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Articoli di riviste sul tema "Flexible work options for mothers"
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Crowley, Jocelyn Elise, e Stanislav Kolenikov. "Flexible Work Options and Mothers' Perceptions of Career Harm". Sociological Quarterly 55, n. 1 (febbraio 2014): 168–95. http://dx.doi.org/10.1111/tsq.12050.
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Dorofeeva, Zlata. "Work Trajectories of High-Resource Multi-Child Mothers". Sociological Journal 26, n. 4 (22 dicembre 2020): 79–95. http://dx.doi.org/10.19181/socjour.2020.26.4.7644.
Testo completoAbstract (sommario):
The period of maternity leave for multi-child mothers is generally longer than for mothers with a smaller number of children, and securing a job after taking a break, in conjunction with an increased volume of family responsibilities, is more difficult. When high-resource multi-child mothers return to the labor market, they expect not only a “motherhood penalty”, but also with a high probability a “penalty” for being overeducated. Their solution for the conflict between “motherhood” and “work” most often involves either a complete refusal to be employed, or finding more flexible options in the field of non-typical work, which are often less demanding in terms of qualification level and consequently result in lower income. Based on a series of in-depth interviews conducted by the author in Moscow and Voronezh with high-resource multi-child parents, including a list of questions about the working trajectories of women and also a number of questions about life practices, it is shown that the reverse side of the full or partial departure from the labor market of multi-child mothers is intensive parenting and setting a high standard for children’s education, including a scrupulous selection of educational institutions and a large amount of additional classes. Thus, the complete or partial loss of high-resource women as workers for the labor market is accompanied by a forthcoming significant non-economic effect, since society receives active translators of human capital to a new generation.
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Kodagoda, Thilakshi. "Working mothers’ gender ideologies on childcare and perception on existing childcare centres". Gender in Management: An International Journal 29, n. 7 (30 settembre 2014): 402–18. http://dx.doi.org/10.1108/gm-11-2013-0134.
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Purpose – This purpose of this paper is to examine how working mothers understand childcare practices and perception on existing childcare centres in a different social context like Sri Lanka. Design/methodology/approach – A thematic analysis approach is used to analyse mothers’ narratives, drawn from in-depth qualitative interviews, along with data from some representative secondary sources. Findings – The paper considers women professional and managerial employees in Sri Lanka, and demonstrates that working mothers use diverse childcare arrangements to harmonise their work and family life, strongly believing their own mother as the best caregiver for their small children. Research limitations/implications – This study represented only middle-class mothers, therefore the research suggested that different mothers (professional and managerial) take their decisions differently. Based on this argument, it can be expected that mothers of different occupations are more likely to take different decisions as they believe what is “right and proper”. Thus, extensive research is warranted. Practical implications – This paper discusses the implications while extending the geographical scope of the literature on mothers’ gender ideology on childcare and existing practices in childcare centres. Social implications – State and private organizations should consider investments in childcare support and other flexible work options so that women continue to remain in their careers. Originality/value – The paper extends the geographical scope of the literature on mothers’ gender ideology on childcare and existing practices in childcare centres. This would be the first research article directly focused on the impact of working mothers’ gender ideologies on childcare and perception on existing childcare centres in Sri Lanka. Thus, the present study provides a number of new research avenues for future researchers to use.
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Agarwal, Bhawna, e Merlin Mythili Nelson. "Impact of Organizational and Supervisory Support Perceptions on the Turnover Intentions of Working Mothers-to-Be". International Journal of Business Analytics 10, n. 1 (20 aprile 2023): 1–15. http://dx.doi.org/10.4018/ijban.321536.
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The purpose of the paper is to examine the various factors that influence turnover intentions of working women at the threshold of motherhood. The impact and interrelationships of variables like organisational and supervisory support perceptions, flexible-work-options, work-family conflict, job and family satisfaction, and their effect on turnover intentions are examined. A questionnaire survey of 203 working women of three categories—women undergoing infertility treatment, pregnant women, and new mothers of the Indian IT sector—was conducted and hypotheses tested through structural equation modelling. Results validated the model developed and confirmed the causal relationships whereby employees working in family-supportive work environments experienced lower levels of work-family conflict, and reduced work-family conflict thereby led to greater job and family satisfaction followed by lesser turnover intentions. The study reiterates the need for organisations to offer specific policies that allow working-women to continue their careers as they go through motherhood.
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Masood Aslam, Sanaa, Emaan Ahsin e Nasar Um Min Allah. "Defeminization of practicing dentists: A national perspective". Journal of the Pakistan Medical Association 73, n. 12 (28 novembre 2023): 2517. http://dx.doi.org/10.47391/jpma.10196.
