Worklife balance 1

Worklife balanceWorklife balance is a broad concept including proper prioritizing between "work" (career and ambition) on theone hand and "life" (Health, pleasure, leisure, family and spiritual development) on the other. Related, thoughbroader, terms include "lifestyle balance" and "life balance".

HistoryThe work-leisure dichotomy was invented in the mid 1800s.[1] [2] In anthropology, a definition of happiness is tohave as little separation as possible "between your work and your play."[3] [4] The expression "Worklife balance"was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work andpersonal life.[5] In the United States, this phrase was first used in 1986.Most recently, there has been a shift in the workplace as a result of advances in technology. As Bowswell andOlson-Buchanan stated, increasingly sophisticated and affordable technologies have made it more feasible foremployees to keep contact with work. Employees have many methods, such as emails, computers and cell phones,which enable them to accomplish their work beyond the physical boundaries of their office. Employees may respondto an email or a voice mail after several hours or during the weekend, typically while not officially on the job.Researchers have found that employees that consider their work roles to be an important component of theiridentities, they will be more likely to apply these communication technologies to work while in their non-workdomain. [6]

Some theorists suggest that this blurred boundary of work and life is a result of technological control. Technologicalcontrol emerges from the physical technology of an organization [7] . In other words, companies utilize email anddistribute smart phones to enable and encourage their employees to stay connected to the business even when theyare not in the real office. This type of control, as Barker would argued, replaces the more direct, authoritariancontrol, or simple control, such as managers and bosses. As a result, communication technologies in the temporaland structural aspects of work have changed, defining a new workplace in which employees are more connected tothe jobs beyond the boundaries of the traditional workday and workplace [8] . The more this boundary is blurred, thehigher work-to-life conflict is self-reported by employees [9]

Many Americans are experiencing burnout due to overwork and increased stress. This condition is seen in nearly alloccupations from blue collar workers to upper management. Over the past decade, a rise in workplace violence andan increase in levels of absenteeism as well as rising workers compensation claims are all evidence of an unhealthywork life balance.Employee assistance professionals say there are many causes for this situation ranging from personal ambition andthe pressure of family obligations to the accelerating pace of technology.[10]. According to a recent study for theCenter for Work-Life Policy, 1.7 million people consider their jobs and their work hours excessive because ofglobalization.These difficult and exhausting conditions are having adverse effects. According to the study, fifty percent of topcorporate executives are leaving their current positions. Although sixty-four percent of workers feel that their workpressures are "self-inflicted", they state that it is taking a toll on them. The study shows that seventy percent of USrespondents and eighty-one percent of global respondents say their jobs are affecting their health.Between forty-six and fifty-nine percent of workers feel that stress is affecting their interpersonal and sexualrelationships. Additionally, men feel that there is a certain stigma associated with saying "I can't do this".

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United States historyThe first enforceable hours' law in the United States was in 1874 when Massachusetts enacted a law which limitedthe amount of time that women and children could work each week.[1] This limit was set at sixty hours per week.Similar laws were later adopted by about half of the countrys states. Only men in exceptionally hazardous jobs werecovered in early legislation and most had no limit to the number of hours their employers could have them work.Ten-hour workdays were accepted in the agriculture industry during certain seasons and six-day workweeks were notunheard of. Bakers did not win the right to work less than ten hours per day until 1905 with the court case ofLochner vs. New York.The general presumption during this period was that the courts would allow regulation of labor concerning womenand children, who were thought to be incapable of bargaining on an equal footing with employers and in special needof protection. Men were allowed freedom of contract unless it could be proven that regulating their hours served ahigher good for the population at large.[2]During the turn of the twentieth century, the push for an eight-hour workday was geared primarily toward raising thehourly wage. The idea was that by maintaining the current weekly pay while lowering working hours, a fairer rate ofpay would result. The slogan, Whether you work by the piece or work by the day, decreasing the hours increases thepay, seemed to carry the mood of the day. [3]The early twentieth century laid the groundwork for the idea of work-life balance. Advancements in social scienceswould move the focus towards the impact of long hours on the physical and mental health of the employee.At this time, however, the new information was used to enhance productivity for the company. The shorter hoursmovement began to focus on the fact that an overworked employee is more prone to injury or mistake and becomesless productive. Josephine Goldmark wrote a book in 1912 detailing this fact and the Federal Public Works Act waspassed the same year.This new act required a forty-hour workweek for employees of government contracted firms. Over the next tenyears, the government passed legislation requiring a forty-hour work week for individual industries nearly every timethe issue arose in court.[4]When the employees of the steel industry failed to obtain a reduction from their eighty-four-hour work week in 1919,the industry soon allowed their employees an eight-hour workday, a four hour per day reductiona move broughtabout by much arm-twisting on the part of President Harding. [5]By the 1920s, the average work week was fifty hours and was considered a great stride and well-earned award forAmericas working man. (Whaples) The push for fewer hours had come to a close, but they had one more hurdle toovercome. The new concentration was on the ability to work half a day on Saturdays or have the day off completely.The ability to have two days of rest was unprecedented, but was considered vital to finalize an ethical work schedule.Pressure was put on businesses to make the change, especially in industries and cities with a large number of Jewishworkers (since the Jewish Sabbath is on Saturday), and they finally achieved this goal by the end of the decade.Where only thirty-two firms had a five-day workweek in 1920, nearly half had adopted the practice by 1927. [6]Their success was short lived. In the 1920s, the workers were coaxed into believing that they wanted to work longerhours and that they would be harmed by measures that limited how many hours they were allowed to work. Socialscientists would later name this force the gospel of consumption. Beginning in the 1920s, advertisers persuadedAmericans that happiness would not come from leisure time, but from purchasing commodities, and he concludedthat this made it easier for managers to allow workers to make more money by working longer hours. [7]Social scientists would conclude that a new work ethic began as Americans left the psychology of scarcity andadopted one of abundance. Some argue that this mentality of consumption or consumerism persists to this day. [8]During the twentieth century, the average workweek has changed drastically. In 1900, the average workweek inmanufacturing was approximately fifty-three hours. However, the workweek is responsive to business conditions.During the Great Depression, the average number of hours for production workers in manufacturing dropped to 34.6

