Imagine life as a game in which you are juggling five balls in the air namely—work, family, health, friends and spirit. You will soon understand that work is a rubber ball. If you drop it, it will bounce back. But the other four balls—family, health, friends and spirit— are made of glass. If you drop one of these, they will be irrevocably scuffed, marked, nicked, damaged, or even shattered. They will never be the same. You must understand that and strive for balance in your life.” l Brian .G. Dyson, former President and CEO, Coca-Cola Enterprises It is a state where an individual manages real or potential conflict between different demands on his or her time and energy in a way that satisfies his or her needs for well-being and self fulfillment. l Mrs. sasikala.m.s. ( 2005) From this abstract I have understood that in this modern era, women occupy a central position in all the fields like Banking, Medical, Corporate, Government etc. Women prove their excellence in all the fields compare to Men. The situation prevails in the current scenario that both men and women have to go for work to lead a normal life. Hence women are having lot of responsibilities to be carried out. Each and every organization will be practicing different norms, rules and regulations, strategies, methodologies to maintain discipline among the employees. There is a general perception that working in an IT industry plays a dominant role and that will be very prestigious job which increases an individual reputation. BPO sector is emerging in Chennai in current days. Women employees are given preference in BPO than Male. Hence my research will be focused on Organizational Practices which affects the personal and professional activities over women work life balance Employers can facilitate WLB with many schemes that can attract women employees and satisfy their needs. l Dr Ambalagan . K published on 10th January 2012 From this abstract he says, Hr is considered to be the most valuable asset in any organization .It is the sum total of inherent activities ,acquired knowledge and skills; talents and aptitudes of the employed person. The study was done in Kanyakumari district .Primary data was collected .A well framed questionnaire was used to collect more meaningful and maximum information. Employees working in both public and private sector banks were selected for this study. He concludes that the work and life is balanced well by banking employees. l Jeff Hyman , Juliette Summers (2013) – The UK has operated a lightly regulated approach to help employees balance their work and domestic obligations, an approach which employers have welcomed and which they and Government consider to be successful. On the basis of empirical studies this paper challenges these assumptions and outcomes. Apart from definitional difficulties, seven major problems associated with current UK practice over work-life balance are identified. The first problem concerns unevenness of adoption across different sectors and organizations. The second is a lack of fo rmalization of policies at organizational level, with largely untrained line mangers having discretion over policy application. Third, there is restricted employee voice over the introduction and implementation of policies. Fourth, policies are introduced primarily to meet business needs, rather than those of employees. Fifth, there is no evidence of reductions in working hours. Sixth, tangible and intangible work intrusions into domestic life have been identified. Finally, domestic responsibilities are still conducted primarily by women irrespective of their employment status. The researchers conclude that many employees continue to face difficulty in reconciling their work and domestic responsibilities. l David E. Guest Abstract : This article reviews aspects of contemporary theory and research on work-life balance. It starts by exploring why work-life balance has become an important topic for research and policy in some countries and after outlining traditional perspectives examines the concept of balance and its implications for the study of the relation between work and the rest of life. A model outlining the causes, nature and consequences of a more or less acceptable work-life balance is presented and recent research is cited to illustrate the various dimensions. Finally, the topic is linked to the field of work and organizational psychology and a number of theoretical and conceptual issues of relevance to research in Europe are raised. Doris Ruth Eikhof, Chris Warhurst, & Axel Haunschild,(2010) In the work-life balance debate they have done, over-work is perceived as the problem. Nevertheless, beyond working time and the provision of flexible working practices to enable child care, there is little in the debate about the need to change work per se. The debate also narrowly perceives “life”, equating it with women’s care work, hence the emphasis again of family-friendly policies. l Joanna Hughes 2013 The study was qualitative and Semi-structured interviews were conducted with 20 bus drivers employed by a single company in order to identify their perceptions on the following: whether issues related to work-life balance were sources of concern and dissatisfaction; how concern over issues related to work-life balance was compared to other sources of concern and dissatisfaction; and whether issues related to work-life balance were linked with withdrawal attitudes and behaviors. Findings – It emerged that work-life imbalance was not only a source of concern, but also that it was the major source of dissatisfaction for participants. Furthermore, participants made a clear connection between problems with work-life balance and withdrawal behaviors, including turnover and non-genuine sick absence. Originality/value – The study has value at both scholarly and practice level. At scholarly level, the research investigated an important contemporary issue within a neglected group: male workers in a low profile male dominated occupation. At practice level, the findings suggest that work life imbalance incurs tangible costs to organizations; hence, organizations need to establish human resource systems to deal with it. Furthermore, pertinent legislation may need to be developed and enacted. l Jennifer DeNicolis B-S conduct study about WORK-FAMILY CONFLICT, WORK-FAMILY CULTURE, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG TEACHERS Two hundred three teachers completed measures of work-family culture, work-family con?ict, organizational commitment, job satisfaction, and organizational citizenship behavior (OCB). Pearson correlations indicated that OCB was related negatively to work-family con?ict, and positively to work-family culture, job satisfaction, and organizational commitment. Hierarchical regression analyses indicated that work-family culture predicts work-family con?ict, and that various forms of work-family con?ict predict OCB. Analyses also showed that work-family culture predicts both organizational commitment and OCB, and that organizational commitment does not mediate the relationship between work family culture and OCB. The ?ndings support the importance for schools to foster a positive work-family culture.