Work–life
balance is a concept including proper prioritizing between “work”
(career and ambition) and “lifestyle” (health, pleasure, leisure, family &
spiritual development/meditation). This is related to the idea of lifestyle
choice.

Work-life
balance (WLB) means effectively combining working life with private obligations
or aspirations (Littig, 2008). According to Taylor (2003), there are many
different definitions of the term work-life balance. He argues that ‘balance’
is presumed to exist between the paid work we perform and the lives we lead
outside our job. But in reality, life and work overlap and interact. According
to Lockwood (2003) and McMillan, Morris & Atchley (2012) WLB has different
meanings depending on the context in which it is used.

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Work-Life
Balance does not mean an equal balance. Trying to schedule an equal number of
hours for each of your various work and personal activities is usually
unrewarding and unrealistic. Life is and should be more fluid than that. Your
best individual work-life balance will vary over time, often on a daily basis.
The right balance for you today will probably be different for you tomorrow.
The right balances for you when you are single will be different when you
marry, or if you have children; when you start a new career versus when you are
nearing retirement. However, at the core of an effective work-life balance
definition are two key everyday concepts that are relevant to each of us. They
are daily Achievement and Enjoyment, ideas almost deceptive in their
simplicity.

Since
it is a very wide domain of study, therefore, researchers have tried
investigating it under different scopes, including information systems (Frolick
et al., 1993), gender-based study paradigms (Nelson et al., 1990; Wayne &
Cordeiro, 2003), business management (Konrad & Mangel, 2000), psychology
(Hegtvadt, et al. 2002), sociology (Glass & Estes, 1997) and most notably
in human resource management area (Hill et al., 1989; De Cieri et al., 2005). More
importantly, since technology has paved ways for telecommuting and freelancing
modes of employment, which literally has proven many earlier assumptions as
invalid related to this area of human sciences (Rapoport et al., 2002).

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