Question 2. from the design brief

What do employees want from their work?

One of the key features of keeping an employee happy in their work is a good work-life balance. What constitutes a happy work-life balance will vary from person to person, dependant on a wide range of different circumstances and preferences. 

This structure can work both ways, for example much attention has recently been given to people working too much and therefore not spending enough time with themselves, at home or with their children. However to reverse this thought process, the unemployed and people working only part time, can be seen to have too much time on their hands and too little structure to their day. 

For those not earning as much as they'd need to, their work-life balance can also be thrown off. For example they may need to have more than one job or work extra hours to earn more money just to make ends meet, however their private life is also effected as they do not have enough funds to enjoy their leisure time. 

The work-life balance can largely vary between different groups in our society, for example parents managing child rearing and paid work, managers and those high up in their companies working long hours simply to get through their large work loads, carers trying to fit paid work around their caring responsibilities, and so on. 

The phrase itself can be somewhat conflicting. When talking about work it is thought of as part of our daily routine, as part of our life, whereas this phrase is trying to differentiate the two. 

Greenhaus and Beutell (1985) identified three main causes for conflict of the work sphere and the negative effect it has on the non-work sphere:

1. time based conflict: time spent on one sphere resulting in less time than needed being available for other spheres.

2. strain based conflict: strain experienced in one sphere making it difficult to fulfil obligations in other spheres

3. behaviour based conflict: role behaviours required in one sphere being inappropriate for role behaviours needed in other spheres. 

One example of time based conflict is someone in a job whereby they can be on call or on standby whilst in their non-work sphere.

Similarly another example is someone who works in a job where the work load cannot be finished in the scheduled work day and must be taken home for completion.  

An example of strain based conflict could be that the pressures from home such as illness or family issues create difficulties in concentrating on the work sphere. This can also be reversed in the sense that a stressful bad day at work can spill into the non work sphere making the person tired or grumpy when they arrive home. 

And finally an example of behaviour based conflict may arise when people use behavioural devices from the work day (such as a teacher giving instructions or talking down to a pupil) and unconsciously bring those behaviours home with them. This would therefore cause conflict between the members in the household. 

Work-life balance can be achieved when the persons ability to sucessfully pursue their work and non work lives happens without making excess demands on one or the other. What constitutes 'balance' will vary depending on the individual and their preferences and their circumstances. 

Bibliography: Noon, M (1997). The realities of work. London: Palgrave McMillan.