Work-Life Balance Issues - Essay Example

Work-Life Balance Issues Introduction A healthy work-life balance is perceived as the ultimate resolution against poor performance over one's responsibility in the workplace. Balancing personal life with work provides men and women the option to either become efficient in their tasks in their (paid) work or focus more on her roles as a mother and a housewife. (Connell 2005) Central and fundamental agenda in the work-life balance is still the family. The issue that surround men and women concerning their ability to balance their personal life - that means their family life - and their job continues to be an interest among the public. Moreover, despite all the improvements that the society is doing in order to address the subject in equality between the sexes, work/life balance is yet but an issue for women rather than men. ("The Balancing") The role of women in the society is an unending issue that could not avoid bringing up the issues regarding gender equity. Women's position in the society is further questioned, specifically in the work place. There is a considerably huge difference between the roles of men and women at home and at work. Traditionally, men were regarded as the breadwinner of the family, thus, they should work hard, earn enough money, and attain the best position in the workplace, as well as in the society. Consequently, women are expected to stay at home and take care of the family. The roles of men and women in the society were divided according to social logics. There is the world of work on one hand and the world of home and family on the other. The former is usually associated with men, which is governed by market relations, calculation of profit, and accumulation. While the latter is associated with women such that this world is characterized by gift relations, affect, personal service and care. So when men entered the domestic world and women the world of market, it was a difficult adjustment for the society accepting this role shift. (Connell 2005) Men and Women's Conflicting Roles in the Society In the modern society, unequal opportunities for women have become one of the most debatable issues. Men's "masculinity" is always related to organizational authority that is an integral part in the world of (paid) work. As the ladder of authority in the workplace becomes higher the more that the position demands time, energy and authority from the one taking charge. Therefore, in order for women to enter corporate management, they need to learn and practice how to "manage like a man," such that their domestic roles are set into tribulation. (Connell 2005) On the other hand, one's ability to become efficient in the workplace is affected by the balancing situation between work and life - which is usually referred to the home and/or the family. In this case, men are at the same time affected by this issue such that they have at the same time their responsibilities at home - that is as a father to their children and as a husband to their wives - which they need to perform well with. (Connell 2005) Working women are affected by conflicts that results from their roles as the primary caretakers of their homes, children, and/or elderly parents that demands time from them as well as their (paid) work. (Higgins, Duxbury, and Irving 1992; Hochschild 1989; and Kelley and Voydanoff 1985; as qtd in Saltzstein, et al 2001). Moreover, at one side, husbands in dual-career households face new workplace stresses as they have assumed greater responsibility at home. (Daddy Trap 1998; Families and Work Institute 1998a; Ginsberg 1998; as qtd in Saltzstein, et al 2001). But men's positions in the workplace are unlimited in contrast to women's under-representation in the workplace as brought about by gender inequality that perceives women as being unable to meet the demands of senior management levels because of their responsibilities in the home. Thus, there is a stronger demand for women's ability for work/life balance for the lack of which has its corresponding reduction in job satisfaction that is further assumed to produce negative behaviours, such as absenteeism, impaired performance, and turnover or eventually leaving the world of (paid) work. (Saltzstein, et al 2001) Based from the study conducted by Tickle Inc., an overall job happiness acquired through a healthy work-life balance and a strong company leadership. More specifically, the results of the study had also found that women are able to maintain a healthier work-life balance than men, thus, women are more satisfied with their jobs than men. According to Dr. Jennifer Bruning Brown, Tickle's Research Psychologist, these situations are brought about by the shifting and inconsistent demands in socialization among men and women as consequential in their motivation towards work and in the value they attach to their career. Although women's careers are often affected by the different factors such as marriage, childbirth and other family-related issues, when they return back to work, they are more likely to pursue part time employment that provides them with a better balance between their personal lives and their careers. ("Job Satisfaction") At the same time, the continuous development in technology in the modern society plays a significant role in the work/life balance. It has transformed the way people live and work. The telephones, cell phones, pagers, voice mail, fax, e-mail, teleconferencing or telecommuting technology are helpful tools in empowering time management among working individuals. It as well provides a link between parents and children even if parents are at work. There is still a chance for parents, especially the mothers to monitor the household at the same time she is trying to accomplish her responsibilities at work. (Doucet & Miller 2002) But when technology is located at home, as much at it provides the connection between parents and the family, it also provides an extension of one's work. The time that was supposedly devoted for the family by the working individuals are further divided into their private roles as family members and their public roles in the world of (paid) work. At this point, employment invades the home and blurs the division between the home and the work. The home, which was at the same time supposedly the place to escape from the responsibilities at work, has become simply an extension of it. (Edley 2001) Therefore, when the ladder at works becomes even higher, the demand for time spent at work is increased and the time for one's family life is sacrificed. There becomes a role overload as these demands at work become bigger, as well as role conflicts for females. (White 1999) Focusing on women's ability to balance work/life situations, there are however two perspectives that results from their ability to balance both roles. Women's role conflict perspective suggests that their roles as a worker and as a mother may likely to result in strain and conflict if not managed well. On the other hand, the second perspective is that role expansion is further linked to heightened resources and experiences that are useful in successfully performing and completing multiple roles in the society. (White 1999) Women in the Hospitality Industry Women's under-representation in the industries is an obvious example of gender inequality. Significantly, although women are given the privilege to handle higher management roles in the workplace, yet there are instances when women are deprived of this chance. There is not as much opportunities offered for women in the industries, particularly in the hospitality industry, than men. Although there is a relative increase in number of women working in the hospitality industry, their chances of landing into the senior management levels are too narrow such that they are less likely to be motivated by the situation. The hospitality industry has attracted more women for several reasons. However, according to San Francisco State University department