Quality Of Work Life Among Female Employees

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

Feminization of work is an idea which lives up to expectations towards more noteworthy vocation of women and the point is to illuminate the issues concerning sex disparities in the work power. It points towards explaining the issues of sexual contrasts and killing imbalance in administrations.

“Marked: Women in the Workplace” by Deborah Tannen exclaims the continuous struggles women face throughout their social life and professional careers. Tannen catches herself at a work conference with an array of eight men and four women. Without realizing, she subconsciously began judging and analyzing the appearances of the women. This presents the conflict women face consistently, everyday and by everyone; themselves included. Tannen claims that the term “marked” refers to “the way language alters the base meaning of a word by adding something”. Women are marked because everything they do is critiqued, if a women enters a workplace dressed in tight and revealing clothing she will be marked as a women who wants to look attractive. However, if she enters the work environment dressed very casual with loose clothing, she will look like she is not trying enough. Additionally, women are marked by their association with men. If a women is married, she is a “Mrs.” while “Miss” symbolizes she is not. In a hypothetical, professional workplace such as a doctor’s office, there is a male nurse and a female doctor. In many cases people who visit the office will assume the contrary; the man is the doctor and the women is the nurse. This results because females are marked as supportive roles while males are given the lead role, whether it be true or not. Essentially, women aren’t marked whether or not they do something; they are marked for simply being a women.

During World War II American women entered the work force in unprecedented numbers, as the growth of men enlisting hit a high hurt the economy which left huge gaping holes in our labor force. Between 1940 and 1945, the percentage of females working in our workforce increased dramatically from about its usual 27 percent to nearly 37 percent. By 1945 one out of every four married women worked outside the home. Rosie the Riveter which is the star of the government campaign aimed to recruit women into the workforce for the munitions industry. She became the most iconic image of the working women during the war.

Ankita Srivastava & Dr. Pooja Bhatia. ‘Issues and Challenges Involved in Motivational Factors in Nationalized Banks.’

The term woman at work has two different meanings when examined historically. The first meaning a historian would think of would be from the 18th century when women at work meant women working in the household. The work that women did adhered to the patriarchal structure, such as cooking, cleaning and making clothes. Around the time of World War II work for women began to mean something different. Women were entering the paid labour force specifically during 1939-1945 when they were needed the most to help men in the war. When World War II started, Canadian men and women stepped up to help the British Empire during this tough time. Although there were not very many women who participated in the war itself, we must remember that women

I think that it is awesome that your daughter, even during a young age in high school, was able to recognize the gender disparities to her real life environment and apply this towards a specific area, such as kids’ toys. When I was this age, i remember knowing that there was definitely differences in genders, especially in how they were treated, I never completely understood that women were treated unfairly and considered inferior to men. This shows that she is aware of how the results of these gender differences have an influential impact on her life and those around her, and I think she is incredibly strong to acknowledge this, despite the patronization from naysayers she may have received from this. It is refreshing to hear that

work setting environment. In some places women aren 't even allowed to work, but in our nation the United States of America this is not our scenario. The scenario in the United States of America is that women are

The employer focuses on satisfying the needs of the employees while the employees work complete their various task in a manner in which to reduce cost for the employer. This is a win-win situation in which employees and employer are both satisfied. Employee satisfaction in turn reduces the likelihood of employee turnover. Mountain Bank would need to implement this strategy to ensure that not only its employees but its frontline employees, the tellers, are satisfied with their job. If they are satisfied then they have a higher chance of building a stronger bond becoming loyal longtime employees which reduces the cost to Mountain Bank in the long run.

With regard to the International Labour Organization (ILO), labour market participation is influenced by different factors. Relatively high unemployment rates on a worldwide scale leads to countries introducing specific methods in order to increase participation rates, which in turn stimulates economic growth. One of the main focuses is to attract more females into the working world. Nonetheless, since institutional and sociological forces, as well as labour market forces still persist, high variations on female decision-making processes of whether to enter the labour market or not can be observed.

In Manage your work, manage your life, Groysberg and Abrahams use research and survey data to show gender differences on how success is viewed. There were some similarities and obvious gender differences in answers. On another note the article by Stewart Friedman, Work + home + community + self, the main focus is on three key principles to focus on to be better at integration between work and life. Each article’s content can be a guide in career planning and to help with one’s professional development.

Job satisfaction is important. Caused by employers who can’t make their employees feel satisfied with the job are at risk of losing their best qualified workers to the rivalry. Directors and managers who make best use of the potential, imaginative abilities and skills of the whole labor force have a more advantage than those who don’t. Laborers that are occupied in their work have an upper sense of job satisfaction. Encouraged employees supply with the health assurance to the companies badly needed in these disorganized

HSBC supports to create a friendly working environment for employees and helps balancing employees’ work and personal lives. HSBC provides their employees with flexible working time schedule, opportunities of works, part time and job share arrangement. It creates possibility for employees to make choices to finish their works in the way they prefer. Other than a secure income and employee benefits, HSBC also supports their employees with health care, pension plan and financial fitness to maximize employees’ satisfaction. Furthermore, HSBC educates their employee along with their works to help them ‘keep pace’ with the changes in the industry and to provide courses for employees to improve their knowledge systems.

We are living in the era of development where we have achieved a great advancement in the technology. This technological advancement has also brought a rapid pace in the world of business. The advancements in the way people access information, communicate with one another, and complete tasks have allowed for flexibility in the workplace, but they have also subsided the distinction between works, family and their social life. Employers expect more output from staff, and employees are increasingly putting additional pressure on themselves to achieve greater results. For excessive pressures employees are facing imbalance work life which is creating impact on their standard of living and quality of life. Eventually, employees are losing their interest on their work. So, organization is getting less output from their employees. This overall situation can bring a mess in the performance of the employees which will lead to failure in achieving company’s goal. So, managers have to perform a great role for bringing balance in the work so that employees can have a healthy work life and organization can get their expected benefit from their employees.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the