Work Family Conflict Essay Example for Free

Work Family Conflict Essay Consequences Associated With Work-to-Family Conflict: A Review and Agenda for Future Research Tammy D. Allen, David E. L. Herst, Carly S. Bruck, and Martha Sutton University of South Florida A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. A typology was presented that grouped outcomes into 3 categories: work related, nonwork related, and stress related. Issues concerning the measurement of workfamily conflict were also discussed. The results demonstrate the widespread and serious consequences associated with work-to-family conflict. On the basis of the results of the review, an agenda for future research was provided. Striking changes in the nature of families and the workforce, such as more dual-career couples and rising numbers of working mothers with young children, have increased the likelihood that employees of both genders have substantial household responsibilities in addition to their work responsibilities (Bond, Galinsky, Swanberg, 1998; Gilbert, Hallett, Eldridge, 1994). These radical changes have prompted considerable research related to work and family issues. The topic of work-family conflict has been of particular conflict interest. Recent research indicates that 40% of employed parents experience work-family at least some of the time 1993). Moreover, (Galinsky, Bond, Friedman,  Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) suggested that work-family conflict is a type of interrole conflict in which role pressures from the work and family domains are mutually incompatible to some degree. That is, work-family conflict occurs when demands associated with one domain are Kopelman, incompatible with demands associated with the other domain (Greenhaus Buetell, 1985; Greenhaus, Connolly, 1983). Although early  research treated work-family conflict primarily as a unidimensional construct, recent research (Frone, Russell, Cooper, 1992) suggests that it is reciprocal in nature, in that work can interfere with family (work-to-family conflict; WFC) and family can interfere with work (family-to-work conflict; FWC). WFC and FWC are generally considered distinct but related constructs. Research to date has primarily investigated how work interferes or conflicts with family. Outcomes associated with excessive work interference with family include job dissatisfaction, job burnout, turnover, depression, life dissatisfaction, and marital dissatisfaction (e.g., Adams, King, King, 19%; R. J. Burke, 1988; Frone et al., 1992; Greenhaus Beutell, 1985; Netemeyer, Boles, McMurrain, 1996; Thomas Ganster, 1995). Despite the rapidly growing body of literature examining WFC, few efforts have been made to review empirical findings. Over a decade ago, Greenhaus and Beutell (1985) reviewed the studies that had investigated sources or antecedents of WFC. More recently, Kossek and Ozeki (1998) conducted a meta-analysis examining the relationship between WFC and two specific outcomes: job satisfaction and life satisfaction. Kossek and Ozekis work was much needed and an informative addition to the literature. However, there are many additional outcome variables that have been empirically related to WFC that were not included in Kossek and Ozekis study. The  Galinsky et al. reported that workers who started a new job within the past 2 years stated that the effect of the job on family life was second in importance to open communications when formulating their decision to accept the job. Likewise, Galinsky, Johnson, and Friedman (1993) cited a study conducted by the New York Times indicating that 83% of working mothers and 72% of working fathers reported experiencing conflict between their job demands and their desire to spend more time with their families. These findings underscore the importance of the topic of work-family conflict to both organizations and employees. Tammy D. Allen, David E. L. Herst, Carly S. Bruck, and Martha Sutton, Department of Psychology, University of South Florida. Aprevious version of this article was presented at the 14th Annual Meeting of the Society for Industrial and Organizational Psychology, Atlanta, Georgia. We thank Mark L. Poteet, Lillian T. Eby, and Paul E.  Specter for their helpful comments regarding various aspects of this article. Correspondence concerning this article should he addressed to Tammy D. Allen, University of South Florida, Department of Psychology, 4202 East Fowler Avenue, BEH 339, Tampa, Florida 33620-8200. Electronic mail may he sent to [emailprotected]  purpose of the present article is to fill this void in the literature. This review provides a comprehensive summary and evaluation of empirical research of the outcomes associated with WFC, including an organizing framework and suggestions for future research. An extensive review is needed for several reasons, One area of concern is the l imited amount of integration in the field. The work and family research arena is fractionated because of diverse types of individuals working in it. For example, individuals working in disciplines such as psychology, sociology, business, and social work have contributed to work and family research. This tends to lead to an emphasis on different issues (e.g., sociologists are more concerned with family-related outcomes, whereas