The document discusses work-life conflict that can arise from competing time demands and stress between work and family roles. It outlines factors like long work hours, travel, and caregiving responsibilities that can contribute to conflict. This imbalance can lead to negative outcomes for individuals, families, and organizations like lower job satisfaction, health issues, and increased turnover. Managing stress is important, and techniques include exercise, relaxation, time management, and seeking social support.
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
This presentation is on Work Life Balance. It includes the concept, components, benefits, steps to improve work life balance and role of HR in achieving work life balance.
Physical or psychological disorder associated with an occupational environment and manifested in symptoms such as extreme anxiety, or tension, or cramps, headaches, or digestion problems.
Stress related to responsibilities associated with work, corporate culture or personality conflicts
Can lead to physical as well as emotional disorders
May cause depression if left unattended
- satisfaction and good functioning at work and at home with a minimum of role conflict.
- a meaningful daily achievement and ENJOYMENT in each of four life quadrants: Work, Family, Friends and Self.
Employees are the assets of the organization. They should begin to tackle this worrisome concern to create a healthier, safer, and more productive work atmosphere. They are the pillars and should be handled with great care
This presentation is on Work Life Balance. It includes the concept, components, benefits, steps to improve work life balance and role of HR in achieving work life balance.
Physical or psychological disorder associated with an occupational environment and manifested in symptoms such as extreme anxiety, or tension, or cramps, headaches, or digestion problems.
Stress related to responsibilities associated with work, corporate culture or personality conflicts
Can lead to physical as well as emotional disorders
May cause depression if left unattended
- satisfaction and good functioning at work and at home with a minimum of role conflict.
- a meaningful daily achievement and ENJOYMENT in each of four life quadrants: Work, Family, Friends and Self.
Employees are the assets of the organization. They should begin to tackle this worrisome concern to create a healthier, safer, and more productive work atmosphere. They are the pillars and should be handled with great care
Trying balance work, family, and life can be an elusive task. This presentation will discuss the work-life balancing act through understanding unbalance, personal health effects, and organizational impact. Strategies are discussed that lay the groundwork for finding personal work-life balance. Alternate ways of conceptualizing life balance are proposed, as well as an exercise to begin swinging the pendulum towards a more balanced and fulfilling life. This presentation is appropriate for those who are seeking life balance, as well as employers, supervisors and managers who are trying to retain and strengthen their workforce.
Presenter
Sandra B. Morissette, Ph.D.
Assessment Core Chief, Veterans Affairs VISN 17 Center of Excellence for Research on Returning War Veterans
Associate Professor, Texas A&M Health Sciences Center, College of Medicine
Women have taken on multiple roles to adapt to changes in today’s society.
They continue to meet household and family responsibilities, while at the same time working outside the home and trying to pursue personal interests.
Women can view these roles as challenges, or they can perceive them as threats.
As the demands increase to fulfill these roles, women often feel a sense of helplessness and loss of control, making them prone to stress and burnout.
For most women, stress ranks at the top of the list of daily problems. Women are more likely candidates for stress than are men.
They strive to be perfect in all areas of their lives, but they do not spend enough time taking care of themselves.
Leaning OutcomesThese are the learning outcomes for week 3. Upon.docxcroysierkathey
Leaning Outcomes
These are the learning outcomes for week 3. Upon successful completion of the work this week, you will be able to:
1. Define work/family conflict.
2. Analyze the strategies workers use to deal with work and family conflict.
3. Critique policies designed to foster and enhance family-friendly, diverse, or woman- and minority-friendly relations.
4. Compare the U.S. government’s family leave policies with those in the rest of the developed world.
Gender and Work
Over the past couple of generations, one of the most salient topics in the Sociology of Work has been the the issues that arise as an increasing number of women are choosing to go to college to prepare for a career, and then working after they finish school.
One important ramification of this has been that women are postponing marriage and having children, which has shifted the demographics in places where this pattern is prevalent. When women delay marriage and childbearing, they will inevitably have fewer children over their lifetimes, across a population, simply because the closer they get to menopause without having their first child, the less time they have to have more children. But, as women work, they also tend to choose to have fewer children, due to the time constraints imposed by both work and raising a family. One of the demographic outcomes of this phenomenon has been declining populations in many countries around the world. By declining populations, I mean not only have the rates of population growth been declining, but many parts of the world actually are experiencing shrinking populations, as women on average are having fewer than 2 children. When the total fertility rate (TFR) declines below about 2.1 children per family, the population eventually begins to decline. This may be delayed for some years due to a phenomenon known as population momentum, which ensures that a growing population will continue to grow for about one generation after the TFR goes below 2.1, but eventually, if the birthrate remains below replacement level, the population will begin to shrink. As demographers have taken to saying, female empowerment makes a good form of birth control.
Another ramification has been changes in workplaces, as both men and women have had to adjust to more women in important positions in companies. In the past, women commonly worked until they married, and then stayed at home to have children and care for their family. So, many of the women in offices were young, and carried out clerical duties. Virtually all of the management positions were held by men, and the culture of workplaces represented a male-driven power structure. Because they held some of the lowest positions in the company's hierarchy, women often were disregarded, and sexist attitudes were commonly expressed and often accepted as part of the culture. As more educated women began taking on positions of responsibility, the men had to adjust, as did the women who performed clerical work. And, ...
Assignment InstructionsWrite briefly in response to the follevontdcichon
Assignment Instructions
Write briefly in response to the following,
using your text and one other reference (preferably from the APUS online library)
and citing both in APA format. Your paper should be 1200 - 1500 words long, with no more than 50 words as direct quotes from a source. Remember, the cover page and the reference page do not count as part of the word requirements.
Assignment 1:
Write a script for a conversation among 3 family members that illustrated a dysfunctional cross-generational coalition. The script should be 1/3 to 1/2 of your paper. Use the remainder of your paper to analyze the script, using relevant concepts and constructs from the text and whatever other article that you find.
Possible grade
Student grade
The paper addresses the issues specified by the assignment
20
The author shows insight and sophistication in thinking and writing
30
Two academic citations were used
20
Paper was well organized and easy to follow. Paper was the required length. Cover page, paper body, citations and Reference list were in the American Psychological Association format.
20
Few to no spelling, grammar, punctuation or other writing structure errors
10
TOTAL
100
READING
The Family as a System
What Is a Family?
Traits if Family Systems
Structural Properties of Families
Essential Family Tasks
First-order Tasks
Politics of the Family
Family Strategies
Identity Strategies
Coping
Introduction
In this course, you’ll learn about the different ways families interact, both with children and without children. Some are the traditional family made up of two married parents and their children, but there are several different and varied family types. These include single-parent families, stepfamilies, and same-sex couples and families.
Regardless of the type of family, all families must complete some family tasks and develop the skills and foundations necessary to complete those tasks. These common tasks are essential to the function of every family. However, the ways they are completed are unique to each family.
In this lesson, you will learn to understand how the family functions as a system, as you develop an understanding of family systems theory. You’ll learn about family tasks, and the strategies different families employ to complete those tasks. Topics covered include:
Defining the Family
Family Systems
Family Tasks
Family Strategies
The Family as a System
Family systems theory, developed by Dr. Murray Bowen, states that the individual cannot be understood outside of the context of the family. The family is a single, functional emotional unit, and all parts impact and change one another. All types of families, both traditional and non-traditional, function as systems.
COMPONENTS OF A FAMILY SYSTEM
UNIQUENESS
INTERACTIONS
FUNCTION
CHANGES
What is a Family?
Families today, sometimes called the postmodern family, including traditional families, families with two working parents, single-paren ...
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Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
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Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
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NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
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