Nonstandard Work Practices

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).

These figures demonstrate significant trends in the changing profile of today’s labour pool. Not only are companies forced to recruit and hire from an increasingly diverse workforce, but companies intent on succeeding also will have to retain, motivate and engage the most talented women. Flexible work arrangements are options for helping working mothers integrate work and family responsibilities, so that women can function better both at home and in the workplace.

In, “Halving the Double Day” by Dorothy Sue Cobble, she realizes that women get the bitter end of having a poor socio-economic status. Women are more burdened than men with balancing activities. Cobble states, “But none feel the pressure more than those juggling full-time employment with what can seem like a second shift at home” (Cobble, 1). Cobble believes that women, especially in lower income households face more stress and have less time to do things they want in life because they are burdened with finding and working in jobs as well as balancing house hold duties. Unlike men, who’s primary role in the household is to go out and work, women now who are in lower income families have to take on both roles assisting in income and doing house work. Furthermore, Cobble emphasizes that only those who are rich can benefit from the vast benefits that outsiders see in living in America. Cobble states, “Similarly the highly touted family-friendly workplace-the coveted market nook with flexible work schedules, job sharing, child care assistance, and comprehensive health and welfare coverage-is not yet a reality for the majority of salaried workers, let alone hourly workers”

The article, “10 Burdens Funeral Directors Carry”, written by Caleb Wilde expresses the unique struggles of those working the funeral business. They face numerous challenges through trying to aid and support those mourning a loved one. This often over looked and underappreciated field offers a salient as well as specific service desperately needed by each community. By encountering: depression, psychosis, isolation, stress, workaholism and death itself funeral directors make numerous personal sacrifices to continue to provide honor and respect to the dead.

According to Statistics Canada, the amount of two parented full time working families has gone up 17% since the 1980’s. As a result of such an outcome, more employees in larger and smaller based companies are finding it harder to keep up with both risen work loads and home life necessities, which in turn have caused more absentees in the work place. The reason being for this is due to

Americans that work too many long shifts affect the lives of the people around them too. For instance, one statistic from a Family Matters Survey done by The National Partnership for Women & Families in 1998 found that, “70% of working fathers and working mothers report they don’t have enough time for their children”.Another statistic from this survey reported that over 80% of Americans found it diffcult to balance their work life and their personal life. In fact, it is estimated that around 11 million children age 5 and under spend time in a form child care facility every week(Child Care Aware of America). It is also estimated that children whose

In chapter 11, “Families” in the book “Gender: Ideas, Interactions, and Institutions” by Lisa Wade and Myra Mar Ferree discuss the different roles in the family. Married women carry a large proportion of unpaid work in the home. Women with a paid job outside of the home experience the second shift. The second shift is unpaid work waiting for them when they get home. The second shift is buying groceries, cooking dinner, putting gas in cars and reviewing budgets.

As the nursing profession advanced, numerous modifications transpired, driving the progression of this health sector in a new direction (Thomas & Richardson, 2016, p. 1072). In the past, regulations of working conditions allowed nurses to work on a rotation of eight-hour shift, but in the 70s and 80s the healthcare system progressed to working 10-12 hour shifts. This new working condition was implemented to accommodate the rise of nursing-shortages (As cited in, Bae, 2012, p. 205; Witkoski Stimpfel, Sloane & Aiken, 2012, p. 2501). In 2009, it was approximated that roughly 60% of nurses are now abiding to 12-hour shifts, according to the American Nursing Association (ANA) (As cited in, Bae, 2012, p. 205). Today, not only is this practice still used, but a new development has occurred, overtime. Overtime work began to be used by the healthcare system as a supplement, alleviate the on-going nursing shortages and remediate new compilations being brought by understaffing issues, therefore becoming a custom in nursing practice (Debrit, Ngan, Hay, Alamgir, 2010, p. 28; As cited in, Bae, 2012, p. 205; Berney, Needleman, Kover, 2005, p. 165). A national survey completed by a sample of Registered Nurses (RN), concluded that 43% of nurses work more than 40 hours a week, and that 9% work more than 60 hours a week (As cited in, Bae, 2012, p. 61; Bae & Brewer, 2010, p. 99). In 2010, a survey completed by the U.S. Department of Health and Human Services, also calculated that

