Flexibility at the Workplace and Balancing Work-Life

Write an essay on the topic “Flexibility at the Workplace and Balancing Work-Life”.


This essay deals with the current issue of work life balance and the flexibility at the work place.  There has been a lot of issues raised against the kind of work are there and moreover, how flexible the environment is- thus there needs to be a very proper understanding of issues like these. Flexibility at the work place is needed and the employee will be able to work efficiently if at all his work and personal life are at the same page.  

Flexibility at the Work Place and Balancing Work-Life 

It has been a lot of time since the then Facebook Executive- Ms. Emily White mentioned the term “WORK–LIFE MERGE”. The effort was one in order to clearly explain that how our both personal and professional lives are intertwined and thus they are impossible to be separated.  Motivation is a concept which is quite important for the HRM students and thus dealing with its concepts and theories are surely of a great importance for us. These are very important because they are the ones who have been driving the most growth generating sectors. Moving to the essay which talks about the work- life balance and flexibility at the workplace, is actually a step which will make us aware about the various terms of work life merge, issues of flexibility at the work place and how employees get affected by this globally. This means that we are looking that whether the factors which used to motivate the employees and on the other hand, leading to dissatisfaction are same or not? (Green, 2001).

With a great number of these things which are coming up in, we can  certainly have the speculations coming in picture for the theories like Herzberg and some more. Inspiration is the main thrust, which undertakes people towards some action, and in the course certain human needs and desires are fulfilled. 

Be it the physiological and mental, human needs and their satisfaction to a great extent relies on upon certain interior and outside variables. Subsequently this is the manner by which it’s appropriate in every last industry or any area. Herzberg’s Two-Factor Theory of Motivation is one such route through which the method for rousing worker can be broke down and advance utilized for persuading them as indicated by their requirements and needs. The last line is the use of Herzberg’s Two-Factor Theory of Motivation. (Wood, S. 1996).

Realizing that what significance a representative holds for different sorts of motivating factors and hygiene variables, it is entirely critical for the organizations to take a shot at different subjects with a specific end goal to ensure that the worker is sufficiently upbeat.

According to the contextual analysis of adaptability and work-life parity: who advantages? – Juliet Bourke has been stating that worldview has changed. Adaptability in work being such a delicate issue has really gotten to be something more towards a a not so positive side. Since the financial development in such a variety of nations has happened to a great extent in urban regions giving adaptability as far as when and where work is directed can help the representative have less stretch and work intrusions. What’s more, in addition will likewise support a higher profitability- In any case, there will dependably be a test with actualizing this activity on the grounds that as even said by Juliet due to some reason that adaptability has transformed into that how to get more out of less workers. (Rajadhyaksha, 2012)

At that point, how do we try and ensure that the adaptability can be doing well when the idea of the same has completely changed.

As even said for the situation study for reference, adaptability is not that simple, it can make individuals work more as to hold fast to the work prerequisites of the organization. This won’t do any good to the organizations and won’t do by any stretch of the imagination. Thinking on the subject of work-life equalization, inspiration at the work put, no anxiety, and more adaptability is not really satisfying the desires of the representatives. (Ramsay, Scholarios, & Harley, 2000) 

The term – which applies to a lot of men and women – catches the thought an existence in which – work and available time have not possessed the capacity to veer themselves and there is not a possibility of making parts out of them. Moreover in this world of cut throat competition, a lot has changed in balancing your work and personal life. (Hinsliff, 2013) 

With over the top working hours, there is a great deal of impact on the specialists and representatives in MNCs and other corporations. The pattern of getting your life consolidated may even disappoint the representative who will really make the worker not have the accurate inspiration and work level. Along these lines overabundance working hours can really hurt the efficiency of the worker as opposed to expanding the same. Additionally, this all can even influence the sort of execution the worker is giving. With continually expanding work hours-the nature of work will likewise weaken. This clearly means is there is this over burden because of work then makes the employee, not work efficiently leading to a bad performance at work and thus affecting the work life. 

