• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
  1. 1
  2. 2
  3. 3
  4. 4
  5. 5
  6. 6
  7. 7
  8. 8
  9. 9
  10. 10
  11. 11
  12. 12
  13. 13
  14. 14

How work dominates life in the late 1990s. Traditional roles between men and women are changing. But have organizational policies changed to reflect these new roles?

Extracts from this document...


Synopsis How work dominates life in the late 1990s. Traditional roles between men and women are changing. But have organizational policies changed to reflect these new roles? Who needs to change? Organizations change in response to change family roles or workers change to fit into organizations' culture. Table of contents Synopsis 1 Table of contents 1 Introduction 2 Problem Identification 2 Generation and Evaluation of Alternative Solutions 3 Recommendations 6 Implementations 6 Conclusion 7 References 8 Appendix I 9 Group Process Journal - 1 9 Group Process Journal - 2 10 Group Process Journal - 3 11 Appendix II 12 Appendix III 13 Figure 1 : 13 Figure 2 : 14 Introduction In the old day, Dad went to work and Mum stayed at home taking care for the kids. Today's their roles are changing. Some of the organizations may want to balance family and work responsibilities and change the organizational polices. Jeff Coulter was an employee in Microsoft. He worked 50 hours in the office every week. In fact he would like to go to work finishing his task and get home earlier. He usually leaves office at 5 or 5:30 p.m. every day. Unfortunately, Coulter was fired because Microsoft said that Coulter had not met the performance of his job duty but Coulter does not think so and believes that Microsoft discriminated against him because of his family status. Coulter's boss were secretly recorded by him during conversations with: 'Microsoft hires everybody who's killing themselves, so everyone who's killing themselves is competing against other people who are killing themselves and it's like survival of the fittest. You picked a company where it is a disadvantage to be married. It is a disadvantage to have any priority other than work'. Then Coulter realizes that his family cost him his job. Nowadays, working 55 hours or more without extra benefit is very common. ...read more.


Since employers will be fired to those employees who cannot meet their requirements; (such as, long working hours or overtime without paid), cannot satisfy the working standard, it had to maintain their productivity and fight against other competitors in order to have advantages. Trying to scarify part of the benefits for employees is the solution for manager to do. "Employees who work in a software firm called SAS Institute in US, think it is great to work 35-hour workweek, have lunch with their kids, enjoy unlimited sick days, and go home every day at 5 o'clock and many benefits. A privately owned $1 billion dollar company and in charge of 6,200 employees worldwide founded by Jim Goodnight, SAS thrives on a culture of sanity and stated that "if you hire adults and treat them like adults, then they'll behave like adults." SAS Institute did successful at developing data-management software in US. Source: Charles Fishman, "Sanity Inc," Fast Company, January 1999, p87. Stress is a dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important. R. S. Schuler, Definition and Conceptualization of Stress in Organizations, Organizational Behavior and Human Performance, April 1980, p.189. Most of us are aware that employee stress is an increasing problem in organizations. Stressed out from greater workloads and who having to work longer hours because of downsizing at company. It is proved that employees complain about the stress created in trying to balance work and family responsibilities. Appendix II : Figure 2 Reprinted by permission of the The Wall Street Journal, 1996 Dow Jones & Company, Inc. Stress can have positive or negative side-effects. A good performance review may lead to a promotion, greater responsibilities, and a higher salary. But a poor review may prevent employee from getting the promotion. ...read more.


These channels include general meetings, nameless surveys, interviews, and departmental or organizational picnics etc; that can help the management to more understand the employees, which help to develop a more peaceful and motive mood in the organization that supposedly increase the productivity. On the other hand, the employees should make change to achieve the balance between the families and job. It is not surprise that most of the employees are selfish, that want to work less and get most. However, if each and every one of the employees work with this attitude, there will be no one working at all, for sure, the productivity is absented. The greater the employees' involvement is the greater the productivity is. When the organization can achieve a certain level of productivity, as mention before, the organization has the space to reward the employees. In addition, when everyone is working with 100% effort, actually the job will be done in less time, that means the organization can be more competitive and the employees can have more time for their family life. Furthermore, communications is always full duplex, including speech and feedback, these means that the employees should get involve in the organization's meetings or other communication activities that operated by the organization, and willing to share their opinions. Conclusion In conclusion, the conflict between organization's culture and the employees' expectation can lead the organization downwards, but the cooperation and respectability can lead the organization to the other side of the contradiction. These contradiction conditions are the result of the appropriate stress or not. If the stress is appropriate, the employees are productive and the organization is running efficiently; otherwise, the employees are either 'killing' themselves or not willing to work. To accomplice the goal of high productivity, both organization and employees should take the responsibility. The employees should working with their efforts and willing to give out their opinions of the organization; and the organization should inspire and motivate their employees and provide a good atmosphere and environment for the employees to work. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    Sainsbury's organizational structure.

    5 star(s)

    Where a business faces rapid change, the role culture is likely to collapse. The large organizations, which can be difficult to control often have a role culture. Task culture Task cultures have become very important in business in the first decade of twenty first century.

  2. Gulf States Metals Inc. (GSM) is a large nickel refinery plant that has suffered ...

    people-oriented style * Tension between middle managers and supervisors and senior managers * Build coalitions and mount power base for implementation of change program- either top- down or bottom -up * Unite against external threats- potential shut-down * Negotiate and bargain Symbolic Frame * No shared symbols/vision * Lack of

  1. Job roles at Tescos

    These range from ensuring that their operatives and supervisors are working to their full potential and that the department or the store is meeting their day to day targets. For example an overall Tesco store manager will have much more responsibilities than for example a meat department manager.

  2. John Smithers at Sigtek - Organizational Behavior

    suppliers, manufacturing, customer service, etc.) and then letting them brainstorm solutions. To ensure a maximum of ideas and broad participation, Smithers could break them up into teams of 3 managers and let them compete to see who had the most ideas and solutions. By involving these managers, Smithers would then have made them active participants

  1. Business at Work - ASDA

    then successfully launched an advertising campaign through television and in-store taste sessions and posters to tempt customers to try their delicious take-away foods. The team have also been successful in tempting those customers who perhaps had no intention to purchase hot food from the Asda take-away food counter, by providing

  2. Managing Human Resources in Marks & Spencer.

    They are involved in performance management when you: * Establish specific job assignments * Write job descriptions assign responsibility for strategic initiatives develop and apply performance standards * Discuss job performance with the employee and provide feedback on strengths and improvements needed * Conduct an annual performance evaluation * Plan for improved performance and employee development goals.

  1. Analysis of a Contract Specific Organisation

    measurement system design 2. implementation 3. managing through measurement 4. 'refreshing' the measurement system They all pose different challenges. Design - choosing the right measures. The current challenge is not necessarily identifying what you could measure, it is identifying what you need to measure so as to concentrate on what is absolutely vital.

  2. Free essay

    Job Roles in a supermarket.

    I think they should have more duties looking after the store because then it will be run smoother. They are already looking after a lot of people and I think if they had to look after more they would be under a lot of pressure.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work