This implied that women will give up or interrupt their careers in order to care for their children. The human capital theory also suggest that women’s lack of commitment to paid jobs is the cause of the disadvantage they suffer ,this theory suggest that females choose to take part time jobs so as to combine work and raising children. Anne Witt argues however that even when women work continuously in their careers they are still paid
Working women gets pressure both from the organization and from her family member; as a result work-family conflict will arise. This conflict put forth undesirable effect on the family members and will reduce the satisfaction with her life. Working women’s level of social support, family size, children age and working hours decide the effect of work-family conflict. As a result of imbalance between a woman’s work and family life, she becomes prone to headaches, dizziness, insomnia, dry mouth, muscle tension, stomach distress, weakness, high blood pressure, shortness of breath and heart pounding. This makes her personal life even worse and she starts arguing with everyone in the family.
For example, a working woman needs to both fulfill her duties as a wife, a mother and a daughter in the family, and also take care of her duties and responsibilities at her workplace. In some cases working, especially for women who are married and have young children, could impact negatively on children’s care as the mother is unable to be with her kids all the time. For example, Grove and
al. (2013) study on Srilanka has been discussed about women at workplace with many constraints and indicated in their study that glass ceiling shows it effect on career development. Family factors shows effect of glass ceiling in career development. Further added, Time management is a biggest issue for the working women as he needs to hold the responsibilities of home as well as of the office. Gender stereotyping is one of the most common and widespread issue which can equally been seen in developed and developing countries.
The commitment to achieving work-life balance deals with the need for balance in life (Tajlili, 2014, p. 257). While work-life balance may seem overwhelming in areas such as management of family life, and work/job constraints, many working students can prioritize and schedule their commitments. The main rule in work-life balance is satisfying and personalizing meaningful involvement and interaction with both dimensions in positive ways. According to Tajlili (2014), professional women face many difficulties in balancing career aspirations with family obligations. The personal and work/career demands force a
A movie ticket, gift checks, paid day off, cash rewards or other low-cost ways to show that the management genuinely appreciates the efforts of an employee. Also, the management must provide a salary that is competitive enough. • Carefully Outline Job Description and Job Rotation Discuss thoroughly all the roles, tasks, responsibilities and other duties of the employee as well as the targets and expectations of the management. Most of the times, the employee resigns because the job is not what the employee expected when he/she agrees to work in a company. If possible, arrange for rotation to help the employees explore their interest.
1.1. Work-Life Balance This issue started in U.S. (1970) when women wanted to join workplace and take care of home (Lewis, 2011), and it has increased in the past years because of three main aspect; work pressure, home quality and people’s values. Work pressure, because of the necessity of fast results and work overload (more importance to customer service and being available for them). Home and community quality, employees spend less quality time with their families because of intensive and unsociable working hours. People’s attitudes and values, depending on the generation people look for a better balance or not (Deery and Jago, 2009).
It is time to think differently. The work-life balance is not about less work hours or part-time job. It is more about handling the responsibilities at work and at home on priority basis. The employers should come up with creative ideas as in how they can ensure work-life balance for their employees. Employers can bring in certain policies, procedures and benefits like flexible work hours, work-from-home, and daycare center within company to ensure happiness of working mothers, etc.
It is now acceptable for a mother to leave her infants at home with a nanny or at a daycare, and to have a housekeeper cook dinner, do laundry, and attend to all other household chores. Today’s society pushes a woman to be like a man, trying to hide the differences between the two. All this is an outcome of the fact that woman do not believe in their unique role as mothers of the next generation. Much emphasis is put on getting women to go out and work, thus diminishing the existing gender-role differences, but while encouraging mothers to get a career, the long-term effects on their husbands and children are being overlooked due to political and economic agendas (Bingham, 2013). Studies conducted regarding the impact of having a stay-at-home mother show evidence of many resulting benefits.
Initial reports highlighted the pathetic situation of women and the problems connected to empowerment of women. Later studies focused on the women who are working. The working conditions of women who are working in different sectors have been examined. Then the studies on working women related to stress, balancing of work and family and status of women in the society are some of the topics concentrated on. Next ten years found more educated women and the number of women working in the organizations also increased.