Balancing Work and Family Balancing Work and Family

| October 22, 2018

Final Paper To complete the following assignment, go to this week’s Final Paper link in the left navigation. Final Paper Select one of the following issues affecting the workplace and working environment. You may narrow the range of the topic by choosing a subtopic. Develop a paper that discusses the issue you have chosen, your subtopic if applicable, and how your topic has or is affecting the work environment that you have been in or are currently a part of. Also analyze how the problem(s) could be solved using various social controls (i.e., laws, organizational policies/practices, training/education, government or corporate involvement) and determine what potential social or economic benefits may result if your recommended changes were implemented. •Retirement issues •Balancing family and work life •Workplace violence •Ethical behavior in the workplace •Substance abuse in the workplace •Sexual harassment The paper must be eight to ten pages in length (excluding title and reference pages) and formatted according to APA style. You must use at least five scholarly resources (three of which must be found in the Ashford Online Library) other than the textbook to support your claims and subclaims. Cite your resources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center, within the Learning Resources tab on you’re the left navigation toolbar. Writing the Final Paper The Final Paper: •Must be eight to ten double-spaced pages in length, and formatted according to APA style as outlined in the Ashford Writing Center. •Must include a title page with the following: ◦Title of paper ◦Student’s name ◦Course name and number ◦Instructor’s name ◦Date submitted •Must begin with an introductory paragraph that has a succinct thesis statement. •Must address the topic of the paper with critical thought. •Must end with a conclusion that reaffirms your thesis. •Must use at least five scholarly resources, including a minimum of three from the Ashford Online Library. •Must document all sources in APA style, as outlined in the Ashford Writing Center. •Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment. The feed back from last weeks outline. The following files have been attached to your feedback Sarah, You made a good start on your outline, but need to be more thorough in providing the information on each segment of your paper related to supporting evidence and the “So what?” of the outline requirements. You need a clear thesis and conclusion to your paper. The point of your paper is vague. You have applied few scholarly sources in support of your points. You not included references but not consistently cited them in your paper You need to make this a true scholarly research paper. •Make sure that in your research paper you clearly identify and address each part of the assignment: Develop a paper that discusses the issue you have chosen, your subtopic if applicable, and how your topic has or is affecting the work environment that you have been in or are currently a part of – more from an objective description than just personal to you. Also analyze how the problem(s) could be solved using various social controls (i.e., laws, organizational policies/practices, training/education, government or corporate involvement) and determine what potential social or economic benefits may result if your recommended changes were implemented. Also, make sure your sources all identify authors of the information in order to be considered scholarly sources. Dr. Peggy Dr. Peggy (0.76 / 1) Introduction/ Thesis Statement Basic – Introduction and thesis statement are present, and somewhat give direction and purpose of the paper. (1.14 / 1.5) Body paragraphs Basic – Provides some or all body paragraphs that do not contain developed supporting evidence, explanation and/or significance and importance of the ideas. (0.64 / 1) Conclusion Below Expectations – Conclusion is present, though incomplete, and provides insufficient perspective on the key points presented in the essay. The thesis statement is not restated in the concluding paragraph. (0.32 / 0.5) Reference Requirement Below Expectations – Barely provides adequate resources and unable to include sources from specified search agent. (0.38 / 0.5) Written Communication: Control of Syntax and Mechanics Basic – Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors, which may slightly distract the reader. (0.44 / 0.5) Page requirement Proficient – The paper closely meets the page requirement stipulated in the assignment description. Overall Score: 3.68 / 5Balancing Work and FamilyBalancing Work and Family IntroductionAs a divorced mother of three I have been in and out of the workplace for the lastthirty-four years. I will focus on the art of balancing between raising children andsupporting them. I believe that flexibility for women in the workplace is a social andstructural issue that needs improvement in our society. I will evaluate the factors thathave affected families negatively for working mothers, and working parents. I willdescribe different factors that have affected single mothers and duel-working parentsdue the lack of flexibility in the workplace. I will hypothesize how the problems may besolved using more flexible policies in the workplace. I will show how potential social andeconomic benefits may result in the recommended changes when implemented forworking parents and their families. I will conclude with prospective solutions to thecurrent problems that working families face in the workforce which will be solved byeducation, parental responsibility, and