Work Life Balance-A Myth?

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"EQit Competencies"It is not enough, however, just to havefeelings. Emotional intelligencerequires that we learn toacknowledge and value feelings inourselves and others.An article by Dr. Chittranjan N. Daftuar

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Climbing the CorporateLadder using EnhancedTraining

Today, CXOs take active decisions ontraining since corporates use trainingas a strategic tool to achieve scaleand sustainable transformation. Anarticle by Sanjeev Duggal

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ESOPs as a MotivationalTool-An OverviewOrganizations of today are thinkingin terms of innovative incentivepolicies in form of stock basedIncentive plans to establishthemselves better from theircompetitors and to ensure attractionand retention of best talent withthemselves. An article by Dr. DeepakSharma

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Dr. Vinayshil Gautam

Innovation @the core of

Su-Kam

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4

STUDY

Impact of Physical activity& counseling model onwork-life balanceThis paper will study the impact ofPhysical Activity & Counseling Model(PAC) in reduction of work-stress andsubsequently improving the work lifebalance of the employee which ispositively co related with sustainabledevelopment of the humanresources of the company.By Dr. Rana Bandyopadhyay

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Festivities On - WorkStill On?Maintainingemployeeproductivity is achallengingmanagement taskfor a business ofany size.An article by Dr.Nisha Jain& ChristineD'lima

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Making Organisations Work:

some reflections

By Simran Oberoi

Rewards & Recognition

42Benefits Strategy

No employer cankeep original recordfor 15 years

An article by H.L. Kumar

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INTERVIEW

Business Manager inconversation with

MR. KUNWER SACHDEV,Managing Director,

Su-Kam Power onthe company's

talentmanagement

strategies.

Wor

k-lif

e bala

nce

Myt

h or

real

ity?

A STEP FORWARDDr.Tanaya MishraTHE NEED OF THE HOURAshutosh MishraA NEW DIMENSIONPoonam SharmaTHE "ART OF WORKING" - ANEW AGE URGEJagruti Pandya

THE REAL TEST OFSTRATEGIESDr. Seema SanghiWHAT WE DO NOTTEACH OUREMPLOYEES...Namrata SeetharamWHAT IT TAKES TOSTRIKE THEBALANCE?Smitha SwamyIS IT A MYTH? Rajib KumarNO QUICK FIXMETHODSPradip Sachdeva

WHY WORK-LIFEBALANCEMATTERS?Dr.Vishal Indla &Dr. ManjiriDeshpandeShenoy

Dr.Vishal Indla

Dr.Tanaya Mishra

Ashutosh Mishra Poonam Sharma Jagruti Pandya

Dr. Seema Sanghi

Namrata

Pradip Sachdeva Rajib Kumar Smitha Swamy

Dr. Manjiri

20-38

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ChallengingThe HR in infrastructure as said by all experts in the cover feature is nothing but allabout people challenges. Perhaps this is the only sector in the country which provideenornous employment but highly unstructured and deregulated where not only HRhas to struggle to maintain people inventory, the site construction workers areexploited in the hands of middle men. No doubt HR & project persons with fullsupport of employers are capable of changing the face and reputation of this sector.

-Mahesh Desai

NeglectedInfrastructure is the second biggest employment generating field after agriculturecontributing about 12% to the GDP. It continues to be neglected as far as socialsecurities are concerned. This is because of the attitude and thinking of the employersof Infrastructure. -Surrainder bakshi

RelevantThe article about transition phase by Mr. Kargeti issimple, effective and very relevant. The author hasrightly cautioned the organisations that if they arenot adaptable to change and not striking balancebetween older generation and young employees,they are likely to face chace of high turnover ofemployee and fumbling at any stage.

-Kiran Kapoor

Eye-openerThe article about changing trends in trade unions byMr. Patwardhan can be an eye-opener to bothemployers as well as trade unions. Nothing caninfluence than real examples. Country needs such

thought process to prevail upon all progressive trade unions. Rather I would like tocomment that new age workers should comeforward and pressurize union leaders toleave their covert agenda and march towards partnering with the employer to ensurethat business objectives and workers growth go hand in hand. Employers have also toshed the obscelete mindset about trade unions. No one can be good or bad all thetime. A very qualitative article indeed.

-Bharat Shekhar

Makes senseThe article of Mr. Kumar on Gujarat Employer who distributed cars and Diwali gifts tovarious employees and his advise that it would have been better for the employer ifthe employees had been made share holders in the company and that would haveensured their loyalty towards the organisation and surplus amount would have beenutilized in the expension of the business, make sense. It can be termed as uniquereward and recognition scheme. Performance only pays when it is measured correctlyand rewarded fairly without any favour. -Viren Bhardwaj

InformativeBusiness Manager (Dec. issue) is attractive as it used to be. I read and re-read it sinceI find it very interesting and informative on all aspects like HR and labour laws.

