Work life balance pdf

Presentation on Work-Life Balance for Health Workers

1. WORK-LIFE BALANCE
Dr. Tondor Cleopatra Uzosike
MBBS, MSc. Occ. Health, FWACP, FMCPH
Department of Community Medicine and Public Health, RSUTH

2. WORK-LIFE BALANCE

3. OUTLINE
•History
•Whatiswork?
•Whatwork-lifebalanceisnot&whatitis
•Statisticsonwork-lifebalance
•Reasonsforwork-lifeimbalance
•Consequencesofwork-lifeimbalance
•Howtoachieveandimprovework-lifebalance
•Benefitsofwork-lifebalance

4. HISTORY
•Theexpression"work–lifebalance“wasfirstusedinthe
UnitedKingdominthelate1970stodescribethebalance
betweenanindividual'sworkandpersonallife.
•IntheUnitedStates,thisphrasewasfirstusedin1986.
•Overtheyears,thecompositionofWLBhaschangedand
somenewphaseshavebeenidentified.

5. HISTORY
PHASE TIME PERIOD CHANGES IN WORK AND FAMILY
LIFE SPHERES
PHASE 1Earlyyearsof
communalliving.
Entirefamilyengagedinworkfor
survivalorsustenance.
PHASE 2Pre-
industrialization
period
Partial segregation of workplace and
family life.
More of trade and craftsmanship
PHASE 3Industrial
revolution in
mid 1800s
Atransitionfrommanualproductionto
useofmachinesformassproduction
necessitatedsettingupoffactories
awayfromhome.

6. HISTORY
PHASE TIME PERIOD CHANGES IN WORK AND FAMILY LIFE SPHERES
PHASE 4Between
late 18th
and early
19th
century.
Movefromproductionofgoodsto
productionofservices.
Moretechnical/professionalworkers-suchas
engineers,doctors,and teachers.---
strengthenedSeparationofworkand
familydomains.
PHASE 5Between
early 19
th
century and
1950..
Separation of work from family was more
consolidated and men took the main role
of bread earners while women took
charge of home and family chores.

7. HISTORY
PHASE TIME PERIOD CHANGES IN WORK AND FAMILY
LIFE SPHERES
PHASE 6Between 1950s
and early 1980s.
(Early20
th
century)
Due to improved technology and
education, greater participation of
women in workforce and companies
offered work-life programs primarily to
support working mothers.
Introduction of work-life balance
facilities.
PHASE 7Between 1980
and 2008.
More women and mothers in the
workforce. Significant growth in
work-life balance facilitiesthat
considered both men and women.

8. HISTORY
PHASE TIME PERIOD CHANGES IN WORK AND FAMILY
LIFE SPHERES
PHASE 8From2008
onwards
Increased consideration in work-
family related challenges and work-life
balance. E.g. familyfactors, individual
factors, the work itself, & other socio-
demographic factors.

9. INTRODUCTION
•Workplaysavitalroleinthelivesofmostpeople.
•Work,whetherpaidorunpaid,helpsto:
Shapeouridentity
Givesapurposetoourexistence
Contributestooursocialstatus
•Allows/Forcesusto:
Structureourtime
Spendourdaysusefully
Bringsusincontactwithdifferentpeopleanddiverseplaces

10. WHAT IS WORK?

11. WHAT IS WORK?
“Anyactivityperformedbypersonsofanysexandagetoproducegoodsor
toprovideservicesforusebyothersorforownuse.”(ILO)
Thedefinitionisirrespectiveofthejobbeingformalorinformal
Excludesactivitiesthatdonotinvolveproducinggoodsorprovidingservices
(e.g.beggingandstealing),self-care(e.g.personalgroomingandhygiene)
Excludesactivitiesthatcannotbeperformedbyanotherpersononone’sown
behalf(e.g.sleeping,learningandactivitiesforownrecreation).

12. WHAT IS WORK -LIFE BALANCE IS NOT
1.Work-Life Balance does not necessarily mean
an equal balance.
Tryingtoscheduleequalnumberofhoursforeach
ofyourvariousworkandpersonalactivities.
Lifeshouldbemoreflexiblethanthat.

13. WHAT IS WORK -LIFE BALANCE IS NOT
2.Work-life balance is not a constant.
Therightbalanceforyoutodaymaybedifferenttomorrow.
Therightbalanceswhensingleisdifferentmarried,orifyou
havechildren.
Thebalanceiswhenyoustartanewcareerorwhennearing
retirementaredifferent.

