...IMPACT OF WORK LIFE BALANCE ON WORKING WOMEN: AN OVERVIEW Dr. Anju Sigroha*, Ms. Yogita Girdhar** and Dr. Sneha Sangwan*** ABSTRACT Female participation in the workplace has grown dramatically over the past couple of decades. This growth has been especially noticeable in the professional and managerial fields where women now occupy a significant number of positions. The increased female workforce participation has been accompanied by its own challenges like managing time, roles & responsibilities at workplace & at home. Work life balance is seen more as women issue due to the traditional mindset, where the woman is considered primarily responsible for the smooth running of the day to day affairs of the family irrespective of her job profile and official responsibilities. However, over the years, women have started receiving support & understanding at home, especially from their spouses. Nonetheless, there are some unspoken challenges which need to be dealt with constantly. If family responsibilities are allowed to interfere with work responsibilities on a regular basis, it may hinder women’s career progression, lower the job satisfaction levels, result in lack of concentration at work, increase absenteeism & may eventually lead to turnover. No matter how well they prove themselves, women find it increasingly difficult to climb up the career ladder as they are perceived to be more committed towards family than workplace. Even at family front, a working woman has to always...
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...has the lowest percentage of women employees (23%), followed by Japan (24%), Turkey (26%) and Austria (29%), according to the Corporate Gender Gap report brought out by the World Economic Forum on March 08, 2010. Work-life balance among women is now-a-days a crucial issue that many organizations are taking into consideration. When employees go back to their homes, they should not carry any organizational stress with them. A woman has two roles to play- personal and professional; each role having different set of demands. Such role demands are overlapping due to geographical issues. Women travelling 2-3 hours to reach workplace are having considerably high stress. This impact on performance pressure and losses for all concerned: the individual, the family and the organization. This leads to family–work conflict (FWC) and work–family conflict (WFC). FWC and WFC are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. This research intends to reveal significant results with respect to the facilities provided by the employers for the work-life balance of women and the conditions that hamper them to work due to geographical distances. A sentence that brings the idea of work...
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...traditional areas of specific knowledge, general intelligence, and technical or professional skills. Emotions are an intrinsic part of our biological makeup, and every morning they march into the office with us and influence our behaviour. Emotional intelligence consists of five factors: Knowing one's emotions, managing emotions, motivating one, recognizing emotions in others, and handling relationships Goleman (1995). Researchers today are interested in finding the effects of emotional intelligence on employees and thereby, organizations, and analyzing the various other facets of EQ. Emotional intelligence improves individual and organizational performance. It plays a significant role in the kind of work an employee produces, and the relationship he or she enjoys in the organization. Work – Life Balance is a challenging issue for IT leaders, managers and has also attracted the attention of researchers. Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life. In this climate managing the boundary between home and work is becoming more challenging. Organizations need to ensure they not just encourage but mandate a practical and workable work/life balance policy, benefiting and meeting the needs of both the organization and its employees. Organizations not providing real opportunity for employees work/life balance are opening themselves up to increasing numbers of dissatisfied and ...
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...Dying is a part of life, but that doesn’t make the subject any less scary. Just because healthcare professionals handle end of life issues on a regular basis, doesn’t mean that they are immune to the sensitivities of the topic. End-of-life decision making is the process that healthcare providers, patients, and patients’ families go through when considering what treatments will or will not be used to treat a life-threatening illness. (Thelen, 2005) Many nurses who deal with death and decision making burn out. Hospice staff, because of their work with the terminally ill, are considered a high-risk group for burnout. Often, the reason behind the decision to leave or take a sabbatical from hospice work is that the staff member reached the limits of his or her capacity to care and “couldn’t take it anymore.” (Keidel, 2002) A qualitative study done, on anticipating emotion, related to ACP, was chosen to be critiqued, due to this highly sensitive topic in the healthcare industry. The subject this study was critiqued on, were, the problem statement, purpose and research question, literature review, and conceptual/theoretical framework. The clinical problem, addressed, is that end of life discussions between healthcare professionals and clients have many areas of hindrance, due to the sensitiveness of the discussions. The authors established the significance of the study by elaborating on the extreme sensitivities of ACP, and how it impacts healthcare professionals. When having these...