-HL Kumar

WonderfulA very helpful and practical article about making manager understand about his rolein managing absence in the organisation. It is a fact that majority of managers be it HRor line are not fully skilled to tackle the absence of employee. They are not aware howto handle this problem which affect the performance, culture, discipline andultimately company finances. It is very necessary that supervisors and line managersshould be instructed and trained on how to conduct effective and fair return to workinterviews with the workers who come after absence. Supervisors and line managersbecome victims of subjectivity and they dont remain consistent, persistent and fair toall in this respect. I have made copies of this article and have circulated to all mysupervisors and line managers. It has enough guidelines to develop skills.

-Ajay Chodhury


Questions by readers on variety ofproblems they face at work and answeredby Anil Kaushik Chief Editor. Look at it.These may also be of some help to you.46

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HR through Case StudiesAuthor : Ravi Dharmarao

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In Indian sub continent work- life balanceissue is very much aligned with the socialcontext. For any business to be successful inIndia, when it comes to human capital,understanding the dynamics between work

demands and personal life priority specific to ourculture is very much important. Many studiesand surveys in this respect have also indicatedthat majority of Indian employees prefer to be ina situation where work demands does notconsume their personal and family life. Theproblem is becoming more acute because of thereason that agility and fluidity is increasing asindividuals stretch and stretch but patience,compassion and forgiveness is drying up infamily, society and organizations at large.

Why it a big concern in India is because of thefactor that with opening up of new careeropportunities in service sectors with goodprospects brought in long and demanding workhours, thus dominating work over life andleaving a very little quality time for family andpersonal life. In spite of the fact that this balancecan be achieved through family and stateregulations support, in maximum cases it is onlyfamily support which makes work-life balancepossible. State regulations have not done muchin this direction.Work and family issues have notbeen tackled very effectively by the stateregulations barring a tokenism throughprovisions of restricted work timings underfactories Act, Shops Act and maternity leavesunder maternity benefit Act.

Except few big corporate, PSUs andmultinational companies and in IT/ITes sector,not much effective programs and practices are inplace which enable the employees to strikeappropriate balance in their work and personallife priorities.

We need to understand this issue from a differentperspective because sometimes it is difficult toascertain whether it is an elusive ideal or acomplete myth.Conflicting priorities give birth tothis problem. Work should not overpower lifebecause work is only a part of life. Knowing yourgoals and dreams with deliberate choices willonly allow prioritizing to achieve the balance inlife you want. We should not become victim ofcircumstances. No job can offer us a perfectbalance.When line blurs between life and work, itbecomes difficult to see the balance. It is veryvital for one to prioritize and make time forthings that refuel and recharge his emotionalenergy. Being self aware by knowing our limits,passion and desire in this respect seems to be theeffective solution. Through this we can createnecessary emotional equilibrium and resiliencerequired to diffuse tension between both ends oflife. After all one can't have it all.

1st issue of New Year carry cover feature on thisvery sensitive topic with in depth observationsfrom renowned HR experts of the country thathave possibly learnt to strike the perfect balanceand filling both ends of life with pleasure andcontentment. May be a good learning to all ofyou.

Wishing you a very happy and prosperous 2015!

If you like it let us know. If not, well, let us knowthat too.

Happy Reading!

To Balance, prioritize….

January, 2015Vol. 17, No. 7

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At the time of penning this article,the contributor is independentlydelivering five different modules atthree different institutions; two ofthem in rigorous compliance with

the European standards; executing an HRsystems project online for a foreign client;headhunting for a local IT client; playing a rolein the ensuing family event next weekend andsupporting son's year-end math exampreparations…Phew …what better ambience forjottings on"Work-Life Balance"!

The above prelude isn't targeted at self-adulation of availability of jugglery skills;instead, it serves as a sampling of modernrealities under social secession which the readerwould easily relate in terms of the diversityproposition therein. While the concept of work-life balance seems to make sense, appealing atthat, particularly as a policy discourse inorganizations against a backdrop ofglobalization (and associated lifestyle changes),it is worthwhile to take a long hard look at thetermand the concept promulgated therein withgreater pragmatism.

We may want to probe in some depth over andabove the easy route of celebration of humanforte of making the grade against multiple odds.Work-life balance is a challenged term incountless ways. The term "balance" apparentlysuggests that work is not integral to life. In fact,the deceptive message conveyed is that there is atrade-off relationship among the two. In theory,

it makes sense to split your days and weeksbetween a collaborative and connected workinglife (Florentine, 2014)

In a highly competitive environment, there isalmost a robotic proclivity to view almosteverything under the sun as a balancing act. Thesuperficial precept behind work-life balance is tooffer supportive social work environment thatwould foster creativity and career fulfilment atthe same time. The means could be diversedepending on specific requirements of thevertical in question, encompassing techniqueslike working from the comforting remoteness ofhome. However, the underlying philosophy thatlife is not part of work and hence quick fixsolutions need to be propounded tend toundermine fundamental inequalities and shiftthe onus of balancing work and home life onindividuals (Gregory and Milner, 2009). Needlessto emphasize, this further enhances the problemrather than addressing it! Critics may view thisas a conspiracy theory by protagonists in theirefforts to achieve avoidance.

