Commentary

This lesson is an introduction to work life conflict and how changing families and changing workplaces are related.  The readings for this class come from various sources and different points of view.  For example Joan Williams tends to base her work from a feminist perspective.  You will likely not agree with all the information that you read for this class, but that is often what makes for a great discussion with other classmates.  How you support your position is what is important for the class.

What is work life conflict? Can we find a balance? Should we find a balance? Who is responsible for reducing conflict? Throughout the semester you will find various definitions of work-life conflict as well as different perspectives on finding balance. The readings highlight how increased participation of women in the workforce along with an increase in single parent households and dual earner couples have led to a rise in work life conflict. It is largely up to the employees and employers to navigate and find solutions for work-life conflict. The government has provided a few protections for employees with family demands such as the Family Medical Leave Act (FMLA) but it does not apply to all employees and the leave is unpaid leave. Some might argue that the government should do more while others think they are already doing too much. One also could argue that work life conflict is not the responsibility of the employer but rather the employee. Employees make their own personal decisions and if they do not like the conditions of employment they can find employment elsewhere. My husband is in the Navy and there is a saying that states "If the Navy wanted you to have a wife they would have issued you one in your sea bag." Although, the climate in the military is changing, this is just an example of how family is not viewed as the responsibility of the employer.

With the current economy the bargaining power has shifted to employers. Employees can often feel like they must put in long hours and be seen as an ideal employee in order to maintain their employment. With higher unemployment rates, replacements are easier to find for an employer. Replacing employees might not make economic sense to the company but if someone is worried about their job they are possibly less likely to leave work early to see their child's soccer game or ask for special considerations.

Williams’ introduction highlights new ways to reframe the work family debate. Work family conflict should not just be a problem for female employees or white collar high skilled employees, but rather inclusive of all employees regardless of gender or occupation. When we make this an issue for all employees then we might be more successful with implementation of policies. However, as we will discuss in future lessons, this would require a shift in our cultural thinking concerning care givers, traditional gender roles, and what it means to be an ideal worker. We have also seen a change in family structure away from the traditional 1950s stay at home mom breadwinner dad to dual income families. However, the workplace has not necessarily changed its model for the ideal worker which still often assumes that each worker has the ability to put in long hours because there is someone else at home taking care of what needs to be done.

This lesson and the class is designed to examine multiple points of view and positions of work life conflict. I hope to see multiple viewpoints examined in the following discussion. You can also feel free to play the devil's advocate and point out other sides to the argument even if it is not your own personal opinion. I am not looking for a "certain" position or answer but rather a discussion supported with material from the class readings and notes.