Running Head: Work Life Balance Impacts

Opal Ruiz

Seminar on Organizational Behavior and Development

International College of the Cayman Islands

Instructor Dr. David Marshall

December 15 2016
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Abstract

This research paper outlines the concept of work-life balance and its associated effects on the

organization and the employees. Additionally, this research paper will explore the concept of

work-life balance and its associated benefits, advantages, and disadvantages to both the

organization and its employees. Questions that will be answered throughout this research paper

include; what is the meaning of the concept of work-life balance, what are the implications and

impacts of work-life balance policies on the organization, and what are the implications and

impacts of work-life balance on employees. Methodologies used for this research paper include

a literature review of scholarly journal articles, interviews with industry experts, and materials

from online resources as well as my personal reflection and implications based on the topic of

work-life balance.

Keywords: work-life balance, work roles, family roles, employee productivity, employee

engagement, employee satisfaction, turnover, retention, motivation, and flextime

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The Impact of Work-Life Balance on the Organization its Employees

This research paper will explore the concept of work-life balance and its associated

impacts, benefits, advantages, and disadvantages to both the organization and its employees. The

organizational behavior topic of work-life balance was chosen as it is important for me as an HR

professional to have a solid understanding of work-life balance policies as well as how such

policies impact the work environment, employees and the functioning of the organization on a

whole. Additionally, not only is the concept of work-life balance is important to me as an HR

professional, it is also important to me as an employee, mother, and wife as it is essential for me

to be able to obtain and sustain a satisfactory balance between my work and family roles.

Furthermore, everyday businesses demand higher levels of productivity from employees; and as

this upward trend continues there is a vital need for employees to be able to find a reasonable

balance between work and family roles.

Consequently, the need for a balance between family responsibilities and work

responsibilities is the reason why the notion of work-life balance was born and is also the reason

why this is such an important topic for employees and organizations all over the world. Hence,

organizations must be able to adapt accordingly in order to balance both the business needs as

well as the needs of their employees. It is important because without employees there would be

no business as employees are an essential resource that is available to an organization.

Furthermore, this is also important as while the primary objective of a business is profit

maximization and ultimately maximization of shareholder wealth, the maximization of profits is

heavily dependent on the productivity of employees. As such work-life balance programs are

important and beneficial in maintaining a high level of employee retention, productivity and

satisfaction and ultimately a successful and productive organization. Therefore, this paper will
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discuss the importance of work- life balance programs and the impact of such programs in

relation to the organization and in terms of employee productivity, satisfaction, motivation,

development, and retention; as well as how work-life balance programs impact the organization

on a whole.

Literature Review Article 1 - 2

Work-life balance is an important concept which enables benefits to both employees and

employers. According to Kaliannan, Perumal, and Doraramy (2016) human resource

professionals consider work-life balance as in essential concept in supporting job engagement

and employee satisfaction. According to Doyle (2016) employee engagement is defined as the

measure of an employees attachment to colleagues, job duties and the organization on a whole.

Additionally, engaged employees are more likely to contribute in a positive manner to the

organization (Doyle, 2016). kaliannan et al., (2016) states that in drawing a line between work

roles and family roles there is a separation between the employees, profession, career, family

roles as well as other domains of the employees life. Organizations have started to realize that

work-life balance enables a competitive advantage in retaining talented employees (Kaliannan et

al., 2016). This view is also supported by Carless and Wintle (2007) who states that many

businesses are implementing work-life balance policies to enable employees to cope with lifes

demands and also to heighten the organizations efforts in recruiting, motivating, and retaining

employees. As mentioned by Heathfield, S. (2016) employee motivation is an intrinsic

enthusiasm which drives the employee to accomplish work related activities as tasks. Hence,

work-life balance facilitates benefits such as improved employee motivation and productivity.
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Literature review Article 3

Work-life balance is an important concept which has been defined in marginally different

variations by various scholars and other experts. (Greenhaus et al., 2003) explains work-life

balance as the degree in which employees are equally involved and equally satisfied in their

family and work roles (Greenhaus et al., 2003). Moreover, Clark (2001) has described work-life

balance as the satisfactory balance at home and at work with a minimum conflict between the

two roles. By the same token, Kirchmeyer (2000) states his perception of work-life balance as a

method of having a satisfying experience in the various domains of life. Work-life balance,

therefore, requires an equal use of resources such as energy, commitment and time across all

domains (Kirchmeyer, 2000). According to Asiedu-Appiah, Mehmood, and Bamfo (2015) the

work life balance model is in relation to organizations assisting employees to sustain healthy,

fulfilling lifestyles which are likely to result in enhancements in performance and productivity

(Asiedu-Appiah, Mehmood, & Bamfo, 2015). Furthermore, the theory of work-life balance was

initiated to create a healthy and supportive work environment thereby enabling employees to be

able to balance their careers and personal / family responsibilities (Asiedu-Appiah et al., 2015).

