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from HRD Strategies for Companies
Published online by Cambridge University Press: 21 October 2015
Managing diversity is one of the greatest challenges of the twenty-first century. The ability to understand and harmonize differences and achieve shared goals is one of the most valuable competencies required of effective people managers. The concept of treating everyone equally is now being replaced by the emphasis on individualism. Gone are the days of “one size fits all”. Understanding diversity in work-life issues becomes particularly important as a growing number of people clamour for a more “balanced life” as a precondition for sustained performance. A balanced life varies from person to person depending on personal circumstances. In short, work-life balance means different things to different people. Work-life balance solutions must recognize the unique needs of people. A simple way of defining work-life balance is to refer to a satisfying and productive life that includes work, play, and love. There are many facets of life: economic, social, physical, mental, and spiritual. Work-life balance is not necessarily about giving equal amounts of time to all aspects of life. Balance is a key principle in life. Getting out of balance can get someone into serious trouble. Oftentimes, we are confronted with a situation where work and life conflict. This is usually defined as the tension that arises when work and personal life compete with each other in which a gain in one area means a loss in the other.
There is a strong business case for linking balance with productivity. This link should encourage organizations to promote work-life balance among employees. Diagnosing an organization'swork-life balance requirements requires looking into certain principles and the extent they are practised in organizations. These include the following:
• Culture — The culture of the organization creates an environment in which work-life balance is recognized and valued.
• Strategy — The work-life balance strategy is central to the organization'saims and objectives.
• Action — The organization has successful work-life balance solutions.
• Effectiveness — The organization can show that its work-life balance strategy is delivering positive results.
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