According to the writing survey of work life parity we become more acquainted with numerous more sorts of impacts of this issue. 

The sort of business in all around has been a prospering and element one contributory extensively to any nation’s worth. Indeed, even the associations which offer vocation chances to limitless ability pool and along these lines the part of work-life parity is a very important part of the whole process of maintaining the balance. The business is portrayed by high rate of wearing down, the work levels and obnoxious nature of employment and in this manner adaptability and less working hours ought to be made the focal point of consideration. 

Rising economies may have been moderate to get the pattern of the more adjusted and gendered circulation of work and family parts (Bhalla and Kaur, 2011) yet they are very nearly tolerating the ideas, for example, Work-Life Balance and other issues related to flexibility. (Sonpar, and Kapur, 2001) 

The expression of “work-life parity” which was there keeping in mind the end goal to to the developing worries of numerous people, employees and companies. Work can perpetrate upon the family life’s quality and even the other way around. Also this impacts your very own life as well as even the nature of your work. (Gutek, et. al, 1991).

All the 24 hours are isolated into work, family and rest and along these lines a greater amount of the creating nations need to comprehend the significance of these sorts of issues like that of work-life balance or a proper merge with flexibility in great terms. 

In addition to the need of this work life balance problem, there is a great deal with the sort of work structure and timings are there for the representatives.

This prompts wellbeing issues additionally manages individual confusions in a representative’s life. This all should be managed by the association itself. 

In addition in the event that we discuss manager’s commitment in thinking of powerful work-life parity in a financial downturn. 

The concept of work- life balance being such a critical issue for the business is the reason on the grounds that there is extraordinary clarification connected to it of having an indefensible rate of whittling down, unpleasant nature of employment, regular wellbeing issues, work shift ability pool and so on. 

The business naturally is one amongst the chief contributors in any nation and the significance of work-life equalization is twin in nature-it gives inspiration, work fulfillment, profitability and so forth to any worker and ensures that there is an extraordinary control on wearing down and enhanced degrees of consistency, decreased nonappearance, elite and effectiveness, high responsibility to an enterprise. 

What ought to be done to affirm work life parity?

Many organizations may start actualizing work life parity strategies, for example, 

  1. Giving childcare cash help and/or on location crèches-This will ensure that there is a ton of assistance for the working moms to be rest guaranteed of the security of their little kids. Indeed, even with numerous crèches and parts more, the workers will be dependably rest guaranteed in light of the fact that they can come and search for their children and can even be with them in their spare time. This practice ought to be there on the grounds that it will help the organization to hold the representatives as well as adhere to their working hours and even have the workers has a feeling of bliss. 
  1. Proper enforcement of maternity benefit act-With this it will be an extraordinary stride towards having representatives have a fantastic method for having their maternity well in time and can even be at home after conveyance of the youngster. (Presser, 1986). This will help the get the compensation at home and deal with their children.(Maume, and Houston, 2001). 
  1. Paid paternity leave-With this being in pattern to have the employee make their own life well on track, this ought to be done extremely well. This sort of venture by all the organizations will help them just to hold the best of the ability and not lose it to their rivals. The paid paternity leave will be an extraordinary stride just to ensure that the worker has that feeling of remember when he needs to begin his/her own particular family other than his work family. (Kingston, and Nock, 1985). 
  1. Flexitime – giving adaptable start and end times gave the worker works the center hours-The flexi time is very vital on the grounds that the sort of adaptably we discussed for the situation study won’t just make the representative not be on track but rather the nature of work at the organization will get it exceptionally. This will be awesome if the organization can even have alternatives for the workers with different choices in adaptable timings. Such work life balance arrangements make the work puts an awesome work spot. Accordingly both sides it’s a win-win circumstance. 
  1. Movement – allowing specialists to move to any branch in their nation of origin or abroad to suit their own circumstances e.g. on the off chance that they can join once more: Yes this approach is entirely sought after even now days. With so a number of individual experience and seen individuals trudging for migrations once in a while the association ought to comprehend the workers need of movement and ought to make the approaches in that matter as it were. Consequently by ensuring, it will be incredible if the organization can permit representatives to move if the positions are accessible and they can work in different branches of the workplaces.

