Challenges in work life balance and job stress associated with it

A highly engaged workforce is 50% more productive than an unengaged workforce.

Work-life balance has emerged as a critical driver of business success in today's competitive marketplace.

The challenge faced by the organisations now a days is to maintain an apt balance in work and life of their employees and also the effects of work life balance on its profitability.

Employee Work-life balance is increasingly viewed as a win-win strategy for companies and employees.

The management of the organizations should come across a pertinent strategy to minimize this severity of the stress that their employees go through because of poor work life balance.

This project aims to ascertain what can be done to maintain a proper work life balance, and how an individual can stood out victorious in balancing professional and personal life.

How does job stress affect the quality of life and job performance?
What management actions can help improve work-life balance?

Which gender manages a proper work-life balance?

How work life balance differs in a public sector company from a private sector company or is it same ? In which profession maintaining a work life balance is most difficult? What can be done to mitigate this ordeal?

 This project will be restricted to private and public sector employees at various positions in the

organization.

The response time of the questionnaires sent through mails could be slow because of their

busy schedule.

Secondary data are mostly from international research conducted in the United State and The

United Kingdom.

On the basis of the primary data as well as secondary data we would be answering the

research questions.

 Primary and Secondary data will be used to bolster this project.

Secondary data will consist of the work done on this issue in the North America, Europe and

Asia.

Correlation of these data with the primary data will be amassed from online and offline surveys

through questionnaires.

Sample of at least 50 employees will be assessed within an age group of 26 to 45 years.

 Swan, J. and Cooper, C.L. (2005), Health and the Family: What Working Families Want, A working

Families Publication, London.

Corporate Executive Board. Driving performance and retention through employee engagement.(2004).

Washington, DC.
Susi.S and Jawaharrani.K (2011), Work-Life Balance: The key driver of employee engagement, ASIAN

JOURNAL OF MANAGEMENT RESEARCH ,Volume 2 Issue 1

Frankel and Barbara, (2007), Who Really Benefits From Work/Life?, 6 Diversity lnc. 20 (March).

(Available via Ohiolink).

Understanding what drives employee engagement (2003), the 2003 Towers Perrin Talent Report. Baker and Katharine K. 2007. Supporting Children, Balancing Lives, 34 Pepp. L. Rev. 359 (Issue 2).

(HeinOnline) (CSU remote access).