Balancing A Career and A Family Essay

Thirty-eight percent of Americans report some tension between their work and home lives. Today’s highly publicized work/life balance conflicts are multiple, and their nature differs significantly depending on the jobs individuals have and on their family situations. Tensions between work and family life clearly have implications for the well-being of individuals and their children and ramifications for society in general. Yet because the personal needs, desires, motivations, and economic circumstances of Americans are so varied, there appears to be no single way to resolve these tensions, no universal best practices with regard to work/life balance. For example,

This researcher proposes to examine and evaluate current problems associated with inadequate childcare for parents who work

Within this email, I will cover different probabilities within your company. This information can help you to understand whether or not your employees are satisfied with their jobs or not. Also within the results of this survey, you will find that your employees are not distributed equally in terms of gender.

Majority of staff are not satisfied with their career oppurtunities or work choices within the business.

Thoroughly stated whether or not specialized organizational arrangements should be made for workers who wish to combine career and child raising. Thoroughly explained why or why not. Thoroughly identified steps that companies can take to accommodate parental needs more effectively.

Some people may not get to see their family as often as they want to because of the struggle to balance both family and work. These articles, “Double Daddy” by Penny Parkers, “Diary of a Mad Blender: A Week of Managing Every Spare Minute” by Sue Shellenbarger, and “The Child’s view of Working Parents” by Cora Daniels and Ellen Galinksy, are all based on facts about balancing work and family. Balancing responsibilities, goals, and a personal life is a struggle for many people, but the most important priorities in life, such as family, should not be neglected. Work time can get in the way of family time. In Penny Parkers article, “Double Daddy”, she writes, “These men are saying, ‘I’m working my tail off to get ahead, for the most

So the boss is more understanding and allows Rios to makeup time or allow her to leave early when needed to. Mele favors this case when he states, “Flexible work arrangements or sick-day policies help ease the work-life balancing act.” (Mele 243) The author expresses a liking to jobs that appear to be more understanding because it allows parents to work with a flexible schedule and care for their children, but also themselves as well. The two cases explained strengthen Mele view-point because it creates a connection with the audience and each case had different settings to work with so it helps convince how much parents

Being a mother is a full time job because as a mother you need to be around your child all the time. Even the father plays a similar role but nothing can ever come close to the nurturing capabilities of a mother towards her child. However, the present trends reflect that most parents are generally engaged in professional jobs where they need to devote a certain amount of time. Irrespective of the professional commitments that parents have, they must also give time to their children and take care of their responsibilities.

The term 'working mother' is a redundancy. No woman need feel any guilt for opting to fill her days with whichever activities give her the greatest joy and fulfillment” (English, 2005).

Arne Ken is a distinguished professor of sociology at the University of North Carolina. Eileen Appelbaum is a senior economist at the center of economics and Policy Research, and is a an awarded author. In this case study, they analyze the high commitment that comes with being a full-time working parent. It’s critical for full-time working parents to be organized and follow routines that accommodate for their busy schedules both in and outside of work. Organizational practices like making lists or planning out schedules ahead of time are usually inherited by people who work in highly organizational jobs themselves. Also, parents have to keep their time in mind when scheduling activities or doctor’s appointments and other events because of how tedious and strict their schedules already are to begin with. Parents working only part time or in highly-skilled professions don’t have to deal with these kinds of problems as often because it’s easier for them to ask for a day off or leave during their shift. Ken, Appelbaum, and Berg all have degrees in social sciences and supported their argument and conclusion with evidence from the case study they performed themselves. Such a study with little room for error due to its precise yield and careful practice leaves little room in general for a bias that may have risked the accuracy of the results. This source is quite different from the ones I have found before because it analyses specifically the necessity of organization and planning ahead that full-time working parents have to master. Because this source brings in a totally new perspective to the balance of work and play, it would strengthen my argument and its legitimacy

Women have for many years struggled with balancing the demands of home, children and work. This is especially true for young single mothers who do not have the support of family.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Mothers are very passionate about their choice to work or stay at home with their children. This is a heated debate about what is best for children and who is the better mother. Just in the last generation more mothers are choosing to work, which is also sparking some conflict in families where grandparents felt it was important to stay at home with their children. This paper compares and contrasts both sides of working and being a stay at home mother. While there is no right or wrong answer to the work and family dilemma, it’s important to understand both sides.

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,