Multi Cultural Work Life Balance Literature Reviews

In: Business and Management

Submitted By winshag
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Is it suitable for Multicultural Organizations to inherit the assumption that Work Life Balance Policies are Gender Neutral?



Work Life Balance is not a homogenous concept, and not amenable for precise definition as different people interpret WLB differently; the ideal ‘balance’ can vary at stages of the life cycle (Chandra, V., 2012). Experts within the field have faced difficulties in trying to define the concept, regardless of the wealth existing literature on the subject.

WLB policies have been defined as ‘those that enhance the autonomy of workers in the process of coordinating and integrating work and non work aspects of their lives (Felstead et al, 2002). From an employees perspectives it is the maintenance of a balance between work and family responsibilities. This definition allows for a wide range of policies to be included under the guise of WLB initiatives. WLB policies in an organizational setting include, but are not limited to, flexible working arrangements, child and dependent care and family and parental leave (Bardoel, 1998).


Many Human Resource Professionals, employers associations, government departments, trade unions, academics and voluntary organizations around the world are currently debating and often enacting, policies and practices designed to promote work life balance (Fleetwood, S., 2007). The effective management of WLB is an issue increasingly recognized as of strategic importance to organizations and of significance to employees (Cieri, H., Holmes, B., Abbott, J., Pettit, T., 2005). In more recent years there has been an exponential growth in WLB practices (Chandra, V., 2012) due to globalization, organizational reorganization and efficiency drives, increasingly sophisticated technology responsible for bringing about 24/7 workplaces; blurring the distinction between work and home…...

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