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Madam, The dental profession has witnessed a progressive shift where female dentists are becoming more prevalent in many countries, including Pakistan. This trend, known as the feminization of dentistry1, can be attributed to changing societal and economic perceptions, increased acceptance of diverse gender roles, and the recognition of the benefits of adopting feminine traits in the dental profession.2 In Pakistan, the transition began in the early 1990s when the quota system limiting seats for women in medical and dental schools was abolished. Currently, around 70% of undergraduate dental students in Pakistan are female.2 However, despite the promising number of female dental students, there is a significant drop in postgraduate training and professional practice. Only 5% of graduating female dentists pursue postgraduate training, and only half of the registered female dentists work.3 The reasons for this decline include a glass ceiling effect, which hinders women's advancement in their careers, the lack of female representation in leadership roles, the absence of female mentorship at the postgraduate level, and dual family and domestic responsibilities. Additionally, female dentists may face bias and preference towards their male counterparts in high-status specialities, impacting their promotional opportunities and patient preferences.4,5 Persistence of societal pressure and traditional gender roles also contribute to the dropout rate of female dentists in Pakistan. Many young women are often pressured to prioritize family obligations over professional commitments, leading them to leave the dental profession early. Moreover, the absence of part-time options further limits their ability to balance family responsibilities with dental practice. To address these challenges and enable the sustained involvement of female dentists, several measures are necessary. Increasing female representation in leadership roles, make leadership part of the educational curriculum, providing mentorship opportunities, and establishing strong social support systems for women are crucial. Reforms should also focus on improving ergonomics in dental practice, highlighting cultural loopholes for gender biases, equity issues and implementing policies that support working mothers, such as flexible working hours, adequate maternity leave and family care facilities. While efforts have been made to increase the number of female dental students, there is still a long way to go in creating an inclusive and supportive environment for practicing female dentists in Pakistan. By addressing the root causes of the gender disparity and implementing necessary reforms, Pakistani society can break the glass ceiling and allow future generations of women to contribute fully to the field of dental healthcare.
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Opdam, Floor, Jeroen van Dillen, Marieke de Vries e Martine Hollander. "How to Make the Hospital an Option Again: Midwives’ and Obstetricians’ Experiences with a Designated Clinic for Women Who Request Different Care than Recommended in the Guidelines". International Journal of Environmental Research and Public Health 18, n. 21 (5 novembre 2021): 11627. http://dx.doi.org/10.3390/ijerph182111627.
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Background: An increasing number of maternity care providers encounter pregnant women who request less care than recommended. A designated outpatient clinic for women who request less care than recommended was set up in Nijmegen, the Netherlands. The clinic’s aim is to ensure that women make well-informed choices and arrive at a care plan that is acceptable to all parties. The aim of this study is to make the clinic’s approach explicit by examining care providers’ experiences who work with or within the clinic. Methods: qualitative analysis of in-depth interviews with Dutch midwives (n = 6) and obstetricians (n = 4) on their experiences with the outpatient clinic “Maternity Care Outside the Guidelines” in Nijmegen, the Netherlands. Results: Four main themes were identified: (1) ”Trusting mothers, childbirth and colleagues”; (2) “A supportive communication style”; (3) “Continuity of carer”; (4) “Willingness to reconsider responsibility and risk”. One overarching theme emerged from the data, which was “Guaranteeing women’s autonomy”. Mutual trust is a prerequisite for a constructive dialogue about birth plans and can be built and maintained more easily when there is continuity of carer during pregnancy and birth. Discussing birth plans at the clinic was believed to be successful because the care providers listen to women, take them seriously, show empathy and respect their right to refuse care. A change in vision on responsibility and risk is needed to overcome barriers such as providers’ fear of adverse outcomes. Taking a more flexible approach towards care outside the guidelines demands courage but is necessary to guarantee women’s autonomy. Key conclusions and implications for practice: In order to fulfil women’s needs and to prevent negative choices, care providers should care for women with trust, respect for autonomy, and provide freedom of choice and continuity. Care providers should reflect on and discuss why they are reluctant to support women’s wishes that go against their personal values. The structured approach used at this clinic could be helpful to maternity care providers in other contexts, to make them feel less vulnerable when working outside the guidelines.
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Koc‐Menard, Sergio. "Flexible work options for older workers". Strategic HR Review 8, n. 2 (20 febbraio 2009): 31–36. http://dx.doi.org/10.1108/14754390910937567.