Work-life balance is an important concept which impacts the organization in various

aspects. According to Asiedu-Appiah, Mehmood, and Bamfo (2015) organizations with policies

that support work-life balance have a competitive advantage over businesses that do not provide

such benefits. Work life balance is the concept of employees having the ability to sustain a

sufficient and satisfactory balance between their paid career responsibilities and family related

responsibilities which are likely to result in enhancement (Asiedu-Appiah et al., 2015). Due to

the continuous upsurge in demand for work and productivity, the issue of work-life balance is

becoming increasingly pertinent around the word (Asiedu-Appiah et al., 2015). As such,
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organizations are making a conscientious effort to create work- life balance in an effort to

improve productivity and decrease attrition (Asiedu-Appiah et al., 2015). Furthermore, Pronk,

(2005) states that the conflict between work life responsibilities is a serious issue which

negatively impacts employees, organizations, and society in general. Therefore, organizations

can utilize work-life balance policies to attain significant psychological, social and economic

advantages (Asiedu-Appiah et al., 2015).

The accessibility of work-life balance policies results in significant impacts to the

organization its employees. Changes to work life balance trends are as a consequence of changes

in available technologies, social needs, as well as individual expectations (Asiedu-Appiah el al.,

2015). As indicated by Asiedu-Appiah el al. (2015) it is dependent upon organizations and

employees to determine suitable approaches to enhance productivity without sacrificing the

security, and welfare of employees. According to Yasbeck (2004) work- life balance programs

refer to procedures created by businesses, as a component of their HR or management strategies.

As indicated by Asiedu-Appiah el al. (2015) such policies includes employees entitlement to take

time off from work including paternal leave, time off to take care of children, annual leave,

maternity leave extensions, paternity leave, and adoption leave, and also involves the right of

parents to seek flexible work arrangements of part-time work. Furthermore, additional work- life

balance programs include monetary support for childcare, maternity care, and elder care (Dex &

Smith, 2002).

According to Asiedu-Appiah el al. (2015) the advancement of organizations can only be

obtained from meeting the needs of the employees' interest; hence the importance of work-life

balance should not be disregarded. Furthermore, when employees are not able to effectually

sustain a balance among the demands of work and personal responsibilities this can result in a
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reduction in productivity, commitment, and morale, as well as increase absenteeism, (Asiedu-

Appiah el al., 2015). According to Asiedu-Appiah el al. (2015), work-life balance programs

increases employee commitment and loyalty which eventually translates to higher employee

productivity. It is important to note that this view is also supported by Dr. Kevin Lo, Associate

Professor and Department Chair in the Department of Organization, Leadership and

Communication at the University of San Francisco as well as Mr. Mario Ebanks, MBA,

Founding Member of the Cayman Islands Human Resource Society, previous Director of the

Department of Labor and Pension, and current Chief Human Resource Officer at the Cayman

Islands Airport Authority; both Dr. Lo and Mr. Ebanks support the notion that work-life balance

policies translate to an increase in employee commitment and loyalty. As a result, it is safe to say

that there is a strong relationship among work life balance programs and increased employee

loyalty and commitment.

Literature review Article 4

According to Abendrotj and Den Dulk (2011), work-life-balance refers to the harmonious

correlation between the various domains of life including one's personal life and work life.

Further to this Koubova and Buchko (2013) states that work-life-balance is a very important and

complex concept when taking into consideration employees limited resources as it relates to

time, energy, and money. Work life balance is importance as it encompasses one's personal life

which subsequently has an impact on job performance in various workplace settings (Koubova &

Buchko, 2016). Additionally, in accordance with research by Koubova and Buchko (2013) when

organizations take into consideration family commitments such as parental and marital roles it

results in a constructive impact on work productivity thereby improving career prospects and

general life fulfillment. Furthermore, it is important for organizations to create a healthy

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environment for their employees and this includes enabling employees to maintain a good work-

life balance (Koubova & Buchko, 2016). Koubova and Buchko (2013) hypothesis that when one

is able to perform well in the family and personal scope of life, this leads to a higher level of

personal satisfaction, which equates to improved work performance with increased opportunities

for promotion and career development. Furthermore, Rego and Pina Cunha's (2009) supports

that the perception of the availability of opportunities for learning and for work-family balance is

associated with a higher level of affective well-being.