14. WHAT IS WORK -LIFE BALANCE IS NOT
3.Work-lifebalanceisnota‘one-sizefitsall
Thebestwork-lifebalanceisdifferentforeach
ofusbecauseweallhavedifferentprioritiesand
differentlives.

15. WHAT IS WORK-LIFE BALANCE?

16. WHAT IS WORK -LIFE BALANCE?
•DifficulttoprovidetherightdefinitionofWork-Life
Balance.
•MorefocuswasonWork-Familybalanceresearch(66%of
studiesconducted)i.e.work-familyconflict,thenwork-
familyenrichment.
•Thefocuswasonworkingwomenanddual-earner
couplesespeciallythosewithchildren.

17. WHAT IS WORK -LIFE BALANCE?
•Aneedtoexpandthesecondarmofthephrase(LIFE).
•Lifeisnotconfinedonlytothefamilyrolesandresponsibilities.
•Workplacesarenowmoreheterogeneous:
Increasing female participation in most occupations
Increase in the elderly working population
Single workers
Single workers who are parents
Workers who are married but may not have children
Workers with a long-standing health problems or disability (LSHPD)

18. WHAT IS WORK -LIFE BALANCE?
•Followingresearch,8commondomainshavebeen
identifiedtobeincludedinthesecondarmofthephrase;
Education
Health
Leisure
Friendships
Romanticrelationships
Family
Householdmanagement
Communityinvolvement.

19. WHAT IS WORK -LIFE BALANCE?
•Studieshavereportedthatmostworkersindicatethatthe
FAMILYandHEALTHdomainsaremoreimportantthan
theotherlifedomainsintheWLBprocess.
(Education, Health, Leisure, Friendships,
Romantic relationships, Family, Household
management, Community involvement.)
•SocommonlywecanobservetheWFBortheWHB

20. WHAT IS WORK -LIFE BALANCE?
•Work–lifebalanceisabroadconceptincluding
“properprioritizingbetween“workactivities”
(careerandambition)ononehandand“life
activities”(Health,pleasure,leisure,familyand
spiritualdevelopment)ontheotherhand.”

21. WHAT IS WORK -LIFE BALANCE?
•Thegoalistocreatea“balance”(proper
prioritization)inallareasoflife,whichinturn
helpsindividualsachievetheircareerambitions
andself-fulfillment.

22. STATISTICS

23. STATISTICS
•InaUSNationalstudyamong35,922physicians
btw2011-2014aboutburnoutandjob
satisfaction.(ShanafeltT.D.etal,2015)
•54.4%ofthephysiciansreportedatleastone
symptomofburnoutin2014comparedwith
45.5%in2011(P<.001).Including;highemotional
exhaustion,highdepersonalization,andlowsense
ofpersonalaccomplishment

24. STATISTICS
•Accordingtospecialty,burn-outwas
greaterinallspecialtydisciplinesin
2014comparedto2011.Each
experiencedmorethan10%increase
inburnout.
Family medicine (51.3% vs 63.0%)
General pediatrics (35.3% vs 46.3%)
Urology (41.2% vs 63.6%)
Orthopedic surgery (48.3% vs
59.6%)
Dermatology (31.8% vs 56.5%)
Physical medicine and
rehabilitation (47.4% vs 63.3%)
Pathology (37.6% vs 52.5%)
Radiology (47.7% vs 61.4%)
General surgery subspecialties
(42.4% vs 52.7%)

25. STATISTICS
•SatisfactionwithWLBwaslowerin2014forallspecialtydisciplines
withtheexceptionofobstetricsandgynecologyandgeneralsurgery.
•NosignificantdifferenceinWLBamongmaleandfemalephysicians.
•ComparedwiththeUSworkingpopulation,Physiciansremainedat
anincreasedriskofburnout(P<.001)andwerelesslikelytobe
satisfiedwithwork-lifebalance(P<.001).

26. STATISTICS
•ANationalKoreancross-sectionalstudywas
conductedin2017(associationbtwWLBandhealth
status)withasamplesizeof50,032workers,the
followingresultswereobtained:(ChoiandKim,2017)
•FemalesweremorelikelytohavepoorWLB
comparedtomales
•Thoseaged35–49yearsmorelikelythanaged15–34
yearstohavepoorWLB.

27. STATISTICS
•PoorWLB>forcasualemployeesandunpaidfamily
workersthanforself-employed
•PoorWLB>forthosewhoworked≥48hoursper
weekthanforthosewhoworked35–47hoursper
week.
•PoorWLB>forthosedoingeveningworkthanfor
thosenotdoingeveningwork,andforthose
workingonSundaysthanforthosewithnoSunday
work.

