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How culture of an organization help employees with work-life balance?

What are the benefits—both tangible and to the culture of an organization that undertakes the adoption of policies designed to help employees with work-life balance?   
As explained on the Asure Softwarewebpage, 
“A good work/life balance can enable employees to feel more in control of their working life and lead to:
Increased productivity
Lower absenteeism
A happier, less stressed workforce
Improvements in employee health and well-being
A more positive perception of you as an employer
Greater employee loyalty, commitment and motivation” (“How Work-Life Balance Can Benefit Your Organization”, 2017). 
Structural work–life support modifies human resource strategies and practices 
as well as job structures—in order to enhance flexibility to spread worker control over the location, place an amount of work, or offer additional instrumental properties such as data and direct assistance to facilitate individuals to be able to combine employment with caregiving or other important non-work responsibilities (Kossek, Lewis, & Hammer, 2010). to advance the field we must acknowledge both formal policies and cultural acceptance at the same time as we understand that norms and values of the workplace ‘success’ may vary from country to organizational context for different workers (Kossek, Lewis, & Hammer, 2010). Open-mindedness of this diversity enables improved implementation of work–life and work–family initiatives.  

What does an organization stand to gain if it can work through the growing pains of implementation?  
Growing pains of implementation in an organization are a collection of pain points that can be predictable across a business, as its limits are tested. While these concerns can seem infrequent and unconnected, the best way to approach addressing them is an incorporated one. The utmost success comes by considering every corporate process related to the problem (Mauer, 2017). The organization can gain teamwork, respect, loyalty, and a positive work place.

Have you worked as an employee—have you worked for an employer who offered work-life policies?  How were they implemented?  Were you able to use them?
Work-life policies help workers increase the quality of their work experience as well as the worth of their personal life. Work-life policies can cover a variety of work schedules and/or arrangements, and leaves of absence and job enhancements such as training and counseling (Mitchell & Lehman, 2001). Unfortunately, I don’t believe I have worked in a good company, where I get these privileges. But I have read enough about other companies that offer them. My mother just got bereavement leave for the passing of my father, she got a week off of work with pay. In her company, for the grievance period its 2 weeks, but she just chose 1 week due to personal reasons. According to the “Work-Life Policies and Practices Survey Report”, the authors state “Work-life policies extend beyond traditional notions of "family friendly" that primarily imply care for children and others. Work-life policies take many forms. There are time-based practices known as alternative work schedules such as compressed or flextime and reduced work schedules such as part-time. They can also take the form of telecommuting, which entails working from home or an alternate satellite location. Other practices include various types of leave whether it is federally mandated Family and Medical Leave Act (FMLA) or a combination of sick and personal leave” (Mitchell & Lehman, 2001). 



Works Cited 

How Work-Life Balance Can Benefit Your Organization. (2017, October 23). Retrieved from 
https://www.asuresoftware.com/blog/how-work-life-balance-benefits-your-organization/

Kossek, E. E., Lewis, S., & Hammer, L. B. (2010). “Work-life initiatives and organizational 
change: Overcoming mixed messages to move from the margin to the mainstream”.
Human relations; studies towards the integration of the social sciences, 63(1), 3-19.

Mauer, K. (2017, February 16). The Growing Pains of Organizational Growth. Retrieved from 
https://www.stand-together.org/growing-pains-organizational-growth/

Mitchell, J., & Lehman, A. (2001, September). Work-Life Policies and Practices Survey Report. 
Retrieved from https://sfgov.org/dosw/work-life-policies-and-practices-survey-report
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