Never earlier in concern has clip been more of an issue for organizational civilization. The issue of clip becomes of import as an attack to maximizing public presentation for employees and teamwork. There are many factors found within administrations that predict the success of work life balance as attack leaders can take to promote high public presentation of employees. Correlations between leading manner, methods of motive, incentive drama a portion in work life feasibleness when it comes to employee occupation satisfaction and keeping. Effective leading leads to construct long permanent squads but besides maintains order of clip direction. Today ‘s directors must besides be cognizant of alteration in the workplace as factor that aides work life balance but can besides impede its effectivity.
To what extent is work life balance a executable attack for the net income maximising of
When covering with organizational civilizations, it is of import to concentrate upon separate constituents as a agency of understanding the complete image of wellness. When analyzing the construct of work life balance as an attack for the net income maximising of concern patterns, one must see how one facet of organizational civilization influences another. In kernel, the very civilization is delicate and its success financially depends upon many elements being in topographic point. When making this research it was found that there are correlativities between the effectivity of work life balance as a benefit or value of the civilization and its credence by leaders as an attack to keeping public presentation degrees of employees and each employee ‘s felicity. This therefore impacts employee keeping and leading schemes for pass oning with his or her squad of employees. This in bend creates an ambiance where public presentation can be maximised and creativeness can be value added as an of import accomplishment. When analyzing the work-life balance one can see that non merely do leading and communicating come into drama as cardinal factors of leting the work-life balance to be and boom but so do factors of employee motive, keeping and acknowledgment. Research suggests a complex relationship between these factors amounted to success for both the organisation and its employees ( Schein, 1992 ; Body, 2002 ; Proctor, 1999 ; Dixon, 1992 ) . The paragraphs below explored these factors and relationships in hunt of replies to the research inquiry.
Seasonably: With measuring of public presentation on the cutting border of finding an administration ‘s success, it is besides of import to analyze the ‘softer ‘ side of direction issues like civilization and leading as a means to understand tendencies in public presentation. By understanding the edifice blocks of the administration found in civilization and leading, one can see the bigger image of the administration ‘s wellness.
Why is this work-home balance of import: The construct of work-home balance is of import for many grounds. First from the employee point of position, it is highly of import to keep this balance non merely as a portion of clip direction but besides overall wellness for all people in that employee ‘s circle. Once this balance is achieved, it can be seen how public presentation can be optimised. Besides this balance influences society, consumer buying ; it has far making elements within civilization. From the administration ‘s point of position, it is of import to analyze because so direction will hold the tools to construct non merely teams that perform at higher rates but besides the ability to advance these patterns within the corporate civilization.
I chose this issue because I believe that clip is a major issue in the modern employee ‘s life. Even though we have monolithic sums of engineering at our disposal to use and do administrations efficient, employees still face this obstruction every working day ( Rogers, 1995 ) . If anything, engineering brings the facet of public presentation more into the limelight as a work component in demand of analysis. I chose this issue because I wanted to happen out what influences the credence of work-home balance within the organizational construction, if there is any but besides how this affects employees and director ‘s team-building schemes. As it seems that despite the coming of engineering, we as a modern civilization have less clip ; I wanted to understand how this affects employee production and harmoniousness within the squad construction.
As portion of any scientific attack, it is of import to concentrate on the right cleavage of the population needed to turn out the hypothesis. For this intent of this paper and because clip for accurate informations aggregation was highly short, instance surveies of both British and American administrations was focused upon in order to understand work life balance within the organizational civilization. More focal point on British beginnings was needed ; as that is the frame mention I needed to maintain. American corporations came into the mix as it was found that work life balance does non hold boundaries as an issue in the workplace.
When shiping upon easing a survey and circulating findings, ethical issues should be at the head of any research worker ‘s head ( Endacott, 2004, p. 1 ) . When executing a survey to the extent of one warranted for organisational public presentation, one must take into history the models already established by the Nuremberg Code of 1964 and the Helsinki Declaration of 1989 ( Endacott, 2004 ; Miles & A ; Huberman, 1994, p. 290 ) . These international paperss outline three ethical rules that must be followed by all research surveies. The three ethical rules are: ( 1 ) Informed consent in full cognition of the hazards, ( 2 ) Autonomy and ( 3 ) Confidentiality and namelessness. These rules aim to set up a agency of regard and justness to underpin the behavior of the research ( Endacott, 2004, p. 1 ) . Once a model for the research is established, so the behavior can non be called into inquiry, unless one of these rules is violated.