restructuring the workplace by allowing moreflexibility.I- Problems for Duel Earner Parents in the Workplace.There are many negative factors that have affected families with working parents,and have taken too much time away from their children and families. More women areremaining in the workplace after giving birth, "Employed women continue to shouldernearly 80% of the ‘second shift’ of household chores and childcare responsibilities"(Haddock, Zimmerman, Lyness and Ziemba 2006). With so many mothers working thecare of children has become shouldered by day-care, after school programs, andchildren that are left at home un-supervised. "Of the women in the workforce today,approximately 71% are working mothers" (Giraffe, 2011).According to a twenty year old study that discerns the worries of working parentsthat are entering the workforce, " The US Department of Labor predicts that two of everythree jobs in the next few years will need to be filled by women. By 1995 it is projectedthat 34,000,000 kids six to 13—more than three-quarters of all those in this age range–will have working mothers" (Latchkey kids worry parents 1994). Single parent familiesare growing, and the issues of supporting their families have become more complex asstated in a study about balancing home and work, "Individuals who have more extensiveand complicated family obligations-such as mothers or members of dual-career couplesare apt to have a greater difficulty in balancing their work and family lives than are men,single persons, or those who are married to a full-time homemaker" (Berg, Kalleberg, &Appelbaum, 2003). Duel-earning families are growing more necessary due to the highcost of living. Although there are more parents working the workload at home hasremained the same as stated in the following study, "The number of duel-earner familieshas increased as has the combined hours parents are working while the timeconsuming demands of maintaining a family and caring for dependents are unchanged"(Berg, Kalleberg, & Appelbaum 2003). Our society is becoming more out of balancewhen it comes to the needs of our home and family lives.Regardless of the amount of time women are spending in the workforce mothersare still the primary caretakers and homemakers, even when both parents are workingequally as stated in the Journal of Family and Economic Issues, "Despite increasedlabor force participation, women continue to be primarily responsible for the majority ofhousehold labor and childcare" (Haddock, Zimmerman, Lyness and Ziemba 2006).Often parents find that they are penalized when they have to take care of the immediateneeds of their children when it interferes with work. Some women find that working hasbecome more rewarding than being a homemaker according to a study on balancingwork and family done in 2003 which states, "Supportive and participatory workplace hasbecome a haven from stress and strains of family life such that ‘work becomes homeand home becomes work’" (Berg, Kallegerg, and Appelbaum, 2003). This can prove tobe a problem if it takes more mothers out of the home and neglects the needs of thefamilies.A major problem women face as breadwinners and homemakers in the workplace is that they are not able to attend to many of their responsibilities with theirchildren. "Being female and having problems with child care was significantly related tonegative attitudes toward managing work and family responsibilities" (Berg, Kallebergand Appelbaum 2006). Working and providing for families can feel like an overwhelmingtask which is adequately described in a study about the balance of home and family thatstates how the high-commitment results in a "Negative relationship betweenorganizational commitment and work-family balance" (Berg, Kallegerg, and Appelbaum2006). Another serious problem for mothers who are working in less professionalpositions "In many lower paid jobs, employers are expressly forbidden to use suchcommon strategies as using the telephone to communicate with care providers, takingtime off for appointments with doctors, teachers, or exchanging work schedules withcolleagues" (Messing, Barthe, and Abbas, 2011). When both mother and father are inthe workforce studies have shown that it is still not an equal playing field, as noted inthis study about Strategies used by women in the service sector "Women, on theaverage, have less decision latitude at work than men" (Messing, Barthe, and Abbas2011). Because women tend to take more off for their children than men, there remainsan imbalance in the workforce.II- Factors That Affect Families With Working ParentsOur societal workplace has been following the same structural pattern since thenineteen forties which remains a forty hour week, working eight hours day. The structurehas been following a set pattern that is becoming more and more obsolete due to thecurrent circumstances of our working parent population. The following issues appear tobe due to the lack of flexibility in the workplace. Our children are our future and theyneed parental supervision. "Duel-earner couples now out-number malebreadwinner/female homemaker families nearly three-to-one, and there has been a risein mothers with children under the age of one in the workforce, from 49.4% in 1985 to61.8% by 1998" (Haddock, Zimmerman, Lyness and Ziemba 2006). Because there areso many dual-earner couples in the workforce many families are being neglected."Similarly, 63.7% of all married mothers with children under the age of six wereemployed outside the home" (Haddock, Zimmerman, Lyness and Ziemba 2006). Issuesinvolving latch-key children where children are