Burnout and an intention to leave the job increased as the shift length increased. Dissatisfaction with their career was also higher compared to nurses who worked fewer hours. This only worsens the nursing shortage in America. Despite regulations on shift length and working hours for resident physicians and individuals in other industries, there are currently no national work hour policies for registered nurses (Aiken, Sloane, Stimpfel, 2012). Even if nurses are not mandated to work overtime they often feel coerced into working “voluntary” overtime (Aiken, Sloane, Stimpfel,

It Is important that people who work with children are aware how to protect themselves against incidents of alleged abuse or inappropriate working practices.

For the second short writing assignment, I had to read both the Second Shift by Arlie Hochschild with Anne Machung and Committed by Elizabeth Gilbert. While reading both books, I quickly found that I understand the argument made in the Second shift by Arlie Hochschild and I feel like I have been in Hochschilds shoes. I am a nanny so I see parents come home on a day to day basis after a long day of working. In this study, Arlie Hochschild observes dozens of families with children under the age of six. The parents are career driven and have dual-incomes to support the family they created. A lot of households have a stay at home mother, but in today’s society more women are either working full time or part time to help support the family.

Arlie Hochschild, author of The Second Shift, set out to find the answer. Hochschild began to interview and observe dual career couples with children still in the home. She found that despite the increasing number of women working full time, there was no change in the home. After women would get off of work, they would get home and begin

Hochschild makes the observations that the second shift is sometimes unavoidable; “Women who do a first shift at work and all of a second shift at home can’t compete on male terms. They find that their late twenties and mid-thirties, the prime childbearing years, are also a peak period of career demands.” (page 22) The years when careers become serious for people are the same years that children are conceived, causing an overlap. So it is up to the man to share the responsibilities, or the woman to lose progress in her career to in turn to take of the children. The second shift only becomes harder with children and more tasking, comparable to a job with no breaks. Horchschild reports on a consensus she found down by Alexander Szalai on 1,243

Society has always viewed women as the caretaker while viewing males as the financial providers for the family. Recently with the slight change in gender roles, we now see women working a double shift. Instead of just being at home caring for their family, women are now going into the work force and getting jobs while also continuing their role as a caretaker. With this slight change, we begin to see some men stepping up and helping out at home. We tend to see this division of house work labor within married couples. In class, we discussed that women spend 18 hours a week doing house work while men only have increasingly gone up to 10 hours a week. This so called double shift puts a lot of pressure on women, their kids, on their job and on

The arrangement of the staff has different affectedly in recent decades all over the world. In the year 2000, 61% of all married women over age 16 in the US were in the workforce, compared to just 41% in 1970 (US Census Bureau, 2001); More employees are now engaged in a dual- earner lifestyle where both partners work and share responsibility for family care-giving (Greenhaus et al., 2000). In fact, recent research indicates that 85% of employees report having some day-to-day family responsibilities (Bond et al., 1998). These changing demographic trends, coupled with greater family involvement by men (Pleck, 1985) and heightened interest of employers in employee’s quality of life (Zedeck & Mosier, 1990) prompted a proliferation of research on the relationship between work and family roles. Interest and concern in the interface between work and non-work life, especially family life. Numerous scholars (e.g. O ' Driscoll, 1996; Edwards & Rothbard, 2000; Frone, 2003; Grzywacz & Marks, 2000) have observed that changing social demographics, altering family-role expectations, shifting family structure, aging workforce, as well as recent technological developments, increasing globalization, and international business competitiveness have contributed to a blurring of boundaries between the domains of employment and family and to greater permeability between these domains. For example, globalization may require key employees to travel or