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Balance between work and home life
Balance between work and home life
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Work-life integration is a constant battle among many women in the United States; the demands in the household and in the workplace are increasing on a daily basis, more often than not leaving women out of the workplace. The article “A Framework for Promoting Women’s Career Intentionally and Work-Life Integration” gives us the women in the workplace, exposed. What young college women are being told and what actually happens when a family starts becoming an option. We are introduced to models in which young women can benefit from, for example the Kaleidoscope Career Model, created to explain the differences between the careers of men and women and how women can focus on three very important concepts such as, authenticity, balance, and change.
As women the KCM model helps women understand that there is a difference between men and women a difference we have no control over, a difference that as much as we would like for it not to exist it does and it always will. Authenticity is important, it’s important for women at all ages, in order for women to be successful in anything she must take the time to know herself. The ability to retain our identity and individuality despite the demands of the workplace all comes from the root of knowing your true self. Another model we are introduced to is The Systems Theory Framework (STF) in which recursiveness, change over time, and chance make up an individual’s process of making a career decision. The STF can be applied in helping women recognize that we are prone to be influenced by outside forces, as women change is inevitable. Both integration models focus on providing women with the tools to identify their very own priorities. Women can use these tools throughout their lifetime and in the workplace without losing sight of their true self. “The easiest way to avoid plagiarism,” a simple down to the point article retrieved from the Walden Library. This article is “where instructors and editors talk writing.” The article recognizes that the most common way of plagiarism is done accidentally; this is the result of poor note-taking and poor writing practice. The main focus is copy and paste, subsequently defining the importance that under no circumstances this should be done. Students tend to copy and paste what they plan to paraphrase later, a mistake in the making. It is highly recommended that students paraphrase as they go. This will ensure that everything students are retrieving is already written in their own words.
At what point does work life start interfering with family life to an extent that it becomes unacceptable? Is it when you don’t get to spend as much time with your family as you would like, or is it the point where you barely get to see your family due to long hours at work? Is it even possible to balance work with family life? Anne-Marie Slaughter, the author of “Why Women Still Can’t Have It All”, believes this balance is impossible to achieve in this day and age. In contrast, Richard Dorment, the author of “Why Men Still Can’t Have It All”, believes that there will never be a day when someone will have it all, certain sacrifices will always have to be made. Both of these articles are similar in the respect that they both examine balancing a demanding career with raising children. The two authors’ views on the subject differ greatly, especially regarding how gender roles have a significant impact on our society.
...d had no evidence to back them up. With interviews, Ranson (2005) provided views from different women, but by using a small sample size the opinions still appeared to be biased. She also solely focused on the effect children would have on the women’s careers but failed to mention the financial penalties children would have on the women as well. This review considered the strengths and limitations of stating that motherhood is barrier to women’s careers, critiqued the methodology of the article and stated different approaches the author could have taken.
College degrees, jobs, and income stream are all quantifiable items, however, a gauge on work-life balance, parenting abilities, and dedication at home cannot be measured by a number. In the past, men have been viewed as the backbone of the family. The typical day consists of getting up the earliest, going to work, coming home late at night, maybe missing out on trivial matters, but ultimately paying the bills. As time progresses, roles in households have shifted significantly. Now more than ever women are extremely active in the workforce, local communities, and politics. The obstacles faced by men and women are inherently different, but men seem to fall under an intensified microscope when it comes to intertwining family life with a career. Richard Dorment dives deep into these issues in his piece, "Why Men Still Can't Have It All." Although the argument may seem bias in favoring the rigorous lifestyle of men, the
Kirszner, Laurie G., and Stephen R. Mandell. "Professions for Women." The Blair reader: exploring issues and ideas. 7th ed. Boston: Prentice Hall, 2011. 410-414. Print.
Barbara White, author of Women’s Career Development, gives an opportunity for successful women to give advice to other women wanting to pursue a career in the workforce. First, they explained that women need to be single-minded today. They must make their own choices and know what they want. If a woman hopes to achieve her goal of an ‘American Dream’ and live up to it, then she should be persistent and keep working at achieving her objectives. The best advice given in White’s book is that a woman should not underestimate herself (227-229). A woman today can be whatever she pleases. It takes work, dedication and persistence to achieve goals in general, not just in the career aspect of life. As seen through Joan Crawford and Dawn Steel’s stories, a ‘business woman’ has a bright future now and for years to come. Women’s roles have drastically changed throughout the past century along with the actual number of women now working. It is phenomenal to see such an increase in women’s participation, and hopefully this course will continue even higher into the twenty-first century.