being unattended due to the loss ofworking parents. The rising cost of living is a problem for parents that they are facedwith the issue of expensive childcare that many cannot afford to pay. A growing numberof parents are deciding to leave children home while they work. Giraffe explains thedilemma, "While some of the household work, such as childcare and housekeeping, hastransitioned to outside providers, many working mothers cannot afford to employ theseservices" (Giraffe 2011). Giraffe denies a problem due to leaving kids alone in chapterfour of the textbook Contemporary Problems and the Workplace, stating that"…researchshows that latchkey kids have no-higher incidences of injury, drug use, or other deviantbehavior than children who have constant parental supervision at home" (Giraffe,V.,2011).I beg to differ with his findings in that all research is not accurate, or thorough.According to research from an article that used several studies showing the oppositefindings, "The high profile currently give to child neglect focused attention on youngchildren left alone where fear, premature sexual activity, use of alcohol or drugs,inappropriate television viewing, poorer school performance, accidents andvulnerablilty to child molesters as seen as possible outcomes" (de Vaus D, Millward C.1998). Another study from Science News in 1989 states the obvious deduction aboutchildren left home while parents are working, "So-called latchkey children, whoroutinely care for themselves without supervision, run a higher risk of alcohol,marijuana or cigarette use than do children who are supervised afterschool and in theevening, according to a new scientific report" (Latchkey kids 1989). Kids who areunsupervised are twice as likely to smoke cigarettes, drink alcohol and smokemarijuana "compared with students who had constant adult supervision afterschool"(latchkey kids1989).Absenteeism is also an issue for working single parents and duel-earningfamilies. Parents are taking time off for doctor appointments, parent teacherconferences, to care for sick children, fatigue from overwork, daycare issues,emergencies, and blizzards.Many families are choosing to work what is called off-shifting which is a situationwhere "The two parents would work different shifts with obvious potential consequencesfor family" (Messing, Barthe, & Appelbaum 2011). This poses the problem of rarelyhaving time together as a married couple, and a family. "The lag in changes toworkplace practices leads to continued constraints on successfully balancing work andfamily" (Haddock, Zimmerman, Lyness and Ziemba 2006). The parents are clearly beingpenalized for missing work to take care of family matters.Many single parents are also going to college to improve their careeropportunities "In 2009, 45% of first-time 2-year college students and 24% of 4-yearcollege students were only 25 years old. Students today often care for dependents inaddition to working at least 35 hours per week" (Giraffe 2011). The problem with thisscenario is that parents that are working and attending college have even less time tospend with their families.III-Factors that Need Improvement in the WorkplaceThe problems of single and dual-earnrng parents in the workplace may be solvedusing more flexible policies in the workplace. Families need a more flexible schedule inorder to spend time with families, "Successfully balancing work and family is beneficialfor all involved: families and employees" (Haddock, Zimmerman, Lyness, and Ziemba2006). The following is a list of Flexible Working Solutions for working mothers and dualearning couples in the workplace:Alternative work schedules & Flexible work schedules. Reduce the penalty in the workplace for entering and exiting after childbirth.Available maternity leave with a guarantee to return to same job afterwards.Atypical schedules rather than working the "norm" hours.Control over work schedules for employees-Autonomy over scheduling issues,shifts, vacations, ability to leave work for childrens parent teacher conferences,doctor appointments, etc.On the job educational training, & tools to perform more efficiently.Computer technology in order to work from home.No penalty for attending to the needs of their children.Flex-time schedules are schedules that give the employee more control with theirown schedules. According to Giraffe, "Flextime allows workers to complete their workwhen they can be most productive" (Giraffe 2011). "Flexibility has been positively linkedto job satisfaction, decreased family work interference, and increased time with family"(Haddock, Zimmerman, Lyness and Ziemba 2006). More information about flexibilityGiraffe says that, "In addition, flextime allows employees to handle personal businesssuch as doctor appointments or school functions without having to take sick leave orvacation time" (Giraffe 2011).Other flexible scheduling ideas include the buddy systemwhere employees and co-workers cover for vacation, appointments, extended sickleave, accidents, emergencies, illnesses for employees and their children.Where long hours of commuting becomes a problem that separates parents andfamily due to extended traveling. The creation of remote office centers and co-workingfacilities provide a way for parents to spend less time, and use less carbon emissions bylengthy hours of driving. "Remote office centers give workers access to fully equippedfacilities that are closer to their homes" (Giraffe 2011).Telecommuting is also another way to save time and travel "Working from alocation other than a centralized office communicating with coworkers throughtechnology instead of in