Difference Between Work And Family Conflict

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Work and Family Conflicts refer to the incompatibility of demands responsibility the family and career assignments. Broadly, the concept outlines the pressures that executive and men face regarding the mutually incompatible or bidirectional association arising from the inter-role differences between a particular person’s family and the assignment (Munsch 23). Normally, the existence of the conflict evinces when a person is unable to manage the work or family responsibilities. Evidently, both the family and work are important in equal measures. The family gives people the social satisfaction and is a means for generational continuity. Equally, work gives people the opportunity to earn income to support the family or use in other developmental …show more content…
As evidenced, the family is an important social concept, and people need a family for various reasons such as companionship. Besides, family offers persons the mental peace of mind to attain goals and aspirations implying that it supports healthy living. Besides, employers require all the staff to meet targets. The expectations require concentration and consume the time of the person. These conflicting interests between offering adequate time for the family and spending the most time in the workplace to meet the targets imply that an individual has to make a choice on where to provide maximum concentration. Since the body cannot be divided to handle the family and work tasks concurrently, one side suffers. Therefore, the Work and Family Conflict is a concern because it can be appropriate for explaining the various reasons behind the degrading social institutions of marriage, child upkeep, or the rise of single parenthood. It is also a management concern that can help in the formulation of appropriate measures to enhance the productivity of the employees and strategize welfare programs (Munsch …show more content…
The first outlook is the provision of childcare subsidies for the low-income working families. Besides, the employers should extend the benefits of the ‘Flexible Spending Accounts for Dependent Care’ to all the employees regardless of the position in the company. The mentioned policies are dependent on the government’s intervention to minimize the occurrence of work-family conflicts. Equally, the employers have a role in formulating and ensuring the implementation of workplace safety regulations. These policies should address the various terms of engagement for the workers including the following. First, the employers should allow workplace flexibility to enable the workers to plan family and work lives. Second, the organizations should offer affordable and quality childcare benefits for the workers to minimize cases of lack of concentration. Third, the enterprises should restructure the employment terms to include short or extended leaves (Boushey and Williams 8). The workers should also receive payment for the leave days to enhance their commitment to the work. These policy reforms represent a section of the possible solutions to the recognized problem. However, the stakeholders including the employers, the state, policy makers, and the workers should dialogue to formulate practical ways to enhance organizational

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