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Mital, K. M. "Flexible Work Options and Value Creation". Global Journal of Flexible Systems Management 11, n. 4 (ottobre 2010): 25–33. http://dx.doi.org/10.1007/bf03396592.
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Albion, Majella J., e Munli Chee. "Flexible Work Options within the Organisational System". Australian Journal of Career Development 15, n. 2 (luglio 2006): 42–52. http://dx.doi.org/10.1177/103841620601500208.
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Avendano, Mauricio, e Lidia Panico. "Do flexible work policies improve parents’ health? A natural experiment based on the UK Millennium Cohort Study". Journal of Epidemiology and Community Health 72, n. 3 (22 dicembre 2017): 244–51. http://dx.doi.org/10.1136/jech-2017-209847.
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BackgroundThere is limited evidence of the impact of policies to promote work–family balance on family health. Exploiting the introduction of the UK Flexible Working Act (2003), we examined whether a policy that grants parents the right to request flexible work influences their health and well-being.MethodsUsing the UK Millennium Cohort Study, we focus on 6424 mothers employed in 2001–2002, when the cohort child was 9 months old, until their child’s seventh birthday. We used a difference-in-differences (DiD) approach to compare changes in outcomes before and after the policy among mothers most likely to benefit and mothers unlikely to benefit from the policy.ResultsFlexible working increased in a small group of mothers (n=548) whose employer did not offer work flexibility before the reform (treatment group). By contrast, among mothers whose employer already offered flexible work before the reform (control group, n=5810), there was little change or a slight decline in flexible working. DiD estimates suggest that the policy was associated with an increase in flexible working (37.5 percentage points, 95% CI 32.9 to 41.6), but it had no impact on self-rated health (−1.6 percentage points, 95% CI −4.4 to 1.1), long-term illness (−1.87 percentage points, 95% CI −4.3 to 0.5) or life satisfaction scores (β=0.04, 95% CI −0.08 to 0.16).ConclusionThe Flexible Working Act increased flexible working only among a small group of mothers who had not yet the right to request work flexibility, but it had no impact on their health and well-being. Policies promoting work flexibility may require stronger incentives for both parents and employers.
Tesi sul tema "Flexible work options for mothers"
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Tucker, Debra M. "More and Less: Perceptions and Experiences of the Professional Part-Time Employee". Diss., Virginia Tech, 1997. http://hdl.handle.net/10919/30756.
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The workforce of today is a far cry from the workforce of yesteryear. Not only have there been changes in who works, but how one works as well. The traditional nine-to-five work day has been replaced by a plethora of flexible work options, including flextime, telecommuting, and part-time employment. Until recently, most part-time workers were those who worked in low-level, low-paying jobs. However, with the influx of women in the workplace, as well as the desire for more leisure time and the need for retraining and updating of skills, more people than ever before desire professional part-time jobs. Although considerable research exists comparing full-time to part-time workers, little research is available which examines the experiences of the professional part-time employee.
The central question of this study concerned which factors exist within an organization, as well as within the part-time professional and supervisor, to influence levels of job satisfaction and commitment.
A questionnaire was mailed to 805 members of the Association of Part-Time Professionals which gathered demographic characterics about the employee and supervisor, and the provision of benefits for employees. Additional questions concerned attitudes of co-workers, anticipated effects on career advancement, access to staff training, and provision of space, equipment, and clerical support. The final sample included 319 part-time professionals across the career spectrum.
A variety of statistical techniques was used to examine the relationships among organizational and supervisor characteristics and the individual characteristics of the participants. Factor analyses were employed to identify the different participant attitudes. The bivariate relationships between attitudes and respondent and organizational characteristics were used to develop multivariate models.
Participants generally had high levels of job satisfaction and relatively neutral levels of commitment. Part-time professionals felt positive about their access to equipment, clerical assistance, and office space, but less so about their economic compensation. They were generally satisfied with the work they were asked to do and their treatment by supervisors and co-workers. Access to benefits was variable.
Implications for the Adult Educator/Human Resource Specialist are discussed with recommendations made as to how both can promote and advance the needs of the part-time professional. Areas for future research are also presented.Ph. D.
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Koorn, Margareth L. "An exploration of the latchkey phenomena: Its reasons, victims and options". CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1062.
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Young, Zoe. "Women in the middle : mothers' experiences of transition to part-time and flexible work in professional and managerial occupations". Thesis, University of Sussex, 2017. http://sro.sussex.ac.uk/id/eprint/68119/.
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Bockarie, Abioseh Maddie. "Work-care satisfaction and capabilities: Examining single mother's satisfaction with juggling paid work and childcare in Gugulethu, South Africa". University of the Western Cape, 2018. http://hdl.handle.net/11394/6358.