person is known as teleworking of telecommunicating" (Giraffe2011). Other ideas to lessen travel time are being created such as "A more recent trendin job center location is the return of companies to downtowns" (Giraffe 2011). Analternative to commuting and traveling to work, and to save money on fossil fuels, wouldbe to live and work within walking or bike riding distance of the workplace. The theorybeing that everyone would live in a crowded metropolis rather than suburbs, or countryliving. This notion may be more appealing for many people who already work within thecity.IV-Projected Strategies for Corporate InvolvementProspective solutions to the current problems that working families face in theworkforce could be improved and possibly solved by education, parental responsibility,and restructuring the workplace by allowing more flexibility.A-Education.Corporations could help with the cost of education and Training to provide freetraining for employees to improve the skills within the workplace. Many corporationssuch as the military provide free college education to those who are enlisted.Corporations and employers could provide college education as a benefit to theiremployees. With many older students, and single parents entering college there is aneed for more scholarships for student parents. "Students today often care fordependents in addition to working at least 35 hours per week" (Giraffe 2011). Collegestudents require programs where they can have adequate financial aid to help them incollege if they are supporting dependents. Better scholarship programs through collegeand universities would provide opportunities to ensure that single parents, who are incollege, are spending more time at home and less time having to work to support theirfamilies. There is a need for extended forgiveness programs for working parents, otherthan just the medical and educational fields which are in place now. The problems ofhaving to pay back huge college loans make going to college seem like a waste of timefor many students.B-Parents Personal Responsibility.Corporations need to realize the importance of families and children. Children arethe future of this world, what we teach them, and how we teach them is the mostvaluable asset they will have when they grow up. Parents are responsible to raiseresponsible children. Corporations that see the importance of family will be better ableto implement policies that are Family Friendly. "One important way in which highperformance work organizations seek to elicit commitment from their workers is byinstituting family friendly policies" ( Berg, Kallegerg, and Appelbaum 2003). Parentsneed to look for companies that have family friendly policies and positivesupervisors.Children learn by the examples of their parents, if parents are not around toguide their children, parents will not know what their kids are learning. Becoming aparent is a responsibility that requires wisdom, patience, and is a job that lasts a lifetime. Parents need to nurture and spend quality time with their children. "Formalcompany work and family policies such as flexible work arrangements, assistance withchild or elder care and extended leave can make it easier for employees to spend timewith their families or act on family concerns" (Berg, Kalleberg, and Appelbaum 2003).Parents need to choose jobs that are closer to home to reduce commute-time so theyare able to spend more time with their children.A positive technological contribution for parents are opportunities to attendcollege online as well as the ability to work from home. Since mothers are the ones whotake the majority of the responsibility of homemaking and childcare, it would bereasonable that more mothers stay at home, live more frugally, and adjust theirpriorities, so they are able to raise healthy, safe and responsible children.C-Fexibility and Restructuring the WorkplaceThere are many options for corporations to restructure the workplace so thatworking mothers and duel-earning families could be accommodated. Corporations couldprovide more flexible scheduling for duel-earning or single parent families, withoutpenalizing them for time spent caring for their children’s needs. Corporations should hirepositive and diverse supervisors and managers who have an integral understanding oftheir employees. Giraffe explains the need for diversity stating that "Addressing differentlifestyles is essential for businesses that want to attract talent from the diverseworkforce.(Giraffe 2011). By hiring diverse supervisors a corporation will have a betterability of understanding the needs of their employees.Employees need to have a greater amount of flexibility and autonomy in theirjobs so that they are able to adjust their schedules to fit their needs. Giraffe explainsthat "Working with employees to offer options for hours, work structures, and worklocations can offset lost productivity causing absenteeism andstress. Employers recognize that there are options to the traditional eight-to-fiveworkday" (Giraffe 2011). Corporations could provide flexible schedules for single parentfamilies. Incorporating atypical scheduling for families that need it "The term ‘atypical’ isused to refer to scheduling in which some or all of the work hours fall outside the socalled ‘normal’ workday" (Messing, Barthe, & Abbas 2011).Many parents work after school hours, or when children are home because ofschool or government holidays. Worrying about children that are home alone "…createsa heightened level of parental stress that could potentially interfere with workperformance and productivity" (Latchkey kids worry parents 