Work-Life Quality and Balance is possibly the greatest challenge most of us face these days. We refer to “work-life” as the holistic view that work and personal responsibilities, in practice, can’t be conveniently separated. As a result, a new paradigm of self-management becomes necessary. The fundamental premise of this paradigm is “don’t attempt to manage time, understand to manage your most crucial activities.”
This process of self management begins with identification of your innermost values and how they translate into your key life activities. These are the activities that provide you with a “sense of satisfaction” and also the “feeling of a life well-lived.” The method involves the wisdom to balance professional aspirations like wealth, position, status, and advancement, with personal values like family, faith, service to other people, along with the well-being of one’s self.
To be able to attain this balance, every of us need to make a “crucial decision” that may well appear to have significant consequences with respect to our professional goals or personal relationships. This decision is commonly the breakthrough which is necessary in order to develop the sanity and quality of life we desire. Work-life high quality and balance is quickly becoming the primary goal for most people. A survey by PricewaterHouseCoopers reveals that 57% of all graduating students in eleven countries have work-life high quality as their primary objective. Myriads of articles are included in over 11,000 publications each year aimed at helping people produce the elusive balance, stability and quality of life they’re searching for.
The complementary dimension in achieving quality and balance is an employee-support system by leadership. This dimension consists of work-life programs, managing the whole individual, and an adaptable culture that’s able to meet the unique needs of different employees. A lot of organizations have made significant progress in the provision of work-life programs such as flexible work hours, childcare, eldercare, EAP and family support programs, etc., but most are still within the process of learning holistic management and creating an adaptable culture.