Work‐life balance: contrasting managers and workers in an MNC

Purpose – The purpose of this article is to compare and contrast the workers and managers of an Anglo‐German MNC, focusing on how each group attempts to maintain an acceptable work‐life balance. Design/methodology/approach – The article is based on a two‐year‐long ethnographic study, including in‐depth interviews, participant‐observation and archival research. Findings – Although the bulk of the company's work‐life balance initiatives focus on the managers, and the managers display greater loyalty to the company, the workers are better able to achieve work‐life balance. Neither group displays a more positive attitude to their work; however, the managers focus more on achieving status and the workers on personal satisfaction. Research limitations/implications – The findings challenge assertions that “flexible” working practices are good for work‐life balance, that managers are better able to maintain a good work‐life balance than workers, and that the development of an appropriate work‐life balance policy assists in ensuring company loyalty and positive attitudes to work. Practical implications – This article suggests that flexible working may contribute to poor work‐life balance, and that success may be less an issue of developing work‐life balance policies and more of encouraging a healthy attitude towards work. Originality/value – This article focuses on the occupationally stratified aspects of work‐life balance, comparing managers and workers within an organisation.