Download Integrating work and family : challenges and choices for a by Jeffrey H. Greenhaus, Saroj Parasuraman PDF

By Jeffrey H. Greenhaus, Saroj Parasuraman

Despite demands a renewal of family members values and the proliferation of company work-family courses, the aim of attaining a fit stability among the calls for of labor and a pleasing kin existence continues to be elusive. Dr. Parasuraman, Dr. Greenhaus, and the participants to this well-balanced and considerate quantity study this more and more generic social obstacle from a stakeholder standpoint. They see work-family tensions as a multifaceted social factor, and so they research the character and outcomes of those tensions from the viewpoints of people, employers, experts, counseling pros, and different carrier services. Their inclusion of felony, cultural, overseas, and learn views and popularity of the original matters of weak teams, similar to nonexempt staff and ethnic minorities, upload to the breadth of insurance. lecturers within the social and behavioral sciences, govt decision-makers in executive and enterprise, human source pros, and hired women and men drawn to attaining work-life stability will locate this quantity insightful, stimulating, and useful.

The editors have prepared their booklet into 5 elements and 21 chapters. half I offers a wide assessment of the environmental elements impacting paintings and kin. It then identifies the severe matters and demanding situations dealing with members, households, and staff in dealing with the advanced interdependencies among paintings and relations roles. partially II they supply a view of the problems from the vantage element of particular stakeholders. half III concentrates at the position of tradition in shaping ideology, guidelines, and practices bearing on paintings and family members and the relationships between them. half IV examines the impression of occupation improvement courses on staff and their households. It additionally discusses the effectiveness of different occupation tracks, a number of usages of work-family merits by means of men and women, and the jobs employers and staff can play in legitimizing substitute profession paths. half V concludes the e-book via analyzing the cultural boundaries to attaining more advantageous integration of labor and relatives, and by way of studying the best function of key stakeholders in addressing work-family problems.

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Extra info for Integrating work and family : challenges and choices for a changing world

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Some have a singular focus: they are able to provide assistance to the corporate management in developing an appropriate work-life response, but not able to provide any direct services to employees or to the community organizations that helps employees with work-life problems. Other consultants, like the Partnership Group, are full-service consulting companies, able to guide the corporation from the initial stages of assessing the needs of management and the employee population on through to policy development, actual delivery of supportive services to employees, and the development of new services and programs in the community where the employees live and work.

The role of the consultant is to understand the agenda of each of these five constituencies and the interrelationships between them; and to use this knowledge to help orchestrate the system so that it functions smoothly and to each constituency's advantage. ) The consultant's role with each of these constituencies is described below. THE EMPLOYER The first constituent, the employer, typically engages the consultant to help develop or enhance work-life or work-family strategies and policies to better address issues raised by the organization's employees.

Second, during threatening winds, a boat can maintain balance if it has a keel of correct proportions: size, shape, and weight. The keel serves as the foundation of the boat. Unlike the anchor, which ensures stagnancy, the keel allows the boat to maneuver under difficult circumstances. Balance, then, is also a function of a solid foundation. Third, some of us are "captains" on the sailboat and have responsibility for others. When the winds blow on the sail, we need to know and feel reassured that we have been effective in teaching responsibilities to our crew.

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