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each week. During World War II, hours worked rose to forty-five each week.The normal range of hours worked during the four decades after World War II was thirty-nine to forty-one hours;(Whaples) however, starting in the 1990s, factory workweek hours began to exceed forty-one hours. As previouslymentioned, Americans work approximately 47.1 hours each week; some employees work up to seventy hours.Therefore, it is safe to state that the average number of hours Americans presently work each week is the highest ithas been in nearly seventy-five years.In 1900, only nineteen percent of women of working age were in the labor force. In 1999 sixty percent of womenworked outside the home. Even if the hours worked were slightly higher at the turn of the century, most householdswere supported by one paycheck. In 1900, eighty percent of American children had a working father and astay-at-home mother; however, by 1999, that figure was only twenty-four percent. [9]During the Great Depression, working hours were reduced. By 1932, approximately fifty percent of Americans wereworking a shortened work week. Instead of reducing wages, employers decided to lay off many workers andattempted to protect the employees that remained by encouraging them to job share.President Hoovers Commission for Work Sharing pushed voluntary hours reductions, and it is estimated that nearlythree to five million jobs had been saved. (Whaples) Companies such as Sears, General Motors, and Standard Oilreduced the number of days worked each week, and Akron began a six-hour workday. The AFL began to call for afederally-mandated thirty-hour workweek. [10]By 1933, some experts were predicting that the thirty-hour workweek was within a month of becoming federal law.[11] Congress began hearings on mandating the thirty-hour workweek, and the Senate even passed the bill (whichwas written by Hugo Black and sponsored in the House by William Connery) fifty-three to thirty.Newly-elected President, Franklin Roosevelt initially supported the bill, but had second thoughts when he realizedthat the bill had a provision to forbid importation of goods produced by workers who worked longer than thirty hoursa week. Instead, Roosevelt began to support the National Industrial Recovery Act. Labor leaders were encouraged tosupport the NIRA instead of the Black-Connery Thirty-Hour Bill with a guarantee of union organization andcollective bargaining. With the threat of a mandated thirty-hour work week, businesses fell into line. [12] Whenspecifics codes for the NIRA were drawn up, shorter hours were no longer a genuine concern.[13]After the Great Depression ended, the average weekly hours worked began to rise. (According to the Bureau ofLabor Statistics, in 1934 the average hours worked each week was approximately thirty-four hours). During WorldWar II, hours increased by approximately ten hours a week but, in the aftermath of the war, weekly work hoursaveraged forty hours. [14]With automation of the workplace in full swing by the 1970s, large numbers of women began entering the workforce and an awareness of stress rose to the forefront [15] In the publication Type A Behavior and Your Heart,cardiologists Meyer Friedman and Ray H. Rosenman wrote about the hurry sickness common toworkaholicspeople who had no friends and who never relaxed or went to museums [16]In the late 1970s, Professor Robert Karasek of the University of Lowell (now known as University of MassachusettsLowell) developed a method for analyzing stress-producing factors in the workplace. It has been widely employed toexamine workplace pressures and their relationship with research data on coronary heart disease, musculoskeletalillnesses, psychological strain and absenteeism. Karasek explains, In situations where an individual has highdemands on him and low control, the undesirable stress of work and other situations becomes problematic. [17]The 1980s brought new complaints of work-life balance related stress. This time period was given such names asthe ME generation, the age of narcissism and the pursuit of loneliness.[18] The number of cases of emotionaldepression in the United States was believed to have doubled between 1970 and 1990.What you do is what you are was the common and unhealthy assumption. According to 'The Workaholic Syndrome', written by Judith K. Sprankle and Henry Ebel, By their sheer numbers and the consequently narrowing opportunities at every upward run of the organizational ladder, the baby-boomers have been compelled to do more,

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to move faster, to compete harder. They, in turn, have set the pace for other age groups. The signs of increased stressare legion and have been intensified by an economic climate that mandates that if we marry at all, we marry aworking spouse. [19]In the late 1980s, the computer revolution was not only responsible for corporate downsizing, but also increasedthe demand of employee output. Social critic Jeremy Rifkin states, Back in the agriculture-based society, peoplewere more attuned to generatively [20], and middle-stress disorders and diseases of affluence were not part of life.They werent triggered until the Industrial Age, and now the Information Age has worsened them. Nowadays, insteadof seconds, its nanoseconds. We have moved from designing a schedule that real people can execute in whatevertime it takes them, to a program which people can monitor but cant affect. [21]In the 1980s, the number of workers compensation claims for gradual mental stress began to rise. Claims rosefrom 1,844 cases in 1981 to 15,688 in 1999 in the state of California alone. Because of the large number of cases aswell as evidence of numerous cases of fraud, efforts were made in the early 1990s to reform the workerscompensation program. Led by Republican Governor of California Pete Wilson and Democratic Party Stateassembly Speaker Willie Brown, the new law stated that claimants had to prove that stress was at least 51 percent ofthe reason for their illness. [22]Unfortunately, because of these reforms some feel that it is now extremely difficult to be approved for workerscompensation. John Burton, dean of the school of management and labor relations at Rutgers University feels thatpart of the reason for the decline is that a number of states made it difficult to get stress into the system.So even if the stress is out there, its not showing up (in the compensation statistics). Some of it shows up in therising violence, which is a crude proxy for the stress out there. [23]

Work statisticsAccording to a survey conducted by the National Life Insurance Company, four out of ten employees state that theirjobs are "very" or "extremely" stressful.[10] Those in high-stress jobs are three times more likely than others tosuffer from stress-related medical conditions and are twice as likely to quit. The study states that women, inparticular, report stress related to the conflict between work and family.