1994). Family friendlyworkplaces could include corporations (and colleges) that allow parents to bring theirchildren when situations arise where the children would otherwise be left unattended."The major area of family friendliness in the workplace involves a work culture thatsupports work-family balance" (Haddock, Zimmerman, Lyness, and Ziemba 2006).V-Concluding StatementI have explained the potential social and economic benefits that could result withthe recommended changes of more flexible work schedules, more employee controlover schedules, and increased benefits were implemented for working parents and theirfamilies. I have described the factors that have negatively affected families with workingmothers, and working parents such as: the stress on working parents that keep themaway from their families due to many unforeseen issues, the problems of leavingchildren unattended for many hours, at day-care, or in after-school programs. Many ofthe problems with latchkey children may be solved by utilizing more flexible policies inthe workplace that may benefit the working parents and their families.I have concluded with prospective solutions to the current problems that workingfamilies face in the workforce which could be helped with education, restructuring theworkplace, and allowing more flexibility with scheduling and location. With theimplementation of more flexible schedules, corporate training, more positive workcultures, that are family friendly, our society may commence viewing childrearing as animportant feature in the workplace as well as in our culture. If organizations wish to raisetheir productivity they need to accept the changing needs of the working parentpopulation within our workplace. "Sixty-five percent of those surveyed indicated thatalternative work schedules increased morale or productivity" (Berg, Kalleberg andAppelbaum 2003).Family friendly policies create positive work attitudes that help reduce the stressof working mothers and duel-earners are under to support their children. Economically itwould benefit employers and employees to have the ability to make substantivedecisions in the workplace. In the textbook Contemporary Problems and the Workplace,Giraffe describes a need for a more flexible workplace in the future when he states,"Change is inevitable in the American workplace today managers and employees alikebenefit by maintaining current skills and embracing attitudes that are flexible andadaptable" (Giraffe 2011). With more and more families becoming duel-earners greatchanges to the workplace are inevitable. There needs to be a restructuring of the socialstructure that we have been following since the forties. We have continued to hold on tooutdated social structures when the technology has brought us into the future. We needto adapt socially to change in order to meet the needs of our families.Reference PageGiraffe, V., (2011). Contemporary problems and the workplace. San Diego,CA: Bridgepoint Education, Inc.WOMEN IN THE WORKPLACE: A RESEARCH ROUNDUP. (cover story).Harvard Business Review [serial online]. September 2013, 91(9): 86.Available from: Publisher Provided Full Text Searching File, Ipswich, MA.Accessed September 5, 2014. Retrieved from Ashford University OnlineLibrary.Messing, K., Caroly, S., Barthe, B.B., Messing, K.K., & Abbas, L.L., (2011).Strategies used by Women Workers to reconcile family responsibilities withatypical work schedules in the service sector. Worker, 4047-58. Retrievedfrom Ashford University Online Library.Haddock, S.A. Zimmerman, T., Ziemba, S.J., & Lyness, K.P. (2006).Practices of Duel Earner Couples Successfully Blancing Work and Family.Journal of Family and Econmoic Issues, 27(2), 207-234.doi: from Ashford University Online Library.Berg, P., Kalleberg, A.L., & Appelbaum, E. (2003). "Balancing work andFamily: The Role of High-Committment Environments." Industrial Relations42,no.2:168-188.doi:10:1111/1468-232x.00286. Retrieved from AshfordUniversity Online Library.1Balancing Family and Work Life (Outline)Sarah HuntleySOC 402 Contemporary Social Problems & the work placeInstructor: Peggy MorrisonJune 8, 2015INTRODUCTIONIn todays world, every common person has stressful life not because of personal problems onlybut a major cause of stress is that they are not able to manage their work life and personal lifesimultaneously. These problems are mostly faced by working women having family, kids and2husband. Though it is a difficult task to balance both the phases of life, but few leaders andmanagers are of the view that it is not impossible to make the deliberate choices between thetwo. Its just a person need to optimize his/her priority in order to choose the best option forthem. While making any choice between the two or to take any important decision in any part oflife, a person needs to consider his or her family preferences as well. By making an intelligentand relevant choice at the time of emergencies and problems, a person can manage at both theends meaningfully with work, family, and community. It has been found that a person who wantssuccess in his professional life, need to prosper in their family life as well so as the person canhave mental satisfaction while performing his tasks. That is why, it has been rightly said thatBehind every mens success, there is a woman. It clearly shows that if a person is gettingsuccess in his work life, he must have personal satisfaction and peace for excellent performanceand time devotion at work. It does not mean that he is ignoring his family and not able to devoteperfect time at home with his kids and wife. The key point here is that a person