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Magister Artium (Development Studies) - MA (DVS)Capabilities as espoused by Sen are the realizable opportunities that are open to an individual that enable her to be or do that which she finds reasonably valuable. This study assessed the work-care arrangement capabilities that single mothers in Gugulethu have at their disposal to undertake a juggling arrangement schedule that they find satisfying (fulfilling). In this study, single mothers were asked to affiliate themselves to one of three work-care arrangement groups namely, work-centered, child-centered and flexible. Then, the study empirically examined if there is a significant difference in respondents' work-care satisfaction within these three groups. It accomplished this by using the Kruskal-Wallis Test. The study then went on to identify the work-care arrangement capabilities of 7 single mothers who were undertaking juggling arrangement schedules that were not of their preference or choice. They were interviewed in this study to ascertain whether they had viable opportunities/ capabilities to undertake their preferred juggling arrangement schedule, which they believed would bring them much personal fulfilment/satisfaction.
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Fried, David D. "Work-role Attachment and Preferences to Extend Career Employment through Phased Retirement". Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1304452170.
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Finer-Freedman, Judith. "The Voices of Women Struggling to Manage Employment and Motherhood". Thesis, 2013. http://hdl.handle.net/1807/35821.
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The purpose of this study was to examine the perceptions of working women when they announce their pregnancies, take maternity leave, transition back to work, and utilize flexible work policies. Using a qualitative methodology, transcripts of in-depth interviews were analyzed utilizing a life history approach. Key findings of the study are that women perceive more negative responses to the announcement of their pregnancies than positive ones. In terms of maternity and parental leave policies, all the participants had access to these benefits. Women found issues with financial adequacy, administration, and duration of these policies. Mothers found that financial support from the Canadian government was inadequate to allow them to take the full duration of the 52-week maternity and parental leave for which they were eligible. In addition, employer “top-up” payments were limited and administrative details of maternity leave were often not discussed fully with pregnant workers. When women returned to work, they found that workplaces did not offer resources such as a phased-in return to work or personnel to help them re-engage with their prior work projects. Women discussed the challenges of managing their dual roles of worker and mother and found that managers and coworkers put them in a mommy mould which lessened the quality of their assignments. New mothers found that they had difficultly juggling their work and home responsibilities, finding time for themselves, and receiving increased domestic support from their spouses. While some workplaces offered women flexible workplace policies, not all mothers chose to access them as they found these policies often negatively impacted their career progression. Other issues were a lack of flexible workplace policy transparency, inconsistent manager support, and difficulty maintaining a flexible schedule. Findings have major implications for an improved response from managers upon pregnancy announcement, improved dialogue among employers about increasing “top up” maternity leave pay to new mothers, developing a formal transition plan for new mothers returning to the workplace, and expanding the use of flexible workplace policies.
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PHAN, THAO NGUYEN THU, e 阮書芬. "A study of Vietnamese white-collar workers job embeddedness and turnover intention: The moderating effect of favorable attitudes to flexible work options". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/kftwng.
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碩士國立中山大學
人力資源管理全英語碩士學位學程
107
Up to now, few empirical studies separately examined the influence of each subdimension of job embeddedness, especially in non-Western context. Thus, based on Job embeddedness theory and the Conservation of resource (COR) theory, the present study aims to explore the negative relationship between six sub-dimensions of job embeddedness and turnover intention in Vietnam, a developing non-Western nation. In addition, this study also examined the moderating effect of favorable attitudes to flexible work options between organizational fit, links, sacrifice and turnover intention which has not been tested before. This study utilized a quantitative method and an online self-completion questionnaire to collect data from Vietnamese white-collar workers working in diverse industries. A total of 139 validated questionnaires were used for analysis. A regression analysis in SPSS was conducted to measure the direct effects of the hypothesized relationships, while the moderating effects was tested using SPSS process. The findings revealed that organizational fit and sacrifice, community fit and sacrifice were found to be negatively related to turnover intention. In addition, the favorable attitudes to flexible work options only moderated the relationship between organizational sacrifice and turnover intention. Finally, the practical implications for Vietnamese managers were also reported in this study
Libri sul tema "Flexible work options for mothers"
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Brown, Bettina Lankard. Part-time work and other flexible options. Columbus, OH: ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University, 1998.
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Suzanne, Smith, a cura di. Creating a flexible workplace: How to select & manage alternative work options. 2a ed. New York: AMACOM, 1994.
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Olmsted, Barney. Creating a flexible workplace: How to select and manage alternative work options. New York, NY: American Management Association, 1989.
