work and family life conflicts

To Our

Presentation

Presentation Topic:

WORK AND FAMILY LIFE CONFLICT

Submitted To:Nahneen Sultana

Assistant ProfessorEastern University

Prepared By :Jasfia Khanam Fama -

133200105 Eastern University

Introduction

Work–family conflict occurs when there are

incompatible demands between the work and family roles of an individual that makes participation in both roles more difficult.

For example: A parent may take time off from work in order to take

care of a sick child.or

An unexpected meeting late in the day may prevent a parent from picking up his or her child from school.

What is Work & Family life

Conflict?

To finding the factors of Work and family life conflict we visit 9 different organization and collect 10 samples from the population: That is

Anwar Khan

modern hospital

Digital IT Bangla

Aysha Academic school

Muktararchar Adhunik

college

Innovative Fashion

IFIC BankTop

Drawer corporati

on

Rinso Renewable

Energy Supply Co.

Lalbagh

Model School

Objectives: 2.1. Broad objective

“Work-family life conflict”

2.2. Specific Objective:

Work and family life conflict can be diminished by establishing family-friendly policies in the workplace.

A final set of studies focus on the processes of balancing relationships between work and family.

It is consistent with the emergence of a new stream of research being promulgated by such work-family enrichment.

The organization can supply a number of formal and informal supports such as a family-friendly organizational culture which may help employees deal with work-life conflict.

Overall, research on work-family balance can be characterized as being organized along these competing positive and negative perspectives.

Associations between work-family conflict and psychological distress have been widely explored and suggest that increased conflict is associated with increased psychological

distress. (Major et al., 2002; Stephens et al., 2001)

Sociologist Rosabeth Moss Kanter was one of the first scholars to critique the prevailing assumption that workplaces and jobs must be designed to separate work from family demands.

3.Literature reviews of work and family conflict

4. Research Methodology

4.1. Sample size:For the survey a sample size of 10 was taken from overall

population.

4.2. Sources of data: We have collected data from two different sources. That is:

Primary data: We took the interview and collected data from the owner,

Doctors, Professors, lecturer, councilor, cashier, Executives and IT specialists from 9 different organizations.

Secondary data:  We have gathered data from collect data from Google and using

the website of Wikipedia

Analysis and findings:

I can spend more time in my office if I don't have to give time for my family.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly

disagree2 20.0 20.0 20.0

Somewhat agree 1 10.0 10.0 30.0

Uncertain 3 30.0 30.0 60.0

Somewhat agree 2 20.0 20.0 80.0

Strongly agree 2 20.0 20.0 100.0

Total 10 100.0 100.0

From the questionnaires that we distributed to our respondent we have seen that 30% respondent uncertain, 20% strongly disagreed, 10% somewhat agreed, and 20% strongly agreed that they can spend more time in their office if they don't have to give time for their family.

I can spend more time in my office if I don't have to give time for my family.

It takes more time from my job to fulfill my personal interest.

From the questionnaires that we distributed to our respondent we have seen that 50% respondent strongly disagreed, 30% somewhat disagreed, 10% somewhat agreed and 10% strongly agreed that it takes more time from their job to fulfill their personal interest

It takes more time from my job to fulfill my personal interest.

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid Strongly disagree 5 50.0 50.0 50.0

Somewhat

disagree3 30.0 30.0 80.0

Somewhat agree 1 10.0 10.0 90.0

Strongly agree 1 10.0 10.0 100.0

Total 10 100.0 100.0

After finishing my official work I become very tired that I can't able to do any sort of work in my homeFrom our survey, we have found that 60%

respondent strongly agreed,30%uncertain,10% strongly disagreed, to the fact that after finishing their official work they become very tired that they can't able to do any sort of work in the home.

After finishing my official work I become very tired that I can't able to do any sort of

work in my home.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Somewhat

disagree 1 10.0 10.0 10.0

Somewhat agree 3 30.0 30.0 40.0

Strongly agree 6 60.0 60.0 100.0

Total 10 100.0 100.0

There are too much official tasks in my job so that I can't devote myself in my personal interest.

There are too much official tasks in my job so that I can't devote myself in my

personal interest.

Frequ

ency Percent

Valid

Percent

Cumulati

ve

Percent

Valid Strongly

disagree2 20.0 20.0 20.0

Somewhat

agree4 40.0 40.0 60.0

Strongly

agree4 40.0 40.0 100.0

Total 10 100.0 100.0

From our survey we have found that 40% respondent strongly agreed 40% somewhat agreed but 40% respondent 20% respondent strongly disagreed to the fact that there are too much official tasks in their job so that they can’t devote themselves in their personal interest.

there are too much official tasks in their job so that they can’t devote themselves in their personal interest. there are too much official tasks in their job so that they can ’t devote themselves in their personal interest.

Sometime I bring my official incomplete task at my home and my family doesn't like it.

Sometime I bring my official incomplete task at my home and my

family doesn't like it.

Frequen

cy Percent

Valid

Percent

Cumulativ

e Percent

Valid Strongly

disagree1 10.0 10.0 10.0

Somewhat

disagree1 10.0 10.0 20.0

Uncertain 3 30.0 30.0 50.0

Strongly agree 5 50.0 50.0 100.0

Total 10 100.0 100.0

From our survey we have found that 50% respondent strongly agreed,30% uncertain but 10% respondent somewhat disagreed and 10% respondent strongly disagreed to the fact that sometime they bring their official incomplete task at home and their family doesn't like it.

