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Corporate Policies for Womens Labor Force ProductivityHye-Ryun KangThe rapid changes in the labor participation rate of women gave brought the issue of balancing work and family which, in turn, influences the productivity of working women. Interest in the relationship between employees work and home lives has grown dramatically in the past years. While home and work have traditionally been viewed as separate spheres, their interdependence is increasingly recognized.Increases in women work forces are making changes at the workplace; they are making time off and flexible work schedules essential for workers trying to manage home and job simultaneously. This study urges now some employers paying attention to such new types of benefits as parenting leaves, child care services, employ counseling, flexible work schedules, and innovative approaches to structuring benefit plans either cafeteria style or in some other version of flexible system.Some employers will argue that family supportive policies are expensive to employers and may be disruptive to the work place. Thus, many employers insist that these policies can be introduced only if and when productivity increases can be demonstrated. However, it has been learned that corporations do not use productivity as the measure of many other polices they introduce.There is need for a new perspective or rationale for supporting a more responsive benefit system.The issue of family responsiveness at the workplace remains largely a euphemism for the problem of women. However, for the conflict between work and family life to be resolved, the issue must be transformed from a womans problem to a societal problem. Our society gas changed, the work force has changed, and clearly the workplace has changed; but there is far more that needs to be done, if the goal is a more responsive work place.