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...2003 Research Quarterly ❶y❸❹ Work/Life Balance Challenges and Solutions Nancy R. Lockwood HR Content Expert y SOCIETY FOR HUMAN RESOURCE MANAGEMENT SHRM Research ❶y❸❹ 2003 SHRM®Research Quarterly Abstract In organizations and on the home front, the challenge of work/life balance is rising to the top of many employers’ and employees’ consciousness. In today’s fast-paced society, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends. This article provides human resource professionals with an historical perspective, data and possible solutions—for organizations and employees alike—to work/life balance. Three factors—global competition, personal lives/family values, and an aging workforce— present challenges that exacerbate work/life balance. This article offers the perspective that human resource professionals can assist their companies to capitalize on these factors by using work/life initiatives to gain a competitive advantage in the marketplace. Work/Life Balance: Challenges and Solutions I n a society filled with conflicting responsibilities and commitments, work/life balance has become a predominant issue in the workplace. Three major factors contribute to the interest in, and the importance of, serious consideration of work/life balance: 1) global competition; 2) renewed interest in personal...
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...ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct Australian Computer Society July 2012 Title ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct Authors Committee on Computer Ethics Mike Bowern Version History Date Document Version Revision History (reason for change) Author /Reviser July 2012 2.0 ACS Branding Sarah Li Approvals Date approved Version Approved By Date in force Date of Next Review To be confirmed 17 July 2012 2.0 Ruth Graham 17 July 2012 Custodian title & e-mail address: Responsible Business Group: Distribution: ruth.graham@acs.org.au Professional Standards, Learning & Development General (no restriction on distribution) Content Security: Unclassified Australian Computer Society | ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct | July 2012 Page 2 ACS CODE OF ETHICS CASE STUDIES & RELATED CLAUSES TO THE CODE OF CONDUCT This document provides a range of case studies with references to relevant clauses of the ACS Code of Ethics. These Codes consists of a series of clauses which gradually expand on aspects of ethical behaviour relevant to professional people in the ICT industry. Clause 2.0 describes the Code of Ethics, summarised as six values: The Primacy of the Public Interest; The Enhancement of the Quality of Life; Honesty; Competence; Professional Development; and Professionalism. Clauses 2.1 through to 2.7 cover the ACS Code...
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...research. 5. Never accept offers from others to complete my work for me for free or for a fee or service. 6. Strive to complete tasks, assignments and projects as early as possible, not put it off till the last day. 7. Always keep my word and promise to fellow classmates. 8. Never use profane language or other inappropriate language in a discussion. 9. Provide constructive criticism related to the work where appropriate. 10. Never give incorrect information to the best of my knowledge. I believe these ten guiding principles are a good starting point for me in my studies at American Intercontinental University as well as elsewhere in my life, professional and personal. They represent what I believe in and stand for. I believe the ethics I use during my studies and my personal integrity I display during my time at AIU will provide a good base to build on when I take the next step in my professional life. The relationship between studies and professional life is very closely related. Academic life and professional life is the same in a way since in both there will be tasks to perform, work to be done and assignments to complete. If one starts down a path of cheating and other unethical behavior while still in school it is very hard to change ones thinking after completion of the education. A life of stealing and cheating might seem like the easy way out for many, but at some point it will come back to haunt. A life of truthfulness will pay off in the end. That is my strong...