It becomes difficult for me to stay relaxed in my home for my job.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Somewhat

disagree 3 30.0 30.0 30.0

Somewhat agree 3 30.0 30.0 60.0

Strongly agree 4 40.0 40.0 100.0

Total 10 100.0 100.0

From the questionnaire we distributed to the respondent we have found that 40% respondent strongly agreed, 30% somewhat agreed but 30% respondent somewhat disagreed that it become difficult for them to stay relaxed in home for their job

It becomes difficult for me to stay relaxed in my home for my job.

I want to be an ideal husband or wife or father or mother but it become difficult for me to do that for my job.

I want to be an ideal husband or wife or father or mother but it become difficult for me to

do that for my job.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly disagree 2 20.0 20.0 20.0

Somewhat

disagree1 10.0 10.0 30.0

Somewhat agree 2 20.0 20.0 50.0

Strongly agree 5 50.0 50.0 100.0

Total 10 100.0 100.0

From the above pie chart we have found that 50% respondent strongly agreed,20% somewhat agreed but 10% respondent somewhat disagreed and 20% respondent strongly disagreed to the fact that they want to be an ideal husband or wife or father or mother but it become difficult for them to do that for their job.

I can't perform my family or personal work perfectly as I can do it in my office.

From our survey we have found that maximum respondent somewhat agreed to the fact that they can't perform their family or personal work perfectly as they can do it in their office.

I can't perform my family or personal work perfectly as I can do it in my office.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly disagree 2 20.0 20.0 20.0

Somewhat disagree2 20.0 20.0 40.0

Somewhat agree 4 40.0 40.0 80.0

Strongly agree 2 20.0 20.0 100.0

Total 10 100.0 100.0

My family doesn't like my assertive attitude in my house.

From our survey we have found that 40% respondent agreed,10% strongly agreed,20% Uncertain but 20% respondent strongly disagreed and 30% respondent somewhat agreed to the fact that their family doesn't like their assertive attitude in their house. 

My family doesn't like my assertive attitude in my house.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly disagree 2 20.0 20.0 20.0

Somewhat

disagree2 20.0 20.0 40.0

Uncertain 2 20.0 20.0 60.0

Somewhat agree 3 30.0 30.0 90.0

Strongly agree 1 10.0 10.0 100.0

Total 10 100.0 100.0

I can't get so many co-operations from my family for my job.

From the survey it is found that 40% of the respondent strongly disagree that they get so many co-operations from their family for their job. 

I can't get so many co-operations from my family for my job.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly disagree 4 40.0 40.0 40.0

Somewhat

disagree2 20.0 20.0 60.0

Uncertain 2 20.0 20.0 80.0

Somewhat agree 1 10.0 10.0 90.0

Strongly agree 1 10.0 10.0 100.0

Total 10 100.0 100.0

6. Major findings

1. They can spend more time in their office if they don't have to give time for their family.

2. They face different kinds of personal or family problems on account of doing jobs.

3. Maximum respondent strongly agreed to the fact that their family doesn't like their assertive attitude in their house

4. Many respondent strongly agreed to the fact that they want to be an ideal husband or wife or father or mother but it become difficult for them to do that for their job

5. According to the survey we have seen that that It becomes difficult for them to pay attention in their official works for attaining their personal interest.

From the survey maximum respondent said that : They felt adjustment problems, Opinion are dissimilar, all are not

same, Can't spend time with family, Mentally depressed all the for

business, Can’t cordially treat the guest, Cannot take care babies , Spending more time in the

corporation, Can’t get much time for their own

interest.

7.Recommendation

Family-work conflict can be diminished by establishing workplace family-friendly policies. Some of these policies include :

Maternity, paternity, parental, and sick leaves, providing child care options either on-site child care center at the business, references to close child care centers, or supplemented child care incomes for the families placing their children in a child care center, and health care insurance.

Policies where employees have the ability to work from home, and

schedule flexibility policies where employees have control over their schedules.

Organizations can provide their employees to help them and cope with work-family conflict.

Organizations may provide formal supports such as family-oriented policies and benefits which give employees autonomy over their hours and their absence from work.

Employing organizations shifted to be more demographically diverse.

Women as a growing minority group in employing organizations were having difficulty rising up the hierarchy and being accepted as managers as they juggled employment, and care giving and domestic demands.

Measuring the daily shifting weights of time and energy allocation between work and family life, the term, “work-family balance,” provides a metaphor to countervail the historical notion that work and family relationships can often be competing, at odds, and conflicting.

8. Conclusion:

Findings from the research indicate that work-family conflict has become a significant problem for the married and unmarried professional men and women in Dhaka city.

Despite widespread acknowledgement that work-family conflict and career success are salient issues that impact individual wellbeing and organizational effectiveness.

Work family conflict impedes the working class people from doing justice to their talent and it also hampers them from leading a blissful life.

9. References: Aryee, S. (1992). Antecedents and outcomes of work-family conflict among

married professional women: evidence from Singapore. Human Relations, Vol. 45, No. 2, pp. 813-37.

Aryee, S., Luk, V., Leung, A. and Lo, S. (1999). Role stressors, inter-role conflict, and well-being: the moderating influence of spousal support and coping behaviors among employed parents in Hong Kong. Journal of Vocational Behavior, Vol. 54, pp. 259-78.

Beauregard Alexandra T. (2006). Are Organizations Shooting themselves in the foot? Work place contribution to family- to –work conflict. Equal Opportunities International, Vol. 25, No. 5, pp 336-353.

10. Bibliography: http://www.ukessays.com/essays/psychology/literature-review-of-work-and-family-con

flict-psychology-essay.php#ixzz3WnFuumh2 http://www.ukessays.com/essays/psychology/literature-review-of-work-and-family-con

flict-psychology-essay.php#ixzz3WnEsWHLo http://www.ukessays.com/essays/psychology/literature-review-of-work-and-family-con

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