organizational psychologists are more concerned with work-related outcomes) without an examination of similar work in other disciplines. As noted by Russell (1991), implications associated with fractionation and isolation are that progress in research and practice is not systematic or integrated. Separate, disjointed theories may develop across fields as a result. This limits the progress that could be made by taking a broader, more integrative perspective that builds on previous research. By providing a summary of existing research organized under one framework, we hope that researchers from various disciplines will become more familiar with one anothers work, facilitating the integration of findings from various subfields and subsequent theory building. Additionally, a comprehensive review of the area should help clarify and underscore the widespread negative effects of WFC. A better understanding of these effects might aid in efforts to manage the work and family interface. Moreover, highlighting the dysfunctional and socially costly effects  associated with WFC may help convince policymakers of the need to provide interventions that can help mitigate WFC. For clarity and parsimony, our article is restricted to a review of the outcomes associated with work-tofamily conflict (WFC). In some cases, results were reported in which researchers combined WFC with FWC or asked about work and family conflict in general. Those cases are noted in the review. This review is divided into four major sections. First, the criteria used to identify articles for the review and to conduct statistical analyses are briefly described. Second, we examine issues concerning the measurement of WFC. Third, we present the results of our review for the three categories of outcomes followed by a summary and suggestions for additional research for each. Finally, a general discussion of findings and future research are provided. Method Relevant articles were identified through manual and computer searches. Computerized searches were conducted through PsycLJT and OVID information bases using the key words work and family conflict.11 A manual search was conducted of all articles published from 1977 through 1998 in Journal of Applied Psychology, Journal of Organizational Behavior, Journal of Marriage and the Family, Journal of Vocational Behavior, Organizational Behavior and Human Decision-Making Processes, and Academy of Management Journal. Additionally, the reference list of each identified article was manually cross-checked for other potential articles. Attempts were also made to locate articles that used slightly different terms such as interrole conflict and multiple role stress1 to refer to WFC. Our criteria for inclusion in the review were twofold. One, WFC had to be a quantitatively measured variable in the study. Thus, we eliminated articles that were not empirical. Two, the study had to measure the relations hip between WFC and one or more variables that could theoretically be considered outcomes of WFC. This eliminated articles that focused solely on sources or antecedents of WFC. It should be noted at this point that the majority of studies in the work and family arena have been cross-sectional in nature, precluding firm causal inferences regarding the direction of the relationships studied. For the purposes of the present review, we included variables that seemed more reasonable or plausible as outcomes of WFC rather than as causes. It is not  our intention to infer that reverse causality is not feasible. A total of 67 articles were located that fit these criteria. Statements regarding significance are based on the zeroorder bivariate correlation between WFC and the outcome variable reported in each study. Except where noted otherwise, relationships cited in text are in the expected direction (e.g., greater WFC was associated with less job satisfaction). Figure 1 provides a framework of the variables included in the study. To provide an estimate of the effect size associated with each of the relationships reviewed, we followed meta-analytic procedures described in Rosenthal (1991). Both unweighted and weighted by sample size average correlations were computed. Only studies that included a zero-order bivariate correlation between WFC and another variable were included in these analyses. In circumstances in which a study involved a sample that was a subset of the same sample used in another study, the study with the largest sample was included in die analysis. An exception was made if sample selection criteria were clearly different. If a study assessed several specific indices of WFC (conflict between parent and worker and conflict between spouse and worker) these were combined to form a general assessment of WFC. A similar approach was used in analyzing several outcome variables. For example, if a .study examined overall mental health and psychological distress, the correlations were combined for the statistical analyses. In studies in which separate correlations were reported for different subgroups (e.g., male vs. female; single-earner vs. dual-earner), the correlation for each subgroup was weighted by sample size and combined. For consistency purposes, we reversed the sign of the correlation in cases such as when a high score on the WFC measure.

