work life balance

2. The Work Life Balance
1. Relationship with Quality of Life
2. Challenges for Woman Physicians / Mothers
3. Future of Work and Work – Life Balance

3. Definition
 To demonstrate equally positive commitments to different life
roles (i.e hold a balanced orientation to multiple roles)
 Role balance is a tendency to become fully engaged in the
performance of every role in one’s total role system
 Work – Life balance is also expressed as achieving satisfying
experiences in every life domain

4. Measurement
 Definitions of work – life balance share a common element
Equality or Near Equality
 Equality is balance between : Inputs and Outcomes
Inputs Outcomes
Personal Resources (Attention,
Time, Involvement, Commitment)
Satisfaction
 Based on measurement Work – Life balance is “the extent to
which each individual is equally engaged in and equally
satisfied with in work and family role”

5. Components
 Time Balance
 Involvement Balance
 Satisfaction Balance

6. Components
 Positive Balance refers to High levels of Time, Involvement
and Satisfaction
 Negative Balance refers to Low levels of Time, Involvement
and Satisfaction

7. 1. Relationship
Work – Life Balance and Quality of Life
 Multiple role engagement buffers or protects individuals from
the effects of negative experiences in any one role
 Balanced individuals experience less role overload, greater
role ease and less depression
 A balanced involvement in work and family roles may also
reduce chronic work family conflict

8.  The beneficial effects of balance are based on the assumption
of +ive balance as +ive balance has more substantial impact
on Quality of Life
 The –ive balance on the other hand has very little benefit on
the Quality of Life
Work – Life Balance and Quality of Life

9. Hypothesis
1. The relation b/w balance and quality of life is stronger for
individuals:
i. who devote a substantial amount of time and involvement
ii. who are highly satisfied with
their combined work and family roles.
2. Interaction b/w:
i. Time balance and total time devoted to
ii Involvement and total involvement in
iii Satisfaction balance and total satisfaction with
work and family predicting quality of life is mediated by work
family conflict and stress

10. 2. Challenges for Woman Physicians / Mothers
In Leadership Positions
Facts
 No of women entering academics are equal
 But there are less promotions
 No of women in leadership position are less

11. SWOT Analysis
Strengths Weaknesses
• Immense Scientific Interest
• Desire of excellent job
performance
• Flexibility to solve disputes of
work life
• Organizing ability
• Self motivation to achieve a
leadership position
• Children, obstacle for growth
• Family life, child care, child
education
• Low self confidence
• Gender (due to childcare and
child education)
• Poor presentation of own skills,
personality and success
Opportunities Threats
• Mentor or partner advise to apply
for leadership position
• Positive feedback in the career
• Harassment at work
• Lack of woman network (mentors,
role models)

12. Actions on SWOT Analysis
a. Reliable and supervised childcare
b. Flexible kindergarten timings
c. Financial support of children by Govt.
d. Personal success at work gives strength
e. Hobbies also give strength
f. Courage & self confidence helps to address –ive comments
g. Time management and strategic planning
h. Priorities to be set to avoid imbalance and work stress
i. Delegate time consuming and unimportant tasks

13. 3. Future of Work and Work – Life Balance
Time is scarce resource, and the more time one devotes to
work and career, the less time is available for leisure, family
and self development.
In future technology and organizational forms could change
the playing field.