For example, Arnow-Richman points out that, "While telecommuting was once heralded as an ideal solution for integrating work and family, studies suggest that employers have implemented the practice in two different ways with disparate effects on male and female employees" (2003, p. 346). These two different approaches used with telecommuting are as follows:
1. In one form, employers offer telecommuting as an option for high-level autonomous professionals (a class dominated by men);
2. In another form, employers impose telecommuting on lower-wage clerical workers (a class dominated by women), who are often independent contractors unentitled to other employment benefits.
The net impact of these two different approaches to this change in the workplace structure has been felt by men and women in completely different ways with respect to family structure. For instance, Arnow-Richman concludes that, "In this way, employers have co-opted the transformative potential of the virtual workplace, rewarding entrepreneurial employees who conform to ideal worker standards, while marginalizing caregivers who are compelled to accept employment casualization in order to accommodate family obligations" (2003, p. 347). Indeed, the need for women, as the primary caregivers for the young children of a family of whatever composition, to remain absent from the workplace from time to time has continued to play a part in the changing workplace structure of the 21st century. As Habig points out, 'The predominant workplace structures limit women's professional opportunities during their childbearing years" (2008, p. 1215).
While significant progress has been made in eliminating many of the discriminatory practices in the workplace that marginalized female employees in years past, the harsh reality of the human condition and the need for caregiving during the early years of life have continued to place American women at a disadvantage compared to their male counterparts in many workplace instances. For example, Habig emphasizes that, "The greatest problem for many working women lies not in combating or overcoming discrete instances of invidious discrimination, but rather in building successful long-term careers given the structural obstacles to their professional advancement" (2008, p. 1216).
In this area at least, the family structure remains essentially the same with women continuing to assume responsibility for the lion's share of childcare during the early years of life, but it is this biological difference that has been exacerbated by the recent structural changes in the American workplace, something that has gained even more impetus in recent years. For example, Martin and Riemens (2000) report that during the period from 1998 to 2000, more than half (51%) of workplaces have experienced some type of reorganization of their workplace structure in recent years, a trend that is even more pronounced (83%) in larger companies with more than 500 employees. Not surprisingly, these changes in workplace structure have been felt most significantly by their employees. In this regard, Martin and Riemens add that, "Of a range of kinds of change, reorganization of workplace structure was most frequently seen as having the greatest impact on employees, especially in large firms" (2000, p. 329).
This flurry of structural changes in the workplace has inordinately affected female employees. For instance, Habig points out that, "At the simplest level, these obstacles stem from the typical workplace's restriction of space (physical location away from the home) and time (long blocks of time at work each day, over a continuous period of years)" (2008, p. 1216). The need to balance work and family obligations has long been a source of contention between employees and employers, and this issue has become especially pronounced in recent years. According to Secret (2000, p. 217), in response to calls for improved approaches to balancing family and work, a number of family-oriented workplace policies have been introduced into the workplace in recent years including:
1. Alternative work arrangements;
2. Leave time allowances;
3. Mental health/wellness programs; and,
4. Dependent care services.
Likewise, besides telework and telecommuting alternatives, other alternative work arrangement policies include:
1. Modification of daily start and stop times;
2. Compressed work week;
3. Part-time work; and
4. Job-sharing (Secret, 2000, p. 218).
These are important issues because they have a direct bearing on the impact of changes in the workplace structure as they relate to family structures. For instance, Habig notes that, "The assumption underlying this structure is that the employee has no significant personal obligations that might cut into his workday or necessitate a temporary absence from the workforce" (2008, p. 1216). According to Jacobs and Gerson (2004), these assumptions are based on...
Coaching management styles work best for Generation Xers, complete with prompt feedback and rewards for results (Eisner, 2005). They use a team of people to support their own personal individual efforts and bring a talent for problem-solving to the workplace (Smola & Sutton, 2002). Generation Y looks for management that will further their professional development. This young generation performs best when working for and with those who hold the same
This was backed up with market data that highlighted what was most important to cliental. It is at this point they would use the information to create an advertising campaign which assisted the firm in standing out against competitors. (Palmer, 2012) The impact that this had on profitability and customer satisfaction are these two elements work in conjunction with each other. The way that this is occurring, is Apple can
Societal Concerns The chapter on Societal concerns Wexley & Latham (2002) provides a detailed analysis of the expected future for Australia's workforce and the micro economic implications of a broader trend in areas including workforce training and education. The thesis question of whether the Vocational Education Training (VET) system currently in place in Australia can or will enable the solution to concerns of a current and future society is a function
Societal Themes and Media Several different themes, narratives and ideas of the society are taken up by the media and presented to the masses in many different ways. In some cases, the purpose behind this adaptation is pure entertainment, meanwhile in the other cases; the media tries to put forth a message for the population[footnoteRef:1]. Media has the potential to positively as well as negatively affect the thought process of the
After the horseplay, he and his companion Mooney are left bereft of joy and "the sun went in behind some clouds and left us to our jaded thoughts and the crumbs of our provisions." (4) The boys soon encounter another man, who, like Father Butler, is learned, but whom takes a liberal view of sexuality and promotes the value of a diverse array of reading materials. The protagonist feels
). Over time, from one second to the next, human behavior constantly changes, contributing to the fact that human behavior, consequently human cognition, constitutes a dynamic process. (Thelen and Smith, 1994). Communication, also a continuous interactive process, serves as the overtime interaction between the human motivated information processing system and the communication message. (Geiger and Reeves, 1993; Lang, 2000; Rafaeli, 1988) Media multitasking indicates a user will simultaneously experience exposure to content
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now