The Language of Machines :: Technology Communication Essays

The Language of Machines Computers are language machines. By saying this I mean both that language processing is a valuable metaphor for understanding computer computation and that, in a fundamental way, computer computation is language processing; no more, no less. The language understood by a modern computer when it first comes off the assembly line is quite simple. The alphabet of this language consists of two letters, 0 and 1 (or a and b or any other two characters, it doesn't matter), which is stored internally as two intensities of an electrical signal (either high or low). The grammar of this language has two rules: (1) Sentences consist of one word and (2) Words are all of a single specified length (probably either 16 or 32 characters). This computer knows in two ways. It knows what every word in the language means (i.e., what action to perform upon reading that word, information which is stored in the design of the processor), and it knows all of the words it has stored in memory. Each time a comput er reads a sentence (executes a command), a change results in memory, dependent on what the sentence says and what is already in memory. Modern computers are Turing machines (named after the British mathematician Alan Turing), which means that they are language machines which can simulate other language machines. In other words, given a special type of text to read (a program), a Turing machine that understands the simple language described above (for example) can act as if it understands a much more complicated language. This is why modern computer keyboards have more than just 0's and 1's on them. A modern computer comes complete with many virtual computers built on top of it, so to speak, enabling the computer to understand much more complex (although mathematically equivalent) higher-level languages. These are mathematical languages, of course; they have much more rigid structure and precise meaning than natural languages. They lack in many ways what Derrida calls "play." But must they? Is there an intrinsic fundamental difference between mathematical and natural languages, or is the difference instead that we hav e more control over mathematical languages because we know their rules and can understand the system in which they work, while with natural languages we know neither, because we are not in conscious control of their creation and we can not fully grasp how they operate in society and in our heads?

Padini SWOT Report Essay

Padini is a leading brand in Malaysia. There are wide range in style and pricing of the brands that PADINI carry on. Padini carries SEED, VINCCI, MikiHouse, P&Co, PDI, Padini Authentic and more. Their products not just stylish yet also neutral which is suitable for all type of consumers. Padini having more than 330 retail outlets in Malaysia and around the world of Padini Holding Berhad. Within these a lot of retail outlet, Padini is making sure that they are unbreakable for their competitors. We can found Padini outlet almost every shopping centre. Padini is among the famous brand established since 1971 in Malaysia. It strategically located factors and warehouses to ensure they having wide market coverage in Malaysia. Beside that, Padini always ensure the quality of their products is in higher aspect for their brand and in ouse brands under them, having good quality control. They also ensure their products is suitable for all ages of consumers, like Mikihouse selling child and mater nity wear, VINCCI selling lady accessories. The weakness of Padini Holding Berhad is the profit is unstable. The consumers spending the budget on garment are depending on the season. In Malaysia, the profit will be at the highest peak where there is festival season like Chinese New Year or Hari Raya. Another weakness of Padini is they have no online shopping website. For customer, they can just buy Padini’s product in stores which is not very convenient for the customer especially everyone are busy on working nowadays, they may have no free time to shopping. It also not all the customer is living in the city and near to shopping centre. Actually Padini can using the power as market leadership to expand their business. As a market leader in the retail business, Padini having a huge power and opportunity to expand their business to next level. Padini also can open more branches to cover loss of potential online customer. So far, Padini consider as a famous brand in retail business which is clothing, lady accessories, shoes, children’s and maternity wear and more. Within this areas of business, potential customer is more interested in window shopping rather than online shopping. We think it is a good strategy for PADINI to open more branches in order to attract their customers. Those improvement also will bring threats to Padini Holding Berhad. It will increase competition while they open more branches and expand their business. Competition is appear where there are numerous other brands which operate at the same location as Padini. The other brands compete not only for market share and floor space.Even though Padini have no celebrity endorsement, Padini still manage to be the led brand in Malaysia. So it means. the power of Padini this brand itself is powerful enough to cover the treats in the business. To strengthen their brand, Padini should consider offering a celebrity endorsement.

