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Abstract
Women have a number of roles that they play throughout life. Work-life conflict occurs when time and energy demands imposed by the diverse roles cannot be efficiently met, as participation in one role is made increasingly difficult by participation in another. During the past decade, in India the environment for multinational corporations has been quite volatile, with numerous challenges for the firms operating in this arena. However, throughout this period there have emerged a number of corporate women who have been recognized for their contributions to organizational excellence and leadership despite the environmental fluctuations. But invariably even few years back women power were not so welcome to hold and glorify the top positions of different corporate houses. Due to the Indian social structure, prejudices and myths women employees used to face barriers while climbing up the corporate ladder. But time and again women power has been proved and they succeeded in overcoming those barriers and made major contribution towards organizational excellence. paper is aimed to study various factors which could lead to Work Family Conflict and Fa. Present mily Work Conflict among married women employees. In todays fast-paced business world, where employers expect more from their staff, its almost impossible for women to achieve work-life balance.Because of such pressure imposed on female employees many women have to choose between the two most important components of their life: family or career. . paper is aimed to study various factors which could lead to Work Family Conflict and primarilyWork Conflict among married women employees.
Introduction
Work/Life Balance: Why Women Really Leave
Today, women constitute nearly half of the workforce. There have never been so many women in leadership positions around the world. And there has never been so much talk about being a woman in business. In fact, there has never been a better time in history to be a woman.
Yet, many working women must still think about their other reality — managing their family’s life at home, And whether we like it or not, most women still manage the bulk of the work associated with raising kids and managing a home. So whether they’re working, caring for aging or sick loved ones, or furthering their education while they work, establishing the appropriate work/life balance has become a significant challenge and a reality for most women across the country and around the globe. An increasing number of articles have promoted the importance of worklife balance. This highlights the current concern within society and organizations about the impact of multiple roles on the health and well-being of professional women and its implications regarding work and family performance, and women’s role in society. The following variables influencing the experience of worklife balance were identified while reviewing the international literature.
- a. The multiple roles performed by women
- b. Role strain experienced because of multiple roles, i.e., role conflict and role overload
- c. Organization culture and work dynamics: Organizational values supporting worklife balance have positive work and personal well-being consequences
- d. Personal resources and social support: Several studies confirmed the positive relationship between personalities, emotional support and well-being
- e. Career orientation and career stage in which women careers need to be viewed in the context of their life course and time lines
- f. Coping and coping strategies: Women use both emotional and problem-focused coping strategies to deal with role conflict.
Promoting women to C-Suite positions and nominating them to sit on boards are goals that are still, for the most part, a long way from being realized. The advancement of women has been a focus of corporations for over 25 years, yet the ratio of women in top jobs has remained virtually unchanged in the past 10 years. In fact, in some major organizations, early progress has given way to a stall or decline. This persistent absence of gender balance and other manifestations of diversity at senior levels in Canadian corporations is not a womens issue. Rather, it is a competitive disadvantage. Moreover, it is one that should be of concern to all Canadians, whether they are aware of this imbalance or not.
If high-potential women are leaving their careers to care for their families, theyre not doing it on purpose. Thats the conclusion Hunter College professor Pamela Stone drew from a study of 54 female high achievers, recruited mostly from alumnae of four selective colleges and universities. The women pursued their careers an average of 11 years; 60% worked well past the birth of their second child. None was pushed out. Fully 90% left not to care for their families but because of workplace problems, chiefly frustration and long hours. Two-thirds of those who left tried part-time work but found it problematic; since theyd been putting in long weeks, part-time tended to mean 40 hours of work for 20 hours worth of pay. Factoring even more into decisions to opt out entirely, though, was the inability to work part-time without being marginalized. The great strides made by women in Latin America and around the world are undeniable but there is still much to be done. Given the progress today, it’s exciting to think about the potential advancements and successes of women, and the resulting impact on economic growth.
- Women influence more than 65 percent of global spending 2012 World Bank Report
- Women have played a critical role in achieving the poverty declines of the last decade, with their labor market participation rates growing 15 percent from 2000 to 2010. Growth in female income accounted for 30 percent of extreme poverty reduction
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