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There are different approaches, to define the term work–life balance. At the one hand work–life balance (WLB) is seen as a popular, but also imprecise term that covers from a scientific perspective, not a single phenomenon, but rather an entire subject area.〔(SpringerLink - Abstract )〕 In the focus of this subject area, stand aspects of the relationship and interplay between work and private life. In this connection the work component refers to the paid work and the life component to the other areas of life such as family, friendships, social and cultural commitment, health behavior, and other things.〔 Similarly is a further definition, in which the WLB is depicted as two scales, one for the life component and the other for the work component, which should be balanced. In the shell, which stands for life, hobbies, sports, travel, cultural interests, society, friends and family were put inside. In the shell, which stands for work is the job that is a serious block opposed to the more pleasurable experiences.〔(Informationsgesellschaft )〕 Thus working gets back the negative meaning which the linguists attributed the term in its origins.〔 But also outside of the family, needs and responsibilities are waiting to be fulfilled,〔Barnett, Rosalind C. (1998): Towards a Review and Reconceptualization of the Work/Family Literature. In: Genetic. Social & General Psychology Monographs, 124(2), p. 125-182〕 therefore, also in this area it can be spoken of work. ==Discussion in Germany== More and more companies are thinking seriously about WLB concepts. After all, a non-existing balance between work and private life has negative consequences. These consequences include, for example lower job performance, higher absenteeism, more mistakes and incorrect decisions, worse working atmosphere, depending on labor market situation more willingness of resignation, abdication of image benefits at the market and internal escape.〔De Graat, Elena (2007): Kennzahlen und Kosten-Nutzen-Relation zur Bewertung familienfreundlicher Maßnahmen in Unternehmen. In: Esslinger, Adelheid Susanne/Schobert, Deniz B. (2007): Erfolgreiche Umsetzung von Work–life Balance in Organisationen - Strategien, Konzepte, Maßnahmen. 1st ed. Wiesbaden: Deutscher Universitäts-Verlag. P. 231-242〕 A chief motive of companies is to maintain and, if possible, increase the competitiveness of products and services and thus achieving the best overall business results.〔 To achieve this result, enterprises need the appropriate employees. Since the talent of employees is seen as a competitive differentiation attribute in good, but also in bad economic times, companies need to think more creatively and strategically than ever before about how they can use WLB programs to their advantage.〔Leopold, Ronald S. (2009): Competitive Value of Employee Benefits. In: Financial Executive. October 2009 p. 56-57〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Work–life balance in Germany」の詳細全文を読む スポンサード リンク
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