Family or work? A matter of priorities

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In  the  past,  the  interests  of  labor  and  management  frequently  collided  over  these  issues,  with  key  workers  in small  companies  often  bowing  to  the  needs  of  their  employers.  In  the  future,  though,  this  likely  will  be  eversed.

Because of the complexity of modern life and changing interfamiliar expectations, employees are finding an increasing variety of family-based reasons for being absent from work or requesting alternate schedules. It is equally important for employees to understand that  a financially  healthy company should care about its  workers, but that  financial  health is based on the firm‘s ability to  achieve  quality  productivity  in  every  facet  of  its  operation.  At  the  same  time  that technology frees us to have greater flexibility and autonomy, work/family issues are in a time warp.  When it comes to work/family balance, corporate cultures are largely inflexible. People don‘t believe they can take leave or use flex time without jeopardizing their careers. The work/family field is expanding. Today‘s work force requires synchronicity between home- and job-life.  A changing  work  force  means that organizations  must  help people manage their  multiple responsibilities. 

Most  often,  large  companies  lead  the  way  in  developing  work/family  policies.  Programs  should  exist for all ages and for people at all income brackets. If companies offer flexible work arrangements and family supports to
help  employees  cope  during  difficult  phases  of  their  lives,  people  would  take  advantages  of  them.  Flexibility  gives people a sense of control and autonomy. Every segment of society must address the challenges of balancing work and family issues. Some experts say we need to evaluate not only the way people work but the amount of time people work. They  agree  that  the  work/family  field  remains  fragmented.  Everything -  policies,  programs,  benefits,  and
communications training – should fit together.

So we need:

–  to train employees to work in new ways;
–  to invest in the technology that allows people to work in different ways;
–  to provide more basic support of people throughout their life transitions, regardless of their status of white- or blue- collar workers.