and personal
responsibilities.

2-Work life balance is not fixed at all time:-

Work life balance wouldn’t be same for all phases of life it need to be changed as
priories has been changed, we cant expect the person having 30 years of age and
the person having 50 years of age or a Bachelor and a married person have same
level of work life balance as this factor will create a change in the balance of work
life.

3-One size doesn’t fit all:-

It haven’t necessary that the situation for work life balance will be same for all
persons, it has been different for different persons, as people from different culture,
value and lifestyle [Link] their approach will be their own to achieve the balance
between both professional and personal front.

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4-Work life balance doesn’t mean equality in work or Personal
front:-
It doesn’t mean that to maintain a work life balance you have to make an equal
proportion of both for work and for personal upfronts, that means suppose you
have to spend 8 to 10 hours to complete your work so merely it doesn’t mean that
you have to spent 8 to 10 hours in your personal front to maintain a proper balance,
it can be distinct.

IMPORTANCE OF WORK LIFE BALANCE

1) HELPFUL TO REALEASE TENSION,STRESS AMD
ANXIETY:-

Work life balance makes the person more balanced in their personal and
professional term so he can perform his duties and responsibilities in a
proper way so as it helps to release tension, out burn, stress anxiety issues
etc.

2) BRING INCREASE IN PRODUCTIVITY:-

Work life balance bring in increasing productivity of a person as it helps to

make balance between career and family, so employee perform well in every
aspect of life.

3) IT HELP TO CREATE JOB SATISFACTION,BOOST MORALE

AND MAINTAIN HARMONY:-

It will help to maintain cordial relationship between the family, friends and
work so as to create job satisfaction by which employee get motivated to do
the work more efficiently.

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 4) IT HELP FOR SELF ASSESMENT:-

Work life balance is helpful in self assessment to know and make person
understand about their life goals and career goals and make them understand
to how make proper way to achieve them.

5) IT HELP TO MAINTAIN CORDIAL RELATIONSHIP

BETWEEN EMPLOYER AND EMPLOYEE:-

If there have a proper policy for work life balance related to individual
Employee it will help to maintain its loyalty toward organization and reduce
job dissatisfaction thus help to maintain a cordial relationship between
Employer and Employee.

FACTORS AFFECTING WORK LIFE BALANCE

1) ORGANIZATIONAL ISSUES:-

Organizational policies will lead to or helpful in maintaining proper work

life balance. Organization interest toward Employee benefits and
understanding about their need will lead to greater balance in the employee
working, rather than if Organization frame rigid policies towards employee
make them more stressed and misbalanced their situation

2) SOCIAL SUPPORT:-

One of the major factor is society that includes our relatives and friends,
support from society will make an individual more comfortable and he’s
prevailed and balanced his work situation, Instead of today scenario where
society or friends have relatively busy in their own world they don’t have
time for another person to resolve their issues that will lead more stress and
loneliness among the persons.

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 3) BURDEN OF WORK:-

Work is necessities for the survival and growth of any individual, but
excessive burden and work pressure will create an high anxiety level among
Employees and they have greater impact on their professional and personal
fronts.

4) LONGER WORKING HOURS:-

Longer working hours will lead to tiredness among individual thus they
haven’t perform their all duties on the same day of a week that lead to
outburst of anger and will impact the working efficiency of the individual.

5) NO TIME FOR ONESELF:-

An Individual has to travel along long distance for performing their duties
they goes early and came late, thus they don’t get a time for self or to pursue
their own hobbies or interest rather than work that create a frustrating
scenario in the minds of the individual and make more stressed and hatred
toward his job which lead to misbalancing of their work life.

[Link]:
1) To know the impact of Work life Imbalance in the Professional and Personal
Upfront of the Employee in private organization.

2) To know the Intensity of High Employee turnover and job dissatisfaction in a

Private Organization.

3) To know the Factors affecting Work life balance.

4) To find put the consequences of poor work life balance impact on an

employee life.

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[Link] REVIEW:
1) Singh S. (2013) mentioned Role stress theory in his paper Titled "Work-
Life Balance: A Literature Review" wherein the negative side of the work-
family interaction has been put under the spotlight. Recently, the emphasis
has shifted towards the investigation of the positive interaction between
work and family role as well as roles outside work and family lives, and
scholars have started to deliberate on the essence of work- life balance.

2) Murthy M. and Shastri S. (2015) observed various issues in Work Life

Balance of Parents in the paper titled "A Qualitative Study on Work Life
Balance of Employees working in private sector", like parenting issues:
Need more time for children, Showing work frustration on children. Marital
issues: Need more time of spouse, not able to give time to spouse. Role
conflict/ Role guilt: Doubtful about how good they are in the roles that they
play at [Link]. as a mother or as a daughter in law.

