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Therefore, satisfaction with WLB depends on which roles people have prioritized now and whether their expectations are met. The roles that people perform in their life and the importance they assign to these roles change.Their performance and function across life domains should not clash. People should feel satisfied with their own performance in various life domains and should function optimally in these domains.People should be able to commit equal amounts of time and energy to all roles.People perform different roles in their life, including a work role and a personal life role, and the demands of one role can carry over to the demands of another.
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Kalliath and Brough (2008) provide the following set of statements that synthesize the various definitions of WLB provided in the literature: Both domains require attention and investment, but not at the sacrifice of each other. However, the common understanding is that there are (at least) two domains in life: work and personal. There’s no cohesive, agreed-upon definition of work–life balance in the literature (Kalliath & Brough, 2008). As a result, some workers may consider work as a separate, dynamic aspect of life that doesn’t require absolute commitment. Specifically, the likelihood of remaining employed at one company has declined since the 1990s (Eby, Butts, & Lockwood, 2003). One such example is how societal attitudes toward work and life have changed from one generation to the next (Thijssen, Van der Heijden, & Rocco, 2008 Wey Smola & Sutton, 2002). WLB has also been driven by changes in individual attitudes and values. For example, working overtime and on weekends leads to less time available to spend on personal life interests. These changing work demands lead to inevitable changes in personal lives. Expectations of superb customer service have become higher.The expected response times for communication have become shorter.Deadlines have become increasingly tight.Technological advancements have increased work pressure.Other changes in the work environment have contributed to concerns about WLB.
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This is why the concept changed from work– family life balance to work– life balance, since our personal lives are not limited only to familial needs (Lockwood, 2003). Thus, societal pressures for equal labor opportunities and conditions, coupled with general shifts in industries and attitudes toward gender roles, resulted in more attention on WLB.