Abstract:

Since the beginning of the 90s the influence of globalization processes and the increasing economic competitiveness caused a negative influence of work on non-professional life, in particular family life. A culture based on efficiency, expects more and more of its employees (extended working hours), while limiting the sense of security - causes serious difficulties in reconciling work and family life (Sadowska-Snarska, 2007). The management, constantly tries to find solutions to make subordinates more involved in work. To influence them to be loyal, creative and innovative. There is no simple solution, especially in times of careful spending on long-term investments. The shortage of in-depth research is undoubtedly a fairly significant barrier to the implementation of work-life balance (WLB) programs. The lack of economic measures results in management's ignorance, focus on current organizational problems and lack of perspective thinking.  It cannot be denied that WLB issues will be a growing challenge for companies. On the one hand, the issues arise from the need to employ women, and on the other hand, it is often heard today that employees (women - mothers) abuse their sick leave. However, there is no cost-effective mechanism that would aid  the employee to solve unexpected, private life problems, such as e.g. sudden child illness, illness of a babysitter, failure at home, etc. Without the institutionalized workplace support, the employees often inform their supervisors of the absence at work as a fait accompli. This situation usually creates problems for the employer. The purpose of the paper is attempting to look at the issues of reconciliation of professional and private life in systemic way. We present a concept of the management of WLB in real-life conditions through systemic response to random situations resulting from sudden and necessary care for children under the age of 8.