Online Shopping Essay

Online shopping has become a popular shopping method ever since the internet has declared a takeover. There are many individuals that are looking for other amazing alternatives shopping and online shipping is just the fix for that. There are many advantages of online shopping; this is the reason why online stores are a booming business today. If there are advantages, most likely there will be disadvantages. Despite the success of purchasing through online shopping stores, there are still some disadvantages that most people complain about. The advantages There are many advantages of internet shopping, firstly is it save time. Do you have the specific list that you want to buy? With just a couple of clicks of the mouse, you can purchase your shopping orders and instantly move to other important things, which can save time. Second is save fuel. The market of fuel industries battles from increasing and decreasing its cost every now and again, but no matter how much the cost of fuel are it does not affect your shopping errands. One of the advantages of shopping online is that there is no need for vehicles, so no purchase of fuel necessary. Third is save energy. We admit it, it is tiresome to shop from one location and transfer to another location. What is worse is that there are no available stocks for the merchandise you want to buy. In online shopping, you do not need to waste your precious energy when buying. Forth is comparison of price, the advanced innovation of search engine allows you to easily check prices and compare with just a few clicks. It is very straightforward to conduct price comparisons from one online shopping website to another. This gives you the freedom to determine which online store offers the most affordable item you are going to buy. Fifth is available in any time. Online shopping stores are open round the clock of 24/7, 7 days a week and 365 days. It is very rare to find any conventional retail stores that are open 24/7. The availability of online stores give you the freedom to shop at your own pace and convenience. Sixth is no need to waiting in lines. When buying items online, there are no long lines you have to endure, just to buy your merchandise. The idea of shopping online is cutting down those bad habits of standing in a long line and just waiting. Every online store is designed with unique individual ordering features to purchase the item. Lastly is easy to search merchandise you want to buy. You are able to look for specific merchandise that includes model number, style, size, and colour that you want to purchase. In addition, it is easy to determine whether the products are available or out of stock. The disadvantages There are few disadvantages of internet shopping despite of advantages. Firstly is personally check the item. If you are one of those shoppers who want to touch, see, and test the product personally, at online shopping, you are not able to do so. Online stores are only showing product description and photos of the merchandise, which can be a disadvantage for many online shoppers. Second is diminished instant satisfaction. Unlike buying at retail stores, you are able to use the product instantly after you buy it, which can be satisfying. However, online shopping requires patience to wait for the item to arrive at your door step about 2 to 3 days or even longer depending on the location you’ve ordered it from.

Process Model of the Transformation of Goods and services produces a business model

Process Model of the Transformation of Goods and services produces a business model Many people in the workforce, including those in management positions, have no concept of how operational systems interact with systems models. When maximizing usage of an effective systems model is utilized, the ability to maximize productive output in a streamlined operational system with happy workers is often much more attainable. The intention of this paper is to distinguish what a systems model is and how it is used in an operational system.Through research found in the automotive industry, I have identified 7 basic components (AMS, 1) necessary to maintain an effective operational system in the automotive industry. They are listed because they appear to be generic to be applied to many other types of companies rather than just limiting them to the automotive industry.1)Clearly Stated Expectations2)Established and Communicated Standards3)Communicated Policies4)Provided/Listed Resources5)Coached Activities6)Help Ensure Consistency7)Provide the Basis for trainingTo relate these f undamentals to the content of the week 4 lecture, I have 'borrowed' the illustration included from the lecture notes pertaining to knowledge as a system.Cranial Facial Pumpkin Model Competition GVSU SLP ...It appeared that this figure could help to define some of the core components of what an operational system is and some of the steps that relate back to the Automotive Management Systems content.According to the figure presented in the week 4 lecture notes, a model might appear as follows:The four points on the illustration are:1)Learn, Create, Discover, Acquire2)Transform into goods services3)Harvest, Product, Sell, Consume4)Innovation: breathing new life into existing technologies, goods and servicesNow, to come full circle and relate this back to the AMS content it is important to realize that the AMS content is related to the successful techniques associated with the optimization of the transformation process.

