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Work Life Conflict New


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Work Life Conflict New

  3. 3. What is <ul><ul><li>a conflict exists whenever incompatible activities occur … one party’s action is interfering, disrupting, obstructing, or in some other way making another party’s actions less effective. </li></ul></ul>
  4. 4. Interpretations of Conflict <ul><li>Conflict is… </li></ul><ul><ul><li>perceived differently by different people </li></ul></ul><ul><ul><li>often perceived as bad </li></ul></ul><ul><ul><li>“eliminate conflict in the workplace” </li></ul></ul><ul><ul><li>“eliminate conflict from your daily life” </li></ul></ul>
  5. 5. Work-family conflict can arise from : <ul><li>The time demands of one role that interfere with participation in the other role. </li></ul><ul><li>The stress originating in one role that spills over into the other role detracting from the quality of life in that role. </li></ul><ul><li>Behavior that is effective and appropriate in one role but is ineffective and inappropriate when transferred to the other role. </li></ul>
  6. 6. There are two directions of work-family conflict: <ul><li>Work-to-family conflict occurs when experiences at work interfere with family life. </li></ul><ul><li>Family-to-work conflict occurs when experiences in the family interfere with work life. </li></ul><ul><li>Work Over load </li></ul>
  7. 7. Few Examples at work place <ul><li>Examples of factors in the environment that produce extensive work-family conflict: • Pressures in the work environment: extensive, irregular, or inflexible work hours; extensive travel; work overload and other forms of job stress; interpersonal conflict at work; career transitions; unsupportive supervisor or organization. </li></ul>
  8. 8. Family <ul><li>Pressures in the family environment: presence of young children; primary responsibility for children; elder care responsibilities; interpersonal conflict within the family unit; unsupportive family members. </li></ul>
  9. 9. Why does conflict arise? <ul><li>work and lifestyle “revolution” </li></ul><ul><li>Dramatic demographic, social and economic changes </li></ul>
  10. 10. Out come of the work and lifestyle revolution <ul><li>(1) dual-income families, </li></ul><ul><li>(2) working heads of single-parent families, </li></ul><ul><li>(3) working women of all ages, </li></ul><ul><li>(4) working mothers, particularly mothers of young children, </li></ul><ul><li>(5) men with direct responsibility for family care, </li></ul><ul><li>(6) workers caring for elderly parents or relatives, and </li></ul><ul><li>(7) workers in the sandwich generation with responsibility for both child care and elder care. </li></ul>
  11. 11. The out of these changes <ul><li>Work life conflict = imbalance in work life demands </li></ul>
  12. 12. Why is work life conflict an issue? <ul><li>A reshaping of the workforce (more women, more cultural diversity, aging of the baby boomers); </li></ul><ul><li>A recession (early 1990s) followed by a “jobless recovery;” </li></ul><ul><li>Government cutbacks and a diminished social safety net; </li></ul><ul><li>High unemployment rates; </li></ul><ul><li>A greater need for both parents in a family to work to maintain a “decent” standard of living; </li></ul><ul><li>A degradation in the quality of jobs and an increase in non-standard work; </li></ul><ul><li>Increased automation of work processes; and </li></ul><ul><li>Changing expectations around hours of work. </li></ul>