Stress and work-life balanceThe number of stress-related disability claims by American employees has doubled according to the EmployeeAssistance Professionals Association in Arlington, Virginia. Seventy-five to ninety percent of physician visits arerelated to stress and, according to the American Institute of Stress, the cost to industry has been estimated at $200billion-$300 billion a year.[11]Steven L. Sauter, chief of the Applied Psychology and Ergonomics Branch of the National Institute for OccupationalSafety and Health in Cincinnati, Ohio, states that recent studies show that "the workplace has become the singlegreatest source of stress".[10] Michael Feuerstein, professor of clinical psychology at the Uniformed ServicesUniversity of the Health Sciences at Bethesda Naval Hospital states, "We're seeing a greater increase in work-relatedneuroskeletal disorders from a combination of stress and ergonomic stressors".[11]It is clear that problems caused by stress have become a major concern to both employers and employees. Symptomsof stress are manifested both physiologically and psychologically. Persistent stress can result in cardiovasculardisease, sexual health problems, a weaker immune system and frequent headaches, stiff muscles, or backache. It canalso result in poor coping skills, irritability, jumpiness, insecurity, exhaustion, and difficulty concentrating. Stressmay also perpetuate or lead to binge eating, smoking, and alcohol consumption.According to James Campbell Quick, a professor of organizational behavior at the University of Texas-Arlington,"The average tenure of presidents at land-grant universities in the past ten years has dropped from approximatelyseven to three-and-a-half years".[11]

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The feeling that simply working hard is not enough anymore is acknowledged by many other American workers. Toget ahead, a seventy-hour work week is the new standard. What little time is left is often divvied up amongrelationships, kids, and sleep. [12] This increase in work hours over the past two decades means that less time willbe spent with family, friends, and community as well as pursuing activities that one enjoys and taking the time togrow personally and spiritually.Texas Quick, an expert witness at trials of companies who were accused of overworking their employees, states thatwhen people get worked beyond their capacity, companies pay the price. [10] Although some employers believethat workers should reduce their own stress by simplifying their lives and making a better effort to care for theirhealth, most experts feel that the chief responsibility for reducing stress should be management.According to Esther M. Orioli, president of Essi Systems, a stress management consulting firm, Traditionalstress-management programs placed the responsibility of reducing stress on the individual rather than on theorganization-where it belongs. No matter how healthy individual employees are when they start out, if they work in adysfunctional system, theyll burn out. [10]

Formation of the ideal worker and gender differencesFormation of the ideal worker and gender differences Work-life conflict is not gender-specific. According to theCenter for American Progress, 90 percent of working mothers and 95 percent of working fathers report work-familyconflict [13] . However, because of the social norms surrounding each gender role, and how the organization views itsideal worker, men and women handle the work-life balance differently. Organizations play a large part in how theiremployees deal with work-life balance. Some companies have taken proactive measures in providing programs andinitiatives to help their employees cope with work-life balance (see: Responsibility of the employer).Yet, the root of the work-life conflict may come from the organizational norms and ideologies. As a macro structure,the organization maintains the locus of power. Organizations, through its structure, practices, symbols and discourse,create and reproduce a dominant ideology. The dominant ideology is what drives organizational power and createsorganizational norms.At the top of the organizational hierarchy, the majority of individuals are males, and assumptions can be maderegarding their lack of personal experience with the direct and indirect effects of work-family conflict [14] . For one,they may be unmarried and have no thought as to what normal family responsibilities entail. On the other hand, thehigh-level manager may be married, but his wife, due to the demands of the husbands position, has remained athome, tending solely to the house and children. Ironically, these are the individuals creating and reformingworkplace policies [15] .Workplace policies, especially regarding the balance between family/life and work, create an organizational norm inwhich employees must fall into. This type of organizational behavior, according to Dennis Mumby, contribut[es] insome ways to the structuring of organizational reality, and hence organizational power. [16]

In other words, the reality of what employees experience, specifically in regards to work-life balance, is a directresult of power operating covertly through ideological controls. This is seen in the ideological norm of the idealworker. Many organizations view the ideal worker as one who is committed to their work above all else [17] .Ideal workers are those that demonstrate extra-role behaviors, which are seen as positive attributes.Alternatively, those who are perceived as having to divide their time (and their commitments) are seen not asdedicated to the organization. As research has shown, a managers perception of a subordinates commitment to theorganization is positively associated with the individuals promotabilty. Hoobler et al.s (2009) findings mirrored theperceived commitment-to-promotabilty likelihood [18] .Often, these perceptions are placed on the female worker. Managers who perceived their female employees of maintaining high work-family conflict were presumed as not as committed to the organization, therefore not worthy of advancement. This negatively impacts working mothers as they may be inaccurately perceived to have less