Everyday research workers face a myriad of common ethical inquiries. Research workers have a duty to “ acknowledge and run into the ethical criterions at every phase of his or her work ” ( Watt, 1998, p. 1 ) . However regulations established by society can be seen in really general footings, can be hard to specify because of context altering with each state of affairs. Part of the issue with a generalised model is the impression that regulations can construe to accommodate one ‘s demands. It is portion of the research worker ‘s occupation to stay within the parametric quantities in order to bring forth ethical research results ( Watt, 1998, p. 1 ) . For this survey peculiarly, it became of import to specify moralss within the model of organizational wellness in a big corporation.
Restrictions and Issues: A few restrictions were encountered during the research of this survey ; the followers are the preliminary chief issues:
Resources were missing to carry on a complete interview of employees who have squads focused on work life balance in their specific scene. Resources were missing to carry on a complete interview of these employees. Last resources were missing to carry on a complete interview of directors who utilized such tools with high communicating with employee squads and how this improved public presentation or did non better other facets of the administration ‘s public presentation such as employee harmoniousness and keeping. Data aggregation was contingent on careful survey of British and American instance surveies and literature found on the subject.
Information and information assemblage was conducted in the best manner possible without existent physical interviewing employees, as there was the issue of clip and travel.
Reappraisal of Literature
First this subdivision will specify what precisely work-life balance is and how it has been absorbed into organizational civilization. Second this subdivision will research the relationships between work-life balance being an attack that leaders can take to non merely maximize public presentation and hence create competitory advantage but besides how such benefits as a work-life balance policy can optimize employee keeping and make a new degree of harmoniousness within the workplace.
We live in an age where clip is short. Telecommunications and other inventions have caused the work topographic point to execute at the velocity of visible radiation every bit good as remain at optimal public presentation degrees. Due to many alterations in society outlook, modern convenience has made it compulsory for both work forces and adult females to work in the concern universe. The cost of life has increased as the hours needed to maintain up with the Mother joness have increased every bit good. It is a lose-lose state of affairs for both direction and employees likewise. While many administrations in the United Kingdom and other western states have seen the demand to increase productiveness in order to increase competitory advantage, they have besides seen a demand to value flexibleness and creativeness. Tory Johnson writes, “ Employers know that offering flexibleness helps companies to enroll and retain the best endowment ” ( par. 1 ) . Still this does non alter the fact that public presentation in the old sense of concern pattern comes down to the Numberss. Directors in other words, believe that productiveness is measured by hours in the office ( Johnson, 2006, par. 1 ) .
Many administrations have realised the ultimate plus is the employee. So in a universe where the work-home balance is already awry, how does an organisation usage this attack efficaciously? For case, Generation Xers expect more flexibleness in his or her lives because of what they witnessed turning up. They will anticipate the same for their kids ( Ronn, 2007, p. 2 ) .
Surveies done by the United Kingdom Department of Trade have found a correlativity between a time-balanced employee, their public presentation and leaders at organisations that understand this theory. Nick Easen reflects, “ Workers whose employees are frontward believing plenty to let them to work flexibly will be more content in their occupations, more productive and have happier households ” ( Easen, 2003, par. 1 ) . Another more outstanding survey by Robert Taylor and the Economic & A ; Social Research Council or ESRC, has found similar correlativities and discusses the fact that organizational cultural values must be in topographic point for work-home balance as an attack to win. First his work has established that within the organisational context the word balance has non been defined nor does it transport value unless antecedently defined and valued by cardinal members of direction:
The word in the context of the workplace looks like a fake artifact that sounds modern and cool and yet obscures more than it clarifies about the nature of the echt job. In world life and work over-lap and interact. Many people gain intending to their lives through work whether they are being paid for making so or non. The effort to distinguish work from life in public policymaking threatens to set up a false duality between the two that obfuscates our attitude to the altering universe. ( Taylor, p. 6 )
It is non a trade secret but largely a fact of life and human sort ‘s impression of clip that for modern adult male “ work is turning both more intensive and insecure, whether concern force per unit areas on employees are herding out the echt concerns of societyaˆ¦as good as the echt exercising of personal self-fulfilment ” ( Taylor, p. 7 ) . Taylor ‘s surveies have found that less people have occupation satisfaction today due to miss of balance of clip between work and place. This balance or deficiency of it impresses upon the employee the force per unit area and emphasis experienced at work and this determined their mentality on everything ( Taylor, p. 12 ) . The employee feels force per unit area to equilibrate work and place while keeping public presentation degrees, nevertheless, it has been found that at times the debut of the work-home balance attack does non even profit the employee every bit much as one would presume. Taylor ‘s survey shows that the deficiency of definition causes many issues for work-home balance as many administrations take advantage of making their ain construct of the balance. Taylor argues that “ there are considerable doubts..the agreements introduced into organisations over recent old ages are designed to accommodate employee demands instead than the productive demands of their employers ” ( p. 12 ) . Taylor believes that such an attack as a feasible benefit merely allows direction greater control over the employees ‘ clip. Still if the balance can make a degree of public presentation to profit both parties, so all parties win. What Taylor argues and clearly concerns about is the fact that alternatively of leaders utilizing work-home balance as a agency of inducement or benefit to the employee, they are utilizing it as a agency to pull strings the employee to work harder. This is non good because so the balance does non advance communicating, effectual leading or efficiency for production intents.