Research by Netemyer el al. (2005) believes that managers should receive training to take

ownership of issues affecting employees which origin from work-family conflicts, and

organizations should create a culture that empowers employees with the opportunity to balance

family and role responsibilities. Accordingly, there are various methods in which organizations

can go about decreasing conflicts between work and family conflicts, thereby improving

employee productivity (Netemeyer et al., 2005). Such methods include providing employees

with non-financial benefits such as child care, family leave, mentoring, telecommuting,

maternity or paternity leave as well as psychotherapy for work-life issues (Netemeyer et al.,

2005). Additionally, Koubova and Buchko (2013) believes that despite employees resources

being limited in terms of time, money and energy employees can succeed in having a satisfactory

social life while being able to perform by delivering superior performance and results. As such,

organizations striving for a happier work- force should provide employees with not only

opportunities for learning and individual growth, but also with the ability to obtain equilibrium

between work and family responsibilities. Accordingly, to Ford el al. (2007) meta-analysis,

organizations are unable to optimize employee satisfaction without taking into consideration

non-work influences.
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Literature review Article 5

Downes and Koekemoer (2011) states that it is a business imperative for organizations to

provide employees with access to work-life balance programs as such programs enables

employees to balance both family and work commitments. The organizational benefits of work-

life balance are extensive (Downes & Koekemoer 2011). Whilst programs for maintaining work-

life balance such as flextime can be beneficial to the organization and its employees

implementing such a policy can prove to be quite challenging (Downes & Koekemoer 2011).

Changes to the traditional work environment including the introduction of new technology such

as smartphones, e-mail and other forms of digital communication have resulted in employees not

being able to balance their personal lives and work responsibility (Hayman, 2009; Hobsor,

Delunas & Kelsic, 2001).In addition, human resource professionals are now starting to see work-

life balance programs as a business matter that is beneficial to the organization as well as its

employees (Clutterbuck, 2003). As a consequence, organizations their staffs are progressively

aware of the prospective advantages of work-life balance and related work life balance programs

(Downes & Koekemoer 2011).

It has been reported by Michie and Williams, (2003) & Morgan (2009) that work-life

balance programs result in an indirect positive impact on organizational profits. Furthermore,

some advantages of work-life balance such as improved employee contentment and well-being,

decreased turnover and absenteeism, increased retention and recruitment, as well as increased

customer satisfaction and employee productivity (Mayberry, 2006; Morgan, 2009; White, Hill,

McGovern, Mills & Smeaton, 2003). In support of this Mayberry (2006) indicates that

organizations that focus heavily on wok life balance initiatives report increased retention rates

and lower employee turnover rates.

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There are different variations on work-life balance programs which one such program is a

flextime policy. Flextime which is also known as flexible work hours considered to be one of the

most universally utilzied work-life balance policies and this trend continues to increase (Lewis

and Cooper, 2005). According to Hayman (2009), flextime enables considerably advanced levels

of work-life balance in comparison to traditional fixed-hour work schedules. The Families and

Work Institute advises that employees who have more autonomy over setting their work hours

are more likely to exhibit increased job satisfaction, engagement, retention as well as overall

employee welfare (Powers, 2004). Moreover, organizational benefits of implementing a flextime

policy include savings on overtime payments, improved response time to clients and work

responsibilities, increased employee motivation, and reduced absenteeism and tardiness

(Horwitz, Kieswetter, King & Solai, 2000).

As a result of probable challenges and obstacles which are typically faced when

implementing a work-life balance program, organizations should consider flextime programs

contentiously (Downes & Koekemoer 2011). The success of work- life balance policies depends

heavily on the way in which the policy is implemented (Mageni & Slabbert, 2005). Hence,

organizations need to ensure that work-life balance programs are effectively implemented and

frequently monitored (Clutterbuck, 2003; Dancaster, 2006; Duxbury & Higgins, 2003; Horwitz

et al., 2000). HR professionals must understand and investigate the perceptions and experiences

of stakeholders such as employees in relation to obstacles and benefits of flextime and its

implementation. Furthermore, information relating to potential benefits and challenges of

implementing work-life balance program is of significant importance to organizations (Downes

& Koekemoer 2011). According to Downes and Koekemoer (2011) without such information

organizations are more probable to develop work-life balance programs which do not cater to the
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requirements and needs of employees. Consequently, organizations may not succeed in

achieving the intended benefits (Clutterbuck, 2003; Mageni & Slabbert, 2005; Mayberry, 2006).