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Marcy, Cohen, e Canadian Centre for Policy Alternatives., a cura di. Removing barriers to work: Flexible employment options for people with disabilities in BC. Vancouver, BC: Canadian Centre for Policy Alternatives, BC Office, 2008.
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Marks, Linda. Survey on work time options in the legal profession: San Francisco and Alameda Counties : final report. San Francisco: New Ways to Work, 1986.
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Gatta, Mary Lizabeth. Not just getting by: The new era of flexible workforce development. Lanham: Lexington Books, 2005.
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Flexible Work Arrangements II: Succeeding With Part-Time Options. Catalyst, Incorporated, 1996.
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Flexible Work Arrangements: Establishing Options for Managers and Professionals. Catalyst, 1989.
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Kane-Zweber, K., e Motorola Flexible Work Options Team. Flexible Work Options a Guidebook for Managers and Human Resource Professionals. Motorola Univ Pr, 1997.
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Foley, Jacqueline. Flex Appeal: An Inspirational Guide to Flexible Work for Mothers. Out of Our Minds Press, 2002.
Cerca il testo completoCapitoli di libri sul tema "Flexible work options for mothers"
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Emery, Tom. "Private Childcare and Employment Options: The Geography of the Return to Work for Mothers in the Netherlands". In The Palgrave Handbook of Family Policy, 511–32. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54618-2_20.
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AbstractThe Netherlands provides extensive and flexible support for young parents and met the Barcelona targets for childcare provision even before they were set. Yet childcare isn’t evenly distributed, and provision is better for some than for others. We use the NKPS to examine childcare availability and its association with maternal employment. To enrich this analysis, respondents are geocoded and this enables them to be linked to the Landelijk Register Kinderopvang en Peuterspeelzalen (Register for Childcare and Toddler Groups; www.landelijkregisterkinderopvang.nl). In linking this data, three often neglected dimensions of childcare provision are captured. First, at the most basic level the geographic proximity of childcare services is captured (i.e. distance to nearest provider). Second, the intensity or availability of choice is measured (i.e. number of providers within 2 kms). Third, the diversity of options is measured (i.e. the ratio of different types of providers).
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Celero, Jocelyn O. "Settling for Welfare? Shifting Access to Welfare, Migration and Settlement Aspirations of Filipina Single Mothers in Japan". In IMISCOE Research Series, 87–104. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67615-5_6.
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AbstractThis chapter is concerned with Filipina single mothers’ access to diverse forms of welfare assistance in Japan and its impact on their decisions, aspirations and capabilities for migration and settlement. It fundamentally asks: Does access to the welfare system make Filipina migrant mothers settle in or move away from Japan? I argue that welfare arrangements significantly affect Filipina single mothers and the ways in which they raise their children and manage a transnational household. Access to child-rearing, subsidised living and housing benefits in Japan, combined with private welfare arrangements in the Philippines, have enabled them to navigate various life-course events. Analysis of their welfare access across time and space suggests that Filipina immigrants’ migration and settlement aspirations are contingent upon macro-level factors such as the restrictive nature of Japan’s immigration, welfare and labour policies, the ambivalent attitudes of Japanese society towards immigrants and individual factors such as legal status, residency and social networks that influence their socio-economic roles and family-related activities in Japan and the Philippines. Attaining permanent residency in Japan is a utilitarian choice which gives them flexible options for the future. Their aspirations to eventually either return to the Philippines or to settle in Japan are influenced less by the ‘adequate’ social protection available in Japan than by the age of their children, their investments and their dreams of a desirable retirement.
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Ladge, Jamie, e Danna Greenberg. "Making Workplace Flexibility Work". In Maternal Optimism, 133–60. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190944094.003.0006.
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Chapter 6 focuses on the topic of flexible work arrangements. Workplace flexibility is often romanticized as an answer to all the challenges working mothers face. While flexibility can be particularly helpful to working mothers as they integrate work and family, it also introduces new complexities working mothers need to consider. This chapter helps women develop a more comprehensive understanding of workplace flexibility. We start with an overview of the different types of flexibility and some of the benefits and challenges women have experienced with these varied work arrangements. We go on to introduce strategies women can put in place to take advantage of a flexible work arrangement and to ensure they are negotiating workplace flexibility in such a way that they don’t trade flexibility for compensation.
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Young, Zoe. "Seeking Balance". In Women's Work, 57–82. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781529202021.003.0003.
