Managing Work Family Practices At The Workplace

Studies suggest that when the number of children in the home rise, and as the age of the youngest child decreases, there are more conflicts within the family. In establishing relationships with children, parents struggle to manage work and family, including having insufficient time to completely focus on both the necessities of work and family (Cichy, Stawski, & Almeida, 2012). Due to new job obligations, MJ experiences work stress independently, enhancing personal and financial stressors. There can be an adverse effect between job security and father-child relationship due to fathers striving to secure careers so they are able to provide for their family. As personal stressors are experienced more regularly, so are perceptions that one’s work obligations increase negative effects on their family life (Minnotte, Pedersen, & Mannon, 2013).

Thesis Statement: Today, many working families are having issues finding a good balance between work and family life. There are options available for those who seek help to find a better balance between the two. Many of these options range from organizational practices or policies, training, corporate involvement and even laws.

“A seminal study of 527 U.S. companies, published in the Academy of Management Journal in 2000, suggests that “organizations with more extensive work-family policies have higher perceived firm-level performance” among their industry peers. These findings accorded with a 2003 study conducted by Michelle Arthur at the University of New Mexico. Examining 130 announcements of family-friendly policies in The Wall Street Journal, Arthur found thst the announcements along significantly improved share prices. In 2011, a study on flexibility in the workplace by Ellen Galinsky, Kelly Sakai, and Tyler Wigton of the Families

However, the Collaborative Family Work model may not be appropriate for all families, particularly if there is a strong power imbalance (Trotter, 2013). The Biggs family, for instance may not currently be suitable, however they may in the future. The reason for this is due to the current violence in the family, child protection involvement, mental health issues, controlling behaviour and drugs and alcohol issues within the family dynamic. As relationships are strained within the family, it would require two family members (Lucy and Jason for instance) to agree to work together to problem solve the family’s current situation. If the family agreed to work together, the worker would need to be careful when approaching issues within the family

To balance work and family, I think that the work life should always stay at work. I have seen on movies, television shows, and in real life that a lot of parents bring their work home with them. This takes away time from their children and spouse, by having the parents on their computers doing work, or always on their phone. I have recently watched a movie that the daughter had to write messages down for her parents because every time she seen them they were so busy on their phones for work that they never heard what their daughter had to say. Another way to balance work and family is to try and resolve conflicts before they get out of hand. I personally believe that conflicts need to be settled with everyone involved sitting down with no distractions, like cell phones, television, etc. and discussing how he conflict arose and what each family member can do to help resolve the

The term ‘family-friendly’ in the context of employment refers to the extent to which individuals feel able to balance their work and family roles and fulfil their duties to spouses, other family members and those to whom the individual has caring responsibilities (Grandey, 2001).

The overall purpose of this project is to investigate if a work environment in which work life balance is anticipated and supported will provide positive impact on employees’ performance and attitude. In addition, this research will examine the current understanding of attitudes toward the concerns of work life balance across the gender roles. This review of qualitative data will provide answers to the following questions. First, would implementing a work life balance provide employees with a happier and

Under the current economic situation and the family structure, most couples have found that it is necessary for both members of the family to stay at work once they have started a family. This can make for non-work related items to intrude on the working day.

back to our understanding of the traditional roles based on society’s and our own individual

The third key principle of the Collaborative Family Work model is collaborative problem solving. This method establishes a collaborative working relationship which focuses on the family at the centre of determining what issues are most important; which goals are set; and what strategies they will use to achieve their goals (Trotter, 2013). However, it is important to note that this does not imply that the worker is passive during this process. When family members discuss what they believe are the main issues and goals are, the worker can suggest clients using the ‘I’ perspective, rather than the ‘you’ when expressing their feelings. This suggests that the client has an understanding that they have a role in the family group and are taking responsibility

Thirdly, policies about family-work reconciliation may have effect on the gender gap in authority. Family-work reconciliation policies include parental leave, part-time work entitlements, and subsidy for child care services. Although these policies could help increase women labor force participation, they also prevent women from promotion in some ways. For parental leave, when government increase the entitlement for parental leave and expand the maternity leave, women would be encouraged to stay out of labor force for longer time( Blau, Kahn, 2013). It probably reduces the opportunity for women to be promoted, because women may lose some job skills and abilities during this period. As for part-time work entitlements, it increases women’s willingness

My beliefs and view on the gender ideology towards work and family is more weighed on one side (Masculine) and partly on the other (Feminine). It is evident that the ‘Masculine’ gender is more dominant in our society and because of this; there is more expectation and responsibility for the masculine gender. However, there is a continual inclusion trend in which we are witnessing the feminine gender assume some roles of the masculine gender. But overall, the masculine effect is still dominant. I personally feel that there should be a good balance of work and family responsibility by the men. It is necessary that the ‘Men’ are mostly responsible for taking the role of the breadwinner of the family therefore, the working hours of the men would have to be met as required by the employer. For example, working 40 hours a week is the minimum in the US but varies in some other places. In a case whereby the man has to take an overtime shift just to meet the needs of the family.

The analysis of the work family plays an important role in the study of masculinities specifically and gender generally because you can measure socioeconomic inequalities through the labor market and how capitalism effects and shapes our views on masculinity, and what family should be. This can be seen in the societal viewing of men as the designated breadwinner of the family. When breaking down the labor market, we can see distinct differences between men on women based on gender and race, as well as the social organization of masculinity. These differences were brought more into with Kristen Schilt’s study on how transmen make gender visible at work (2006). Gendered practicing, leading to gender inequality has seeped into our workplaces. The transmen in this study who were at the job as women and then transitioned began to benefit from the patriarchal dividend (the advantages men gain through women’s subordination) after they transitioned (Schilt, 2006). They were granted respect, authority, and prestige they didn’t have when working as women (Schilt, 2006). The experiences of the trans men who didn’t fit into the category of the hegemonic male, i.e. they were short, a person of color, short, or young bring to light how the interplay of gender, race, age, and bodily characteristics can limit access to the gendered workplace advantages. Women are discriminated in the workplace to the point where men even surpass them in supposedly women’s professions. In blue-collar proffessions they aren’t given the sufficient training to advance in manual stocks, are passed over for promotions, and are subject to extreme racial, sexual, and gender harassment. These constant attacks lead to women’s reduced presence and power in this field (Byrd 1999; Miller 1997; Yoder and Aniakudo 1997).

The understanding of perceptions of organisational support is essential to the success of any organisation. The need to understand individual perceptions of organisational support is important as it can lead to many positive outcomes for both employee and organisation; thus this construct proves to be relevant within the work domain. This construct has proved to have many key attributes to the success of the organisation and is one which has been studied by many researchers (Rhoades & Eisenberger, 2002; McNall, Masuda, Shanock & Nicklin, 2011). However, perceptions of organisational family support is one which hasn’t been exhausted fully and can be linked to work-family enrichment. By

Research conducted by Hay Group (2013) shows that 39% of employees believed that their personal and work life is not in equilibrium in contrast to 51% of employees admitting that their employer is sensitive to their relationship between work and home. These figures explain why the interest with work life balance has increased in parallel to the growth of the industrial market economy within the past 300 years as a trend began which segmented activities associated with