Factors that May Lead to Work-life Conflict

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

Conflict is a stubborn fact of organizational life. Regrettably, it is an inevitable when organizations incorporate individuals with such diverse scopes of life. As conflict is identified in organizational work teams, an analytical approach to conceptualizing conflict is the first step. Further development will then focus on the different sources of conflict and how it can compromise the common goal of the team if it is not handled correctly. Searching for ways in which to manage conflict and avoid conflicts in work teams will bring together the underlying focus of this paper.

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,

Conflict is human nature; it practically unavoidable. Whether it is at home or in the professional world, we as individuals must communicate or interact on a daily basis by some shape or form with other individuals in order to get anything accomplished. One employee alone does not or could not make an organization successful. In reality, these constant interactions are more than likely going to lead to some type of conflict at one point or another in our lives. Griffin and Moorhead define conflict as “a process resulting in the perceptions of two parties that they are working in opposition to each other in ways that result in feelings of discomfort and/or animosity” (Griffin & Moorhead, 2014). It has been determined that conflict can

Everyone has been told from one time or another – don’t bring your personal life to work, and vice-versa. Easier said than done. In our current economy, families are having to work harder, and longer thus leaving less time for family and creating stress and anxiety. One thing that has statistically shown why people are stressed at work and home – the instability of work-life balance. This paper exemplifies the barriers and measures one can take to secure the balance.

In the textbook, Family Life Now, the author, Kelly J. Welch, discusses the ten strategies for family and work balance. Obviously, sometimes the stressors in life and the struggles that work brings can definitely effect people and inhibit a relationship from being successful. According to a 2001 study examining “47 married couples who appear to successfully manage both spheres” (Welch, 409), the 10 major strategies to balance family and work are as follows: “Value Family, Strive for Partnership, Derive Meaning from Work, Maintain Work Boundaries, Be Focused and Productive at Work, Prioritize Family Fun, Take Pride in Dual Earning, Live Simply, Learn to Say “No”, and Value Time” (Welch, 410). Out of these ten strategies, I would like to focus on the seven that I think are the most beneficial and necessary to have in a balanced relationship.

Arlie Russell Hochschild presents an interesting phenomenon in her work The Time Bind. She explains that “The more attracted we are to the world of work, the more its deadlines, its cycles, its pauses and interruptions shape our lives and the more family time is forced to accommodate to the pressures of work.” The attempt to balance personal and professional lives is a growing challenge for today’s working parents, who are seeing a change in the amount of time they spend at work and home, all of which depends on “the nature of a person’s job, company, and life at home.” In her book, Hochschild presents a case study of employees working at Amerco, a Fortune 500 firm that “had been identified as one of the ten most ‘family-friendly’ companies in America by the Families and Work Institute, by Working Mother magazine, and by the authors of Companies that Care.” In an attempt to keep from spending money to hire workers every time a parent left his or her position, Amerco began offering “options for part-time work, job sharing, and flextime,” only to find that many employees do not take advantage for their opportunities,

Thesis: When there is a cohesive balance between work and family life, it leads to a more productive working environment and family atmosphere.

Moreover, the author used RELATE to measure work-family conflict (WFC), marital satisfaction and constructive and destructive

Tell of a conflict that you recently encountered. It could be a conflict at work, in the news,

The workplace is an environment that can be a source of conflict. In the workplace environment it is important to realize the causes of conflicts, effective ways to prevent destructive conflicts and different problem solving techniques for conflicts. A conflict is when a person is or is about to cause harm or damage to something else another person cares about (Lamberton & Minor, 2014). Additionally, conflict can be viewed in a constructive or destructive manner (Lamberton & Minor, 2014). Conflict are a common part of the workplace environment (Oore, Leiter, & LaBlanc, 2015).

– Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise.

The office was around a 50/50 mix of male and female staff. The call centre was a high-pressure job and quite a stressful atmosphere. Tempers would often boil however there never seemed to be any lasting conflict until on an occasion after a works dinner party.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

The relationship between employers and employees has long been the subject of widespread study and debate within the business world. This employment relationship can be defined as a complex system in which social, economic and political factors combine with an employee who exchanges mental and manual labour for rewards allocated by the employer (Encarta Encyclopaedia Deluxe. 2004). Industrial relations and human resource management advocates have traditionally held different views on the subject of organisational conflict. Many authors have argued that organisational conflict is inevitable in most work settings and that the employment relationship is essentially a trade-off ground (Alexander and Lewer, 1998; Deery, Plowman, Walsh and Brown