This research study focuses on evaluating the role of working women in an organization and its impact on work life balance. Work life balance is important for women employees in order to manage their personal as well as professional life. Large number of banks in Rajasthan is using work life balance program. Main aim of this dissertation is to adopt Work life balance program in managing threats among women employees in the operations and human resource performance that ensures the safety within the organization.
1.1 Overview of work life balance:
Today work-life balance is playing an vital role in managing the working life of the people. Work life balance can be termed as giving proper priority to the work and personal life of the people. It is identified that work life balance expression was first used in United Kingdom in 1970. People have used this term to maintain proper separation between work and play. It deals with an employee’s ability to properly passionate between work and his or her social life, health, family, etc. There need to be proper balance between work and personal life of the employees. In case of women employees, work life balance plays an important role.
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Moreover, they realize that they are easily able to handle their family requirements as well as bank activities. Due to the rapid increase in market prices, it is necessary to earn for both men and women. Therefore, work life balance put positive as well as negative impact on the people. Some families have shifted from single earner to dual earner and mostly become single parent families. In the modern era, the phenomenon of women in the work place is closely tied to economic and social trends. Due to this reason, overall working environment of South East Rajasthan has been changed. The imbalance also has a negative impact in the personal life of the working
Management work is even tougher because at times they might have to work 48 hours straight. “Lunch breaks may be barely for a woman to stand in line at the canteen or hawkers’ stalk”. This clearly indicates how cruel women’s are being treated because they don’t even have an opportunity to feed themselves. Their life is rotating in a cycle everyday where work occupies 85% of the
Nowadays, women stand in a good position in personal and business life. They have an equal rights with men to vote, choose a desired study direction, occupation, and others. However, the situation of women’s position has not been always like that. In the 1950s, the economy was booming which created a hierarchy in family. According to Stephanie Coontz, a man was a breadwinner, and he had a full power and leadership in his family (Coontz, 27-43).
Sandberg pointed out the fact that while women need to work on their careers they are also receive social pressure to get married at a young age as well. Sandberg gives the comparison “For many men, the fundamental assumption is that they can have both a successful professional life and a fulfilling personal life. For women… to do both is difficult as best and impossible at worst.” (655) The author enlightens the reader with data that was taken which proves that it is actually better for both the parents to make an income while sharing the responsibilities of raising their child.
In comparison to 100 years later, women, now, have the same job opportunities as men. Husbands and wives can simultaneously have their careers. Now, women, currently, makeup 58% of the work force, while, a century ago (1914); the percentage of women working was only at 18% (Jobs).Since women were considered to be physically weaker by men, they could not obtain any valuable job, especially ones that were strenuous or laborious. As a result, that was why the percentage of working women was extremely low in the 1900’s. Nowadays, even though it is still male-dominated, more women are entering the law enforcement field, military and are holding supervisory positions.
CHALLENGES ENCOUNTERED WHEN TRYING TO CURB SEXUAL & RACIAL DISCRIMINATION AT WORKPLACES. Discrimination wrongfully inflicts disadvantageous treatment on persons based on their affiliation in a significant social group. Racial Profiling By definition, racial profiling is treating someone first as a “suspect,” using a person’s race, religion and/or ethnicity alone as a sufficient prognostic indicator of potential unlawful behavior.
This instils a sense of fairness among the employees and keeps them happy. Work life balance: a. Family friendly policy- The parents (both mother and father) get two month long paid parental leave. During this the parents can travel with their child and the company pays for a child development teacher as a part of ‘travelling baby’ program. This helps them reducing absenteeism and helps the company retain workers, most importantly woman.
Women realizes that without work and salary had make them lost their confident as individual to pursuing a professional job because they don’t know their worth anymore. For example the author state, “a Time magazine cover story on “The Case for Staying Home” and a “60 Minutes” segment devoted to a group of former mega-achievers who were, as the anchor Lesley Stahl put it, “ giving up money, success and big futures” to be home with their children. (Warner, 2013) Women thought that by stay home will solve the relationship issues and that women will be recognize as a good mother, but O’Donnel’s experience prove this to be wrong. Women who are working, they value their self more and put their self in front of a lot of things like marriage and manage work
Nowadays many of employees like in flexible work schedule especially a young generation. What is flexible work schedule? Flexible work schedule is a working time which is not fix. The working time change over mutual agreement within employer and employee. Flexible work schedule is not only about time, places of working also include in flexible work schedule.
The reading “Gendering Organizational Theory” written by Joan Acker analyzes the importance of implementing gendered organizations into the organization of public administration that integrate the role of women with neutrality. The author advocates for the usage of gender structures that advocates for gender-neutral character, job evaluation and the concept of abstract worker into the structure of complex organizations. Acker argued, “Jobs and hierarchies are represented as gender neutral, and every time such a job evaluation system is used, the notion of gender-neutral structure and the behavior based on that notion are re-created within the organization” (p. 425). The reading begins its discussion by mentioning the differences in treatment, society roles, and limitations and women face in their daily lives.
EXECUTIVE SUMMARY EMPLOYEES RETENTION Employee retention means to retain the employees in the organisations and not giving them chance to leave the organisations at any cost. The burly block for any organisations is just not to get the best employees for the organisations, but to also retain them in the organization. There are number of reason because of which an employee leaves or try to quit the job, some of them are: 1.
Flexible Work are terms used to describe a wide range of work styles and employment practices. Broadly speaking, they are used to describe all kinds of employment which differ from the traditional 9 to 5 full time job with a permanent contract. The "flexible" aspect of these type of jobs can in different instances relate more to the employees, or to the employer, or to both. That is, from the employee’s point of view, flexible work may allow more freedom to organize their employment to fit in with other parts of their life. For an employer, the flexibility may come with the ability to organize labor resources more in line with the varying needs of customers, or with peaks and troughs of demand.
Introduction In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life.
INTRODUCTION Today, most of the employees when they want to choose jobs, they are not only looking on how much salaries alone, instead they explore other benefits that jobs can offer to them. One of the benefits that employee will look for is does the job they want to apply offers flexibility especially in terms of work schedule. This is because many employee already have other demanding commitments and the recent changes in the nature of work, along with the introduction of new technologies (cell phones, email and other means of electronic communication) have led to many employees struggling to balance roles in their work and personal lives (Hayman, 2009; Hobsor, Delunas & Kelsic, 2001). Therefore, employees hope to get a job that allows them to do other commitments without disrupting their commitment to work.
When that resource, time, is being used to focus on gender verses productivity the company as a whole suffers. By achieving gender equality in the workplace, companies should start to see a significant amount of financial progression. According to the Workplace Gender Equality Agency, “It can also improve national productivity and economic growth” (WGEA). This statistic can make for a great motivator in the business world. Not only can removing the gender factor reduce the number of barriers associated with females, but it can show that a company is willing to give every employee an equal chance which can lead to attracting newer potential experienced employees of both genders.
Employees are considered as one of the most valuable assets for a company. They are the main force behind the company’s success. So happiness of employees is definitely a big factor in driving the company to meet its goals and reap the benefits. Now the question comes that does happy employees create happy customers. Well the answer is definitely yes.