Most so called work-life policies inorganizations are grounded on perceived orrecorded employee preferences for indicatedwork formulations relating to their presence orabsence at work; unfortunately, these do notaccommodate gender and culture attitudesamong others leaving a yawning gap in theentire process.

The inevitability of the supply chain modeland marketing orientation in businesses has

Is it a myth? Work-life balance

Rajib KumarCEO, Material World (Consultants), Kolkata

In this article, the author puts before his readers an interesting perception. He tries toput forth views on why he considers work-life balance a sham and that organizationsinstead of attempting to deploy pre-conceived mechanisms to "balance" between non-existent boundaries between "work" and "life", should focus on getting back to thebasics of enhancing fulfilment at the workplace.

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expanded the dimension of the problem(Barren et al 2001 cited in Gregory andMilner, 2009).

Further, recent studies on women andtheir careers have revealed that "a womandoesn't leave a business due to a lack offulfilment in any one area of her life; sheleaves at the point where that lack offulfilment creates an unsustainable lack ofwellbeing." (Cohen, 2014). In other words, ifwomen are unhappy and unappreciated atthe workplace and at home they will be lessproductive and therefore would be less likelyto achieve their fullest potential. The mythperspective is further enhanced by therefrain: "Who needs balance? When you areenjoying life, that's your balance!"

This rationale makes sense as being busygives pleasure and sense of purpose tooperate at full capacity. It makes little sensetherefore to impose fixated notions on'balancing" modalities under circumstances.

A recent study among AmericanPhysicians indicates the prevalence ofburnout at an alarming rate. The studypoints out thatthe specialty physicians atfrontline care are at greatest risks. Theywork longer hours.Theresults suggest thatthe experience of burnout among Americanphysicians "does not simply mirror largersocietal trends". Burnout can result inpersonal repercussions forphysicians,including problematic alcohol use, brokenrelationships, etc. (Shanafelt, et al., 2012)

It is therefore imperative to appreciatethe expanded and complicated dimension ofthe problem and focus on getting back to thebasics of enhancing fulfilment at theworkplace instead of abruptly attempting todeploy pre-conceived mechanisms to"balance" between non-existent boundariesbetween "work" and "life". The faster we getout of this extended denial mode, the betterfor all stakeholders.

ReferencesGregory, A, ed.,2009. Work-Life Balance: A Matter of

Choice? Gender, Work and Organization, 16/1, 1-13.

Shanafelt, Talit D, et al., 2012. Burnout and Satisfactionwith Work-Life Balance Among US Physicians Relative toUS Population. Arch Intern Med, NA, NA.

Is the Work-Life Balance a Myth? | CIO. 2014. Is theWork-Life Balance a Myth? | CIO. [ONLINE] Availableat:http://www.cio.com/article/2450752/careers-staffing/is-the-work-life-balance-a-myth.html. [Accessed 07 December2014].

Overcoming The Destructive Myth Of Work-LifeBalance - Forbes. 2014.Overcoming The Destructive Myth OfWork-Life Balance - Forbes. [ONLINE] Availableat:http://www.forbes.com/sites/kevinharrington/2014/08/04/overcoming-the-destructive-myth-of-worklife-balance/.[Accessed 07 December 2014].

The Work-Life Balance Myth | Kate Hilton. 2014. TheWork-Life Balance Myth | Kate Hilton. [ONLINE] Availableat: http://www.huffingtonpost.ca/kate-hilton/work-life-balance_b_4578769.html. [Accessed 07 December 2014].

Work-life balance myth is finally dead - Telegraph. 2014.Work-life balance myth is finally dead - Telegraph.[ONLINE] Availableat :http ://www.tele g raph.co.uk/women/womens-business/11213344/Work-life-balance-myth-is-finally-dead.html. [Accessed 07 December 2014].

Work-life balance varies in meaning to different people atdifferent stages of life. Also, it does not mean an equal balancewhich undeniably is considered as a general definition of"work-life balance". However, in a society struggling withconflicting responsibilities and commitments, work-life

balance has become a predominant issue. The global advent has made itimperative for one and all to be polished and exposed enough to have an extraedge. Juggling competing demands is tiring if not stressful and brings lowerproductivity, sickness, and absenteeism, so work/life balance is an issue for allemployees and all organizations. Prospering in the senior ranks requiresmatter of carefully combining work and home so as not to lose oneself, theloved ones, or one's foothold on success, indeed, a very tough road to go.

As the famous proverb says "All work and no play makes Jack a dull boy".

This proves very apt for everyone. Work-life balance is important for boththe employee and the employer. Any problem in the personal front of theemployee affects the employer directly. All an employee wants is to effectively

When it comes toachieving the perfectwork-life balance, it isimportant to know thatthere is no perfect, one-size work-life balancethat fits all. It can beeffective by making sureyou not only achieve, butalso reflect the joy of thejob, and the joy of life,every day.

No quick fix methodsWork-life balance

Pradip SachdevaHR Head, Mankind Pharma

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Work Life Balance-A Myth?

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