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...“Work Ethic: Do New Employees Mean New Work Values?” 2010 Journal of Managerial Issues, 22 (1), 10-34 Raymond K. Van Ness, Ph.D. State University of New York at Albany, Kimberly Melinsky, Ph.D. ABD, The College of Saint Rose, Cheryl Buff, Ph.D. Siena College, and Charles F. Seifert, Ph.D. Siena College ABSTRACT This study compares and contrasts the individual dimensions of work ethic of graduating college and university students to those of workforce professionals. The Multidimensional Work Ethic Profile (MWEP) is used to operationalize seven dimensions of work ethic. The findings indicate that while students and workforce professionals differ within the individual dimensions, quantitatively, they have the same overall work ethic. Variances within the dimensions of work ethic may have important implications for corporate managers. Keywords: Work Ethic, Work Values, Dimensions of Work Ethic “Work Ethic: Do New Employees Mean New Work Values?” INTRODUCTION The concept of work ethic has evolved from the writings of the early 20th century scholar, Max Weber (Weber, 1904-1905), who has been frequently credited with contributing to the success of capitalism in western society with what became known as the Protestant work ethic (PWE) (Hirschfeld and Field, 2000; Hill and Petty, 1995; Kalberg, 1996; Chusmir and Koberg, 1988). Weber highlighted the value of work commitment and raised questions as to why some people place a greater importance on work and appear more conscientious than...
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...Wint Maung Date issued 7.11.2013 Qualification Pre-Master Certificate in Business Studies Assessor name Daw Mu Mu Theint Completion date 6.11.2013 Unit number and title Unit – 1 – 4, Pre-Master Course Units Submitted on 7.11.2013 Assignment title Personal & Professional Development Plan (Assignment 1 of 1 ) In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. Criteria reference 1.1 To achieve the criteria the evidence must show that the student is able to: Use appropriate method to evaluate personal skills required to achieve strategic goals Apply technique to assess the professional skills required to support the strategic direction of the organization Carry out a skills audit to evaluate the strategic skills needed to meet current and future leadership requirements Task no. Evidence 1 1.2 1 2.1 2 2.2 Apply appropriate techniques to identify preferred learning style Construct a personal development plan that meets leadership development requirements identified in the skill audit Use suitable methods to assess the outcomes of the personal development plan against personal work objectives Evaluate the impact of own learning against the achievement of strategic goals 2 3.1 2 3.2 2 3.3 2 Learner declaration I certify that the work submitted for this assignment is my own and research sources are fully acknowledged...
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...2.2.1 The relationship between Family flexibility and Work-life balance According to (Kenny 2002) is Work-life balance and Family flexibility seeks to find out what difference is there between work and life, so that you can feel comfortable with work and family responsibilities. Sometimes for the life of public and private professionals are 'balance among these three factors which are: paid work, unpaid work and personal time. By definition there is no term that is accepted and contributed to a Work-life balance is a repetition the word regularly mentions to one of the subsequent components: organizational support reliant on care, supple work choices and family or personal. For family boundary is great permeable if the worker receives...
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...Human Services Professional Case Study BSHS 355 September 16, 2014 Human Services Professional Case Study In this paper, the role of a social worker will be addressed. A Human Service professional has, in its hands, the responsibilities in the life of the clients and families they meet. The tremendous and arduous responsibilities they take on include, but are not limited to, the well-being and care of people and their communities. Such roles can be helping others manage the care of a family member, assisting individuals experiencing problems with family relations and conflicts, dealing with changes that come with growing old, aiding those suffering mental illness and or those individuals struggling with addictions. Briefly put, the field of Human Services requires that professionals become part of the safety net in society and empower individuals to make a positive impact in their personal life. In the case study of “Real Life Human Services Work”, Francine Licate, C.S.W. explains, in detail, her responsibility as a licensed clinical social worker and director of Social Services in a skilled nursing facility. The social worker in the case study displays characteristics of an effective helper. An effective helper has accurate empathy for her clients (O'Hagan, 2007). The helping relationship begins with the development of trust and empathy and the understanding of the clients’ pain. Compassion and understanding assist the social worker to identify with a problem...