28. STATISTICS
•Theprevalenceratesofthefollowingadversehealthoutcomeswere
higherinworkerswithpoorWLBthaninthosewithgoodWLB:
•39.6%vs.28.3%forpoorgeneralhealth,
•48.6%vs.34.7%forrisktomentalhealth,
•16.9%vs.8.6%forworkrelatedhealthandsafetyrisk,
•13.0%vs.9.0%forsicknessabsenteeism,
•51.8%vs.37.7%formusculoskeletaldisease,
•21.7%vs.17.2%forheadache/eyestrain,
•34.0%vs.20.8%forfatigue.

29. STATISTICS
•InOsunState,Nigeria(Akinnawoetal,2019),astudywasconducted
toassessWLB,JobAddictionandMentalHealthStatusof
64malesand293femaleNurses.(Totalof303nurses)
•30%hadsatisfactoryWLB.
•50.7%wereirritable
•39.5%hadsufferedfromgeneralhypochondriasis
•14.8%admittedtohavingjobaddiction
•Jobaddictionwasasignificantpredictorofpoormental
healthstatus.

30. STATISTICS
•Anothermulti-centerstudyconductedin2020(Nwosuetal),to
determineburnoutamongphysiciansin5tertiary
hospitalsinNigeriareporteda75.5%prevalenceof
burnout(exhaustion,depersonalization,lowsenseofaccomplishment)among
Physicians.
•Physicians’professionalgrade,ageandyearsinpractice,
wereassociatedwiththeexhaustiondomainofburnout.
•About74.6%perceivethatphysicianburnoutcouldimpact
patientsafety.

31. REASONS FOR WORK -LIFE
IMBALANCE

32. REASONS FOR WORK -LIFE
IMBALANCE
•FAMILY AND PERSONAL LIFE RELATED FACTORS
Increased participation of women in the work force
Increased women of child bearing age in the workforce
Dual career couples
Single-parent/single person household
Health and well-being considerations

33. REASONS FOR WORK -LIFE
IMBALANCE
•WORK RELATED FACTORS
Long hour culture and unpaid overtime
Time Squeeze
Work intensification
Changing work time (shift workers)

34. REASONS FOR WORK -LIFE
IMBALANCE
•OTHER FACTORS
Ageing Population
Rise of service sector industries
Technological complexity of work
Skill Shortages
Loss of social support network
Demographic shift of workforce

35. REASONS FOR WORK -LIFE IMBALANCE
LIFE TO WORK AND WORK TO LIFE POSITIVE SPILL OVER
FAMILY SUPPORT
FINANCES
SOCIAL INTERACTIONS
SELF-CARE
SPIRITUAL
HEALTH
HOBBIES
LIFE TO WORK AND WORK TO LIFE NEGATIVE SPILL OVER
LIFE SEGMENT
MALE AND
FEMALE LIFE
ROLES
ORGANIZATIONAL COMMITTMENT
EMPLOYEE RETENTION
CAREER MOTIVATION
WORK PERFORMANCE
PRODUCTIVITY
WORK SEGMENT
MALE AND
FEMALE
LIFE ROLES

36. CONSEQUENCES OF WORK -LIFE IMBALANCE

37. CONSEQUENCES OF WORK -LIFE IMBALANCE
•Health Risks:
Nutrition problems: No time to exercise or eat well –Obesity -
heart disease and other chronic health risks due to poor nutrition.
Exhaustion: Due to sacrificing sleep for work, stress, etc.
Emotional problems: Due to stress and exhaustion affects
relationships and personal identity.
Fatigue
•Absenteeism: Due poor health, leads to organizational loss
•Lost time with friends and loved ones: You may miss
important family events or milestones

38. CONSEQUENCES OF WORK -LIFE IMBALANCE
•Burnout:physical and psychological response to
long term stress.
Lack of interest
Lack of emotions
Lack of motivation
Possible depression
Exhaustion
Lack of sleep

39. CONSEQUENCES OF WORK -LIFE IMBALANCE
•Stress can lead to:
Cardiovascular diseases
Sexual health problems
Weaken immune system
Migraines and headaches
Backaches
Depression
Weight gain
Substance addiction
Restlessness
Trouble concentrating
Irritability/aggression
Mental and physical
fatigue.
Anxiety
Work place accidents
and medical errors

40. IMPROVING WORK -LIFE BALANCE

41. COMPONENTS OF WORK -LIFE BALANCE
•Theneedtolookat6componentsofWLB:
Self-Management
TimeManagement
StressManagement
ChangeManagement
TechnologyManagement
LeisureManagement

42. COMPONENTS OF WORK -LIFE BALANCE
•SELF-MANAGEMENT
Self-awarenessplaysavitalrolemanagingWLB
Periodicallyself-evaluatetoknowyourgoals,desires,likes,wants,
andneeds.
Takecareofpersonalneedssuchaseating,sleeping,exercising,
etc.
Don’ttakeonmoretaskthanyoucancarry.
Learntoaskforhelp,nobodyknowsitallandnomanisanisland.