Organizational public presentation is now in the procedure of traveling planetary, in portion through the world-wide influence of United States concern schools, in portion through the American manner of direction found in multi-national corporations, in portion through the function which the United States played in such organisations as the United Nations, the World Bank, and the International Monetary Fund ( Tatum, 1999, p. 155 ) . Performance Management, like Performance Studies, is non a incorporate research paradigm, but instead a assemblage of diverse conceptual theoretical accounts, discourses, and patterns. These theoretical accounts all define public presentation in a somewhat different mode, and therefore they enable different ways of bring forthing and measuring specific public presentations. Yet garnering together this multiplicity of theoretical accounts, a specific challenge ushers Performance Management: the challenge of “ working better and bing less, “ of maximising end products and minimising inputs, the challenge of efficiency ( Tatum, 1999, p. 156 ) .
One can acquire an initial apprehension of organisational public presentation and its challenge of efficiency by get downing at the degree of single workers, where public presentation reappraisals take topographic point under many names, including public presentation appraisal, public presentation assessment, and virtue evaluation. Normally the evaluations are made at periodic intervals. A virtue evaluation therefore becomes a lasting portion of an employee ‘s record with a given company, and, at least in theory, is a portion of the record that may be used by direction in subsequent publicity, transportation, or layoff. Although efficiency or workplace productiveness is the primary standard, single public presentation may besides be evaluated by such standards as absenteeism, dependableness, problem-solving ability, undertaking direction, and work ethic, every bit good as professional and community service. Over clip, alterations entails non merely inquiring “ How much was this person ‘s public presentation contributing to the organisation? ” but besides “ How much was the organisation lending to this person ‘s public presentation? ” ( Auslander, 1999 ) . Organizational theoreticians frequently describe this alteration in the public presentation reappraisal procedure as traveling the managerial accent from commanding workers to authorising them, from giving orders to making participatory interactions ( Jaffee, 2001 ; TUC, 2005 ) .
Research stresses the importance of the leader ‘s flexibleness and capableness to accommodate to his or her environment. An effectual leader would understand non merely their environment and people but besides understand the potency for impact upon that environment. By understanding this cardinal component, an effectual leader will cognize how to specify the environment. This is of import because employees look to direction for counsel ( Boddy, 2002 ) . The leader defines the boundaries for the squad and created an ambiance for constructing relationships and unfastened communicating. This in bend created stronger squads.
Discussion and Findingss
To farther physique on the constructs found in literature, it is of import to see the correlativity between organizational wellness and the benefit of work life balance as a agency to better public presentation of the employee. Still it was found that there is non a concrete manner in any administration can efficaciously mensurate such a construct. Alternatively the administration and its leaders must look to creativeness as a agency of advancing flexibleness and hence an environment where work life balance can be accepted as an organizational value. It is that simple ( Bennis & A ; Ward Biederman, 1997 ) .
Companies are offering experiences of their ain, trusting to spur creativeness, promote acquisition, and promote ownership of the company ‘s consequences. A smattering of airy leaders, such as General Electric ‘s president, Jack Welch, are traveling beyond developing seminars to a cardinal reordering of managerial precedences. Meanwhile, a little web of advisers, directors, and faculty members were working to transform concerns. Believing that the universe is undergoing major alteration, they call for a new paradigm ( i.e. , a new model for seeing and understanding concern ) that will transport humankind beyond the industrial age. The consequence is a convergence of directors seeking ways to change by reversal America ‘s autumn from laterality, with minds drawn to concern, possibly as the most powerful establishment in a planetary society.