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commitment to their organizations than their counterparts, their advancement in organizations may be unfairlyobstructed [19] .Working mothers often have to challenge perceptions and stereotypes that evolve as a working woman becomes aworking mother. Working mothers are perceived as less competent and less worthy of training than childless women[20] . Another study, focusing on professional jobs, found that mothers were 79 percent less likely to be hired and aretypically held to a higher standard of punctuality and performance than childless women [21] . The moment when shebecomes a mother, a working woman is held at a completely different norm than her childless colleagues. In thesame Cuddy et al. (2004) study, men who became fathers were not perceived as any less competent, and in fact, theirperceived warmth increased.[22]

The ways in which corporations have modeled the ideal worker does not compliment the family lifestyle, nor doesit accommodate it. Long hours and near complete devotion to the profession makes it difficult for working mothersto participate in getting ahead in the workplace [23] . A Fortune article found that among the most powerful women inbusiness (female CEOs, presidents and managing directors of major corporations), 29 percent were childlesscompared to 90 percent of men ([24] ; [25] ).Should a woman seek a position of power within an organization, she must consider the toll on other facets of herlife, including hobbies, personal relationships and families. As Jeffrey Pfeffer states: Time spent on the quest forpower and status is time you cannot spend on other things, such as familyThe price seems to be particularlysevere for women [26] . Many executive jobs require a substantial amount of overtime, which as a mother, manycannot devote because of family obligations [27] . Consequently, it is nearly impossible for a working mother in a topmanagement position to be the primary caretaker of her child [28] .

Perceptions of work-life balance and gender differencesThis circumstance only increases the work-life balance stress experienced by many women employees.Research conducted by the Kenexa Research Institute (KRI), a division of Kenexa, evaluated how male and femaleworkers perceive work-life balance and found that women are more positive than men in how they perceive theircompanys efforts to help them balance work and life responsibilities. The report is based on the analysis of datadrawn from a representative sample of 10,000 U.S. workers who were surveyed through WorkTrends, KRIs annualsurvey of worker opinions.The results indicated a shift in womens perceptions about work-life balance. In the past, women often found it moredifficult to maintain balance due to the competing pressures at work and demands at home. [29]

Work-life balance concerns of men and women alikeSimilar discrimination is experienced by men who take time off or reduce working hours for taking care of thefamily.For many employees todayboth male and femaletheir lives are becoming more consumed with a host of familyand other personal responsibilities and interests. Therefore, in an effort to retain employees, it is increasinglyimportant for organizations to recognize this balance. [29]

Young generation views on work-life balanceAccording to Kathleen Gerson, Sociologist, young people are searching for new ways to define care that do not force them to choose between spending time with their children and earning an income" and are looking for definition of personal identity that do not pit their own development against creating committed ties to others".[30] [31] Young adults believe that parents should get involved and support the children both economically and emotionally, as well as share labor equally. Young people do not believe work-life balance is possible and think it is dangerous to build a life dependent on another when relationships are unpredictable. They are looking for partners to

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share the house work and family work together.[31] [32] Both men and women believe that women should have jobsbefore considering marriage; for better life and to be happy in marriage. Young people do not think their mothersgenerations were unhappy. They also do not think they were powerless because they were not economicallydependent.

Identity through workBy working in an organization, employees identify, to some extent, with the organization, as part of a collectivegroup [33] . Organizational values, norms and interests become incorporated in the self-concept as employeesincrease their identify with the organization. However, employees also identify with their outside roles, or their trueself [34] . Examples of these might be parental/caretaker roles, identifications with certain groups, religiousaffiliations, align with certain values and morals, mass media etc.Employee interactions with the organization, through other employees, management, customers, or others, reinforces(or resists) the employee identification with the organization [35] . Simultaneously, the employee must manage theirtrue self identification. In other words, identity is fragmented and constructed through a number of interactionswithin and out of the organization; employees dont have just one self.Most employees identify with not only the organization, but also other facets of their life (family, children, religion,etc.). Sometimes these identities align and sometimes they do not. When identities are in conflict, the sense of ahealthy work-life balance may be affected. Organization members must perform identity work so that they alignthemselves with the area in which they are performing to avoid conflict and any stress as a result.

Women

Today there are many young women who do not want to just stay at home and do house work, but want to have theircareers. In fact, women may lose their self-esteem and identities when they stay at home; young women hope thattheir lives will include strong ties to the workplace.[31] [32]

Men

Men know that work alone may not provide their lives with meaning. Young men can lose their meaning of life; theywant a balance between paid work and personal attachments without being victimized at work.[31] [32]

FactsRegarding home life, men and women have similarities with work and home life. Today, home is not a heavenlyplace which men and women could rest and feel comfort as before, but home is an additional place of work.[31] [36]

Work-life balance issues and their influence on childrenAn increasing number of young children are being raised by a childcare provider or another person other than aparent; older children are more likely today to come home to an empty house and spend time with video games,television and the internet with less guidance to offset or control the messages coming from these sources.No one knows how many kids are home after school without an adult, but they know the number is in the millions.Also, according to a study by the National Institute of Child Health and Human Development, the more time thatchildren spent in child care, the more likely their sixth grade teachers were to report behavor problems. [37] Thefindings are the results of the largest study of child care and development conducted in the United States; theanalysis tracked 1,364 children from birth.

