In the current essay I would like to consider work life balance initiatives and what the drawbacks might be for the organization and the employee. To begin with, it can be said that human resource management ”“ is the knowledge and practical activities, which is aimed at ensuring of an organization with quality staff (able to carry out its employment function) and optimal use of it. In turn, optimal use of staff in terms of personnel management is achieved by identifying positive and negative motives of individuals and groups in the organization and the appropriate positive incentive motivation and “redemption”ť of negative motivation, as well as analysis of those impacts.
As a fact, the term work-life balance is a state in which work and private life of a person are consistent. Critical point is of this notion is the implicit assumption that professional work and something else is passing away from life. As a rule, work life balance includes professional activities and at the same time, family, social activities, leisure and many others aspects of life. It should be noted that there are different aspects of life that are to be kept in balance, which it is not possible to turn about and support ideally each other. The term work-life balance is also used for the effort to reach such a state of equilibrium and maintain, which is characterized by a balance that remains in the use of this term often open. For example, it can be interpreted as a certain distribution of time, which is used to achieve a balanced subjective prioritization of different life areas, that is, with the distribution of time to be satisfied on both areas of life. It is also often understood as the absence of negative or mutual influences between different spheres of life, while positive mutual influences are scarcely considered, as stated in Work-life Balance: Help Your Employees Juggle it All (Anon., 2010).
Also, the term work-life balance relates to the same topic as the concept of balance between family life and work, work-life balance is often an emphasis on individual choice and self-organization on the one hand and the balance between workers’ and employers’ interests on the other, less on the social conditions that facilitate or impede the achievement of a balance. As a rule, the achievement of work-life balance is also can be seen as a mission of providing resources: money and scope for decision called next and personal properties in the sense of physical, psychological, emotional and social resources.
It can be said that all employees to a greater or lesser extent, tend for balance, by using individual attitudes and objectives, as well as occupational and social conditions of significance. As a fact, the end of XX century and the beginning of XXI century can be characterized by the context of changing gender roles and demographic development, which facilitated creation of conditions that allow parents to care and have made an acquisition integration, which became a central social and political issue. In the United States and Great Britain to outweigh the conceptual structures work-family balance and work-life balance, authorities began create relevant social and political conditions for this, discussed mostly within the definition of compatibility, according to Simma Lieberman (2010).