The new model might be described as New Age without the glassy eyes. The word paradigm came from the Greek for form, and the new paradigm was merely that: a new form of behavior that stemmed from a new manner of looking at the universe. The old universe position is Newtonian, mechanistic and analytical and was present in everything from the Constitution, with its clockwork system of cheques and balances, to the assembly lines devised by Henry Ford ( Convey, 2007 ) . The new paradigm takes thoughts from quantum natural philosophies, cybernetics, pandemonium theory, cognitive scientific discipline, and Eastern and Western religious traditions to organize a worldview in which everything is interconnected, in which world is non absolute but a byproduct of human consciousness. This paradigm is non promising cosmopolitan enlightenment in the close hereafter. However, it is an effort to cover with a really hard period of clip in concern. What has emerged as a consequence? So far is a host of direction theories and patterns suiting an age of planetary endeavor, instantaneous communicating and ecological restrictions? Some are familiar: hierarchal organisations being replaced by more flexible webs ; workers being empowered to do determinations on their ain ; administrations developing a capacity for group larning alternatively of waiting for wisdom from above ; and national skylines giving manner to planetary thought. Others might still look a little far out: creativeness and intuition fall ining numerical analysis as AIDSs to determination devising ; nurturing and caring being recognized as incentives in the workplace ( Allport, 1937 ) ; even the importance of the net income motivation being questioned by those who argue that the existent end of endeavor was the mental and religious enrichment of those who take portion in it.
To take this thought a measure farther, one must look to adequate leading as a anchor factor to the success of presenting work life balance as an of import component to public presentation success. By and large, it is believed that any benefit that makes the employee experience a deeper occupation satisfaction will advance public presentation. It has been found that while leading is of import, how a leader utilises tools offered by the administration besides plays a cardinal factor in employee public presentation. The paragraphs below elaborate on these findings.
In today ‘s company, the function of direction besides involves leading within a squad construction. Directors have the duty to put ends, maintain moral, assistance in preparation and pass oning corporate aims. However, this does non intend a leader can non be a subsidiary. If a company is smart, it will promote leading by illustration across the board. This instils in the employee a sense of pride and motivates them to accomplish ends. A good leader provides vision and lucidity for the employee. Such a leader would be able to pass on and make a resonance with their squad.
This connexion begins at a cardinal degree of human sociology where the usage of narrative is cardinal. Howard Gardner reflects, “ The ultimate impact of the leader depends most significantly on the peculiar narrative that he or she relates or embodies, and the responses to that narrative on the portion of the audiences ” ( 1995, p. 14 ) . By stating narratives, allows for a certain degree of openness or exposure on the portion of the leader and makes them human. By opening the line of communicating, gives the employee cognition of their environment and develops trust. The leader ‘s function is to sell the thought of committedness within a civilization. Odiorne suggests, “ If employees know what is expected, and what aid and resources are available, they can so be relied upon to regulate their actions to accomplish the committednesss they have made ” ( 1987, p. 138 ) . This sets the phase for ends and accomplishing high public presentation. The civilization in bend provenders off this energy and exhilaration.
There are three grounds why leaders are of import. First they are responsible for the effectivity of organisations. Second, the alteration and turbulence of past old ages has left us with no topographic point to conceal. We need ground tackles in our lives as a steering intent. Third, there is a national concern about unity of our establishments. Bing aware of ain context is hard for us. ( 1989, p. 15-16 )
Directors with a acute apprehension of taking represent these three key properties and creates a foundation from which to move. A leader must besides expose wonder and have the backbones to be make bolding. They must be a dominant force within the squad. Bennis reflects there were two sorts of people “ those who are paralyzed by fright, and those who are afraid but go in front off. Life is non about restriction but options ” ( 1989, p. 185 ) .
In the book Primal Leadership, writers David Goleman, Richard Boyatzis, and Annie McKee present their research on leading manners within the organisational construction. Emotional Intelligence relies upon the fact the leader will be able to hold a competent degree of interaction with the employee by altering leading manners and accommodating to each alone state of affairs throughout the clip at work. It reflects successful leading by leting for complex relationships for squad members by acknowledging relationship edifice, capacity of visions and personal development. Emotional Intelligence for a leader means being able to read people, be read and let for unfastened duologue.