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Consequences of an ImbalanceMental health is a balancing act that may be affected by four factors: the influence of unfavourable genes, bywounding trauma, by private pressures and most recently by the stress of working. [38] Many people exposethemselves unsolicited to the so-called job stress, because the "hard worker" enjoys a very high social recognition.These aspects can be the cause of an imbalance in the areas of life. But there are also other reasons which can lead tosuch an imbalance.Remarkable is for example the increase in non-occupational activities with obligation character, which includemainly house and garden work, maintenance and support of family members or volunteer activities. All this cancontribute to the perception of a chronic lack of time. [39] This time pressure is, amongst others, influenced by theirown age, the age and number of children in the household, marital status, the profession and level of employment aswell as the income level. [40] The psychological strain, which in turn affects the health, increases due to the strongpressure of time, but also by the complexity of work, growing responsibilities, concern for long-term existentialprotection and more. [41] The mentioned stresses and strains could lead in the long term to irreversible, physical signsof wear as well as to negative effects on the human cardiovascular and immune systems. [42]

Psychoanalysts diagnose uncertainty as the dominant attitude to life in the postmodern society. [43] This uncertaintycan be caused by the pressure which is executed from the society to the humans. It is the uncertainty to fail, but alsothe fear of their own limits, not to achieve something what the society expects, and especially the desire forrecognition in all areas of life. [44] In today's society we are in a permanent competition. Appearance, occupation,education of the children - everything is compared to a media staged ideal. Everything should be perfect, becausethis deep-rooted aversion to all average, the pathological pursue to excellence - these are old traditions. [45] Who everwants more - on the job, from the partner, from the children, from themselves - will one day be burned out andempty inside. He is then faced with the realization that perfection do not exist. [46] Who is nowadays empty insideand burned out, has in the common language a Burnout. But due to the definitional problems Burnout is till this dateno recognized illness. [47] An attempt to define this concept more closely, can be: a condition that get only thepassionate, that is certainly not a mental illness but only a grave exhaustion (but, lo and behold, can lead to numeroussick days). [48] It can benefited to the term that it is a disease model which is socially acceptable and also, to someextent, the individual self-esteem stabilizing. This finding in turn facilitates many undetected depressed people, theway to a qualified treatment. [49] According to experts in the field are, in addition to the ultra hard-working and theidealists mainly the perfectionist, the loner, the grim and the thin-skinned, especially endangered of a burnout. Alltogether they usually have a lack of a healthy distance to work. [50]

Another factor is also, that for example decision-makers in government offices and upper echelons are not allowed toshow weaknesses or signs of disease etc., because this would immediately lead to doubts of the ability for furtherresponsibility. It should be noted that only 20% of managers (e.g. in Germany) do sports regularly and also only 2%keep regularly preventive medical check-up. [51] In such a position other priorities seem to be set and the time lacksfor regular sports. Frightening is that the job has such a high priority, that people waive screening as a sign ofweakness. In contrast to that, the burnout syndrome seems to be gaining popularity. There seems nothing to beashamed to show weaknesses, but quite the opposite: The burnout is part of a successful career like a home for therole model family. [52] Besides that the statement which describes the burnout as a "socially recognized preciousversion of the depression and despair that lets also at the moment of failure the self-image intact" fits and thereforeconcludes "Only losers become depressed, burnout against it is a diagnosis for winners, more precisely, for formerwinners.. [53]

However, it is fact that four out of five Germans complain about too much stress. One in six under 60 swallows at least once a week, a pill for the soul, whether it is against insomnia, depression or just for a bit more drive in the stressful everyday life. [54] The phases of burnout can be described, among other things, first by great ambition, then follows the suppression of failure, isolation and finally, the cynical attitude towards the employer or supervisor. Concerned persons have very often also anxiety disorders and depressions, which are serious mental diseases.

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Depressions are the predominant causes of the nearly 10,000 suicides that occur alone each year in Germany. [55]

The implications of such imbalances can be further measured in figures: In 1993, early retirement due to mentalillness still made 15.4 percent of all cases. In 2008, there were already 35.6 percent. Even in the days of illness, theproportion of failures due to mental disorders increased. Statisticians calculated that 41 million absent days in 2008went to the account of these crises, which led to 3.9 billion euros in lost production costs. [56] For companies it istime to act and support their employees with a healthy work-life-balance.source needed

Responsibility of the employerCompanies have begun to realize how important the work-life balance is to the productivity and creativity of theiremployees. Research by Kenexa Research Institute in 2007 shows that those employees who were more favorabletoward their organizations efforts to support work-life balance also indicated a much lower intent to leave theorganization, greater pride in their organization, a willingness to recommend it as a place to work and higher overalljob satisfaction.Employers can offer a range of different programs and initiatives, such as flexible working arrangements in the formof part time, casual and telecommuting work. More proactive employers can provide compulsory leave, strictmaximum hours and foster an environment that encourages employees not to continue working after hours.It is generally only highly skilled workers that can enjoy such benefits as written in their contracts, although manyprofessional fields would not go so far as to discourage workaholic behaviour. Unskilled workers will almost alwayshave to rely on bare minimum legal requirements. The legal requirements are low in many countries, in particular,the United States. In contrast, the European Union has gone quite far in assuring a legal work-life balanceframework, for example pertaining to parental leave and the non-discrimination of part-time workers.According to Stewart Friedman -- professor of Management and founding director of the Wharton SchoolsLeadership Program and of its Work/Life Integration Projecta "one size fits all mentality in human resourcesmanagement often perpetuates frustration among employees. [Its not an] uncommon problem in many HR areaswhere, for the sake of equality, there's a standard policy that is implemented in a way that's universally applicable --[even though] everyone's life is different and everyone needs different things in terms of how to integrate thedifferent pieces. It's got to be customized. [57]