chairperson Janet Sim, one of the major reasons drawing them into it is that hospitality industry is basically working with people. It is a people business and women have more tendencies of working with people than with men. At present, as tourism industry grows, it gives women the chance to hone their management skills. (Armstrong 2006) But women are deprived of this chance since their probability of landing on a higher level of management in the hospitality industry is not regarded as much of an option than men taking over the position. Addressing the issue concerning women's under-representation in the workforce, specifically in the hospitality industry, there have been several policies created to provide resolutions that concerns this problem. Work/life balance among women may be considered as one of the factors affecting the opportunities of women handling a more challenging task of senior management. The unending association of men's ability in handling such positions are but the main concerns of gender equity. However, upon close observation of women's abilities in handling such tasks may illustrate a contrasting result. As mentioned above, hospitality industry is a people business that requires greater socialization skills. Furthermore, socialization does not end once a person leaves childhood and enters the workforce. And since, women are socially reinforced for abilities that are necessary for caretaking jobs - abilities that are seen natural for women - they are most likely to be the right person for the job. Women should therefore be segregated into works that they seemed to master well with. Just as men are reinforced for their assertiveness, leadership and strength, women should be provided with an equal chance of being able to practice their management skills that comes naturally with them. (Cleveland et al 2000) It is a known fact that women have yet the biggest workload when it comes to family concerns. They have the larger responsibilities as for the domestic chores and child care. On the other hand, this fact suggest that women are capable of handling and balancing better the different sets of demands from the society, qualitatively and quantitatively, than men. (White 1999) Moreover, recent technologies are able to provide empowerment and balance for women (as well as with men) although there is a risk that its products may develop the home into a corporate colony. But the choice remains to lie on the working individual. Technologies may not be able to make women as Super Moms but it helps them in recognizing that their main priorities are still their families. Technologies provide them the ability to practice "remote mothering" such that they are able to monitor their children even at the workplace. This role of technology in women's lives could already be the start of developing a healthy work/life balance. (Edley 2001) Generally, in order to promote work/life balance among working individuals (both men and women), there are several firms and industries offering a variety of family friendly support options for them. It provides them support options that grant them the privilege of balancing both their personal and professional lives. (Doucet & Miller 2002) Family friendly policies include flexible hours of work, maternity leave, the possibility of working part-time, and the possibility of working fat least part of the time from home. Moreover, these policies are not exclusively for women for men are provided with such privileges as well. One of which is their chance of having paternal leaves that enables them to attend to their responsibilities at home. (Armstrong 2006) Most likely, those who avail of the family friendly policies offered by the various institutions expecting to have a balanced work/life situation reflecting on job satisfaction and better job performance, are women. Although the population of women utilizing this opportunity are also at varying instances and situation. Men are considered to be less likely to avail of the said policies. (Salztein et al 2001) It can be at the same time observed that the family-friendly policies are basically focused on women. Aside from the fact that it provides women with the best opportunities of balancing their personal and professional lives, it also transforms their demands for a fair treatment in the industry such that they should be accepted into the different positions in the industry with an unlimited opportunity. (Armstrong 2006) Just as the women entrepreneurs are provided with the same opportunity, The Institute of Employment Studies shows that there have been relatively huge amounts saved for small and medium-sized businesses simply by using family friendly work policies in the United Kingdom. ("The Balancing") With the growing demand for good, hard-working and loyal staff - that are mostly seen characteristics of women employees - in the labour market, sixty-five percent of employers in the United Kingdom claim to offer family friendly working arrangements. Offering the employees with a favourable working condition gives the companies a good reputation, thus attracting the best candidates for the position. ("The Balancing") Some may look at these policies as detrimental to the industry, but rather, if studied closely, it is one way of maintaining the best employees, including women, in the workforce. Women's ability to handle the pressures both in their personal and professional life is already a reflection of good management skills. And, as what has been stated a while ago, women with a healthy work/life balance transcend a healthy working atmosphere and are highly satisfied with their jobs. Considering this situation, women should as well be given the opportunity to see themselves work in a senior level management task. Both men and women have the need to balance their private and public lives. They both require a healthy work/life balance in order to perform well at work. Thus, women should not be regarded as sole individuals who need such balancing. Furthermore, women's ability to handle the senior management roles, especially in the hospitality industry, should be treated as equal to that of men's abilities in handling the same position. Family friendly policies in the workplace should be practiced by the industry in order to address issues concerning the work/life balance among women who may be a representative of a senior management level in the hospitality industry. Through this strategy, women will be able to acquire a healthy work/life balance that would lead to job satisfaction, eventually leading to an expected ideal job performance. Conclusion Gender equity is an endless issue that concerns humanity. Men against women - their roles against each other, who performs better, and who gets the best position in the society. This issue has been overwhelming, most particularly in the labour force. Women's roles are consigned in the home care alone, while men's roles are those that concerns authority and assertiveness. Women are given the impression of being less likely to develop a healthy work/life balance. But as the global market demands for more women in the labour force, industries have developed family friendly policies that encourage women (as well as men) to better take hold of their responsibilities both at home and in the workplace. These policies are found to be applicable for working mothers (women) who are aspiring for senior management roles in the industry. References and Works Cited ___. 2005. Job Satisfaction Study Reveals New Englanders Least Satisfied in the Workplace, Midwest and South Offer Best Work-Life Balance; Women More Successful at Finding Healthy Work-Life Balance, More Satisfied in Their Job. PR Newswire. Armstrong, D. 2006. Cracks in Glass Ceiling: Hotels are Opening Doors for Women in Management. 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Work-Family Stage and Satisfaction with Work-Family Balance. Journal of Comparative Family Studies. Vol. 30:2. University of Calgary. Read More