This week’s readings outlined the benefits and challenges to organizations implementing work-

life policies. An organization can create policies, but cultural change requires more than just a
change in policy. As your reading points out:

 Policies are sometimes under-utilized by career-oriented professionals.

 Users may face stigma; career backlash; glass ceiling effect.
 Policy use is sometimes not supported by management.

Absenteeism, supervision, equity, performance, customer service and the overall creation of
more work for managers who have to coordinate the implications of more complex policies are
among the most prevalent concerns of among management when considering the
implementation of these types of policies.
Given the valid concerns, what are the benefits—both tangible and to the culture of an
organization that undertakes the adoption of policies designed to help employees with work-life
balance?
What does an organization stand to gain if it can work through the growing pains of
implementation?
Have you worked as an employee—have you worked for an employer who offered work-life
policies?
How were they implemented?
Were you able to use them?
Discuss your experiences as they relate to what you’ve read.
Benefits of Work-Live Balance
Work-life balance is having great benefits to not just employees but also employers.
From the employees side, a good work-life balance can enable employees to feel more in
control of their working life and lead to the result of increasing of their productivity, lower
absenteeism in any reason such as does feel like to work, be happier, having less stress at
work, getting healthier because having more time for sport activates, be more loyal to the
company, and giving more respect to employer and the company. On the employer side, a
work-life balance working environment will create more production as employees increased
their productivity, better communications and team work as more trust from employees,
increased engagement and commitment levels, increase team morale towards company goals,
cost saving on staffing and recruitment because of lower turnover (Effectivespend, 2017).
Personal Experience
I remember an international company that I worked for offered work-life policy in
various ways:
Flexibility. The company allow us to work in flexible hours as we have to attend different
conference calls at different time zone, any overtime will be acclimated to a time bank which
can claim back when need.

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 Resources. Instead of flying over for meetings, the company encourages us to use video
conference, this could save both company resources and employees working time. Moreover,
the company offers dining hall and gym center for staff.
Leave. HK Labor law require employers offers not less than 7 days annual leave per annual.
But our company is offering 14 days for general staff and 16 days for managerial grading
staff. All employees also entitled to birthday leaves. In January 2018, the Statutory Paternity
Leave (2018) under The Employment (Amendment) (No.3) Ordinance 2018, revised that
male employees with child born on. Or after 18 January 2019 are entitled to 5 days paternity
leave for each confinement of their spouse/parent, while our company offers 7 days full pay
leave.
I believe the company was offering a beyond government minimum requirement
policy, as well as encourage employee to be work-life balance. As one of their employees, I
was really enjoyed because my daughter was just born when I joint this company, flexible
working hour was given me more time to be with her, so as work from home.
Conclusion
Introducing work-life balance is giving both employer and employee with great
benefits. However, there are lots of employer still believe that employees working overtime
meaning they are hardworking, working 9-5 is minimum requirement. Employers should
understand the benefits of work-life balance and re-consider their policies.
References:
Effectivespend. (October 23 2017). How work-live balance can benefit your organization.
Asure. https://www.asuresoftware.com/blog/how-work-life-balance-benefits-your-
organization
Statutory Paternity Leave. (January 18, 2018). The Employment (Amendment) (No.3)
Ordinance 2018. The Government of the Hong Kong Special Administrative Region.
https://www.labour.gov.hk/eng/news/EA(3)O2018.htm

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