  13. 13. What are the forces that have influenced work–life conflict ? <ul><li>1. Demographic/Societal Forces </li></ul><ul><li>The Percentage of the Population at Risk of High Work–Life Conflict Has Increased </li></ul><ul><li>More Women in the Indian Labour Force </li></ul><ul><li>More Mothers in the Indian Labour Force </li></ul><ul><li>Women’s Employment Patterns Have Become Like Men’s </li></ul><ul><li>Changing Family Patterns: More Dual-Income Families </li></ul>
  14. 14. <ul><li>Changing Family Patterns: Fewer “Stay-at-Home” Moms </li></ul><ul><li>Changing Family Patterns: More Single-Parent Families </li></ul><ul><li>More Indian Employees Have Elderly Dependents </li></ul><ul><li>The Percentage of Indians Who Are Part of the Sandwich Generation Has Increased </li></ul><ul><li>Smaller Families Mean Each Family Member Has Heavier Demands </li></ul><ul><li>Caring from a Distance Increases Work–Life Conflict </li></ul>
  15. 15. <ul><li>Economic Forces </li></ul><ul><li>Unemployment Due to Downsizing and Restructuring Increased </li></ul><ul><li>Growth in Non-Standard Forms of Work </li></ul><ul><li>Declines in Perceived Job Security </li></ul><ul><li>Technological Changes in the Nature of Work </li></ul><ul><li>There Has Been a Polarization in Hours of Paid Employment </li></ul>
  16. 16. <ul><li>The need to be seen as a “best practice” organization. </li></ul><ul><li>The Push to Become “Best Practice” </li></ul><ul><li>Employers Who Facilitate Work–Life Balance Are More Able to Recruit Employees </li></ul><ul><li>Employers Who Facilitate Work–Life Balance Are More Able to Retain Employees </li></ul>
  17. 17. Why does work life conflict arise and what would be its outcome ? <ul><li>Work Demands </li></ul><ul><li>Job Type </li></ul><ul><li>Time in Work </li></ul><ul><li>Travel Demands </li></ul><ul><li>Time in Education </li></ul><ul><li>Job Stress </li></ul>
  18. 18. <ul><li>IMBALANCE IN WORK LIFE </li></ul><ul><li>Role Overload </li></ul><ul><li>Role Interference </li></ul><ul><li>Role Spillover </li></ul>
  19. 19. OUT COME OF THE CONFLICT <ul><li>Organizational Outcomes </li></ul><ul><li>Commitment </li></ul><ul><li>Job Satisfaction </li></ul><ul><li>Rating of Organization </li></ul><ul><li>Absenteeism </li></ul><ul><li>Intent to Turnover </li></ul>
  20. 20. <ul><li>Family Outcomes </li></ul><ul><li>Family Satisfaction </li></ul><ul><li>Family Adaptation </li></ul><ul><li>Family Integration </li></ul><ul><li>Parenting </li></ul>
  21. 21. <ul><li>Individual Outcomes </li></ul><ul><li>Caregiver Strain </li></ul><ul><li>Perceived Stress </li></ul><ul><li>Depressed Mood </li></ul><ul><li>Life Satisfaction </li></ul><ul><li>Perceived Physical Health </li></ul><ul><li>Burnout </li></ul>
  22. 22. Impact of conflict Negative Affectivity Job Stress Work-to-Family Conflict Family Stress Family-to-Work Conflict
  23. 23. Imbalance = Stress <ul><li>We all experience stress which can affect us in many different ways. A certain level of stree is beneficial and stimulates to perform well but too much stress can inmair performance </li></ul>
  24. 24. High Stress = Health Risks <ul><li>1.Emotional health suffers </li></ul><ul><li>Depression, guilt, anxiety, </li></ul><ul><li>Tension </li></ul><ul><li>Sleeplessness </li></ul><ul><li>2.Physical health risks </li></ul><ul><li>increase </li></ul><ul><li>High blood pressure and </li></ul><ul><li>High cholesterol </li></ul><ul><li>Headaches and other illness </li></ul><ul><li>Alcohol or drug use </li></ul><ul><li>Suicide </li></ul>
  25. 25. Techniques to Manage Stress <ul><li>Exercise </li></ul><ul><li>Relaxation and Meditation </li></ul><ul><li>Time management </li></ul><ul><li>Organizational skills </li></ul><ul><li>Support systems </li></ul>
  26. 26. How can I get help with stress management? <ul><li>Check in with your doctor </li></ul><ul><li>Consider counseling </li></ul><ul><li>Spend time with those you love </li></ul><ul><li>Take a course </li></ul>
  27. 27. <ul><li>Thank Q </li></ul>