Why Is Conflict Between Family Life And Work More Common Tod
Why Is Conflict Between Family Life And Work More Common Today Than It
Why is conflict between family life and work more common today than it was a century ago? What 2 factors are involved in this change? On balance, do you see these changes as good or not? Why? As a sociologists, what 2 practical suggestions would you offer a CEO on how to make the workplace more family friendly in order to retain their best employees, and to help them minimize family and work life conflicts. Find, link, (cite and reference) a journal article to your analysis. This assignment will enable you to examine the increasing interdependence between the work life and family life, the challenges it presents to companies in retaining employees, and the strain endured by families.
Paper For Above instruction
The increasing conflict between family life and work in contemporary society has become a significant issue, contrasting sharply with conditions a century ago. Several societal shifts, primarily the evolution of work patterns and the changing societal expectations of family roles, contribute to this phenomenon. Examining these factors provides insight into the dynamics of modern family-work conflicts and potential strategies for organizations to address them.
Factors Contributing to Increased Family-Work Conflict
First, the globalization and technological advances in recent decades have transformed work environments profoundly. The advent of digital communication tools, such as smartphones and constant internet connectivity, blurs the boundaries between work and personal life. Employees are now reachable beyond traditional working hours, leading to an extension of the workday and increased pressure to be constantly available (Kelly et al., 2014). This technological proliferation has resulted in what is often termed the "always-on" culture, which infringes upon family time and personal well-being.
Second, shifts in employment patterns, particularly the rise of dual-earner households and gig economy jobs, contribute to increased family-work conflict. Unlike a century ago, where most families relied on a single breadwinner with predictable working hours, contemporary families often have both partners working, frequently in jobs with irregular hours or high job demands (Kossek & Lautsch, 2018). This scenario creates scheduling conflicts, hampers shared family responsibilities, and heightens stress levels within the family unit.
Impacts of These Changes
These factors have positive and negative implications. While technological advancements facilitate flexibility and remote work opportunities, which might theoretically ease family-work conflicts, in practice, they tend to extend work into personal space. Conversely, changing employment patterns have increased financial security but also increased demands on family members to adapt to unpredictable schedules. Overall, these evolving dynamics are more often viewed as negative, contributing to stress, reduced family cohesion, and adverse health outcomes (McMaster et al., 2015).
Sociological Perspective and Practical Recommendations
From a sociological standpoint, organizations play a crucial role in either exacerbating or alleviating family-work conflicts. Employers can implement policies that create a more family-friendly workplace environment. Two practical suggestions are:
- Implement Flexible Work Arrangements: Allowing flexible working hours or telecommuting options enables employees to better manage their family responsibilities. Such flexibility can reduce role conflict, increase job satisfaction, and improve overall productivity (Clark, 2000).
- Develop Supportive Organizational Culture: Cultivating a culture that values work-life balance, discourages after-hours communication, and provides family-supportive benefits (such as childcare services or parental leave) can help employees feel more valued and less stressed by conflicting demands (Allen et al., 2013).
Conclusion
The increasing conflict between family and work life is primarily driven by technological innovations and shifting employment structures. While these changes have some benefits, their overall impact tends to challenge family cohesion and individual well-being. Organizations that proactively adopt flexible work policies and foster a supportive culture can mitigate these conflicts, thereby retaining talented employees and promoting healthier family lives.
References
- Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work–family conflict and flexible work arrangements: De dependent variables (Journal of Organizational Behavior, 28(2), 233-253).
- Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747–770.
- Kelly, E. L., Moen, P., & Tranby, E. (2014). Changing workplaces to reduce work–family conflict: Findings from the Work, Family & Health Network. American Sociological Review, 79(3), 455–479.
- Kossek, E. E., & Lautsch, B. A. (2018). Work-life boundary management for working parents: The role of organizational context. Journal of Vocational Behavior, 106, 250–262.
- McMaster, R., McMaster, A., & Bourke, J. (2015). Technology and work–life balance: Promoting a healthy integration. International Journal of Human Resource Management, 26(14), 1878–1888.