Friedmans research indicates that the solution lies in approaching the components of work, home, community, andself as a comprehensive system. Instead of taking a zero-sum approach, Friedmans Total Leadership programteaches professionals how to successfully pursue four-way wins -- improved performance across all parts of life.Although employees are offering many opportunities to help their employees balance work and life, theseopportunities may be a catch twenty-two for some female employees. Even if the organization offers part timeoptions, many women will not take advantage of it as this type of arrangement is often seen as occupational deadend [58] .Even with the more flexible schedule, working mothers opt not to work part time because these positions typicallyreceive less interesting and challenging assignments; taking these assignments and working part time may hinderadvancement and growth. Even when the option to work part time is available, some may not take advantage of itbecause they do not want to be marginalized [59] . This feeling of marginalization could be a result of not fitting intothe ideal worker framework (see: Formation of the ideal worker and gender differences).Additionally, some mothers, after returning to work, experience what is called the maternal wall. The maternal wallis experienced in the less desirable assignments given to the returning mothers. It is also a sense that because thesewomen are mothers, they cannot perform as ideal workers [60] . If an organization is providing means for workingmothers and fathers to better balance their work-life commitments, the general organizational norm needs to shift sothe ideal worker includes those who must manage a home, children, elderly parents, etc.

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Global comparisonsAccording to a new study by Harvard and McGill University researchers, the United States lags far behind nearly allwealthy countries when it comes to family-oriented workplace policies such as maternity leave, paid sick days andsupport for breast feeding. Jody Heyman, founder of the Harvard-based Project on Global Working Families anddirector of McGills Institute for Health and Social Policy, states that, More countries are providing the workplaceprotections that millions of Americans can only dream of. The U.S. has been a proud leader in adopting laws thatprovide for equal opportunity in the workplace, but our work/family protections are among the worst. [61]

This observation is being shared by many Americans today and is considered by many experts to be indicative of thecurrent climate. However, the U.S. Labor Department is examining regulations that give workers unpaid leave todeal with family or medical emergencies (a review that supporters of the FMLA worry might be a prelude to scalingback these protections, as requested by some business groups). At the same time, Senator Chris Dodd fromConnecticut is proposing new legislation that would enable workers to take six weeks of paid leave. Congress is alsoexpected to reconsider the Healthy Families Act which is a bill that would require employers with at least fifteenemployees to provide seven paid sick days per year.[61]

At the state level, California has paid family leave benefits for its workers. New Jersey lawmakers are pushinglegislation that would make their state the second state to add this worker benefit. Under one New Jersey proposal,workers who take leave would be paid through the states temporary disability insurance fund, augmented by a 0.1percent charge on workers weekly wages.[62] Traditionally, many conservatives have opposed paid family leave,but there is a sign that this mindset is beginning to change. Reverend Paul Schenck, a prominent member of theNational Pro-Life Action Center recently stated that he would support paid maternity leave on the assumption that itmight encourage women to follow through with their pregnancies instead of having abortions. According toHeyman, Across the political spectrum, people are realizing these policies have an enormous impact on workingfamilies. If you look at the most competitive economies in the world, all the others except the U.S. have thesepolicies in place. [62]

The United States is not as workplace family-oriented as many other wealthy countries. According to a studyreleased by Harvard and McGill University researchers in February 2007, workplace policies for families in the U.S.are weaker than those of all high-income countries and even many middle-and low-income countries.For example, the study notes that the United States is one of only five countries out of 173 that does not guaranteesome form of paid maternity leave. (The other countries are Lesotho, Liberia, Swaziland, and Papua NewGuinea).[62] Other differences include the fact that fathers are granted paid paternity leave or paid parental leave insixty-five countries; thirty one of these countries offer at least fourteen weeks of paid leave. The U.S. does notguarantee this to fathers.At least 107 countries protect working womens right to breast-feed and, in at least seventy-three of them, women arepaid. The U.S. does not have any federal legislation guaranteeing mothers the right to breast-feed their infants atwork. When it comes to sick days, 145 countries provide sick days to their employees; 127 provide a week or moreper year.There is not a federal law requiring paid sick days in the United States. At least 134 countries have laws setting themaximum length of the work week; the U.S. does not have a maximum work week length and does not place anylimits on the amount of overtime that an employee is required to work each week. (survey) Sweden, Denmark andNorway have the highest level of maternity benefitsSweden provides 68 weeks paid maternity leave, Norwayprovides 56 weeks paid maternity leave and Denmark provides 52.[63]

American workers average approximately ten paid holidays per year while British workers average twenty-fiveholidays and German employees thirty. Americans work twelve weeks more a year in total hours than Europeans.In Europe, the Working Time Regulation has implemented a maximum of forty-eight hours of work per week.[64]

Many countries have opted for fewer hours. France attempted to introduce a thirty-five hour workweek, and Finland

Worklife balance 11

experimented with a thirty-hour week in 1996. In a 2007, the European Quality of Life Survey found that countriesin south-eastern Europe had the most common problems with work-life balance. In Croatia and Greece, a little over70% of working citizens say that they are too tired to do household jobs at least several times a month because ofwork.[65]

In Britain, legislation has been passed allowing parents of children under six to request a more flexible workschedule. Companies must approve this request as long as it does not damage the business. A 2003 Survey ofgraduates in the UK revealed that graduates value flexibility even more than wages.[66]

In all twenty-five European Union countries, voters punish politicians who try to shrink vacations. Even thetwenty-two days Estonians, Lithuanians, Poles and Slovenians count as their own is much more generous than theleave allotted to U.S. workers. [67] According to a report by the Families and Work Institute, the average vacationtime that Americans took each year averaged 14.6 days.Even when vacation time is offered in some U.S. companies, some choose not to take advantage of it. A 2003 surveyby Management Recruiter International stated that fifty percent of executives surveyed didnt have plans to take avacation. They decided to stay at work and use their vacation time to get caught up on their increased workloads.[67]

