Working Time

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.

If simplified, the disconnect in family life can be put into a broader category of the consequences that come with the length of time an individual spends in the workplace. Thus, the disconnect in family life transforms from merely a personal trouble for the Filimundus employees into a social issue of the length of time spent in the workplace. The historical factors behind the traditional eight-hour workday come from the Industrial Revolution, where new companies started to maximize the output of their factories by having workers in the factory all day in order to run the machinery. Eight-hour shifts allowed for exactly three rotations of employees running the machines for twenty-four hours straight, repeating each day. However, companies began to exploit their workers and made them grind out even longer shifts. Henry Ford was the man who officially installed a policy of an eight-hour workday, giving his employees a limit to how long they could work (Widrich 2014). The Industrial Revolution also brought about the disconnect in family life. No longer were families a unit, because they did not have to toil together on the farm. Instead, parents entered the work force and children attended school, separating the family. This history behind the eight-hour workday shows how it affected and still affects the modern and postmodern

Firstly, the long working hours could make employees bored of work, which might lead to the reduction in cooperative, harmonious working environment and psychological problem among employees. There seems to be a large decline in collectivism and negative effects in personality and work climate (Yung-Ho C et al, 2014). All people desire to pursue a meaningful life, besides work, they have their own interests, their family and their personal dream. If people cannot balance between work and personal life, they would not only be exposed to the risk of becoming a workaholic, but also damaged in their psychological aspects and even long-term mental problems (Armitage K, 2001).

It is noted that employees spend a large amount of their time at work. Work is becoming more than just a 9-5, but a place work longevity friendships are created. Also created is what the article termed as workaholism, reporting that workaholism not only cause a great deal of stress but can also cause mental fatigue and physical somatic systems. All of these aliments can hinder spiritualty – which can lead to absence, low performance, and a financial hit for the company. The financial components include medical expenses, loss of productivity, health insurance.

Thesis: When there is a cohesive balance between work and family life, it leads to a more productive working environment and family atmosphere.

There is a new progressive incidence where so many people working long hours. Mostly, the definitive reason given is so that they can make ends meet in the modern society where the cost of living has to be supplemented by an extra sacrifice to devote more into work. The expectations seemed like guarantees: later on, working hours would be short and get-aways or vacations long. "Our grandchildren", figured John Maynard Keynes in 1930, would work around "three hours a day"— and likely just by decision. Economic advancement and technological advances had as of now contracted working hours significantly by his day, and there was no motivation to trust this pattern would not proceed (Hoschchild 104). Whizzy cars and perpetually efficient instruments and apparatuses ensured more speed and less drudgery in all parts of life. Social clinicians started to fuss: whatever would individuals do with all their extra time? This has not ended up being one of the world 's most pressing issues. Everyone, all over seems to be occupied. In the corporate world, a "perpetual time-lack issue" distresses officials everywhere throughout the globe, and the matter has just developed more intense lately (Alexander & Baxter 254). These sentiments are particularly significant among working people. With respect to each one of those time-saving gizmos, numerous individuals protest that these bits of wizardry bite up decidedly a lot of their days, whether they are decaying in traffic, exploring automated

Overworking can prevent healthy choices. Being tired constantly can cause a higher use of caffeine, which will contribute to bad decisions after it wears off. A study shows that workers who worked 3 or more hours had a 60% higher chance of heart related problems. Higher working hours can cause a greater use of alcohol. Overworking has shown to cause diabetes in workers. This article proves that overworking can prevent the workplace from gaining output. It stated that people do their best work in 2 and 6 hours of work. After a long day, fatigue sets in and causes bad choices. This article contributes to my argument by providing key details that prove my side of the argument. This source will help my paper by providing facts on the argument.

These types of workplaces have been directly linked to less work-family conflict (Kelly 267). By providing schedule control, employees have the ability to work closer to home and spend more hours a day with their families, decreasing the effects of negative work-family spillover. An example of this type of workplace would be the ROWE, results only work environment, initiative. At this workplace employees can do “whatever they want, whenever they want, as long as the work gets done” (Kelly 269). By setting this mentality in workers, they are far these prone to the work stress that triggers negative work-family spillover. According to the American Psychological Association psychologically healthier workplaces produce higher rates of employee satisfaction and 50% less employees reporting chronic work stress (“APA Center”). This then allows the workers a less likely chance of seeing any work-family spillover in their lives. As with every solution, creating psychologically healthy workplaces has its withdrawals and

has on the lives of nurses (Matheson, O’Brien, & Reid, 2014). This article was significant to the nursing student’s evidence based practice research as it identified common consequences associated with shift work on a nurse’s health, which is the primary purpose of this paper. There were several databases used to complete the literature review. Some of the databases included CINAHL, EBSCO Host, JSTOR, Medline/PubMed and Google Scholar (Matheson, O’Brien, & Reid, 2014). One of the findings in the literature review discussed a disorder called “shift work syndrome”, which is a result of the disturbances in the circadian rhythm with symptoms of extreme tiredness, inability to sleep, and exhaustion (Matheson, O’Brien, & Reid, 2014). These symptoms

Workaholism, according to Wikipedia can be described as an addiction to work and is not same as working hard (https://en.wikipedia.org/wiki/Workaholic). Numerous studies have been conducted determining the effect of workaholism on a couple’s marriage, and their marital status. These studies have revealed that there is a direct correlation between negative effects of work stress on either spouse and their marital estrangement over a course of time due to loss of intimacy, commitment and belonging of the work stressed partner to their spouse. Workaholism continues to be the driving force for pragmatic decision making, mental health problems, anxiety and even severe depression amongst today’s generation, thereby becoming an idol and replacing

it tough, now more than ever, to balance work with a family. The standard used to be

Workers’ ability control their work environments greatly influences job satisfaction. When working mothers lack control over job conditions such as work hours, work-related stress can negatively affect the family. Working mothers who are able to control work conditions are better able to adapt to the demands of work and home. Given the negative effects of shift work and nonstandard work hours on family quality, organizations should implement corporate policies that offer workers more control over work.

With the accelerate of the rhythm of people’s life, more and more people focus attention on their work, but they lose sight of the care of the family. So it might result in the family relationship is not harmonious and it even improve the divorce rate. One of my junior high school friend had been experienced this, when that happened he looked very poor and helpless. Although his father looked successful, but he lost a family. Finally I realized that the success is not only good at work, it also need to have a happy family, the work can be easy to do, but the family is very hard to create, if people are good at work and also have a very happy, have enough time to take care family, that is a

The word ‘workaholism’ should not be new to people in the present world. People who are workaholic are commonly considered to be addicted to work and working longer hours than what they expected to. However, to give a more accurate definition for the word ‘workaholism’, according to Spence and Robbins (1992), a real workaholic is being described as people who are keen on doing their jobs, yet has no passion and love in it, the job is done due to the inner pressure of oneself. Workaholism is not only problematic for workaholic people themselves, but also brings negative impact to everyone who related to them, such as their families, employers and even the society as a