Working Parents Can Experience Balance

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

The Problem of Childcare The traditional family of a working father and a stay-at-home mother scenario is fast changing as more and more women are also joining the work force. This means that increasing numbers of employees are working parents who must find ways to cope with the often conflicting time demands of both work and childcare. It is a serious concern for employees and has a direct impact on the businesses. There are two reasons why businesses should also be concerned and are as follows: *

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

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,

The articles Double Daddy by Penny Parker, Diary of a Mad Blender by Sue Shellenbarger, and The Child’s View of Working Parents by Cora Daniels all delve into the struggle of harmonizing work with other aspects of life. The delicate balance of work and parenting is often difficult to keep in control; most agree that devoting quality time to one’s children and not overworking is the key to stabilizing the equation (Parker 22-23).

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

Hill, E.J., Erickson, J.J., Holmes, E.K. and Ferris, M. (2010). Workplace flexibility, work hours, and work-life conflict: Finding an extra day or two. Journal of Family Psychology, 24(3),

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

Flexible work shifts have been on the rise due to changes in demographics such as higher amounts of females in the workplace and dual income households (Idris, 2014). In most health care industry positions, employees may be required to work long hours and shift hours. These shifts can be very hard on employee morale and welfare. Strenuous and difficult shifts can lead to burnout and high retention rates (Mathis, Jackson, & Valentine, 2014). Alegent Health offers flexible work schedules in order to help employees gain a balance between their work and personal lives. Alegent Health’s willingness to be flexible with their employees increases their retention

Everyday people struggle with setting correct work hours. When schedules are constantly changing and employers are calling other workers in, it can be stressful and difficult for the employees. Trying to balance work and other priorities such as children, require a set work schedule. When schedules are disorganized, it makes it difficult for employees that rely on child care. Employees that are also parents have to attend some school events such as parent-teacher conferences or children's doctor appointments (Vallas, R., & Boteach, M., 2014). When these employees know that there is going to be planned events such as these, they need to report to their employer so they can have time off to attend to their personal needs. While balancing work and family on a strict schedule it will help the employee and their coworkers. Having a set schedule helps reduce poverty because it creates strict schedules for the employee so they are still getting paid. Following schedules also alleviates poverty because if a person were to have two jobs, the jobs will not clash because the schedules are set. Therefore this creates a strict schedule so the people can work and get paid so they aren’t facing

Strategies that can be done to support the families are first, “employment training programs that are geared to traditionally higher paying jobs, second, offering employment training programs for jobs that gain higher wages, such as employment in office administration, health services, trades, etc. should be explored” (R.A. Malatest & Associates LTD, 2006. p. 56). In addition, employment and training programs should be increased to better meet the needs of families. Lastly, flexibility in working schedule “organizations should provide formal supports such as family-oriented policies and benefits (e.g. parental leave, ability to take time off and make it up later, flex-time, job sharing, sick child care, and flexible work arrangements), which give employees autonomy over their hours and their absence from work. Second, the organization can supply a number of informal supports such as a family-friendly organizational culture (e.g. flexibility around hours and location of work) and supportive managers, which may help employees, deal with work–life conflict” (Higgings, Dusbury, & Lyons, 2008. p. 31). If these strategies are being implemented, it will help single parent balance their work place and family domain and reduce the risk of unhealthy living among lone-parent families. In addition, it will increase the level of commitment they utilize for the organization and their families in a healthy

Arne Ken is a distinguished professor of sociology at the University of North Carolina. Eileen Appelbaum is a senior economist at the center of economics and Policy Research, and is a an awarded author. In this case study, they analyze the high commitment that comes with being a full-time working parent. It’s critical for full-time working parents to be organized and follow routines that accommodate for their busy schedules both in and outside of work. Organizational practices like making lists or planning out schedules ahead of time are usually inherited by people who work in highly organizational jobs themselves. Also, parents have to keep their time in mind when scheduling activities or doctor’s appointments and other events because of how tedious and strict their schedules already are to begin with. Parents working only part time or in highly-skilled professions don’t have to deal with these kinds of problems as often because it’s easier for them to ask for a day off or leave during their shift. Ken, Appelbaum, and Berg all have degrees in social sciences and supported their argument and conclusion with evidence from the case study they performed themselves. Such a study with little room for error due to its precise yield and careful practice leaves little room in general for a bias that may have risked the accuracy of the results. This source is quite different from the ones I have found before because it analyses specifically the necessity of organization and planning ahead that full-time working parents have to master. Because this source brings in a totally new perspective to the balance of work and play, it would strengthen my argument and its legitimacy

There are some strategies companies have or could adopt in the future as an effort to make workplaces more family friendly for those they employ. Some examples of actions that demonstrate workplaces being supportive of their employees efforts of combining family and work commitments are childcare services, flexible schedules, and family or medical leave. Childcare services could include things such as on site services to care for a child during employee work hours or by providing a subsidy for outside childcare services. Accomplishing flexible schedules would include items that cater to the employees schedule for example job sharing, a compressed workweek, and flexible hours. Paid time off and personal days would also fall under these policies.

One of the films I have decided to watch is “9 to 5 No Longer” in which most individuals want flexibility within their lives due to family lifestyles. Before I found the job I have now, I would work night shifts in a restaurant because that it where waitresses made their money. I was able to work this way because I did not have children or other plans to attend to until I started a family with my husband. It then became difficult to spend time with our child and ourselves as well. The ideal job that worked with my schedule is in a school setting in which I work from seven to three, Monday to Friday where I have been at this job for the past five years. I am able to go to work at the same time my child goes to day care as well as picking him up at the reasonable time.

Ezra, M., & Deckman, M. (1996). Balancing Work and Family Responsibilities: Flextime and Child Care in the Federal Government. Public Administration Review, 56(2), 174-179. doi:1. Retrieved from http://www.jstor.org/stable/977205 doi:1