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One of the aspects of happiness is when you can make as little distinction as possible between your work andyour play

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wchst. In: Focus no. 10/10, p. 92-103[48] Gerbert, Frank (2010): Wenn Arbeit krank macht Burn-out- das Leiden einer modernen Gesellschaft. Warum die Zahl der Ausgebrannten

wchst. In: Focus no. 10/10, p. 92-103[49] Gerbert, Frank (2010): Wenn Arbeit krank macht Burn-out- das Leiden einer modernen Gesellschaft. Warum die Zahl der Ausgebrannten

wchst. In: Focus no. 10/10, p. 92-103[50] Gerbert, Frank (2010): Wenn Arbeit krank macht Burn-out- das Leiden einer modernen Gesellschaft. Warum die Zahl der Ausgebrannten

wchst. In: Focus no. 10/10, p. 92-103[51] Boersch et al. (2008): Das Summa Summarum der Gesundheit 20 wichtige Aspekte zu Gesundheit und Wohlbefinden fr Manager und

Fhrungskrfte. 1. ed. Frankfurt: Be-triebswirtschaftlicher Verlag Dr. Th. Gabler[52] Meckel, Miriam (2010): Brief an mein Leben Erfahrungen mit einem Burnout. 1. ed. Reinbek bei Hamburg: Rowolt Verlag[53] Beck, Sebastian 2009: Die Mdigkeit der Rastlosen. In: Sd-deutsche Zeitung of 03/15/2009[54] Reich, Franziska 2010: Raus aus der Perfektions-Falle. In: Stern no. 11, p. 44-54[55] Gerbert, Frank (2010): Wenn Arbeit krank macht Burn-out- das Leiden einer modernen Gesellschaft. Warum die Zahl der Ausgebrannten

wchst. In: Focus no. 10/10, p. 92-103[56] Gerbert, Frank (2010): Wenn Arbeit krank macht Burn-out- das Leiden einer modernen Gesellschaft. Warum die Zahl der Ausgebrannten

wchst. In: Focus no. 10/10, p. 92-103[57] http:/ / knowledge. wharton. upenn. edu/ article. cfm?articleid=1970[58] Williams, J. (2000). Unbending gender: Why family and work conflict and what to do about it. New York, NY: Oxford University Press[59] Williams, J. (2000). Unbending gender: Why family and work conflict and what to do about it. New York, NY: Oxford University Press[60] Williams, J. (2000). Unbending gender: Why family and work conflict and what to do about it. New York, NY: Oxford University Press[61] http:/ / www. msnbc. msn. com/ id/ 16907584/[62] http:/ / www. msn. com[63] http:/ / www. hrmguide. co. uk[64] http:/ / www. eurofound. europa. eu/ areas/ industrialrelations/ dictionary/ definitions/ WORKINGTIME. htm[65] http:/ / www. eurofound. europa. eu/ areas/ qualityoflife/ eqls/ 2007/ index. htm[66] "More parents to get flexible work" (http:/ / news. bbc. co. uk/ 2/ hi/ uk_news/ 7984202. stm). BBC News. 6 April 2009. .[67] http:/ / www. ergoweb. com

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Notes Gregory, Abigail, Milner, Susan "Work-Life Balance: A Matter of Choice?" (http:/ / onlinelibrary. wiley. com/

doi/ 10. 1111/ gwao. 2009. 16. issue-1/ issuetoc) Gender, Work & Organization, Vol 16, Issue 1, Pages 1177. Anderson, Jennifer., "Report Highlights Gap Between European and US Vacation Time." (http:/ / ergoweb. com)

Ergoweb, 15 May 2005. retrieved 20 February 2007. Barada, Paul W., "Exempt Vs. Nonexempt Workers". (http:/ / monster. com) retrieved 24 February 2007 Clark, C S. "Job Stress." (http:/ / library. cqpress. com/ cqresearcher/ cqresrre1995080400) CQ Researcher, 4

August 1994. CQ Researcher. Retrieved 1 March 2007 . "Effects of Stress." (http:/ / webmd. com) WebMD. 2 June 2005. Healthwise, Incorporated. 3 April 2007. Freking, Kevin., "Study Links Child Care to Poor Behavior." (http:/ / www. abcnews. go. com/ health) ABC

News, 26 March 2007. The Walt Disney Company, Retrieved 4 April 2007. Fisk, Donald M., "American Labor in the 20th Century." (http:/ / www. bls. gov/ opub/ cwc/ ), Compensation and

Working Conditions Online. 30 June 2003. Bureau of Labor Statistics. Retrieved 4 April 2007. Gallitano, Thomas., "Small Necessities Leave Act, Maternity Leave Act". (http:/ / www. Connkavanaugh. com/

images/ stories/ publications/ time off article. pdf) J. CKRP & F. 2007. Conn Kavanaugh Rosenthal Peisch &Ford, LLP. Retrieved 16 February 2007 .

How extreme is your job? There is a danger of the 70-hour workweek becoming the new standard. (http:/ / www.msn. com) Survey, 18 February 2007. Retrieved 18 February 2007.

Matuska, Kathleen & Christiansen, Charles et al. (eds). Life Balance: Multidisciplinary Theories and Research.Bethesda, MD: AOTA Press/Slack Publishers. 2009

O'Bannon, Brent., "Balance Matters: Turning Burnout Into Balance". (http:/ / www. brentspeaks. com) R&BPublishing, TX: 2007.

Paving the Road for Women to Return to Work. (http:/ / www. pbs. org/ nbr) Nightly Business Report. PBS. 8December 2005. Retrieved 3 April 2007 .

