Flex Time-table Dilemma for ladies

 

Flexible work schedule for nurses | Tagalog

Video taken from the channel: Jasmin Valeros Hernandez


 

Pros of a Flexible Work Schedule for Employers and Employees

Video taken from the channel: Connecteam


 

Flexible Work Hours

Video taken from the channel: KBS News


 

Female executives ‘need more flexible work hours’

Video taken from the channel: ABC News (Australia)


 

Flex Work Arrangements

Video taken from the channel: Gregg Learning


 

Flexible Work Arrangements

Video taken from the channel: Gregg Learning


 

How To Ask For A More Flexible Work Schedule Barbara Turvett

Video taken from the channel: Kids In The House


Flex Work Schedule Dilemma for Women. Created: 08/18/2014. Last Updated: 08/18/2014.

Share on: MONDAY, Aug. 18, 2014 (HealthDay News) Women seeking a better work-life balance are less likely than men to be viewed positively by their colleagues, a new study finds. The dilemma of being a woman at work. I recently had a situation at work where I asked for a flexible schedule and was turned down.

I’d been working there for years, but was told I didn’t. Results suggest that much-championed flexible work policies that seek to encourage women’s career advancement may have little bearing on the work-hours dilemmas faced by low-wage women workers. We conclude that social change efforts need to encompass work policies geared to low-wage workers, such as guaranteed minimum hours and increases in the minimum wage.

If you want your work-from-home policy to work, get very clear about both individual and team goals. Figure out what things the team must be together to work on, and what things will be optimized by individuals working from home. Establish clear desired outcomes, schedules, and priorities both for the individuals and the team.

That dilemma is why workplace flexibility is crucial for keeping women in the workforce. The good news is that flexible work policies are becoming standard at the country’s top companies: At Working Mother 100 Best Companies, the percentage of employees using flextime (80%), telecommuting (59%) and compressed work schedules (22%) all saw healthy jumps in 2016 versus 2015. Creating more women leaders through viable flex work models. The survey reveals that the single most important issue that stops women from staying in the workforce long enough to rise to senior leadership positions is the lack of flex work models that serve their specific needs.

According to Osmowitz (2005), most employees are interested in work flexibility and most employees consider work flexibility especially women when considering a job. Moreover, flexi time and working from home are the most preferred flexible work schedule by both men and women compare to part time and tele-working. Offer a flexible or part-time schedule when employees return from parental leave or, even better, ask the returning person what they would find most helpful. Offer flexible work to your teams and encourage a culture in which men and women feel equally comfortable to use this flexibility. For example, most businesses today have policies that, at least on their face, appear to be sensitive to work/life balance issues (paid family leave, flex schedules, etc.).

The flexible work schedule was phased in starting in November 2001 to fulfill a campaign promise by then-Mayor James K. Hahn. He won election that year with the.

List of related literature:

Discussing flex-time schedules with their bosses and opting to work only part-time while raising children are two ways in which women have begun to better meet the demands of their careers while dedicating the amount of time they desire to their families (Still, 2006).

“The Science of Subjective Well-Being” by Michael Eid, Randy J. Larsen
from The Science of Subjective Well-Being
by Michael Eid, Randy J. Larsen
Guilford Publications, 2008

Those who use flex time spend more evening hours with their families, and they spend less time commuting.90 For men and women who do not have heavy responsibilities in the home, flex time is associated with increased levels of family and marital satisfaction.

“The Career Mystique: Cracks in the American Dream” by Phyllis Moen, McKnight Presidential Chair in Sociology Phyllis Moen, Patricia Roehling
from The Career Mystique: Cracks in the American Dream
by Phyllis Moen, McKnight Presidential Chair in Sociology Phyllis Moen, Patricia Roehling
Rowman & Littlefield Publishers, 2005

Alternate work schedules and flex-time allows couples to share child care.

