Indien Jura oss and Welling 213,49) 185.1817 ews phoma ie (©2013 indian Anaintion of Heal, Resch nd Wales A study on work life balance and performance management in female teachers ‘Nisha Goyal, Sunaina Jain and Ritu Jain Department of Commerce, F.C. College, Hisar, Haryana The purpose ofthis paper i 1 Find he various factors effecting the work ie balance and performance of women academician. The sample wat comprised o 50 female teachers in the age range of 30-40 years from school and college level. As wekow timehas been changed women hae playa vital role in society. is vy dificult for them tome abalance with their work and performance along ber family responsibil. Toanalyze the data statistical tool ike frequency, mean cc. he Been wed, The resus indicated that authority pressure, unreasonable groups tnd confit between ther role and esponsibility affect thee work. Factors like stesso overloaded work ace theirperformance. Keywords: work family balance, performance management Indian families are undergoing rapid changes due to the inereased ‘pace of urbanization and modernization. Indian women belonging to all classes have entered into paid occupations. At the present time, Indian women's exposure to educational opportunities is ‘substantially higher than it was some decades ago, especially in the ‘urban sesting. This has opened new vistas, increased awareness and. raised aspirations of personal growth. This, along with economic, pressure, has been instrumental in influencing women's decision to ‘enter the work force. Anincreasing numberof articles have promoted, the importance of worklife balance. This highlights the current concer within society and organizations about the impact of ‘multiple roles on the health and well-being of professional women, and its implications regarding work and family performance, and ‘women's rolein society. ‘Work life balsnceis about people having a measure of contol over ‘when, where and how they work. Itis achieved when an individual's right to fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, ‘business and society, Work Life balance has always been aconcem of those interested in the quality of working life and its relation 10 ‘broader quality of life Guest (2002). The articulation of work and life, cast as work-life balance, has become a key feature of much ‘current government, practitioner and academic debate Eikkhob, Warhurt & Haunschild, (2007), It is believed that balancing a ‘successful career with a personal or family life can be challenging ‘and impact on a person's satisfaction in their work and personal life's roles Broers (2005). Dundas (2008) argues that Work Life balance is about effectively managing the juggling ct between paid work and, allother activities that important to people suchas Family community ‘ctivities, voluntary works, personal development and leisure and recreation, The ability to balance between workplace’s needs and persona ife'sneeds perceived asanimportant issue among workers ‘lobally and academics in higher education institutions were not excluded Mohd Noor, Stanton& Young (2009). .iducational institutions are regarded as knowledge industry and theseare related to creation of knowledge, All other activities and industries will be ‘meaningless if knowledge is not created by some institutions oF Correspondence should be seat fo Nisha Goyal Department of Commerce, F.C. College, Hisar, Haryana people. The persons engaged in creation and imparting knowledge Aare very important ones forall societies and countries in the wor'd. Effectiveness and efficiency of these persons depend upon the balance oftheir work life and famiy and personal life in this regard. In this paper an endeavor has been made to discuss about how ‘women academicians cope up with their work and performance. Is their any relationship between work life balance and performance management? Hochschild (1997) has noted, there is an inevitable temptation to use the promotion of work-life balance policies to enbance commitment to the organization. I the pressure to attract more ‘women into work lessens, will the concern for work-life balance also iminish? A comparative analysis across Europesn countries might help to shed somelight on ths issue. Clark (2000) defines balance as “satisfaction and good functioning at work snd at home with @ minimum of role conflict” In the UK, Green (2001) among others, has shown that intensification of work has reached a point where there is very litle slack inthe working day. Typical examples include the jobs of those ‘working in cal centers where incoming calls are placed in a queue and where there is a predetermined response time and pattem, The ‘annual CIPD surveys have identified that one of the areas where ‘workers believe the organization is least likely to keep its promises cconcems the demands on ther time, In the same surveys, subjective reports of effort show, typically, that about 30 per cent say “T arn ‘working as hard as I can and could net imagine being able to work any harder" farther 45 percent say “Iam working very hand” and mostofthe restsay "Tam working quite hard”. Invariably, less than S per cent will admit to “not working particularly hard”. In other ‘words, people are feling the pressure Delecta(2011) defines those who think thatthe main objective in lifes to work, their career becomes the care oflife. This study has the potential to enable the working people to consider their stand point in terms of work life balance and the executives to gain new perspective. Sandeep(2012)defines that thereis astrong perception ‘among the employees that itis important toachieve balance between ‘work & personal lif, and it enables people to work better & should bea joint responsibility of Employer & Employee. To improve the ‘organizational performance, WLB should be properly communi- cated to the employees & awareness regarding policies should be