Laurie Halse Anderson - Award Winning Young Adult Author

Laurie Halse Anderson - Award Winning Young Adult Author When Laurie Halse Anderson was Born: October 23, 1961 in Potsdam, New York Her Background: Anderson grew up in Northern New York and from an early age loved to write. She attended Georgetown University and graduated with a degree in languages and linguistics. After graduation she worked several different jobs including cleaning banks and working as a stockbroker. Anderson did some writing as a freelance reporter for newspapers and magazines and worked for the Philadelphia Inquirer. She published her first book in 1996 and has been writing ever since. Anderson is married to Scot Larabee and together they have four children. (Source: Scholastic) Laurie Halse Anderson’s Books: Anderson’s writing career is prolific. She’s written picture books, fiction for young readers, nonfiction for young readers, historical fiction, and young adult books. Here are some of her most well-known books for teens and tweens. Speak (Speak, 2006. ISBN: 9780142407325) Read Speak Review Twisted (Speak, 2008. ISBN: 9780142411841) Fever, 1793 (Simon and Schuster, 2002. ISBN: 9780689848919) Prom (Puffin, 2006. ISBN: 9780142405703) Catalyst (Speak, 2003. ISBN: 9780142400012) Wintergirls (Turtleback, 2010. ISBN: 9780606151955) Chains (Atheneum, 2010. ISBN: 9781416905868) Forge(Atheneum, 2010. ISBN: 9781416961444) For a complete list of all her books, including out of print books, visit the Laurie Halse Andersons  Web site. Awards and Recognition: Anderson’ s award list is long and continues to grow. Besides being a New York Times bestselling author and having her books listed multiple times on the American Library Association’s many teen lists, she has received starred reviews from the Horn Book, Kirkus Reviews, and School Library Journal. Her most prestigious awards are the following: Speak 1999 National Book Award Finalist2000 Printz Honor bookEdgar Allan Poe Award Finalist Chains   2008 National Book Award Finalist2009 Scott O’Dell Award for Historical Fiction   Catalyst  Ã‚     2002 Odyssey Book Award   (Source: Authors 4 Teens Web site) In 2009 Anderson received the American Library Association’s Margaret A. Edwards Award for significant and lasting achievement in young adult literature. The award focused specifically on Anderson’s books Speak, Fever 1793, and Catalyst. Censorship and Banning Controversies: Some of Anderson’s books have been challenged based on their content. The book Speak is listed by the American  Library Association as one of the top 100 books challenged between the years 2000-2009 and has been banned from some middle and high schools for sexuality, situations of suicidal thoughts in teens, and gritty teenage situations.  School Library Journal interviewed Anderson about Speak after a Missouri man tried to get it banned.  According to Anderson, there was a huge outpouring of support with people  posting comments and stories.  Anderson also received several requests for interviews and comments.  (Source: School Library Journal) Anderson takes a strong stance against censorship and discusses the topic along with her books on her Web site. Movie Adaptations: A movie adaption of Speak was made in 2005 starring Kristen Stewart of Twilight fame. The Author Online: Anderson stays in touch with her fans and provides materials for teachers and librarians on her Web site. Laurie Halse Anderson Trivia: Anderson milked cows and worked on a dairy farm to earn money for college.She loves listening to Mozart’s’ Requiem.A motto that Anderson lives by is: When life gets tough, pick up a book and read. (Source: Simon and Schuster Web site)

Managing a Diverse Workforce in Organizations Essay

Managing a Diverse Workforce in Organizations - Essay Example A diverse workforce also includes people with both physical and mental disabilities, immigrants and people with varying lifestyles. For a diverse workforce to function effectively, the human resource has to understand both the advantages and disadvantages of a diverse workforce. The human resource professional must also be in a position to manage a diverse workforce. In future, diversity will tend to increase with many organizations realizing its benefits. Organizations that enforce immediate action and develop a diverse workforce may experience its benefits. However, there are associated challenges as well. Development and implementation of workplace diversity are important factors that determine organization’s success and competitiveness. There are multiple benefits associated with developing and handling a diverse workforce. A diverse workforce increases the organization’s adaptability to the market. A company handling a diverse workforce has a better chance of solvi ng problems in service and allocation of resources. Employees from diverse backgrounds introduce individual talents and experiences to the organization that ensures increased flexibility in adapting to fluctuations in both the market and customer demands. A diverse workforce increases the level of productivity for the organization (Bedi, Pooman, and Ekanshi, 2014). Development and implementation of workplace diversity are important factors that determine organization’s success and competitiveness.