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This chapter examines professional women's motivations for part-time and flexible working beyond a ubiquitous balance-seeking goal. Three common motivations form shared intention narratives that express what women hope to achieve with their employment adjustment: resolving work–life conflict, protecting careers, and expanding careers. Close examination of how women explain their motivation for their particular working arrangement reveals the layers of meaning attached to it and the complexity of the practical and ideological settlement it reflects. This particular employment transition holds far greater significance in mothers' lives than a simple adjustment to the contract of employment. The chapter illustrates how mothers' working hours choices are morally potent, socially informed, and internally justified as the right way for them to do things at the time. An important finding is the pursuit of part-time and flexible working arrangements with the express intention to expand career opportunities.
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Ongaki, Jacob. "Flexible Work Options in the COVID-19 Period". In The Changing Landscape of Workplace and Workforce [Working Title]. IntechOpen, 2023. http://dx.doi.org/10.5772/intechopen.1003123.
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The use of flexible work options, including telecommuting, was key to business success during COVID-19. Whether employees working remotely from their home setting or employer-provided location provided both the business and employees to perform their work roles and attend to personal scheduling challenges. This chapter will examine the success and setbacks of using flexible work arrangements during the COVID-19 pandemic. However, it is important to point out that technology plays a big role in business success because it provides tools for workers to fulfill their roles and earn a living. We would wrap up the chapter by providing mechanisms on how employees can learn from COVID-19 to be more prepared to mitigate business risks and how businesses can embrace flexible work arrangements to incentivize employees to be more productive, whether working from home or at the office.
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Young, Zoe. "Feeling Flexibility". In Women's Work, 121–38. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781529202021.003.0006.
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This chapter explores the hitherto underexplored affective dimensions of the lived experience of ‘doing’ flexible work arrangements for mothers in professional and managerial jobs. It focuses on the effects on mind, body, and spirit. For women navigating the transition simultaneously with a return to work following maternity leave, the maternal body was at the centre of the experience. Tiredness was not exclusive to new and nursing mothers, the physical and emotional impacts of working intensively in largely unadjusted jobs or inhospitable workplace contexts are viscerally present in women's accounts. Hochschild's concept of emotional labour is highly relevant to the professional motherhood project and this analysis shows how the scope and span of women's emotional workload increases when they work outside the home.
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Young, Zoe. "Making Motherhood, Careers and Flexibility Work". In Women's Work, 159–78. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781529202021.003.0008.
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This chapter argues that balance is the seductive and coercive mantra of modern motherhood that draws professional women towards flexible working practices. It is seductive because work forms part of a women's sense of self and few want to give up. It is coercive because mothers feel obliged to comply and make balance the quest of their lives. For many professional women who become mothers, achieving balance has become a career aim in itself. What this study has learned is that balance across work and family life cannot be achieved arithmetically by dividing time evenly across two domains because balance is subjective and cannot be measured in working hours. Almost as soon as equilibrium is sensed things change again, and in that way balance is also a dynamic construct; what it means tomorrow will be different from today.
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Young, Zoe. "Women in the Middle". In Women's Work, 1–34. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781529202021.003.0001.
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This chapter sets out the book's purpose, which is to explore the limits and potential of flexible working arrangements through the lived experience of women in professional and managerial jobs who adjusted their employment because of their motherhood. They include part-time, job-sharing, location-flexible, flexi-time working lawyers, doctors, academics, accountants, civil servants, bankers and senior managers in marketing, human resources, communications, research and technology, and they are all mothers of at least one infant or toddler, school-age child or teenager. The chapter discusses evidence which shows that there is a life and career stage when women tend to get stuck or get out of the pipeline to the top jobs in large organisations, and it corresponds with motherhood. The women whose experiences inform the research explored in this book are at that stage. They are women in the middle.
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Eversole, Barbara A. W., e Cindy L. Crowder. "Work/Family Interventions and COVID-19 Pandemic Remote Work Arrangements". In Advances in Human Resources Management and Organizational Development, 136–62. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-9840-5.ch008.
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This chapter discusses work/family interconnections, theory, and the interventions that organizations have put into place to help employees manage their work/non-work boundary, such as flexible work options. The advent of the COVID-19 pandemic has led to the utilization of a specific type of flexible work option, working from home, or remote working. This chapter discusses the benefits of remote working for employees and organizations, the challenges of remote working, and the ways to make remote working be successful in organizations. Finally, the chapter looks at remote working globally and what the future of remote working may look like.
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Jefferson, Michael. "6. Parental rights". In Employment Law Concentrate, 89–106. Oxford University Press, 2021. http://dx.doi.org/10.1093/he/9780198871323.003.0006.
