The Importance Of Balance Between Work Life And Family Life

The question that arises then is that if the families, and many times the women in question too, are not keen on relocation or on-site deputations, how would that reflect on their career graphs, how can one then claim that the families support the women to take up more challenging responsibilities at work?

So is it really impossible or so difficult for a woman to be able to manage time and balance between work life and family life?
While the answer to a large extent might tend to be “yes”, there are enough examples of women leaders, who are handling large responsibilities in large corporates, while at the same time striking a nice balance between work life and family life.
Kumud Srinivasan, with an experience of well over 25 years in Intel,
They decided to consider expenses on a hired help as an investment which, according to her, has paid off several times over. She seems to have achieved the right balance between work and life. Kumud is -----------(work achievements)
Kumud yet finds time for meditation and yoga, reads voraciously, interacts with her children and gives back to the society in whatever way she can. She opines that apart from organisations, the academia can do their bit to help women to achieve the work life balance. This is by educating the men, making them sensitive to the issue and creating a more inclusive environment.
Her advice to women: A woman needs to ask herself “Why am I doing whatever I am doing?” The answer will depend on the phase that a woman is in. Whatever makes a woman feel good in that phase is the right answer for her. At some later stage, the answer may change and then the woman can get back to work. Success has to be defined on one’s own terms; nobody else can define it for
If, due to lack of time management in particular, or due to failure of achievement of the fine balance between work and life, work may spill over at home or family issues may increase absenteeism or reduce efficiency at work. Women then may be forced to step back and perhaps compromise on their career aspirations or take a back seat. If the situation worsens, women may take a long break from work, take up part time job opportunities or simply decide to quit. This is a loss not only for the woman and her family, but the organisation too would suffer. This is because diversity of the workforce has always yielded better results for any organisation. The Indian IT sector is by and large gender inclusive as far as hiring fresh graduates at the entry level is concerned. However, the carrier paths of women seem to be far from vertical. There is a lot of discussion regarding discrimination of women in IT sector; however this discussion warrants a detailed discussion in the light of the societal/cultural as well as organisational factors which lead to