Women and Flexibility in the Workplace - Assignment Example

?Women and Flexibility in the Workplace: Determine why Kathleen Christensen believes that the flexibility of women in the workplace is a social and structural issue. Kathleen Christensen, as an exceptionally shrewd sociologist, has always remained keen on exploring the roots of workplace flexibility and its importance for women in particular. She digs with acute intelligence into this issue stressing that flexibility of women in the workplace is a social issue because it is a highly arduous task for working mothers to handle work and families at the same time and maintaining a balance. Not being able to maintain a good balance between family and workplace responsibilities has serious social repercussions which makes flexibility of women in the workplace a momentous social issue. The nature of American workforce in contemporary world is staggeringly different from that a few decades ago as over 80% of American couples presently are dual earner couples (Christensen, cited in Heffner, 2005). If the framework of most workplaces is objectively scrutinized, it becomes clear that the environment actually better suits the requirements of men and women’s needs are left unacknowledged. For working mothers, the value of workplace flexibility cannot be stressed enough because such an exciting talent strategy can potentially help in advancing the best interests of the society. Without such measures, working women would not be left with any good opportunity to spend quality time with their families and cater to their children’s needs. Even if working mothers do not have to compromise on the time they devote for their families, they still pay a big price by not getting enough sleep which is important for good professional performance. Not enough supervision of children by mothers especially can be threatening for the stability of a society which explains why a bureaucratic and highly rigid workplace with a patriarchal makeup can be devastating for safe functioning of couples and families, and hence for society at large. Identify some factors that have affected women’s flexibility in the workplace throughout history. Myriad factors together have influenced women’s flexibility in the workplace within the context of America. These factors can be put together to construct a storyline which began in the 1930s. That was the time when according to Christensen, the American society witnessed a major transformation in reference to the employment law and workplace structure. Many important major players were actively involved in this change process which has been affecting women’s flexibility for some years now. These key players included a conscientious president who encouraged a positive change in social patterns and did not side with bigoted dominant male groups to curb the needs of working women. Then, there were giant leaps in development of unions to sufficiently represent certain disadvantaged groups in society and highlight infringements on women’s requirements. Other than political forces, there have also been other factors throughout history like a clear need among the workforce to demand flexibility in working hours from their employers. Women are clearly important organizers of their families’ social life and overworked female workers did not feel good about having to make multiple sacrifices and risk the strength of their families. The psychology of the American workforce went through a transition and this led to the development of the Fair Labor Standards Act in the late 30s (cited in Heffner, 2005). Such laws and regulation coupled with incredibly powerful efforts put forward by unions and workforce have made women’s flexibility in the workplace possible today at least on some levels. Evaluate the factors that have affected women’s pay in the workforce. The pay gap between male and female workers has not been eliminated even in the modern US and staggering differences are noticed nationwide. Most important are gender-based factors which have affected women’s pay in the workforce. As mentioned already, the organizations seen operating in the US today were originally designed to meet the needs of male breadwinners and post-WWII the participation of women in the American workforce reached its height. Gender-based factors affecting women’s earnings largely stem from less authority delegated to women as compared to men and other inequalities both in and out of the workplaces. Then, there are many prejudices prevalent in the labor market and employer discrimination also plays a prominent role in influencing women’s pay. This discrimination also explains why women tend to be pushed down in lower-paying positions at work (Catalyst, 2013). There is not an abundance of women-friendly policies in the workplaces which also interferes with their earnings and is made worse by gender stereotypes still existent in the American society. Some factors like interrupted professional careers, probability of leaving work owing to family pressures, asking leave for days at a time for child care etc. concentrate on women themselves too which motivate the employers to select men for more demanding and well-paying positions just to be on the safe side. Marriage and children also form potential factors affecting women’s pay in the workforce because the more likely it is for a female worker to get married or have children, the more likely it is for her to be a low earner in comparison to her male colleagues (Rose & Hartmann, 2004, p. 39). Hypothesize what may change for women in the workplace within the next 10 years. If efforts are steered in the right direction, plenty can change for women in the workplace in the coming years. Workplace flexibility can already be witnessed in many well-reputed American organizations which have maintained a solid reputation of offering their workers flexibility due to which the employers are confronted with minimal challenges of workplace absenteeism and enjoy healthy workplace atmosphere. Many organizations have begun to realize that a rigid organizational framework is not in their best interests and considering the needs of all groups on equal basis is increasingly important regardless of gender, race, color etc. Because increasing number of women are entering those professions which were previously dominated by men, it is becoming harder and harder for employers to ignore the needs of female workers and discriminate against them in any way. So, there is a very good chance that women’s pay concerns will be resolved and they will not be dragged down to low-paying positions at the workplace because the rate of awareness within the US is climbing at a steady pace. It is also quite possible for women to be treated with more respect at the workplace and entrusted with more important positions because when workplace flexibility is offered, the message of respect and trust is conveyed (Biro, 2013). When feelings of respect and trust will be inculcated in the female workforce, women will display an increased rate of organizational commitment and they will make better investments in their work without losing the job of acting as social organizers of their homes. References: Biro, M.M. (2013, Aug 18). 5 Reasons Why Workplace Flexibility Is Smart Talent Strategy. Forbes. Retrieved from http://www.forbes.com/sites/meghanbiro/2013/08/18/5-reasons-why-workplace-flexibility-is-smart-talent-strategy/ Catalyst. (2013). Catalyst Quick Take: Women’s Earnings and Income. Retrieved from http://www.catalyst.org/knowledge/womens-earnings-and-income#footnote25_3ojinmg Heffner, R. (2005, Dec 01). Women as Change Agents in America, Part I. Retrieved from http://www.thirteen.org/openmind/feminism/women-as-change-agents-in-america-part-i/1679/ Rose, S.J., & Hartmann, H.I. (2004). Still a Man’s Labor Market: The Long-Term Earnings Gap. Institute for Women’s Policy Research. Read More