This document discusses challenges in achieving work-life balance, particularly for women physicians and mothers in leadership positions. It outlines key challenges such as spending extensive time on childcare, lack of networking, and gender inequality. The future of work-life balance is also examined, with both optimistic and pessimistic views presented. Scandinavian countries are highlighted for their success in achieving economic growth while promoting progressive social programs and low working hours. Maintaining a balance is emphasized as important for quality of life. The document concludes by reiterating the importance of balance in life.

1. Demonstration of the concept of
Challenges in Work – Life Balance
Aim
Multi Document
Summarization
Episode 2: Challenges in Work – Life Balance
Group B-4
Senior Officer Management Course: SOMC-33
38: Dr. Hassan Ullah 53 : Mr. Shahid Mahmood
63: Mr. Shaikh Abdullah 65 : Mr. Zia ul Haq

2. Literature Review

3. Outline of Presentation
• What is Work life balance (WLB)
• Challenges for WLB for Women
Physicians/Mothers in leadership Position
• The future of WLB 2025
• Countries examples (Europe & Scandinavia)
• Work-family balance & Quality of Life
• Conclusion
• Q&A

4. Work life Balance
It is a broad concept including prioritizing
between work (career and ambitions) on one
hand and life (health, pleasure, family and
spiritual development) on the other hand.

5. Sporadic focus on career development
Time consuming child care
Responsibilities for family life
Woman’s tendency toward understatement
Gender Inequality
Non Networking
Man’s behavior
Boreout/Burnout syndrome (under
utilization/ excessive work)
Glass ceiling (invisible barrier)
Challenges – Women Physicians/ Working Mothers

6. Family behavior
Hobbies (sports activities)
Friends circle
Patients positive feedback (in medical
profession)
Encouragement and support from fellow
employees
Coaching and mentoring programs
Main Source of Energy for Working

7. Case Study on WLB for Women
• The aim of this study to perform SWOT analysis
was used to analyze different parameters that
influence career development for women with
families.
• First, to perform a strengths, weakness, opportunities,
and threats (SWOT) analysis
• Second, to create a strategic concept for career
development.

8. Strength
Weaknesses
Opportunities
Threats
internal characteristics
that give an individual
an edge over others
for career
development
internal
characteristics that
are disadvantageous
for career
development
external chances to
improve the
position
external elements in
the environment
that could be
problematic for the
position

9. • Management of
family affairs
• Knowledge and
motivation of
leading
• Poor network
• Poor self-
confidence
soft skills (capacity
for team work,
empathy)
• Poor self-
representation
• Poor self-
confidence
• Burnout
• Boreout
Strength
Weaknesses
Opportunities
Threats

10. Strategic Concept for Career Development (for women)
Skills and
qualities
(related to
profession)
Time
management
Self-
confidence
Soft
skills
Support
(from
spouse
/family
member) Motivation
to become a
leader
Innovation
Commitment
to
Profession
Positive Energy
& Power
Flexibility
(work &
family life)
Allocation of
Resources

11. ………Continued
• One of the main factors for the disproportionately low
number of female physicians in medical leadership might be
the incompatibility of career and family.
• The glass ceiling effect on women’s upward mobility.
• The predominant responsibility for child care is still borne by
the woman.
• The inequality in allocation and interaction of different
resources, such as time, money, scope of decision making,
and physical, emotional, and social resources.
• Mentoring programs, coaching, networking, and support of a
partner or of other persons are required to strengthen female
soft skills and achieve a work–life balance.

12. The future of WLB 2025
The concept of the
future of work life
balance identifies some
of the challenges that
Europe will increasingly
face with respect to the
economic, social and
demographic changes.

13. Optimistic Approach
• Futurists and social researchers tend to cluster in two main
groups:
• Optimists like Nuala Beck and William Bridges predict
change with positive consequences for the economy and the
individuals.
• In the optimistic approach to future work and work-life
balance, everybody lives in a high-tech world where old work
structures disappear, allowing many to transform into mini-
entrepreneurs and knowledge workers.
• Future employment growth will be in the knowledge-intensive
and technology-based industries.

14. Pessimists Approach
• Pessimists like Jeremy Rifkin and Richard Barnet who
criticize change.
• The optimistic view is backed up by management
literature with two dominant themes:
• (1) Development of talent and human resources through high-
performance work systems, and
• (2) Growing worker participation in decision-making
• The pessimists focus on the negative aspects of the
technological revolution. In The End of Work, Rifkin
argues that the age of information and technology has
brought us closer to a workerless world.

15. Future challenges for Europe
• People already feel stressed out – and with the
looming prospects of longer working hours and
greater work intensity without increasing wages –
are crying out for better work-life balance.
• The EU’s goals for 2020 focus on three main
objectives:
• Sustainable growth
• Inclusive growth
• Transformation to a
knowledge economy

16. Challenges of Europe
European population projections 2010–2020 pct. change
Europe is aging, leaving fewer people to pay for social benefits
and more people supported by the state, especially in the
welfare states of Europe

17. The Scandinavian way
• Scandinavian countries have
been considered as best in
class, managing to achieve
economic growth and
progressive social welfare
programs at the same time as
compared to USA.
• They have been capable of
regularly adjusting to the chaotic
needs of modernization and
overachieve in the face of
challenges.

18. The Scandinavian way
• The Nordic countries have positively
stood out in a long list of international
studies as reigning among the
world’s richest and most competitive
countries while averaging almost the
lowest number of working hours
in the world.
• Now Asia are looking to Scandinavia
for inspiration for improving
conditions important to work-life
balance.

19. Solutions for Europe
• In order to analyze the future of work and work-life
balance it is necessary to examine the changing
labor force demographics and the evolution of
workers in the future.
• In Europe, the labor force is being reshaped by
three main demographic trends:
• Aging of the huge baby-boom generation
• The feminization of the workforce;
• Increasing cultural diversity as more immigrants enter
the labor force.

20. Work-family Balance
• Work–family balance is
generally thought to promote
well-being. Kofodimos
suggests that imbalance—in
particular work imbalance
arouses high levels of stress,
detracts from quality of life,
and ultimately reduces
individuals effectiveness at
work.

21. Results shows a
Decline in Quality
of life Index if greater
work load
WFB and Quality of Life

22. Quality of life of people
With total involvement
remains better than those
of low involvement in
either case
WFB and Quality of Life

23. The Final Thought
Remember the keyword
Balance
• Find the right balance that
works for you
• Always celebrate your
success and don’t dwell on
your failures
• Life is a process-----and so
is striving for balance in
your life

24. “Life is all about balance,
too much and too little
can kill. The best way
to balance life is by
setting your boundaries
in learning to say
enough”

25. Thank you
& QA