Motivation and Team Building
Motivation can be a complex issue for a leader to confront when pull offing a squad of different personalities. Many different things motivate people and act upon their behaviors while executing a undertaking. A good leader will work to understand what motivates each person on the squad. This brought up the issue of demands and how to acquire them met by the state of affairs. Maslow ‘s Theory of Needs, suggested that persons have a scope of demands and will be motivated to carry through whichever was the greatest demand at that minute in clip. In this concept, there are lower-order and higher-order demands ( See Figure 1 below ) . The lower-order demands are dominant until they were at least partly satisfied.
Figure 1. Maslow ‘s Hierarchy of Needs. ( Robbins 2001, p. 156 )
Maslow predicts a normal individual will turn their attending to higher-order demands once the lower 1s were taken attention of ( Motivation 2005, par. 3 ) . Lower-order demands includes points like doing a life for nutrient and shelter while higher-order demands were more in melody with personality such as regard and worth. A squad leader will understand how his or her squad members perceive themselves within the squad and what demands were of import to each member. This will take to them offering the squad ways to do work interesting and disputing while promoting members to take ownership of undertakings. This encourages the chase of ends. In order to increase production and motivate employees, it is a good thought to make an incentive plan or agencies of acknowledging a occupation good done. This will further actuate squad members to work hard toward non merely run intoing the lower-order demands but besides accomplishing higher-order demands. Once an employee is acknowledged, a higher degree of pride and regard was achieved. This inspires them to take advantage of new larning chances and lead within the squad.
For directors who put his or her people foremost ; they are more focussed on fostering and preparation. Research suggests leaders were more interested in mentoring and developing their squad instead than concentrating on end product of Numberss or turn around clip. This development in squad edifice allows for “ supplying people chances to larn from their work instead than taking them off from their work to larn ” ( Hughes 2004, p. 4 ) . A healthy civilization inspires options and the inventions that grow out of creativeness. Still one could non disregard times of fright. Management sometimes creates fright on intent or misused it to work employees harder. This does non make positive results but promoted struggle and an unstable squad. It is clear for direction to be successful ; it must pass on its vision but besides create positive support ( See Figure 2. ) . Once cardinal members understand people ‘s demands, so action could be taken to better direction ‘s function. Merely so would a leader be taken earnestly. Acknowledging positive traits in a squad member built trust, unity and besides met an of import demand while constructing a squad.
Figure 2. Job Performance Motivational Model. ( Kreisman 2002, p. 10 )
Strong relationships at work are cardinal to retaining an organisation ‘s work force. Most persons want and need co-workers to believe, work and create with them. Research displays that colleague support and recognition was a cardinal factor to retaining endowment ( Kreisman 2002, p. 22 ) . If fact surveies found that many employees rely upon the work topographic point for societal interactions and friendly relationships to bloom ( Yu, 2001, p. 14 ) . It is found these employees place high on association. With this in head, the correlativity between strong squad edifice and influencing production could be seen and realized. It is of import to see the relationship as a key to non merely keeping but besides motivation inspiration of employees. With these elements in topographic point, length of service is realised ( Kreisman 2002, p. 22 ) .
Employee Retention and Job Satisfaction
It was discovered a figure of factors correlate with occupation satisfaction. It was of import to separate between positive and negative facets of the occupation that play on an employee ‘s self-esteem as stated by Hertzberg ( Robbins 2001, p. 157 ) . Herzberg et Al. ( 1959 ) states that ( positive ) satisfaction is due to good experiences and that these are due to `motivators ‘ – accomplishment, acknowledgment, the work itself, duty and promotion. Dissatisfaction is due to bad experiences caused by `hygiene ‘ factors – supervisors, fellow workers, company policy, working conditions, and personal life ( Herzberg et al. 1959 ) . This is supported by critical incident surveies in which workers are asked to depict occasions when they had felt exceptionally good or exceptionally bad. However, the theory is supported merely when this method was used. It is concluded that the Herzbergian form of consequences was due to `ego-defensive procedures ‘ ; the consequences would now be described possibly as `defensive ascription ‘ or as `self- presentation ‘ . Good events are said to be due to one ‘s ain accomplishments, bad events to the weaknesss of others. As a consequence it is by and large considered that this theory had failed. This may be a error, since research on felicity had found partial consequences. Research on joy confirms Herzberg ‘s determination that accomplishment is of import, but it besides finds that relationships with other people are even more of import and non merely a beginning of hurt as he found ( Argyle 1989 ) .
