Download The Myth of Work-Life Balance: The Challenge of Our Time for by Richenda Gambles PDF

By Richenda Gambles

Many regard the ways that paid paintings could be mixed or 'balanced' with different components of existence as a person problem and a small, relatively self-indulgent challenge in state-of-the-art international. a few believe that troubling a couple of loss of time or strength for relatives relationships or friendships is a luxurious or secondary factor compared to fiscal progress or improvement. within the enterprise global and between many Governments worldwide, the significance of paid paintings and the primacy of financial competitiveness, regardless of the own charges, is nearly authorised knowledge. earnings and brief time period potency earnings are usually put earlier than social problems with care or human dignity.

But what in regards to the effect this has on males and women's health, or the long term sustainability of individuals, households, society or maybe the economic climate? Drawing from interviews and workforce conferences in seven assorted international locations - India, Japan, the Netherlands, Norway, South Africa, the united kingdom and united states - this booklet explores the a number of problems in combining paid paintings with different components of existence and the frustrations humans adventure in different settings. there's a fantasy that 'work-life stability' might be completed via speedy fixes instead of demanding where of paid paintings in people's lives and how paintings truly will get performed. in addition to exploring modern difficulties, this publication makes an attempt to seed wish and new methods of pondering one of many key demanding situations of our time.

Content:
Chapter 1 A Pivotal problem within the worldwide Context (pages 1–10):
Chapter 2 Evolutions and advancements in Seven nations (pages 11–33):
Chapter three considering switch at a number of degrees (pages 34–41):
Chapter four The Invasiveness of Paid paintings (pages 45–57):
Chapter five Care and Connections: households, groups, Friendships and Care of the Self (pages 58–71):
Chapter 6 Reciprocal Relationships among women and men: A serious factor (pages 72–83):
Chapter 7 Visions and techniques for swap (pages 87–98):

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Extra info for The Myth of Work-Life Balance: The Challenge of Our Time for Men, Women and Societies

Sample text

Elder care was identified as a concern earlier than in many other countries. Women take on much of the responsibilities for caring for older parents and parents-in-law and are often penalised in workplaces as a result (Chabot, 1992). The government has recently introduced long-term care insurance, so that the elderly will be able to ‘buy in’ required care, but there is much discussion about the long-term financial sustainability of this as the population continues to age. Workplaces may need to adapt more to enable older people to work longer and to enable carers of older people to combine employment with family responsibilities.

This poses many challenges for employers who will have to adapt to the potential loss of up to one-third of employees countrywide who will die of the virus. Participants report that workplaces are starting to look into ways in which they can enable people at later stages of infection to sustain employment by providing shorter working hours and extending sick leaves. Some workplaces are also engaged in prevention initiatives, including advice about condom use. 14 Looking Forwards: Potential Levers for Change?

For example, some new economy businesses have brought in stress counselling, concierge services or on-site recreational and social activities. The increasing demands and pace of work are not limited to professionals or privatesector multinationals. Factory workers are expected to increase their productivity with fewer employees, and public-sector workers also experience much organisational change. Some public-sector organisations have long had ‘paternalistic’ policies in place: workers are regarded as members of their employers’ extended families and there are measures to support the well-being of employees and their families, such as help with housing or workplace-led family based activities.

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