43. COMPONENTS OF WORK -LIFE BALANCE
•TimeManagement
Havealistofwhatyouintendtoachieve
everyday.
Haveaprioritizedtimescheduleforworkand
lifeactivities.

44. COMPONENTS OF WORK -LIFE BALANCE
•TimeManagement
Identify–
importanturgenttasks–e.g.emergencies,exams,unannounced
visitors-MustDo
importantnon-urgenttasks–wantingtolooseweight-Decide
Forothers–payingbills,householdshopping-Delegate
unimportantnon-urgenttasks–unimportanttasks(time
wasters).E.g.spendingworktimeonfacebookandgames.
Eliminate.

45. COMPONENTS OF WORK -LIFE BALANCE
•StressManagement
Limitmultitaskingasthiscanleadtostress
Findawaytoadapttolife's’stressespositively;
makeroomforexcesses.(adaptingto
uncooperativeandunfriendlycolleagues,etc.)

46. COMPONENTS OF WORK -LIFE BALANCE
•ChangeManagement
Changeisaconstant.
Bothworkandlifeactivitiesaresubjectto
someformofchange.
Learntoadaptgraduallytochangeandnotlet
itoverwhelmyou.

47. COMPONENTS OF WORK -LIFE BALANCE
•TechnologyManagement
Thetechnologyyouuseshouldmakeyourlife
easier,notmorecomplicated.
Lettechnologyserveyouandnottheotherway
around.

48. COMPONENTS OF WORK -LIFE BALANCE
•LeisureManagement
Takingtimeoffisavitalelementofachievinga
work-lifebalance.
Spendyourleisuretimedoingvariousactivities,in
ordertoavoidmonotony.

49. WORK-LIFE BALANCE ARRANGEMENTS
(WLBA)
•WLBAsafeguardswellbeingandimprovesworkers
performance
FAMILYFRIENDLYPOLICIES-maternity,paternity,sick
leave,well-builtcrèche,etc.
INCENTIVEPROGRAMS–monetaryornon-monetary,
givingrewardsforlittleandbigactsofworkers’
dedicationtowardsachievingtheorganizationalgoals.

50. WORK-LIFE BALANCE ARRANGEMENTS
(WLBA)
•WORKPLACEHEALTHPROGRAM
Acomprehensivesetofhealthpromotionand
protectionstrategiesforsafetyandhealthof
workers
Fitnessprograms
Knowyournumbersprograms
Healthinsuranceprograms

51. WORK-LIFE BALANCE ARRANGEMENTS
(WLBA)
CAREER MOTIVATION PROGRAM –
supportivesupervisionandguidance,subsidizing
forexamfees,etc.
PRODUCTIVITY ENHANCEMENT
PROGRAMS –Training and retraining programs
to improve the skills and confidence of workers.

52. BENEFITS OF WORK -LIFE BALANCE

53. BENEFITS FOR EMPLOYERS
•Retainsvaluedemployees
•Motivatesworkforce
•Attractsawiderrangeofpatientsandclients
•Createsareputationofemployerofchoice
•Reducesrecruitmentcosts
•Maximizesavailablelabour
•Improvesservicequality

54. QUANTITATIVE BENEFITS
•Reduces the cost of absenteeism
•Improves productivity
•Reduces staff turnover and
recruitment
•Improves customer satisfaction

55. BENEFITS FOR EMPLOYEES
•Happierlifeatworkandathome
•Betterworkplacerelations
•Improvedself-esteemandconcentration
•Timeforpersonalandfamilylife
•Greatercontrolofworkinglife
•Bettermanagementofhomeandwork.
•Supportiveworkplacethatvaluesstaff

56. CONCLUSION
•Achievingtherightwork-lifebalancedoesn’tcome
instantly.
•Itsanon-goingprocesswithproperprioritizationof
workandlifeactivities.
•WLBAneedtobeimplementedatthemanagement
level.
•Ultimatelyitisanindividual’sresponsibilityto
maintainhis/herownWLB.

57. REFERENCES
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workers.Work,2017;58(4):509–517.doi:10.3233/wor-172641
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