Work-Life Balance of Working Couples in Organized and Un-Organized Sectors

Today the upcoming challenge for any organization is to develop the required capabilities to attract, stimulate and maintain a highly trained, flexible to organization culture and adaptive to change workforce. Every organization is based on the concept of “going concern”. And for this organizations have to survive in the increased competitive market. Hence organizations incorporate and develop the existing work-life balance strategies that cater to diverse aspirations of workforce. Work-life balance has emerged as a major theme during the last two decades, which witnessed a substantial intensification of work caused by economic uncertainty, organizational restructuring, and increase in business competition (Green, 2001; Millward et al., 2000). The prolific change in the organization’s environment has mandated the organizations to demand more working hours and higher levels of commitment from its employees. And with the alteration in demography, society and culture over the last few decades has made it difficult for individuals to find proper, if not perfect, balance between their work and personal lives. The possible reasons that could be cited for the increase in work-family conflict could be many including increased participation of women in the workforce, changes in employment conditions (work hours, incentives etc,), role expectations from family, more dual career couples, an increased presence of work in the personal lives of individuals and individual’s or couple’s desire to have a enhanced quality of life by enjoying their free time and leisure time activities. Work life balance is the phenomenon which can be expressed as an individual’s ability to prioritize work and household responsibilities meticulously such that none of the aspects(work and life) overpower each other and the individual is able to put in no