These findings correlated with research done in acknowledgment and inducement plans with leading focal point on work-life balance. Research done by Luthans ( 2000 ) emphasises the importance of “ non-financials as an effectual leading tool ” ( p. 32 ) . In fact his research finds employees whom received a “ rap on the dorsum ” felt more committed to his or her undertaking. They besides see it good when they award came from his or her direct director. Survey found a demand for acknowledgment and that employees saw the value in such plans, see Table 1, below.
Table 1. The Need for Employee Recognition. ( Luthans 2000, p. 35 )
Luthans ( 2000 ) research besides found employees believed acknowledgment should be based on different standards. These findings are of value as these are indexs for leaders to look for when analyzing motive factors and how these factors influence public presentation. See Table 2.
Table 2. Standards for Recognition. ( Luthans 2000, p. 36 )
This promotes the demand for leading re-examine different types of benefit policies like focal point on work-home balance in order to concentrate on quality and public presentation ( Tatum, 1999, p. 157 ) .
Performance Deductions and Decision
Research suggests giving feedback was non an easy undertaking for leading members. Many feel uncomfortable presenting feedback particularly when there was sensed lack. Additionally many leaders are non comfy supplying feedback when employees were making good. This could account for deficiency of 30, 60 and 90 twenty-four hours reappraisals. Not merely are leaders busy keeping his or her ain degrees of end product but they were non confident in the function of bearing the intelligence. These worlds faced by administrations make sense as it has been researched that most jobs with squad edifice and retaining employees begins with a deficiency of communicating and edifice of inter-personal relationships. This brings to mind the importance Emotional Intelligence plays in leading accomplishments. Understanding self, others and interactions could be the individual most of import facet of personal squad and organisational effectivity. In fact, it is believed that this wedged reduction unwanted abrasion. It besides brings to mind the importance of motive within the squad construction and proves the point that motive provides a agency of doing people work harder.
Still it would be a error to believe that every employee should remain at the administration particularly if they feel the emphasis a work life instability could make. Therefore it is of import for squad leaders to detect grounds behind an employee go forthing. Research discovers for a fact that valuable employees are go forthing because they felt under valued ( Kreisman, 2002, p. 23 ) and that the company is non flexible to altering demands.
With this in head, Kreisman ( 2002 ) suggests an administration must concentrate its energies upon those employees who display desire for keeping. These are employees who show betterments and a desire for growing and acquisition chances. Unfortunately, much this foundation for detecting maintained employees is found in public presentation rating informations ( Gray, 2007 ) . This meant for an organisation to go on, leaders must actively take part in unfastened communicating of squad aims and besides execute the reappraisals, see Figure 3 below.
Figure 3. Who Should Be Retained? ( Kreisman, 2002, p. 24 )
One factor this paper has had to maintain in head is the chief ground work life balance is so much at the head as a needful benefit but besides as a key to public presentation success is due to alter as an component within the organizational civilization. Change is a fact of life ; it is what makes life exciting. Part of the success of an administration hinges on its ability to encompass alteration as a value and expression to alter as a accelerator for unfastened communicating and growing. The pattern of invention besides begins with encompassing or following the unexpected. Change and its impact upon personality placement starts a rhythm of direct relationships where one can non last without the other, particularly within the modern concern universe where alteration occurs at the velocity of visible radiation. Peter Drucker describes, “ unexpected successes and failures are such productive beginnings of invention chances because most concern disregard them, ignore them, and even resent them ” ( 1998, p. 149 ) and this type of behaviour represents people ‘s opposition to alter but at the same clip creates acknowledgment of new chances within the market.
This paper explored the topic of work life balance within the organizational civilization. When researching the topic of work life balance, many other elements of organizational behavior arose. Use of work life balance as an attack to maximizing employee production and net income for the company involved researching other factors found in the workplace. At this clip, it is hard to see how work life balance influences public presentation, as this remains a new issue in literature but besides affects so many other elements of teamwork. One decision is that it is an of import benefit to maintaining employees motivated, satisfied and retained on the occupation. More survey is needed to see the far-reaching effects of such pattern but it was seen as an of import factor for leaders to utilize as a tool in teambuilding and employee keeping. With this in head, it was thought work life balance would hold a hard clip bing if these factors were non present within an administration.