Challenges in the Era of Globalization - iaabd

Proceedings of the 12th Annual Conference © 2011 IAABD
were aged between 0 to 9 years. The number of respondents with children aged between 10-18 years was
25.7%, while respondents with children above the age of 18 were 3%.
Employee’s Perception of WLB
In terms of the employee’s perception of work life balance in Nigeria, 89% of the respondents pointed out
that everyone should be able to balance their work and home life the way they wanted. Although, 88% of
the bank workers recognized that personal and work demands were overwhelming they showed a deep
organizational citizenship by being willing to disrupt their family lives for the sake of the business growth
and profit. What is more problematic is that over 80% of workers could not balance their work and life
and could not reach personal and career goals satisfactorily. To that extent 87% of employees pointed out
that work-life balance needs to be given immediate priority and that management should be a bit more
pluralistic in terms of employers and employees jointly regulating issues related to work life balance.
Flexible working arrangements
Employees within the bank pointed out that they worked for twelve hours a day. This is in addition to
weekend work. Many struggled between family and work. As some respondents pointed out:
It is very difficult for us to meet up with family commitments. If not for our drivers and help we
get from family relatives it hard to manage the children and home. My wife and I work in banks
and we hardly see the children till the weekend. Our work is sincerely affecting our lives but what
we need the money, what can we do…
It is clear the bank employees want some form of work life balance. In fact, 76 % of the respondents were
of the opinion that they would choose a flexible working pattern if it was available. According to one of
the HR managers, the bank recognized the need for work life balance:
we have flexible working patterns for our staff. Even though not all utilized it. We even have a lot
of leave arrangements for the workers. I am sure if you asked the workers, they will tell you we
have been generous and understanding with giving employees leave when requested. We know
they have family and other issues that they have to attend to. We are supportive.
However, many of the employees appeared surprised that there was flexible working arrangement. Some
of them pointed out that they had never heard of them, while other said it was for top managers:
I don’t even know what you mean by flexible working arrangement. It’s the first I am hearing the word.
This flexible working pattern you are asking is not used in Nigeria. I think it is foreign.
If there is flexible work they must be using it only for the big senior executive. We have no choice; we
have to report to work every day, if not we will lose our work. I think you know it’s hard to get job in
Nigeria. We are suffering and smiling.
However, a few respondents within IT department pointed out they enjoyed flexible work. What is
apparent from the study is that there is limited flexible working arrangement within the Bank with 95.1 %
on full time shifts, 3.7% on part time and 1.2% on teleworking. The case of the bank workers is not an
isolated case, as this arrangement is replicated across many private sector companies. The interview
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