Working Mothers Face A Whirlwind Of Responsibilities

Sheryl Sandberg’s Lean In: Women, Work, and the Will to Lead (1st edition) talks about the challenges women have with trying to balance a family and career. This may also be defined as work-life balance as they (women) are raising families while also trying to getting ahead/managing their careers. The book was published March 11, 2013 by Alfred A. Knopf in New York and contains 240 pages. It can be found on Amazon in multiple formats starting at $6.31.

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.

Do women belong in the workplace? Should employers treat them differently because of their responsibilities in the home? The article “Female Company President: ‘I’m Sorry to all the Mothers I Worked With’” by Kathrine Zaleski, president and co-founder of PowerToFly, argues that women can be both successful mothers and employees if employers take the initiative to accommodate them. She believes that women have the ability and skills to become both valuable employees and involved mothers, but employers need to make adjustments in several common work practices in order to build women up to their full potential.

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

Ms. Isabel Rimanoczy made great points in this article. Though some may view her as a work body, she and I share a mutual understanding when it comes to work-life balance. Ms. Rimanoczy is not buying the idea that there is some sort of balance between the two aspects of our lives. “Work-life balance is dead” and it may be a good thing” (Rimanoczy, 2015). I agree with her statement because if anyone takes the time to think about it, they will soon come to terms with the idea that it really becomes impossible to separate work and personal life. Some of us grow up with moral values, standards, and family traditions carried on through religious beliefs. When we go to work we will bring along our character because our personal life defines us as

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

Many saw it as an either or situation, either choose to work or have children. Those who attempted both often felt criticism and pushback mainly from their professional counterparts. If you are not at the job full time, then you are not fully committed to the cause. Therefore, the women who see themselves as both committed professionals and as devoted mothers, have to transform the organizational policies and workplace cultures rooted in the work devotion schema. It is up to the women within executive positions to change the workplace dynamic regarding maternity leave, part-time positions, and working from

The characteristics of an “ideal worker” are long, inflexible hours. Business’ claim to have family values and employers pride themselves on being “family-friendly” however, those who seek part time work face penalties. Mothers cannot live up to the “ideal worker” model, because there employers are not fully accommodating to the family ideals. All of these things are a factor behind why women quit their jobs and do not reach their full job

One of the biggest challenges in modern day families is the increase in job related pressures. Unlike in the past, it is not common for both the mother and father figures

Balance family and work is important for any employee whether in management or not. If you are unable to balance work and home life, you tend to burn yourself out. My husband has a manager that stress this concept to her employees on a weekly basis. She understands that if her employees are overworked they become stressed out and rushed with work task, leading them to make mistakes easily. This competency also addresses ethical conduct. This is imperative when managing a company. Conducting yourself in ethical ways is only going to lead to trouble and affect your ability to effectively lead your team. Going back to a previous employer that I once worked for, my co-workers often questioned our managers decisions in business as ethical. Not only can this lead to terminating a company but can lead to legal issues as well. A manager that knows the business, the laws, and understands how to lead in a way that is law abiding and ethical is important in building a successful company but having respect of their

More and more women now perceive employment and career paths are critically important to them and that parenting as an option is currently unattractive since they feel that parenting is incompatible with their career. Working women have the sense if they want to be succeeded; doing dual role both office and family is totally out of the question. On the other hand, if they prefer to multitask between office and family, almost certainly they will end up having “mommy track” labeled by the organization. The current greatest fear will be when working mother

There is no doubt that workaholism brings work and family imbalance. Because one’s time and energy are limited and cannot be separated too much on family if one are working to his limits. Scientific research shows that if one partner of a couple experiences work and family conflict, the other partner will be affected, and more parental problems come from family suffering from work and family conflicts (Quick et al, 2004, p426). Juvenile delinquency and violence are more likely to happen in those families. For those who do not have much time for family, they usually think their salaries can ensure his family a stable relationship, however, 75% interviewees say that the time spending with

The literature review on Work-life Balance has been framed up in view of its gained popularity with the major aim

Work life balance is the concept that tells us to maintain proper balance between “work” and “life”. One should be able to strike a balance between one’s work and one’s personal life that includes family, friends, pleasure, leisure, development etc.

Previously, the female workforce in India was mainly employed in non-managerial, subordinate or low-profile positions. Now, they occupy almost all categories of positions in the workplace. These changes in work culture have added to the women 's duties and responsibilities to their family as well as to society. The conflicts between competing work demands and personal and family needs seem to be the most probable reason for this scenario of work-life conflicts. The present study is assessing the prevalence of work –life balance among female married college teachers in Thrissur Corporation. The purpose is also to present and discuss specifically the problems married female college teachers’ face in the process of balancing their work and family life. The study was carried out with stratified random sampling and adopted the questionnaire developed by developed by A. Rashida Banu & K.Duraipandian to measure the work-life balance of professionals. The Sample size consists of 75 samples from government, aided and autonomous colleges. The results of the study brought out the