emerging trend and strategies towards achieving work life

2. INTRODUCTION
 Work-life balance is about creating and maintaining supportive
and healthy work environments, which will enable employees to
have balance between work and personal responsibilities and thus
strengthen employee loyalty and productivity.
 Today’s workers have many competing responsibilities such as
work, children, housework, volunteering, spouse and elderly
parent care and this places stress on individuals, families and the
communities in which they reside.
 Therefore, the incompatibility between the demands from the
work and non work domain give rise to conflict and consequently,
people experience a lack of WLB.

3. FACTORS AFFECTING WORK LIFE BALANCE
OF EMPLOYEES
PERSONAL FACTORS
 Age
 Education
 Marital status
 Family background and support
 Spouse support
 Elder dependency
 Child responsibility

4. PROFESSIONAL FACTORS
 working conditions- tight deadlines
 long and/or odd working hours
 organizational culture
 organizational policies
 work load distribution
 amount and frequency of overtime required
 unsupportive supervisor
 inflexible work schedules

5. IMPORTANCE OF WORK LIFE BALANCE IN TODAY’S
SCENARIO
 It is about people having a measure of control over when, where
and how they work.
 Strategies of WLB in organizations include policies covering
flexible work arrangements, child and dependent care and family
and parental leave.
 Today’s workers have many competing responsibilities such as
work, children, housework, volunteering, spouse and elderly
parent care and this places stress on individuals, families and the
communities in which they reside.
 Work-life conflict is a serious problem that impacts workers, their
employers and communities.
 It seems that this problem is increasing over time due to high
female labor force participation rates, increasing numbers of single
parent families, the predominance of the dual-earner family and
emerging trends such as elder care.

6. EFFECTS OF POOR WORK LIFE BALANCE ON THE
ORGANIZATION
 Workers Punctuality, Teamwork, Customer service, work
supervision responsibility, group behavior, peer interaction and
leadership initiative by workers are reduced due to Lowered self-
worth and morale in workers due to conflict in work life balance.
 Creativity, new job-expertise learning and innovation of worker is
grossly undermined due to lowering of work related enthusiasm
among workers.
 Workers having problem balancing work roles and family roles
set bad standard in the company work setting and often upset the
friendly work ambience.
 Workers problems get reflected negatively on company turnover,
operating profit and balance sheet.

7. ACHEVING WORK LIFE BALANCE FOR WOMEN IN
TCS
 TATA is having very good organizational culture. Their main
focus is to foster a productive work environment within the
working day.
 Giving more opportunities for people to work from home if they
want to and make work more flexible is one of the strategy used
by TATA Co
 Such an approach will also cut down on commuting time and
enable employees to spend more time with their families.
 Work-sharing is another way in which couples, or any two people,
share the work. All this would not mean less productivity but
result in happier employees.
 At TCS some programs are arranged for the employees’ families
by creating opportunities for them to understand what is
happening in the company.

8. TCS work culture enables women employees to reach the
top Ajita Shashidhar
Edition:Nov 9, 2014
 The organization's ability to offer diverse roles and its sensitive
and empowering approach to the challenges that the women
workforce face have definitely won many hearts.
 Currently, around 33 per cent of the total workforce of TCS are
women, a number Chandrasekaran is very proud of. He clarifies
that the company's focus on gender diversity is not just an effort to
meet a metric.
 Less than a decade ago, the company had to face a high attrition
rate when several high-performing women employees, especially
in the middle and senior management levels, gave up their careers
for family. This apparently seems to have led the company to
carefully structure its gender diversity policy by enabling women
to get the right work-life balance.

9.  The company offered extended maternity leave, flexibility on the
kind of roles one would like to opt for and even long leave during
their kids' Class X or XII exams.
 One of the oldest woman employees of TCS, Deepti says that she
has always been measured as per the results that she has
delivered. TCS helping its woman employees to take a much-
needed break from work is definitely a boon but getting back to
work after that too has been often challenging.
 Most women employees are skeptical about taking up challenging
leadership roles and prefer to take a backseat, especially after they
come back from a long leave.
 The company's overall attrition level is at 12 per cent, while the
industry attrition is higher at 14 per cent.
 Only 12-13 per cent of the senior management roles in TCS are
occupied by women, though 33 per cent of the company's 335,000
workforce are women.

10. 10 KEY STRATEGIES TO ACHIEVING A WORK-LIFE
BALANCE
 Track Your Time
 Determine Your Priorities
 Set Specific Goals
 Schedule Scrupulously
 Establish Boundaries
 Take Care of Your Health
 Nurture Your Family/Relationships
 Make Time for You
 Leave Work at Work
 Exercise Your Options

11. GENERAL STRATEGIES USED BY TCS TO DEAL WITH
THE PROBLEM OF WORK LIFE BALANCE OF
EMPLOYEES.
 Flexible work arrangements arrangements (e.g., telecommuting,
flex-time, job-share, reduced or compressed workweek)
 Compressed Work Week
 Telecommuting
 Reduced time/Part time
 Leaves and Sabbaticals
 Summer hours
 Fly-backs
 Life Works Employee Assistance Program
 Eldercare resource program
 Nursing mother's program

12. Seven years ago, Scott Belsky asked a small focus group a simple question:
“Are you interested in a professional social network for creative people?”
“Every one of them said ‘no,’” Scott says. “They said, ‘We already have
MySpace and Facebook.’” But then, they’d talk about the how hard it was
to get exposure for their work.
“We were inspired by the frustration,” Scott says. “We wanted to really
empower creative careers.” So he and his team started Behance, which is
now the leading online platform for showcasing creative work, attracting
millions of visitors who want to discover top talent.
In December 2012, Adobe acquired Behance and integrated it into its
Creative Cloud offering. Scott says being acquired by Adobe gives
Behance a chance to reach millions more creative minds and serve creative
careers in new ways.
He attributes the success of the transition to Adobe’s open culture and
receptiveness to new ideas. “When someone like me says why don’t we
try something different, I’m not immediately shut out,” he says. “On the
contrary, people say ‘Oh, that’s interesting, let’s try that.’”

13.  Discussion focused on the general knowledge spread
about the information security sector and the even
larger need for more resources in the industry, which
dovetailed into the many programs and recruiting
efforts to help more women and minorities, who are
focused on security, to enter and stay in the security
field. It was very inspiring to see so many women
interested in and working in security.
 All around, the conference was incredibly inspiring
and a great stepping stone to help attract more women
and minorities to the cyber security field.
 It encouraged women to recognize the individuality in
themselves and others, and to be adaptable, versatile
and agile in changing circumstances, in order to
advance both professionally and personally.

15. Source- Adobe Life Magazine Careers