According to Felstead, Jewson, Phizacklea & Walters, (2002) work-life balance policies

enable employees with a sense of autonomy as it allows them to coordinate and integrate work

and non-work areas of their life. There are over 100 different variations in work-life balance

programs (Mayberry, 2006). Amongst those available organizations offer on-site or subsidized

child and elder care, flexible work hours, and job sharing programs (Dalcos & Daley, 2009;

Hobsor et al., 2001). According to Dex (2004), although work-life balance programs vary, most

fall into the following five categories; flextime work schedules, job sharing, telecommuting,

sabbaticals or career breaks, and part-time flexiplace. As mentioned by Hill et al. (2010) flextime

empowers employees to balance their career and personal responsibilities by enabling employees

to decrease conflict between family-work thereby improving performance and functioning at

work and work. Flextime permits employees to utilize a variety of work schedules (Downes &

Koekemoer 2011). As indicated by Downes and Koekemoer (2011) flextime allows employees

to choose an appropriate time to start and end work hours. Additionally, employees must work a

set number of hour's weekly or monthly basis, however, employees are able to diverge work

hours within restrictions (Robbins, Ordendaal & Roodt, 2004).

Implementing Flextime work-life balance policy

In spite of the potential benefits of flextime programs, there can be various challenges as

a result of its implementation (Clutterbuck, 2003; Mayberry, 2006; Powers, 2004). Challenges

resulting from the implementation of flextime programs include; the different methods in which

organizations manage flextime, challenges arising from implementing flextime in teams and
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groups, lack of proper communication, education, and awareness of flextime policies, potential

stigma or career disadvantages from participating in flextime (Akyeampong, 1993; CIPD

Research Report, 2000; McDonald, Bradley & Brown, 2008). Moreover, managers may not

favor flextime explicitly or implicitly because of their unwillingness to surrender control over

employees (Dancaster, 2006). Furthermore, another challenge is being able to control and

measure flextime, as it is essential to carefully record and schedule employees who participate in

flextime programs (Downes & Koekemoer 2011). Research by Downes and Koekemoer (2011)

indicates that another challenge of implementing a work-life balance program is the potential

lack of infrastructure in off-site work locations as well as the struggle of disengaging from work

activities. Furthermore, managers and supervisors also raised concerns about flextime policies as

they are unable to determine if employees are actually working or assisting customers when

being unsupervised in the workplace (Downes & Koekemoer 2011). Therefore, while flextime

policies can be beneficial to both the employee and the organization, flextime presents various

challenges hence organizations need to carefully analyze its advantages and disadvantages in

order to effectively utilize and implement flextime policies.

Summary and Compare & Contrast of Literature review

Based on review of the above article Koubova and Buchko (2013) believes that work life

balance is an important concept which encompasses emphasizes on the need for organizations to

enable employees with the opportunity to sustain a acceptable balance between work and family

roles. Koubova and Buchko (2013) also believes that when employees are able to successfully

balance work and family commitments this equates to a positive impact on the employee which

leads to career development and increased productivity. Moreover, Koubova and Buchko (2013)

also believes that despite individual resources being limited in terms of money, energy, and time
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employees can manage to have a balance between family and life responsibilities whilst

delivering a high level of productivity and results. This may be the case in some work

environments however it depends heavily on the industry, nature of the business, organizational

culture, individual department, individual employee or business season or cycle.

The determination of an acceptable balance between work and family is determined at

an individual level hence what might be considered as acceptable for one employee may not

necessarily be the same for another. When at all possible; this is why it is important for

employers to offer a wide range of incentives and programs geared towards reducing conflict

between work and family responsibility. In order, to ensure that employees are actually provided

with benefits to support work life balance which are deemed as beneficial it might be useful for

employers to conduct a survey to gather important feedback from their employees. Employees

should also carefully measure and continuously monitor the pros as well as the cons of

implementing programs such as flextime, and telecommuting. This articles included in the

literature review also suggest that employees personal lives and family lives are intertwined in

that what happens in one aspect of an employees life will likely have an impact on the other

(Koubova & Buchko 2013). Furthermore, it makes sense that managers should encourage a

culture that empowers employees with the ability to manage both work and personal life as this

will be of benefit to the organization. This also demonstrates that the manager and the

organization truly cares about the employee as well as his or her family and this will ultimately

result in the employee feeling a sense of commitment and loyalty to the organization (Asiedu-

Appiah el al., 2015).

