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International Journal of Research and Scientific Innovation (IJRSI) | Volume IX, Issue VII, July 2022 | ISSN 2321–2705

Work Life Balance and Employee Productivity in Oil Companies in Port Harcourt, Rivers State

Riman Alice Isaiah1*, Amah, Edwinah (PhD) 2, Okocha, Belemenanya Friday (PhD) 3
1Doctoral Candidate, Ignatius Ajuru University of Education, Nigeria
2Professor of Entrepreneurship & Management, University of Port Harcourt, Nigeria
3Researcher, University of Port Harcourt, Nigeria
*Corresponding Author

IJRISS Call for paper

Abstract: As an effort to enhance knowledge, this seminar presentation provides a literature analysis on work-life balance and employee productivity in Nigeria. As a result of this secondary study, effective methods for addressing the problem of work-life imbalance in Nigeria are proposed in order to boost employee productivity for optimal organisational output, which is the primary goal of this study. We believe that workers who have a healthy work-life balance are more productive. As a result, organisations must encourage policies and procedures that help employees maintain a healthy work-life balance. Because of Nigeria’s history of political, economic, and social upheaval, it was concluded that efforts to promote work-life balance have run up against structural obstacles. Corrupt practises, shaky government structures that cannot keep an eye on and enforce labour laws, high unemployment, poverty, inflation, and a long list of other problems plague the business world today. It was thus recommendation that organisations provide flexible work arrangements enforced by government legislation that empowers employees to request a typical work pattern; that the awareness of organisations to the advantages of protecting workers’ rights to various leave initiatives that will improve employee well-being, be enhanced; and managerial training to ensure management support for the demands of these policies.

Keywords: Employee Productivity, Flexi-Time, Work Leave Initiatives, Work Life Balance.

I.INTRODUCTION

Every worker is an essential component of an organisation and the community that surrounds it, and the ability of an organization’s employees to meet its objectives is very crucial for today’s organizations. Organizations must be able to boost staff productivity and monitor it in order to stay on top. In the event that this is not the case, they are likely to confront a number of difficulties that might have a negative impact on the company in the industry to which they belong (Mendis & Weerakkody, 2017). This has resulted in an increase in the number of organisations attempting to find new ways of inspiring their personnel (Thevanes & Mangaleswaran, 2018). A company’s productivity depends heavily on its employees. The company becomes productive when it can grow and make better use of the people it already has. This translates into better customer service and interaction, which has an impact on all aspects of the business. The productivity of an employee in their place of employment is determined by or is the result of a certain mix of that employee’s abilities, efforts, and opportunities. As a result, organisations must devise a set of policies to accomplish this goal.