3) Shalini and Bhawna (2012) reported in their study, "Quality of work life
balance" is being used by the organizations as a strategic tool to attract and
retain the employees and more importantly to help them to maintain work
life balance with equal attention on performance and commitment at work.

4) Lazar I. (2010) in paper titled "The Role of Work Life Balance Practices in
Order to Improve Organizational Performance", showcased that everyone
benefits from good practice in work- life balance. For instance: business
through easier recruitment, improved retention, and easier service delivery,
as the labour market grows more skilled and experienced people are
available to work; parents and careers, who can spend quality time at home
as well as providing financial support through work; people with disabilities,
through improved access to work; and the workforce generally where they
are better able to balance their work with other aspects of their lives.

5) Holly S. and Mohnen A. (2012) in the paper titled "Impact of working hours
on work-life balance" connected working hours and satisfaction with

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 desirable work-life balance. This balance is specific to each person and
relates to satisfaction with a job and all other parts in life, especially family
life and free time. Therefore, a good work- life balance results in high
satisfaction. Their results show diverse perceptions and influences of job
conditions on employees.

6) White M. et. al. highlighted the parameters in their paper titled ‘High-
performance Management Practices, Working Hours and Work–Life
Balance' regarding selected high-performance practices and working hours
on work–life balance, analysed with data from national surveys of British
employees in 1992 and 2000. Alongside long hours, which are a constant
source of negative job-to-home spillover, certain ‘high- performance’
practices have become more strongly related to negative spillover during this
period.

7) Chaudhry, Satya (1989) revealed that the mean job satisfaction score of
private sector employees was higher than that of public sector
employees. It was further concluded that there exists no significant
difference in the extent of job satisfaction of managers, supervisors and
workers in both the public and private sector. The study identified
recognition of performance as a factor of job satisfaction in private
sector.

8) Purohit M. (2013) in the paper titled "A Comparative Study of Work Life
Balance in various Industrial Sectors in Pune region" highlighted Pune's
Industry's realities with respect to work-life balance are segmentation of
work and life domains of employees, inequality in work-life orientation of
organizations. The implementation of work- life programs has both
individual and organizational benefits. Effective work- life programs
facilitate a symbiotic relationship between the employee and employer for
mutual [Link] who are better able to balance the demands on
their time are more satisfied and content. In turn they are able to perform
better.

9) Sinha. (2004)[8]. indicated that the engineers employed in private sectors

were more satisfied with job in comparison to those in public [Link] was

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 revealed through correlation analysis that job-satisfaction was significantly
(0.01) related with age and experiences in case of public sector engineers.
But in case of private sector engineers, no significant correlation was
. found even at 0.05 level of significance

10) Bhargava and Baral (2009)[18]. found that self-evaluations, family support
and supervisor support were positively related to family-to-work enrichment
whereas job characteristic(autonomy, skill variety, task identity,task
significance) were positively related to 51 work-to-family enrichment.
However, only family-to-work enrichment was found to be related to
Family satisfaction.

11) Bhatia Y. and Srilatha. S (2015) in the paper titled "Work-Life Balance and
Gender Differences in Middle Level Managers in India" -, The results
indicates that Women are more affected than men due to work-family
conflict because they traditionally spend more hours in household work than
men. Women managers consistently report significantly higher job, family
role conflict, which is accompanied by higher mental and physiological
strains than men.

12) Linkow P. and Civian J. (2011) in the paper titled "Men and Work-life
Integration- A Global Study" highlighted the gender stereotype that men
derive their identities largely from work, and women largely from family
and relationships, was not supported by the study. For the most part, men
and women reported comparable work identity and personal/family identity.
Work identification appears to be much higher in emerging markets. Both
sources of identity were highly correlated with employee engagement in the
emerging markets.

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[Link] METHODOLOGY
The current study attempts to explain the concept of Work Life Balance and
examine the interplay of various factors in influencing Human Behavior to work in
progressive way. The nature of research is completely descriptive. It is a
conceptual research which is based on review of previously done researches in this
area. All the relevant data used in research paper has been collected from
secondary sources e.g. e- journals, newspaper, Govt. publications and various e-
resources.