Survey: U.S. Workplace Not Family-Oriented. (http:/ / www. msn. com), Forbes, 1 February 2007. Retrieved 17February 2007.

The Family and Medical Leave Act of 1993. (http:/ / www. dol. gov/ esa), U.S. Department of Labor, 1 March2007 .

Wide Variation in European Maternity Benefits. (http:/ / www. hrmguide. co. uk), HRM Guide 17 February 2007. Whaples, Robert, ed., "Hours of Work in U.S. History". (http:/ / eh. net/ encyclopedia/ article/ whaples. work.

hours. us) EH.Net Encyclopedia. August 2001. Retrieved 3 April 2007 . When It's Just You After School (http:/ / www. kidshealth. org), Kids Health. 2007. The Nemours Foundation. 4

April 2007. Work-Life Balance Defined. (http:/ / www. worklifebalance. com/ worklifebalancedefined. html), 2006. "Kenexa Research Institute finds that when it comes to work-life balance, men and women are not created equal"

(http:/ / www. kenexa. com/ en/ AboutUs/ Press/ 2007/ 07JUL25. aspx), Kenexa, July 25, 2007. Accessed May27, 2008.

(http:/ / news. bbc. co. uk/ 2/ hi/ uk_news/ 7984202. stm)

Worklife balance 14

External links The Sloan Work and Family Research Network at Boston College (http:/ / wfnetwork. bc. edu) "Stress...At Work" (http:/ / www. cdc. gov/ niosh/ stresswk. html) document and "Working With Stress" (http:/ /

www. cdc. gov/ niosh/ docs/ video/ stress1. html) video from the National Institute for Occupational Safety andHealth

The Work-Family Dilemma: A Better Balance (The Barnard Center for Research on Women) (http:/ / www.barnard. edu/ bcrw/ betterbalance/ index. htm)

Writings concerning a shorter workweek, with emphasis on its economic impact (http:/ / www. shorterworkweek.com)

Work Life Balance: Opportunities for SMEs (http:/ / www. youtube. com/ watch?v=FLdzaikgeqQ), a video byEurobalance (http:/ / www. eurobalance-wlb. eu/ en), a project focused on work-life balance, funded by theEuropean Commission through Leonardo da Vinci Programme.

Article Sources and Contributors 15

Article Sources and ContributorsWorklife balance Source: http://en.wikipedia.org/w/index.php?oldid=469149294 Contributors: 1steele1, AVRS, Adam Zivner, Ag1246, Andycjp, BalancedLifeWorks, Balmung0731, Barek,Bart133, Belovedfreak, Biker Biker, Blue moon freak, Bongoramsey, Briangogan, Btyner, CA387, CDClock, Caiaffa, Cailil, CaptainLepton, Carmich, Ccxsen, CharlotteWebb, Chowbok, ChrisHoward, Chris the speller, Ckatz, Clmclm1234chma, Closedmouth, Cretog8, Cybercobra, D.h, DARTH SIDIOUS 2, DGtal, Dale Arnett, Debresser, Dennis Bratland, Dr Vivien Astor,Drjenniewong, Dthomsen8, E.Mitsui, Easterangel, Ebelular, ElKevbo, Elonka, Escape Orbit, Eustress, Fdnamin, Fruggo, Future-Time-Past, GDallimore, Gogo Dodo, Good Olfactory, Grady58,GrooveDog, GroovySandwich, Ground Zero, Guruspeak, Gutentagtingting, Heatherthomas, Hippie Metalhead, Hu Gadarn, Hu12, Hyeri81, Ipigott, IrishHR, Iss246, J04n, JasonPenney, JeffSilvers, Jellocube, JeremyA, Jimfisherman, John J. Bulten, Johnuniq, Josh Parris, Just Jim Dandy, Kenyon, Kiwi128, Kwhea, LAKalua, Lars Washington, Lemonjuicer, Levineps, LilHelpa,Lillyyu, Lipedia, Longhair, Lovehyeri, MER-C, MISHCLIF, MJordan2008, Ma2543, Magioladitis, Malcolma, MaxEnt, Meenashah, Michael Hardy, Mikael Hggstrm, MikeVitale, MissingNo,Misterx2000, Mithent, NNU-2-05100148, Nad, Nposs, Ohnoitsjamie, Open2universe, Osartor, P.Hdt86, Penbat, Piotrus, Portillo, RainbowCrane, Rastebbins, Regantoby, Reinventingyourself,Rheinj, RobertG, Rosser1954, Rstrawn, Sceptre, Seano1, Seraphimblade, Shadowjams, Shandavis, Shanes, Sir Nicholas de Mimsy-Porpington, Snowmanradio, Squids and Chips, Stefano85,SteinbDJ, SummerWithMorons, Superbeecat, Supply Chain Career, Sutherford, Tabbelio, Tassedethe, TastyPoutine, The Magnificent Clean-keeper, Thelatticegroup, Theo10011, Thomas Veil,Ufwuct, UncleDouggie, Wavelength, WikHead, Wikidea, Wmcg, Woohookitty, Worksafe, Xionbox, Yanks-rule, 235 anonymous edits

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Worklife balanceHistoryUnited States historyWork statisticsStress and work-life balanceFormation of the ideal worker and gender differencesPerceptions of work-life balance and gender differencesWork-life balance concerns of men and women alikeYoung generation views on work-life balanceIdentity through workWomenMen

FactsWork-life balance issues and their influence on children

Consequences of an ImbalanceResponsibility of the employerGlobal comparisonsReferencesNotesExternal links

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