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...Seven Categories of Work-Life Effectiveness Successfully Evolving Your Organization’s Work-Life Portfolio • Caring for Dependents • Health and Wellness • Workplace Flexibility • inancial Support F for Economic Security • Paid and Unpaid Time Off • Community Involvement • liciting Management E Buy-In and Transforming Organizational Culture C1 Defining Work-Life Effectiveness Work-life refers to specific organizational practices, policies and programs that are guided by a philosophy of active support for the efforts of employees to achieve success within and outside the workplace. These employersponsored initiatives comprise a strategic framework referred to as the worklife portfolio, a key element of the organization’s total rewards strategy to attract, motivate and retain employees. Career Build Your Portfolio Step One: Assess your present work-life situation It is easy to construct the outline of your organization’s existing work-life portfolio by performing a simple inventory of the policies, practices and programs currently offered within each category of the work-life portfolio. A useful resource for this activity is the Work-Life Audit, available on the Alliance for Work-Life Progress website. www.awlp.org/pub/selfaudit.pdf he term “work-life” refers to the T intersection of self (the worker), career (work), family and community. Self Life Family Community Creating and Sustaining a Successful Portfolio Building...
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...registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus Course Title: GEN 480 Interdisciplinary Capstone Course BSBM.04-08.BSMB0533A Course Schedule: 04/08/08 to 05/12/08 Required Text: Paul, R., & Elder, L., (2002), Critical thinking: Tools for taking charge of your professional and personal life. Upper Saddle River, NJ, Prentice Hall. Paul, R., & Elder, L., (2003), The Miniature guide to understanding the foundations of ethical reasoning, The Foundation for Critical Thinking, Dillon Beach, CA. Ruggiero, V., (2004), Thinking critically about ethical issues 6th edition, Burr Ridge, IL, McGraw-Hill. Electronic Resources: Note: All required text materials can be found on the GEN/480 course page. The page can be accessed through the University of Phoenix Student and Faculty Website at...
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...Brain Drain: Intentions to Migrate by Future Malaysian Professionals Abstract Globalisation has led to the fierce competition for skilled labor between firms and thus leading to intense labor mobility worldwide. Shortfall in professionals in host countries has led organizations aggressively search for foreign professionals needed to fill up the gap in their own country. Most commonly observed is the outflow of professionals from developing countries to the developed nations more often than not at the expense of the developing countries. Malaysia is one developing country which is not spared from this phenomenon that is threat to the economy. Malaysian professionals are heavily sought after because they are able to adapt themselves anywhere in the world, multi-lingual and inexpensive. Malaysian professionals are steadfastly flowing out to fill the soaring demands abroad. If this situation were to continue, Malaysia would have to endure a shortage of professionals within the country and will create the issue whether our talent pool can maintain equilibrium to support our robust industry growth. Approaches to offset this phenomenon have to be carried out immediately. Thus, this paper will examined the relationship between the push-pull factors and intentions to migrate which eventually may lead to Brain Drain. Seeing that brain drain of our Malaysian professionals will continue to go on which definitely will have an impact on our transformation, researcher believe that an intention...
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...Dying is a part of life, but that doesn’t make the subject any less scary. Just because healthcare professionals handle end of life issues on a regular basis, doesn’t mean that they are immune to the sensitivities of the topic. End-of-life decision making is the process that healthcare providers, patients, and patients’ families go through when considering what treatments will or will not be used to treat a life-threatening illness. (Thelen, 2005) Many nurses who deal with death and decision making burn out. Hospice staff, because of their work with the terminally ill, are considered a high-risk group for burnout. Often, the reason behind the decision to leave or take a sabbatical from hospice work is that the staff member reached the limits of his or her capacity to care and “couldn’t take it anymore.” (Keidel, 2002) A qualitative study done, on anticipating emotion, related to ACP, was chosen to be critiqued, due to this highly sensitive topic in the healthcare industry. The subject this study was critiqued on, were, the problem statement, purpose and research question, literature review, and conceptual/theoretical framework. The clinical problem, addressed, is that end of life discussions between healthcare professionals and clients have many areas of hindrance, due to the sensitiveness of the discussions. The authors established the significance of the study by elaborating on the extreme sensitivities of ACP, and how it impacts healthcare professionals. When having these...
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