Testo completoAbstract (sommario):
Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter discusses the law on parental rights. Topics covered include maternity leave, parental leave, time off for dependants, the right to request flexible working, and the new right of parents to bereavement leave. The right to shared parental leave (SPL) is singled out for detailed treatment, partly because it is fairly new, and partly because, some would say, it exemplifies an old-fashioned approach to sex equality when caring for newborns. The option as to whether her partner can share in SPL is for the mother to decide; the mother may receive (by contract) enhanced maternity pay, but there is no enhanced SPL. The effect is to reinforce the mother’s staying at home because if she goes back to work, the family will lose most of the partner’s income because the rate of pay for SPL is low, around £151 a week. The latter point is arguably sex discrimination, and, during the currency of this book, the Employment Appeal Tribunal will decide this issue (at the time of writing employment tribunals are split).
Atti di convegni sul tema "Flexible work options for mothers"
1
Cole, Robert E., e Wayne L. Neu. "Numerical Modeling of Air Cushion Vehicle Flexible Fingers". In SNAME 13th International Conference on Fast Sea Transportation. SNAME, 2015. http://dx.doi.org/10.5957/fast-2015-045.
Testo completoAbstract (sommario):
The goal of this research is to numerically model flexible finger seals of an air cushion vehicle (ACV) to more accurately predict resistance for these craft. Advancements in computational tools for fluid-structure interactions have set the stage for this effort. Prior work for this application has focused on planer type seals and not the finger type seals typical of modern ACVs. While this research effort remains underway and limited results are available, it is the authors’ desire to propose a pathway forward. Following the motivation and a brief review of prior work, verification of Abaqus/Explicit’s fluid solver is conducted using the analytical solution to Couette flow. Next, Abaqus/Standard (implicit scheme) is used to verify the finite element options for the structural portion. Various hyper elastic material models are also compared. Lastly, a FSI validation problem is conducted using Abaqus/Explicit for both linear elastic and hyper elastic materials.
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Shafique, Fatima Muhammad, e Mohammed Al Haddi. "Enhancing Employee Morale by Providing Felxible Workweek Options: A Success Story in Sharjah". In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210876-ms.
Testo completoAbstract (sommario):
Abstract Since UAE has adopted a shorter workweek since the new year -2022, to align with global markets, many organizations have had to implement measures to adhere to this change. Sharjah National Oil Corporation has decided to provide their employees with multiples flexible weekend options to choose based on their convenience. A survey was conducted on the options provided to employees, for their feedback and effectiveness of this new change. The employees had been provided with 3 flexible weekend options containing all details regarding working hours, work schedule, effect on leave entitlement etc. These options were circulated to all employees, and a meeting was conducted to address any questions on the options provided. Employees adopted the new options and a survey was conducted to evaluate the Effectiveness of the new weekend policy and its impact on business and team performance after the 3-month mark. The survey questions were categorized based on employees personal, team and business perspectives. Employees were sent a link to complete the survey online regarding their feedback and evaluation A total of 86.5% of SNOC employees have participated in the survey, 13.5% of employees did not participate due to non-interest or absence from work. The results showed that 87.16% of employees are willing to stick with their current weekend selection for the remainder of 2022, 12.84% of employees wanted to change their option due to personal convenience and productivity levels. Majority of employees have agreed that employee morale has increased and work-life balance has improved based on the new weekend policy change. 87% of employees have agreed that there has been no negative impact on their "personal" work productivity and 74% of employees have agreed there is no negative impact on "team" productivity due to the weekend change. Only 7% of employees agreed that the new weekend policy caused disruptions in day-to-day communications with colleagues and 6% agreed there was a negative effect on communication with vendors and other business entities. Overall majority of employees have been positively impacted with the changes and agreed that the flexible options have provided them with more work life balance and has not impacted their work productivity. However, employees have remained neutral on the increase of employee engagement since the policy update. This paper helps to give better insight on how flexible weekend options can improve employees work life balance and productivity by giving them the flexibility to choose their own work schedule based on their convenience.
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Biswas, Arpan, Yong Chen e Christopher Hoyle. "An Approach to Flexible-Robust Optimization of Large-Scale Systems". In ASME 2017 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/detc2017-67221.