According to Johnson (2015) work-life balance creates and maintains a healthy work

environment which allows employees to have a balance between work roles thereby improving
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employee productivity. Additionally, comparing the three journal articles from the literature

review there were various similarities which were identified from all three articles. All three

articles indicate that there is a strong connection between work-life balance programs and

employee productivity. Based on the literature the correlation between the availability of policies

and programs that suggest work life balance is positive in that such programs result in increased

employee performance and productivity. In support of this Asiedu-Apiah, Mehmood, and Bamfo

(2015) states that that work life balance programs are likely to result in creased performance and

productivity. Likewise, Koubova and Buchko (2013) also mentions that when organizations

consider family roles it results it a positive a positive impact on employee performance.

Furthermore, Mayberry (2006), also supports this this view as she states that there are various

advantages to work life balance programs which include improved levels of employee

productivity. As a result of this more organization as making a conscious effort to adopt work-

life balance polices (Asiedu-Appiah et al., 2015). Therefore, all three literate support that notion

that work-life balance programs equates to improved employee performance and productivity.

There are various elements of the literature review which suggest that there is a link

between the availability of work-life balance programs improved both personal and employee

satisfaction. According to Healthfield (2016) employee satisfaction is a term used to describe

weather employees is satisfied and happy with their needs as desires at work. Additionally,

factors which contribute to employee satisfaction include proving employee recognition

practices, treating employees fairly, and providing employees generous benefit packages. Of the

literature reviewed three journals cited increased satisfaction as a benefit of having work-life

balance programs. Koubova and Buchko (2013) states that when employees are able to balance

work and family roles it results in increased levels of personal satisfaction. In a similar manner,
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the Families and Work Institute advises that employees who have more autonomy in setting their

work hours are likely to exhibit improved job satisfaction in comparison to employees who do

not have such rights (Powers, 2004). Also in support of this concept Asiedu-Appiah, Mehmood,

& Bamfo (2015) mentions that the concept of work-life balance is geared towards assisting

employees to sustain healthy and satisfying lifestyles in balancing both personal responsibilities

and work responsibilities. As mentioned, all three articles confirm that there is a likely

connection between improved job satisfaction and personal satisfaction hence it is safe today that

there is a relationship between the two.

Organizational Behavior Topic Exploration

As mentioned, during the introduction, the organizational behavior topic chosen for

exploration is the impact of work-life balance programs. Specifically, the area of concentration is

in relation to work like balance programs and its impact on the organization and as well the

employees. The concept of work-life balance is important to organizational behavior and

development as it is the employer's responsibility to ensure that the needs of its employees are

being met. This topic is important as without having work-life balance considerations it would

hardship and disadvantages to the employee and their families. Additionally, if employees are

unable to balance the needs of their families it could result in a stain and eventually a breakdown

of the family unit. Furthermore, if this occurs on a large scale it would have a negative effect on

the organization and ultimately on the society at large.

As mentioned by Judge and Robbins (2014) organizations that do not help employees

achieve work-life balance will find it increasingly problematic to draw the interest of and retain

talented and motivated employees. There are various implications that result in conflict between

work and family roles. According to Robbins and Judge (2014) firstly, the development and
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expansion of globalization and global organizations mean that the business demands never cease.

This is because many employees who are employed by global organizations are on call twenty-

four hours per day as a result of needing to consult with clients or other employees who are in

different time zones (Robbins and Judge, 2014). Secondly, advancement in technology means

that employees can to their from home, in their cars, or from anywhere in the world, however,

the disadvantage to this is the many employees feel as if they never actually get away from work

(Robbins and Judge, 2014). As mentioned by Robbins and Judge (2014) the third aspect that

creates conflict between work and family roles is that organizations are expanding employees to

work longer hours. As an example, over a period of 10 years, the typical work week in the U.S

increased from 43 47 hours. Additionally, numerous single-parent households experience even

more significant issues balancing work and family demands (Robbins and Judge, 2014).