In the year of 2016, news companies, magazines, social media sites, activists, students, and others from many different parts of the globe are still pushing for a variety of women’s rights in a plethora of areas. Among these crucial areas is the workforce. Years after the women’s rights movement initially began, women are still struggling to gain equal access to job opportunities simply because of gender-based discrimination. As part of a platform that was especially promoted by the feminist Second Wave, equal access in the workforce matters because it directly affects how women are able to define their goals, the way in which they can pursue their aspirations, and their capability to provide for
On the other hand, studies show that the number of women working has dramatically changed since 1970. These studies show that back then, the workforce was made up with 37.97 percent of women. Comparing this percentage to the studies made from 2006 to 2010, the presence of women in the workplace has increased at least 10 percent. In the 1970’s, it was really rare to see a woman working as an accountant; today, 60 percent of those accountants are women. Also, they have kept their own “careers for women” because more than 90 percent of dental assistants, secretaries and other work fields are composed by
Today, however, women have integrated themselves into every field of activity and every kind of industry smoothly and skillfully. Whether travelling twenty days of the month or accepting transfers, they are as performance-oriented, sincere, competent and persevering as their male counterparts, if not more. Their presence in the corporate world is now more a rule than an exception such that a feminist agenda and, in fact, any speci...
Cook, E.P. (1993). The gendered context of life: Implications for women's and men's career-life plans. The Career Development Quarterly, 41, 227-237.
Tiffan, B. (2009). Strategies for Tapping into Your Potential-Part 2. Physician Executive , 35, 80-84.
“Management Women and the New Facts of Life” written by Felice N. Schwartz, is an article that created major controversy when published in a Harvard Business Review. In the article, Schwartz, addresses the topic of women in the workplace and the impact that having a family can have on their career and development; A challenge that has yet to be solved then and now throughout corporate America. She also examines the difficult challenges women face in the workplace. Providing readers with a conclusion of a proper solution, suggesting women be willing to omit their sense of privacy as they seek a more fitting work environment and equality.
As a future medical laboratory scientist I understand that the medical field is a complex and unpredictable career. Studying medicine is a career that offers increased rewards based upon experience and ability. By completing the clinical internship, I am provided with a number of ways to greatly enhance my value and skills as a healthcare professional. Going under the wing of a medical facility, and gaining valuable work experience is the best way for me to flourish my professional skills. As an intern, having access to the most modern medical instruments and tools would also be an adequate way to develop and maintain professional skills significant to my profession.
Sarinivasan,2012) “As women take on the role of working professional in addition to their traditional role of the homemaker, they are under great pressure to balance their work and personal lives “
Nowadays, organization are more focused and involved on family issues and offer various types of family supportive services to meet the needs of individuals with different work and personal lifestyles (Lobel, Googins, and Banker, 1999). Many women in the labor force feel increase level of conflict between work and family in their lives (Poelmans & Sshibzada, 2004). Work life balance is important to working parents especially women to balance between their works and individual responsibilities and to ensure they stay loyalty and maintain the productivity in the organization.
Compared to men, women were found to undertake the majority of the household duties and therefore more likely to suffer from role overload and moreover women were more likely to have made sacrifices with regard to having children (Bridge, 2009). Major factors that affect work family conflict among women are harmony in home and office, organisational support, family expectations, parenting effect and professional skills, nature of organisation, education etc. (Sandhu and Mehts, 2006). Workplace characteristics can also contribute to higher levels of work life balance. Researchers have found that the number of hours worked per week, the amount and frequency of overtime required, an inflexible work schedule, unsupportive supervisor and an inhospitable organizational culture increase the likelihood that women employees will experience conflict between their work and family role. According to Fan Wei and Liangliang(2009), the major factors that lead to women's work family conflict are education, incoming ratio, professional experience, spouse stress and work load. Women employees' personal and professional lives are just like the two sides of the same coin. Compromising one for the other or spending more time pursuing one as opposed to the other can have serious negative repercussions (Nair,