(1) INTRODUCTION
The term work/life Balance coined in 1986 in USA, has evolved round the plan of equalization work, life and family responsibilities. The interlinked ideas of work/life balance, work/family balance, work/life conflict, work/family conflict have gained prominence within the recent years owing to the changes within the society and therefore the work.
The stereotype of the male wage earner isn't any longer relevant as additional and additional girls square measure venturing bent on work and support the family (Charlesworth et al, 2002; Rajadhyaksha and Bhatnagar, 2000). With workplaces changing into additional gender balanced (Bardeol et al, 2000), the ‘degendered’ work, ‘equally cohabited by men and women’ (Zetlin and Whitehouse, 1998), is exploring Work/life Balance and Work/life Conflict as conditions equally applicable to each men and ladies.
…show more content…
The results of a national study indicated that work/life problems square measure of nice concern. workers known the foremost vital work/life challenges as:
1) a significant work load,
2) evening and weekend time commitments, and
3) lack of management or job autonomy. The recommendations, supported this study, urged Extension directors throughout the organization to cut back the employment and time necessities of county-based professionals and contended that policies required to be consistent at intervals the national Extension system. (Singh , 2014).
FACTORS :
• Paid special leave to worry for dependents
• Compressed work schedule
• On-site kid care
• Paid maternity leave
• Paid paternity leave
• Job sharing
• Eldercare (Jennifer Smith and Dianne
Federal and state law require a number of these benefits including: FICA, social security, and various insurance costs. Much of the budget is consumed by the Medical/Hospital Insurance, with spending at $11,670. FICA, a 7.65% wage tax for employees, makes up $2,083 of the budget. Furthermore, group life insurance ($669) and VSDB & Long-Term Disability Insurance ($371) make up $1,040 of the budget. The remaining funds are budgeted for Employer Retirement Contribution ($7,989), Social Security- salary( $4,298), Social Security- Merit/Bonus ($232), Retirees Health Care ($590), Merit Funding Admin ($936), and lastly, Deferred Compensation Match Payments ($480).
Their financial compensation restricted them from living a life beyond providing labor, examples of which being deepening family relationships, engaging in leisure activities, and learning new skills. The labor movement was able to secure a 40-hour work week, bringing workers closer to full human realization. Today, with greater potential for workplace automation, union members could focus our efforts on shortening the work week further, so that we may grow in other areas of our
In “Understanding the “Family Gap” in Pay For Women with Children”, Jane Waldfogel states that “the gap in pay between women and men has been narrowing, the gap between women with children and those without children has been widening” (137). This is happening because the policies for females’ pay during maternity leave and other family emergencies used to be not very clear (Waldfogel 137). It is demonstrated here that if the policies are more organized, there may be a much smaller gap between women with and without families, and between women and men. There was eventually a Family and Medical Leave Act in 1993 which cleared up all the confusion (Waldfogel 140). However, the United States still continues to have one of the shortest periods of time for maternity leave (Waldfogel 142).
Maternity leave is the one thing that characterises the overall stature of women in the workforce. This is because it is the backdrop alluding to the basic human rights in the workplace, and yet, is the main cause of segregation in the workforce, highlighting gender
Men are said to ride the "glass escalator" right to the top. Thus, in such fields as nursing and teaching, the number of males at the top of the professional hierarchies is well out of proportion to their numbers in the occupation” (Barnett 3). Women only just recently, in the 1920’s, were able to work full-time jobs outside of the house. Previous to that moment in history, women were only to be seen and not heard while performing ‘womanly duties’ such as bearing children and taking care of the household chores. Today, it is not uncommon to see a woman in the workforce on a daily basis.
The most common benefits are paid vacations, sick leave, and some type of retirement plan. There are many other benefits companies can offer. Usually getting a higher paying job the benefits are more and
Since the effect of paid leave on labor force participation rates is typically much higher for women than men, offering paid leave can help push the economy towards gender equality in labor force participation. This equality has obvious implications for economic growth. (Aguirre, Hoteit, Rupp, and Sabbagh, 2012). The benefits of paid family leave to individuals, to businesses, and to society are well-documented. Not only could a paid family leave program keep women in the workforce and decrease their need for public assistance, but it could reduce employer costs and contribute to U.S.
Life comes with the difficulty of trying to manage family and career at the same time. In the article, “Why Women Still Can’t Have It All,” the author Anne-Marie Slaughter is explaining how tough it is to balance family and career together. You have to take out time for your kids or else they will drift away from you, but you also have your job to handle or else you will lose that. Women have not yet received the fairness with men in workforce. I believe that it is tough for a women to handle her family and career together, and men get recognized more than women in the workforce.
Women and the battle to maintain a work-lifestyle balance has been consistently debated and toyed with by society for ages. Anne-Marie Slaughter, Professor of Politics and author of “Why Women Still Can’t Have It All” explains the continuous hardship of balancing a career and a family; as well, Stephen Marche, writer and author of “Home Economics: The Link Between Work-Life and Income Equality” combats Slaughter’s article and the many gaps present in society. Slaughter and Marche compare and contrast the differences of the leadership gap between men and women, the strategies of maintaining a work-balance lifestyle in regards to family, and the type of dialogue representing men in articles written by women. Anne-Marie Slaughter and Stephen
Dorment’s informal tone ranges from mocking to serious. Dorment argues that neither women nor men can equally balance work and family life. A separate, authoritative essay, “Working
Ms Slaughter admits that women, who “define the nature of masculinity as much as other men do…have to find and embrace an image of a man who can care for children; earn less than we do; have his own ideas about how to organize kitchens, lessons and trips; and still be fully sexy and attractive as a man.” Ms. Slaughter offers some valuable suggestions for employers. She publicize the success of work environments, which have let staff work whenever and
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.
Ewan Pearson - Discursive Essay The debate about women being treated as equals in the workplace has been a continuous issue for a number of years now. Women are constantly proving themselves to be an asset to the world of work, but still have to campaign and fight for equality. Could men really cope without women within the workplace? Could Adam have coped without Eve? Women are continually showing themselves to be more than capable.
Policies and procedures were formed to help influence as well as determine any and all major decisions and actions and to ensure all activities take place within the set boundaries. Your organisation has policies and procedures are set in place so you have a form of guide lines to go by at work. These policies and procedures will contain information on things such as: - Manage personal work priorities: Manage work priorities would then contain information on strategies on how to time manage your work and prioritize jobs that you need to do. This can be in the form of a graph or chart.
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.