should have tomanage their own human capital by putting maximum efforts in both work life and family life tomaintain the right balance between the two.BALANCING THE SITUATIONIn fact, our successful leaders in corporate world of 21st century also face such problems and theyvery well reconcile their both professional life and family life.At some point of time, a person might need to sacrifice his one part of his life so that they canattain their goals in family life. However, sometimes it is not deliberate choices of the people todo that. Deliberate choices dont guarantee complete control over life decisions becausesometimes life happens to be miserable. Under such situations, it becomes necessary to handlethe emergencies, like accident of a near and dear one or any such condition, by keeping control3over the life head emotions. It becomes really difficult to perform well or to stay away fromfamily just to attend some important meeting or to meet any urgent target in office. But many ofthe executives weve studiedmen and women alikehave sustained their momentum duringsuch challenges while staying connected to their families.There are many leaders and corporate people who have successful and painful stories behindtheir success and most of them advice to follow five main themes to balance their two phases oflife, that is, to define the word success for yourself, managing the technology, creation andbuilding of support networking both at work and at home so as to make use of them duringemergencies, selectively making decision regarding travelling or relocation and finally youshould know the best way of collaboration with your spouse and kids. (Abrahams 2014)Due to rising inflation in the economies all over the world, it has become a necessity to earn forboth men and women in order to live a comfortable life. Both of them have to face manychallenges and conflicts between both phases of life which has become a common source ofstress for working individuals. Though it has become tough to fulfill their roles both at home andat office, but in todays world of modern technology it has become a little bit easy for women tohandle their home chores and office life. This problem is fiercer for women as compared to men,because a women needs to play several roles at home as well as a mother, daughter-in-law and aswife. They have more responsibilities of home as compared to that of men. However, now a dayssome offices offer several concessions and benefits for married women so that they can performefficiently and productively at workplace and does not remain tensed for their kids at home.Although, nobody can deny the fact that 90% of women have to give more priority to their hometo have a peaceful family life. When a person gives more priority to one of them rather than theother, it leads to several dysfunctional outcomes life stressful familial relationships, low4productivity and efficiency at work, psychological frustrations and other physical healthproblems. (Kiger 2000)In order to achieve the balance between the work-family lives, we need to make severalconscious efforts so that we do not face any problems in both the fronts. . (Anderson 2013). Thefirst and foremost important key rule is to take care of your own health first to provide theopportunity for balance and then we can perform well in our both lives. If a person is too muchcareer conscious, then he must decide about how to make up his family life. Once he decides andready for huge family responsibilities (which will surely grow over the period of time), then onlyhe must enter into family life by getting married and having kids at right point of lifetime.Hence, by making wise decisions on such most important issues of life, it is not much difficult toattain the balance. Another important point is to maintain an imaginary boundary line betweenwork and family so as to determine the acceptable actions. It would become helpful in protectingour work quality from the family life distractions and at the same time it would also protect ourfamily interferences from work obligations. With clear boundaries, it would be easier for you totell when your action is not in favor of one aspect of your life. (HEISSMAN 2013)CONCLUSIONHence, it can be concluded that if a person wants to earn money in his life, he or she needs tosacrifice some part of his or her family life quality. It is not possible to maintain the perfectbalance between their both phases of life. At some point of life, we need to skip to meetimportant deadline when one of our family member is sick, or we may need to miss food at homebecause of heavy work load in office.5It is always a dilemma to balance the family and work life which does not has one easy solutionand it depends on person to person on how he would like to manage the things at his end. Thereis no one-size-fits-all approach. A balance would be achieved when a person is able to fulfill hiswork requirements and his family commitments simultaneously. There is nothing wrong withworking hard to gain some of the finer things in life, but you should also not forget the worth ofthe things and people that really matter most. (Graham 2002)Works CitedAbrahams, Boris Groysberg & Robin. "Manage Your Work, Manage Your Life." HarvardBusiness Review, 2014.Anderson, Amy Rees. Work-Life Balance: 5 Ways To Turn It From The Ultimate Oxymoron IntoA Real Plan. FORBES, 2013.6Graham, Judith. Balancing Work and Family. 2002.,KARA.SecretsToBalancingWorkAndFamilyLife.2013., G. , & Riley, P. Helping Dual-Earner Couples Balance Work & Family Responsibilities, .2000.

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