As a result of conducting a literature review on the organization behavior topic work-life

balance, I have greatly improved my knowledge and understanding of this important concept. I

have learned that there is unquestionably a link between work life balance programs and an

increase in employee satisfaction, morale, motivation, engagement, attrition, retention,

productivity, performance, and overall employee well-being. Similarly, the literature review also

indicates that then is a connection between the availability of work-life balance programs and a

decrease in employee turnover and absenteeism. Likewise, the literature review also indicates

that the provision of work-life balance also enables significant business benefits to the

organization as well. Furthermore, as a result of this academic review of scholarly journal

articles, I also learned that while work life balances enable various benefits to both the employee

and the organization these benefits can only be realized if the implantation of such policies is

strategically planned.
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San Francisco Experience

During the seminar on Organizational Behavior and Development which was held in San

Francisco, California I was able to learn more about the area of organizational behavior. Whilst

did not learn a great deal about my chosen topic of work-life balance, I was able to learn some

valuable information relating to other areas of organization behavior and development. For

example, one area of organizational behavior that was discussed during the seminar is the

importance of diversity within the organization. Overall I found the San Francisco Seminar to be

a good experience. As mentioned, my experience was closely related to the importance of

corporate social responsibility and diversity.

My fellow students and I had the opportunity to attend the University of San Francisco.

Whilst at the University of San Francisco we attended a lecture on Organizational Behavior by

Dr. Kevin Lo, Associate Professor and Department Chair in the Department of Organization,

Leadership and Communication at the University of San Francisco. As mentioned by Dr. Lo,

common topics related to organizational behavior include; group and team dynamics,

communication interpersonal and organizational, negotiation, personality, decision, making,

leadership, values, attribution theory, trust, cultural intelligence, organizational cultural,

emotional intelligence, self-awareness and mindfulness, resilience, as well as organizational

development (K. Lo, personal communication, December 4, 2016).

According to Dr. Lo having a good understanding of organizational behavior is extremely

valuable. As mentioned by Dr. Lo, understanding organizational behavior and development is

valuable in understanding people's thinking and behavior (K. Lo, personal communication,

December 4, 2016). Additionally, organizational behavior is also valuable in improving decision-

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making skills, conflict resolution skills, and negotiation skills behavior (K. Lo, personal

communication, December 4, 2016). Furthermore, having a good understanding of

organizational behavior is also beneficial in understanding workplace diversity, communicating

more effectively, becoming a better manager or leader, controlling emotions, as well as

increasing self-awareness(K. Lo, personal communication, December 4, 2016).

Application of the Learning

As a result of completing this seminar on Organizational Behavior and Development and

having the opportunity to travel to San Francisco, I have increased by knowledge on the impacts

of organizational behavior and development. Additionally, as a result of this experience, I am

able to confidently speak on this topic and share the information I have acquired with other like-

minded HR professionals. Especially, in my position and Human Resource Officer I can bring

this knowledge back to the organization I am employed with and assertively say that based on

my research there is a correlation between provisions for enabling employees to balance family

and work roles and increased productivity and employee engagement.

It is important to note that while policies supporting work-life balance can enable

advantages to the organization and its employees the policy must be properly planned in order to

achieve the desired benefits. This is information that I can also bring to my organization to

improve our current flextime policy. Hence, the quality of knowledge that I have acquired as a

report of this course will certainly aid me in my professional develop in the field of human

resources. Prior to conducting this research I've always thought as work-life balance programs as

such as great benefit to employees based on my personal experience in participating in such

programs. While I still hold work life balance programs in a high regard, as a result of
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conducting the literature review I have come to realize that such programs can also cause certain

drawbacks, and challenges to the organization. Therefore, I am now more objective in relation to

the actual benefits that work-life balance programs can enable. What I have found most

surprising is that prior to conducting this research I've always viewed work life balance as an

advantage, however, I now understand that work- life balance programs can result in negative

impacts the program is not properly implemented. Therefore, I have changed as a result of this

experience as I am more open minded in the sense that while implementing a policy might have

good intentions to bring about positive impacts the actual results may be the opposite if the

policy is not strategically carried out.

Interview with Dr. Kevin Low

Dr. Kevin Lo of the University of San Francisco believes that whilst it does not have to

be a formal policy, work-life integration increases employee productivity (K. Lo, personal

communication, December 4, 2016). Dr. Lo also believes that among other factors, work-life

integration can help employees feel happier and more supported by the organization (K. Lo,

personal communication, December 4, 2016). Furthermore, work-life integration sends a signal

to the employee that the organization trusts him/her and is willing to let them be more

autonomous in their work (K. Lo, personal communication, December 4, 2016). As mentioned

by Dr. Lo while it's difficult to determine if work-life balance policies increase employee

retention in the workplace; a work-life integration policy may reduce burnout and attrition (K.

