In the contemporary business world, employee performance is a fundamental determinant in the attainment of organizational goals and objectives. For this reason, organizations come up with various ways of motivating their workforce so as to ensure there is a high employee performance. Work life balance is a largely significant observable fact that is of considerable concern to different employees in an organization. In delineation, work life balance is expediting and fast-tracking between one's work, which encompasses career and aspiration and one's lifestyle, which encompasses health, leisure and family. This goes beyond emphasizing on the work role and personal life of individuals. It also influences the social, mental, financial and psychological welfare of the individual (Obiageli et al., 2015). This essay will assess the statement as to whether work life balance has a positive outcome for the organization and also for the employees.

Outcome for Employees

One of the positive outcomes of work life balance as outlined by Tymon et al. (2011) is profession growth. Personnel can enhance their supposed career accomplishment by attaining poise between long-term and short-term objectives, enhancing their capability, and communicating explicitly with their managers. In the contemporary, working individuals pursue the twofold goal of maintaining a successful career and at the same time being involved in the lives of their offspring. Being able to have a balance between their two sets of lives, employees become more satisfied and content with their jobs. In addition, this diminishes the level of stress and extent of turnover and as a result prolonging their careers.

Another positive outcome for work life balance for employees is the increase in motivation. It is a necessity to have efficacious motivation of personnel in the organizational setting. Work life balance has the positive outcome for employees through job satisfaction. Job satisfaction is the magnitude with which individuals revel in their jobs where some individuals enjoy work and consider it to be a significant part of life. In accordance to Konrad and Mangel (2000), job satisfaction can be augmented by executing work life balance approaches by decreasing conflict between work and family. Basically, job satisfaction amongst employees generates confidence, loyalty and in the end, enhances the quality productivity from the employees. This indicates that having a work setting that encourages work life balance enables work force to attain their full potential and increase their job satisfaction (Konrad and Mangel, 2000).

According to Arif and Farooqi (2014), work life balance gives rise to employee satisfaction and the impacts of acknowledgement for the employee involvement are mirrored in their satisfaction. Work undertaking and work life have a positive correlation.... Compensation is associated with facilitating factors of work life balance, which result in employee satisfaction. Employee benefits are significantly correlated to work life balance as more appealing employee benefits programs give rise to employee satisfaction. Personnel have a greater level of satisfaction with respect to their work and family when they revel in the benefits of work life balance programs being offered by the organization. In addition, Arif and Farroqi (2014) point out that work life balance have dissimilar impacts on both male and female employees. On one hand, male personnel attain greater job satisfaction with all the three measures for instance job, work life balance program and establishment. On the other hand, female employees have a significant correlation solely with employer satisfaction.
Work life balance has a more significant impact for employees that have greater compensation in comparison to those that have lower compensation. Organizations may emphasis and prioritize on product productivity at all times and this leads to increased stress for employees. This increased level of stress influences on both their personal life and work life. The positive outcome of work life balance is that it provides a balanced association between personal and work life. Research studies indicate that there is a direct association between job satisfaction and productivity. Work life balance has a greater influence on achieving employee job satisfaction in comparison to financial rewards and benefits (Ueda 2012; Arif and Farooqi, 2014).

Outcome for Organizations

Yamamoto and Matsuura (2014) indicate that work life balance conceivably has a positive outcome for an organization by enhancing organizational performance. In particular, work life balance decreases work turnover and absenteeism and also augments recruiting efficacy. Distinctively, for organizations that largely invest in specific competencies for the organization for their personnel or those that incur significant hiring outlays, work life balance is more cost effective. This is for the reason that they generate cost savings on the modification cost of hiring and make proceeds on the organization's human investment as work life balance decreases turnover and non-attendance (Yamamoto and Matsuura, 2014).

There is also the positive outcome of work life balance in the decline of employee turnover and absenteeism. One of the major problems facing organizations in the present day is hiring and sustaining highly competent staff. It necessitates taking a strategic way to the appealing, selection, development and preservation of employees, so as to meet the needs of the work force, organization and society as a whole. Research studies point out that a disparity between organizational management and employees causes an increase…