Consequences of Conflict between Work and Family among Primary School Female Teachers in Chennai City
ABSTRACT
If you want to bring an end to long-standing conflict, you have to be prepared to compromise. - Aung San Suu Kyi The aim of this research was to explore relations between work family conflict and satisfaction, including job satisfaction, family satisfaction, and life satisfaction.121 married primary school female teachers from Chennai participated in this study. In the present study, we conceptualized work/family conflict (WFC) as conflict due to work interfering with family, and family/work conflict (FWC) as conflict
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Anderson, Coffey, & Byerly, 2002; Frye, & Breaugh, 2004). While there are attempts to explore the work-family construct in eastern settings especially in Asian countries, published studies have been limited (Kim & Ling, 2001; Lo, Stone & Ng, 2003; Nasurdin & Hsia, 2008). In addition, the studies that investigate the relation between two types of conflict and life satisfaction are limited to one domain of life satisfaction or one side of conflict between work and family, and the lack of comprehensive research in this area is evident. Thus, the purpose of present study is to investigate the relationship between the two types of work/family conflict and domains of satisfaction (job satisfaction, family satisfaction and life satisfaction) in Chennai among married primary school female teachers.
LITERATURE REVIEW Newstron et al (1993) are that conflicts may be because of the market pressure and conflicts are not verse if it yield optimistic targets. Many researchers did find negative association of task conflict with employee commitment and satisfaction. (eg., Jehn, Simons, Amason and Mannix).
According to Jehn (1995) the task conflicts are the main reasons of dissatisfaction in the employees and due to this task conflict the routine work assignments are strongly affected compare to no routine jobs. It is very important for organizations that a complete
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Time-based – the time devoted to one role makes it more difficult to participate successfully in the other role.
. Strain-based – strains in one role make it more difficult to participate or be successful in the other role.
. Behavior-based – behaviors expected or required in one role are incompatible with behaviors required or expected in the other role.
Allen et al. (2000) also found a significant, negative correlation between work-family conflict and life satisfaction . Boles et al. (2001) examined that work-family conflict was not only significantly and negatively related to job satisfaction in general, but also to all of the facets of job satisfaction such as satisfaction with supervision and promotion.
On the other hand according to De Dieu & Weingart (2003) task conflict become inevitable during difficult decision situations. They comments further that, this situation lead to a negative impact on the team development and overall performance. More over it is believe that task conflict may cause disturbance but does not have any association with
The plan that will be used to manage motivation includes the following inputs: setting realistic goals, conducting after action review at the end of each milestone, and implementing any changes necessary in order to enhance the team performance. We have also determined that tracking the team performance, sharing personal productivity tips and celebrating success is beneficial in maintain their motivation. As in most cases, the team will encounter some conflicts regarding the direction of the project or individual tasks, roles and responsibilities. Therefore, it is imperative that as conflict arises, they are handled immediately. Confronting, Compromising, and Smoothing, are three of the five modes described in Project Management: A Systems Approach to Planning, Scheduling, and Controlling that are highly favorable for conflict resolution for our project (Kerzner, 2001).
This analysis paper exams various styles of conflict and how this family chooses to handle their conflict. In 2005 Anthony and Jay were put in the custody of the State of California. Anthony was 5 years old and his brother Jay was 3 years old. After their mother Jackie a drug addict fell to provide, care or support them. Jackie would leave them with strangers and family member for extended periods of time.
A gap is growing between family and work. This problem can be focused down to three main things: the strive for perfection, health, and technological
Mads 1STE – essay about the movie Crash 1 Crash – are we really this racist? The movie «Crash» was met with a variety of different reactions when It was first released in 2004. Taking on the subject of racial segregation in the US, the movie deliberately tries to send a message about an ongoing racism among the American people. Provocative and concise, the movie leaves an impression - objectively of whether you feel it is overstated or understated.
As stated by Trotter (2013), “The Collaborative Family Work model draws particularly on three key principles: problem-solving…pro-social modelling…and role clarification” (p. 54). Skilled welfare practitioners can provide assistance to clients experiencing difficulties within their family dynamic. Trotter’s (2013) Collaborative Family Work model offers strategies working with families and involuntary clients, with the emphasis of collaboration between practitioner and family members in developing strategies for learning new skills to improve their lives and situation. The model also prioritises the choice of goals which are set by the family members to resolve issues through therapy using strategies such as Trotter’s (2013) RIDGES process which
Dysfunctional Families Throughout the years people changed their perspectives on how a perfect family should be, how should they look and act. But in reality every family is dysfunctional in their own way, not one is perfect because every single family in the whole earth has their imperfections and that is what makes them each special in their own way. People do not choose their parents and no family is perfect, every family is dysfunctional in their own way. People think there should be a perfect family to look up to and in that perfect family there should be happiness, money, love, peace, etc… but families are unique in a way that they are perfect with their imperfections.
We all need things to survive, but we have different types of needs such as social needs, physical needs, and emotional needs. Physical needs can be like food, clothes, safety, and shelter. Emotional needs can be bue, acceptance, and feeling emotionally secure. Social needs are family because they help create and make social skills, an effective communication, and good manners. Families also usually teach values, share culture, traditions, and heritage.
In this case study we see the construction and destruction of a family in a period of time. The case study follows Lonnie as she transitions out of one family and into another. Blended families and the development of them are the focus of this study and how different individuals in the family unit cope with this turning point. As I studied this case I realized that there are some dialectical tensions between different family members at different times. This analysis will look at these tensions involved in the development of a blended family.
Productive conflicts are the seeds from which any and all meaningful relationships grow. This in itself requires the team to be able to talk about the problem at hand without any kind of personal attacks and instead focuses on what is best for the team. This allows team members to feel comfortable sharing their true opinions and thoughts without any fear that they may get reprised or criticised. The leaders themselves need to be careful not to try to resolve a conflict with temporary harmony and solution in order to protect certain members of the
Introduction Conflict is unpleasant, but inevitable throughout life. In any situation involving two or people, conflict may arise. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always agree. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008).
Furthermore, by individuals understanding their conflict types and what role they play within a team, it allows the people in a group to work more effectively together. Another resource which enabled me to develop my understanding of this aspect was through a university run website which gathers interviews from many different practitioners within my discipline. In these interviews they talk about how they deal with
Conflict should always be resolved that include many steps supervisors take to resolve issues, and promote a healthy environment for all employees. Supervisors and HR professionals play a significant role in mitigating workplace
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Issue which raises ethical questions? EUROPEAN REFUGEE CRISIS Prepared by: Guided By: Rajat Suvagia (14bch063) Miss Debapriya Goswami EUROPEAN REFUGEE CRISIS “Whoever saves one life saves the world entire.” ―
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.