Hence the organization’s human asset group close by the dynamic participation of the other employees should take activities to encourage right work-life parity arrangements and see to that that the specialists are profited from such approaches. The employees at the companies ought to deal with the administration in this manner such that they are able to scale back some of the work-life issues and their nature emerging out of anxiety, family duties and so forth. Additionally there can be various other contemplation strategies like yoga, extracurricular occasions, right self-evaluation of occupations, satisfactory honing for their own training and development and so forth. (Staines, and Pleck, 1986) The pioneers should represent considerable authority in creating, figuring, executing and evaluating higher work-life balance arrangements to make a property and advancing association. So a far superior work –place besides as a secured and upbeat family life is attainable. (Huselid, 1995) 

In this way with this sort of strategies just the things are conceivable to ensure that the work environment is extraordinary and working keeping in mind the end goal to help the worker to live with no sort of pressures and stresses.

As after all these employees are the ones who give all the work yet the business ought to likewise see that they have every one of the current assets which can help them really have such sort of workplace to work uninhibitedly.


Rajadhyaksha, U. (2012),”Work-life balance in South East Asia: the Indian experience”, South Asian Journal of Global Business Research, Vol. 1 Iss: 1 pp. 108 – 127 

Hinsliff, G. 2013, The merge: how our work-life balance is changing.

Bhalla, S.S. & Kaur, R. (2011), “Labour force participation in India: some facts, some queries”, Working Paper No. 40, Asia Research Center, London School of Economics & Political Science, London, October 5. 

Sonpar, S. & Kapur, R. (2001), “Non-conventional indicators: gender disparities under structural reforms”, Economic and Political Weekly, January 6-12, pp. 66-78. 

Wood, S. (1996). ‘High commitment management and payment systems’. Journal of Management Studies, 33: 53–77. —— (1999a). ‘Human resource management and performance’. International Journal of Management Reviews, 1: 367–413. —— (1999b). ‘Family-friendly management: testing the various perspectives’. National Institute Economic Review, 168: 99–116. 

Ramsay, H., Scholarios, D. & Harley, B. (2000). ‘Employees and high-performance work systems: testing inside the Black Box’. British Journal of Industrial Relations, 38: 501–32. 

Maume, D. J. & Houston, P. (2001). ‘Job segregation and gender differences in workfamily spillover among white-collar workers’. Journal of Family and Economic Issues, 22: 171–89 

Huselid, M. A. (1995). ‘The impact of human resource management practices on turnover, productivity, and corporate financial performance’. Academy of Management Journal, 38: 635–72. 

Green, F. (2001). ‘ “It’s been a hard day’s night”: the concentration and intensification of work in late twentieth-century Britain’. British Journal of Industrial Relations, 39: 53–80. 

Gutek, B.A., Searle, S. & Klepa, L. (1991). Rational versus gender role explanations for work-family conflict. Journal of Applied Psychology, 76, 560–568. 

Kingston, P. W. & Nock, S. L. (1985). Consequences of the family work day. Journal of Marriage and the Family, 47, 619–29. 

Milkie, M. A. & Peltola, P. A. (1999). Playing all the roles: Gender and the work-family balancing act. Journal of Marriage and the Family, 61, 476–490.

Presser, H. B. (1986). Shift work among American women and child care. Journal of Marriage and the Family, 48, 551–563 

Staines, G. L. & Pleck, J. H. (1986). Work schedule flexibility and family life. Journal of Occupational Behaviour, 7, 147–153.

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