The Relationship Between Family Life And Work

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A rise in dual-earner families for the past few years has changed the style and structure of the family life of women in particular. They hold more responsibilities in the organizations and share the tasks equally with men have blurred the boundary of work and family life. The challenge to balance work and family life has become the concern for both the women employees and employers. The expectation of organization on its employees to work beyond the expected time from office or home can result in the impact on work-family balance. This results in interference from one role into another and creates conflict and reduces satisfaction in the respective roles. This balancing deed varies from individual to individual. Each woman decides the balance …show more content…

It is seen that women employees find job satisfaction when their working hours are convenient, conveyance from home to office is effortless, job autonomy given, reasonable pay package and with understanding supervisor and co-worker. Through understanding supervisor and co-worker they can balance work and family life. Accommodating these in policies will be satisfactory for most women employees. Effective implementation of these policies can bring about changes in smooth working for women employees. Supervisors, co-worker and stringent policies will not create a good working environment. An effective working culture that is supportive and helpful is required for working women folk. Individual woman has their own issues so understanding and modifying the rules within its boundaries will be suitable and appropriate. An extended helping hand towards women may work wonders for the organization. Women are good at facing challenges, to convince and persuade others (Moldt 1991) apart from other intellectual capability that men have. So women are very important to the organization and cannot be neglected. As per Thomas and Ganster (1995) two supportive elements for the family are family supportive policies and supervisors. Supportive policies include child care, flexible working time, work from other help so that balancing of work and family life is possible. Supportive supervisor is one who is empathetic and …show more content…

It is difficult for the policies to cater to the need of each and every individual. So the policies have to be designed with flexibility criteria into it. Flexibility range should be the privilege of the supervisor. The grievance related to it has to be managed effectively through a grievance cell so that biasness can be avoided. Each employee’s interest and need will be different. Some women employees who do not have much responsibility at home may be interested in policies that are integrated with work and family life so that more time can be spend with colleagues, while those with more responsibilities outside office work will be interested in segmenting policies so that work and family life can be balanced. Women employees interested in integrated policies will be interested to involve family members also with the events conducted in the company. Those who are unmarried may like to be involved with organization related functions, with or without involving family members. There is an influence of job role to family role or vice versa and when integrating policies are concerned where as segmenting policies segregate one role from the other (Rothbard, N.P., Dumas, T,L and Katherine Williams Phillips, K, W, 2001). Kossek et al (1999) in his study has made this clear with an example of flexitime

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