Lo, personal communication, December 4, 2016). However, there are many factors that lead

employees to leave an organization (K. Lo, personal communication, December 4, 2016). Dr. Lo

states that he would not necessarily cite a work-life integration policy as a necessarily component

to increasing retention (K. Lo, personal communication, December 4, 2016). As mentioned by

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Dr. Lo there are many policies or characteristics of an organizational culture which might

increase retention or, conversely, increase attrition. According to Kokemuller (n.d.) in human

resources attrition refers to the gradual loss of employees over a period of time. Furthermore,

according to Dr. Lo, there is a relationship between the use of work-life balance programs and

the organizational culture (K. Lo, personal communication, December 4, 2016). He states that

the relationship between the two is highly mechanistic and that a formal organization might not

lend itself as well to a formal work-life integration policy (K. Lo, personal communication,

December 4, 2016). Furthermore, Dr. Lo believes that more organic, information organizations

would be more inclined to adopt work-life integration policies (K. Lo, personal communication,

December 4, 2016).

Interview with Mr. Mario Ebanks, MBA

According to Mario Ebanks MBA, founding member of the Cayman Islands Society of

HR Professionals, previous Director of the Department of Labor and Pensions and current Chief

Human Resource Officer at the Cayman Islands work life balance programs especially if actively

promoted by the organization, can be a powerful catalyst for propelling an organization towards

being more effective and successful (M. Ebanks, personal communication, December 6, 2016).

As mentioned by Mr. Ebanks the key driver for this to occur is as a result of employees feeling

that the organization has their best interest at heart, this is also a sentiment that was shared by Dr.

Kevin Low of the University of San Francisco. Mr. Ebanks advised that when employees feel

that the organization has their best interest at heart this often express their gratitude by being

more committed and productive successful (M. Ebanks, personal communication, December 6,

2016).
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As stated by Mr. Ebanks there are various reasons why an organization would want to

implement a work-life balance policy (M. Ebanks, personal communication, December 6, 2016).

Additionally, some organizations may have a written policy or it may be enshrined within their

core values or strategy (M. Ebanks, personal communication, December 6, 2016). According to

Mr. Ebanks, some organizations may feel that such a policy will translate into greater

productivity thereby enabling greater profits (M. Ebanks, personal communication, December 6,

2016). Additionally, some organizations may feel that providing work- life balance programs in

the right thing to do in order to build a better community of social and or family fabric (M.

Ebanks, personal communication, December 6, 2016). In some cases, organizations may

implement work-life balance programs in order to effective utilize their facilities, equipment, or

other resources (M. Ebanks, personal communication, December 6, 2016). As an illustration,

organizations can effectively use resources such as office space, office equipment by having

work-life balance programs such as flextime or telecommuting (M. Ebanks, personal

communication, December 6, 2016).

Mr. Ebanks believes that there is evidence that work-life balance programs help

employees to be more motived and productive in the organization. He has said that throughout

the years there have been studies that show a direct correlation between such policies and the

engagement of employees (M. Ebanks, personal communication, December 6, 2016). As

mentioned by Mr. Ebanks if employee engagement increases likewise employee productivity

will also increase (M. Ebanks, personal communication, December 6, 2016). Furthermore, if an

employee is happy and his / her human factors are being addressed in a sensitive way,

productivity will also increase (M. Ebanks, personal communication, December 6, 2016). Mr.

Ebanks stated that there is great potential for work-life balance programs increasing employee
Running Head: Work Life Balance Impacts
22

retention and that he is certain that there have been tracer studies and other empirical evidence of

this relationship (M. Ebanks, personal communication, December 6, 2016). According to Mr.

Ebanks, these types of non-monetary benefits can be significant motivators for the longevity of

the workforce (M. Ebanks, personal communication, December 6, 2016).

Similarly, to Dr. Kevin Lo Mr. Ebanks also believes that there is a connection between

the use of work-life balance programs and the organizational culture. As indicated by Mr.