MODELS OF WORK LIFE BALANCE

1) Working Hours Model :-The Working Hours Model of WLB has been
proposed by Alam, et al. (2009). This model throws light on the interlink
between long working hours and workfamily conflict. This model states that
at the personnel level work-family conflict precipitates to emotional
exhaustion and at the organizational level it is translated into potential loss
of female talent. Woman managers feel a strong pull to maintain balance
between work and family due to extended working hours, i.e., 9-10 hours.
The long working hours leads to work-family conflict (WFC). Schedule
inflexibility, work stressors and working hours have a link to work-family
conflict. Shorter working hours, i.e., 5-7 hours helps the women employees
to maintain Work-life Balance.

2) Career Progression Model The Career Progression Model of WLB has

been proposed by Asiedu-Appiah, [Link]. (2014).This model identifies that if
more number of women employees is present in the organizations, Work-life
Balance practices must be deliberately designed by the organizations. This
model suggests that family life have a negative effect on the career
progression of female lecturers. Work-life Balance (WLB) practices that
make it possible for female lecturers in particular to pursue further studies,
engage in research productivity and create opportunities for career
advancement are significant sources of job satisfaction, employee retention
and career development. WLB practices reduce absenteeism and results in
increase morale and retention.

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3) Emotional Exhaustion Model According to the Emotional Exhaustion
Model developed by Yavas, [Link], (2008) reveals that the interrole conflicts
arising from the demands of the two domains, i.e., adult life, work and
family leads to emotional exhaustion. Poor job performance and a higher
propensity to leave the organization are the results of emotional exhaustion.
Work-family conflict and family-work conflict impact the job outcomes of
performance and turnover intentions both directly as well as indirectly
through the mediating role of emotional exhaustion. Therefore, Emotional
Exhaustion Model views that employees facing conflicts from their work
and family lives become emotionally exhausted. Gender acts as a moderator
of relationships between emotional exhaustion and job outcomes. The
organizations can reduce the emotional exhaustion of employees by
developing and implementing gender specific mechanisms.

4) Work Commitment Model The Work Commitment Model of WLB, It has

been proposed by Azeem and Akhtar (2014). The model identifies that
Work-life Balance and job satisfaction are important for developing and
enhancing organizational commitment among healthcare workers. Enhanced
Work-life Balance of employees builds job satisfaction. The organizational
commitment among employees also improves if Work-life Balance is
achieved. The job of healthcare workers at all levels, i.e., doctors, nurses and
other staff is challenging and demanding and they are image builders for the
hospitals. Management support and commitment are required to implement
Work life Balance initiatives for health care workers. Hence, Work
Commitment Model proposes that Work-life Balance builds job satisfaction
among employees which leads to the organizational commitment in the long
run.

5) Job Satisfaction Model The Job Satisfaction Model of WLB, has been
proposed by Nikkhah, et. al. (2013). The job satisfaction has a remarkable
interaction with individual factors of employees work and family-life
balance. Familylife Balance, work of an employee and organizational factors
have direct link towards well-being of employees. There is also a favourable
link between individual factors and organizational factors with job-
satisfaction and well-being of employees.

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5. CONCLUSION
Work life balance is viewed as a part of human lifework life balance will lead to
great impact on the professional and personal life of the individual, as one part its
balancing will create a great relieve to the mind of individual and on the other its
misbalancing will create a greater impact on persons health, family, social
relations, and work procedure. It will create a great dissatisfaction among the job
and will lead to a greater employee turnover. So there need to be a proper match
between professional and personal fronts of the individual and Organizations can
play a major role to help in maintaining it, as its maintaining will impact the
greater job satisfaction and thus more Commitment toward the organization work.

6. BIBILOGRAPHY
1) MUHAMMAD IMRAN MALIK,SOLOMON GOMEZ,MEHBOOB AHMAD,MUHAMMAD IQBAL
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2) NANCY [Link] “WORK LIFE BALANCE CHALLENGES AND SOLUTION”.

3) SHOBHNA [Link] INTERNATIONAL JOURNAL OF SUSTAINABALE

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4) PRASANNA KUMAR AND [Link] RAJU.”A STUDY ON VARIOUS ASPECT OF

WORKLIFE BALANACE AMONG EMPLOYEES OF VARIOUS PRIVATE SECTOR BANKS IN ANDHRA
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5) PACIFIC BUISNESS REVIEW INTERNATIONAL,VOLUMR:8,ISSUE:5,NOVEMBER 2015.

6) “ISSUES AND CHALLENGES OF WORK LIFE BALANCE IN BANKING INDUSTRY”,DR.K.A GOYAL.

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8) SHALINI AND BHAWANA (2012),”QUALITY OF WORK LIFE BALANCE.

9) MURTHY M. AND SHASTRI S. (2015) "A QUALITATIVE STUDY ON WORK LIFE BALANCE OF
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