“National Parks and the Woman's Voice: A History” by Polly Welts Kaufman
from National Parks and the Woman’s Voice: A History
by Polly Welts Kaufman
University of New Mexico Press, 2006

Research on the spousal crossover effects of flexible work schedules (e.g., Hammer, Allen, & Grigsby, 1997; Westman, 2010) also suggests that women may benefit more from flexible schedules than men do.

“Managing Diversity in Today's Workplace: Strategies for Employees and Employers [4 volumes]” by Michele A. Paludi
from Managing Diversity in Today’s Workplace: Strategies for Employees and Employers [4 volumes]
by Michele A. Paludi
ABC-CLIO, 2012

Even schedules that have men complaining about lost weekends are welcome to some women.

“Unbending Gender: Why Family and Work Conflict and What To Do About It” by Joan Williams
from Unbending Gender: Why Family and Work Conflict and What To Do About It
by Joan Williams
Oxford University Press, 2001

one solution to Maternal Wall bias is to implement policies that enable women (and men) to be productive at work while still retaining some flexibility in their personal life, from implementing flex-time policies to allowing employees to work from home.

“What Works for Women at Work: Four Patterns Working Women Need to Know” by Joan C. Williams, Rachel Dempsey, Anne-Marie Slaughter
from What Works for Women at Work: Four Patterns Working Women Need to Know
by Joan C. Williams, Rachel Dempsey, Anne-Marie Slaughter
NYU Press, 2014

Many women who opt for flexible or reduced schedules find that their hours are not respected, their compensation is not proportionate to performance, and their second-class status deprives them of desirable assignments and career development opportunities (Rhode and Williams, 2007).

“Handbook of Leadership Theory and Practice” by Nitin Nohria, Rakesh Khurana
from Handbook of Leadership Theory and Practice
by Nitin Nohria, Rakesh Khurana
Harvard Business Review Press, 2010

The mothers I interviewed, however, were careful to distinguish between flextime that allowed them to remain involved at work and family-friendly policies that marginalized and mommy-tracked them despite their continued productivity and commitment.

“Shadow Mothers: Nannies, Au Pairs, and the Micropolitics of Mothering” by Cameron Lynne Macdonald
from Shadow Mothers: Nannies, Au Pairs, and the Micropolitics of Mothering
by Cameron Lynne Macdonald
University of California Press, 2011

Flex-time, part-time, extended matermity leaves, and job sharing are some of the workplace variations that typical mommy-track plans offer.

“Women and Workplace Discrimination: Overcoming Barriers to Gender Equality” by Raymond F. Gregory
from Women and Workplace Discrimination: Overcoming Barriers to Gender Equality
by Raymond F. Gregory
Rutgers University Press, 2003

Flex time and part-time work—especially part-time work with benefits—would allow married couples to coordinate their schedules and free up time to take care of things at home.

“Divorce: Causes and Consequences” by Alison Clarke-Stewart, Cornelia Brentano, Professor Cornelia Brentano
from Divorce: Causes and Consequences
by Alison Clarke-Stewart, Cornelia Brentano, Professor Cornelia Brentano
Yale University Press, 2006

Oktay Kutluk

Kutluk Oktay, MD, FACOG is one of the world's foremost experts in fertility preservation as well as ovarian stimulation and in vitro fertilization for infertility treatments. He developed and performed the world's first ovarian transplantation procedures as well as pioneered new ovarian stimulation protocols for embryo and oocyte freezing for breast and endometrial cancer patients.

Mail: [email protected]
Telephone: +1 (877) 492-3666

Biography: https://medicine.yale.edu/profile/kutluk_oktay/
Bibliography: oktay_bibliography

View all posts

1 comment

Your email address will not be published. Required fields are marked *

  • Ate Jasmin, approved na education ko sa New York kaso lng di pa ako ready mag take ng nclex-rn pwede ba muna ako mag take ng nclex-Pn kahit pang Rn applyan ko? Thanks