Ebanks, in order for an organization to have an effective work-life balance policy, the policy

cannot be introduced or sustain in a vacuum, or simply for financial or public relations purposes

only (M. Ebanks, personal communication, December 6, 2016). Additionally, the organization

has to be authentic in introduction work life balance programs (M. Ebanks, personal

communication, December 6, 2016). According to Mr. Ebanks, work-life balance programs

must be intertwined with the overall strategy and objectives of the organization (M. Ebanks,

personal communication, December 6, 2016). Additionally, work-life balance programs must be

well thought-out and holistic programs, otherwise, it will become obvious that the program is not

authentic its purpose organization (M. Ebanks, personal communication, December 6, 2016).

Furthermore, work-life balance programs must coincide with the mission, vision, and core values

of the organization (M. Ebanks, personal communication, December 6, 2016).

As indicated by Mr. Ebanks there are tracer studies and empirical evidence which

supports that work-life balance programs and satisfied employees translate to a return on

investment for the organization. (M. Ebanks, personal communication, December 6, 2016).

According to Mr. Ebanks, such evidence includes a study which was conducted by the Investors

In People Program, where the adoption of a suite of benefits programs, such as work-life balance

resulted in positive financial gains for the organization (M. Ebanks, personal communication,
Running Head: Work Life Balance Impacts
23

December 6, 2016). As mentioned by Mr. Ebanks there are various challenges posed when

implementing work-life balance programs as some of the tasks require some level of sacrifice to

work seamlessly and to not be disruptive to the organization (M. Ebanks, personal

communication, December 6, 2016).

However, Mr. Ebanks states that if there is a commitment to such programs from the top

of the organization, for example, the Chief Executive Officer is seen as the "champion" of the

program. Therefore, if the program is properly planned and implemented; it can be implemented

smoothly and can achieve the desired results (M. Ebanks, personal communication, December 6,

2016). Due to business demands, lack of resources and the often-clarion call of "doing more with

less", these pressures can pose a challenge for implementing work-life balance and similar

programs (M. Ebanks, personal communication, December 6, 2016). However, Mr. Ebanks

believes that if the long-term mutual benefits are considered, then the challenge or resistance to

such programs will become less of a hurdle (M. Ebanks, personal communication, December 6,

2016).

Limitations
I was not able to accomplish a great deal of learning new information about

organizational behavior or my chosen topic of work-life balance during the seminar on

Organizational Behavior. However, the seminar was an absolutely amazing and once and a life

time experience. I would have liked to fulfill my learning goals as it relates to improving my

knowledge and understand of the core areas of organizational behavior. I was able to accomplish

some of these unfulfilled goals by conducting a very thorough and in-depth literature review of

work life balance. By conducting the literature review on work-life balance I've greatly improved

by overall knowledge on this important subject area. I've always viewed work life-balance
Running Head: Work Life Balance Impacts
24

programs as be advantageous to the organization as well as the employee. While this may be true

I have learned that in order for the program to be successful it must be implemented corrected

and continuously monitored, evaluated, and revised and revisited.

Additionally, I've also come to understand that in certain scenarios work-life balance

programs can have an undesired effect on the organizations if the program is not properly

implemented. Although, I have significantly improved by overall knowledge and understanding

of work life balance via conducting research and a literature review it would have been

beneficial to learn more about this topic and heats the perspective of HR professional on how

organizations can assist employees in maintaining a good work-life balance. I am very keen on

expanding my knowledge on this topic and I am also very passionate about it, therefore, I intend

to fulfill my goal of learning more about work-life balance and organizational behavior my self-

learning, research as well as sharing views and opinions with other students and HR

professionals

Summary and Conclusion

In, conclusion programs and policies which support work-life balance enable significant

benefits to organizations as well as their employee. Benefits to organizations to implement work-

life balance programs are said to have a competitive advantage in attracting, motivating, and

retaining employees. Additionally, the literature review supports that there are significant

advantages of implementing a policy or program to better allow employee to balance both family

and work roles. However, in order to be successful, it is imperative for policies supporting work

life balance to be purposefully implemented and continuously monitored and evaluated for

efficacy. Advantages of work life balance programs include increased employee morale,
Running Head: Work Life Balance Impacts
25

increased job satisfaction, increase employee motivation, increased employee productivity,

increase employee retention, and reduced absenteeism and turnover. Additionally, while work

life balance is important and enables many business benefits there are also challenges and

potential disadvantages of implementing such policies. Therefore, work-life-balance programs

should be strategically planned in order for the desired benefit to be achieved.

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Reference

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