Testo completoAbstract (sommario):
Though Robust Optimization has proven useful in solving many design problems with uncertainties, it is not suitable for certain problems which have sequential options in the decision making process. In this work, an integration of a Real Option model with the Robust Optimization technique is presented. This approach aims to eliminate the shortcomings of robust optimization for sequential decision making problems. We provide an example of applying this new integrated model to the operational control of a single reservoir of the Oregon-Washington Columbia River system by optimizing the flexibility of the system. Flexibility for an engineering system is the ease with which the system can respond to uncertainty in a manner to sustain or increase its value delivery through decision-making. In this paper, we define flexibility as the amount of water left in the storage reservoir to produce electricity after meeting demand. Real Option analysis is an economic tool which helps to value the multiple courses of actions in a decision: that is to either sell the flexibility or hold it for future use based upon the future value of flexibility. Selling flexibility causes one to lose some future value because one may be forced to repurchase that flexibility from the market at higher prices later due to shortages; Real Options analysis values future purchases to support decision-making. Robust optimization focuses on for selling the flexibility in a daily market and gives an optimal result by maximizing net revenue, considering all the physical and operational constraints of the reservoir to avoid floods or other environmental calamities. Net revenue is defined as cost of selling and cost of future purchase of the flexibility. We provide an optimization result of 27 random inflow scenarios which gives high, medium and low flexibility to allocate using the integrated model. We compare the optimal solutions given by the integrated model with that given by robust optimization. The integrated real option-robust optimization model improves the revenue from allocating flexibility as much as 40 percent over the robust optimization result.
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Eldridge, Bryan, e Cameron Stevens. "APPLYING A GENERATIONAL-ORIENTED AND FLEXIBLE ASSESSMENT AND EVALUATION FRAMEWORK TO DELIVER HIGHLY PERSONALIZED AND EFFICIENT LEARNING ACTIVITIES". In eLSE 2017. Carol I National Defence University Publishing House, 2017. http://dx.doi.org/10.12753/2066-026x-17-164.
Testo completoAbstract (sommario):
For the first time in workplace history, there are five generations are in the workplace simultaneously: the Traditionalists (born between 1925 and 1945), the Baby Boomers (born between 1946 and 1964), Generation X (born between 1965 and 1980), Generation Y (born between 1981 and 1994), and the Millennials (born after 1995). Accommodating the unique learning and development needs of such a diverse spectrum of learners in the organizational enterprise have provided significant procedural and cultural roadblocks for facilitating efficient learning content delivery and personalization. A potential strategy in assessing this complex challenge is implementing a set of flexible assessment options that allow individuals to choose evaluation options and evidence types that best suit their individuality within a framework that is focused on supporting accepted common generational traits. For example, Baby Boomers have excellent team work skills and thrive on adrenaline-charged assignments while Millennials are more technologically dependent and are often more worried about the perception of success rather than actual achievement. Such an approach provides learning and development professionals a repeatable and highly customizable strategy for meeting the broad spectrum of requirements and support for a highly heterogeneous audience. This paper will examine how such a framework can be utilized to add efficiency and personalization to online learning delivery while still providing the flexibility for individuality without restrictions due to generational positioning. This type of approach allows for a generalized strategy of personalization that has been long on promise but short on delivery, particularly in the areas of learning and development.
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Liu, Song, Yongjun Du e Wentai Yu. "Small Size Steel Catenary Riser S-Lay Installation With Flexible Joint as 2nd End: Difficulties and Solutions". In ASME 2022 41st International Conference on Ocean, Offshore and Arctic Engineering. American Society of Mechanical Engineers, 2022. http://dx.doi.org/10.1115/omae2022-79231.
Testo completoAbstract (sommario):
Abstract S-lay installation of a 6-inch small-sized SCR with flexible joint assembly in the 2nd end is investigated in this paper. Due to the huge difference in external dimensions, weights and bend stiffnesses between the riser pipe and the flexible joint, passing through the S-lay vessel stinger of the flexible joint assembly poses a big challenge to the strength integrity of the overbend section of the SCR, especially the steel pipe at the connection with the flexible joint body. This paper summarizes the engineering approach and FE analysis work that were carried out in order to reduce the maximum strain in the critical riser overbend section. These engineering approach options include design of a long tapered stress joint type shroud, an extended upper shroud, or an installation aid in large diameters, to facilitate installation of flexible joint assembly travelling along the stinger. The latter approach is selected for detailed design which lays the engineering groundwork for successful pre-laid operation of the 6-inch SCR with flexible joint.
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Perko, Janez, Dirk Mallants, Geert Volckaert, George Towler, Mike Egan, Sandi Virsˇek e Bojan Hertl. "Modelling Approach to LILW-SL Repository Safety Evaluation for Different Waste Packing Options". In The 11th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2007. http://dx.doi.org/10.1115/icem2007-7069.
Testo completoAbstract (sommario):
The key objective of the work described here was to support the identification of a preferred disposal concept and packaging option for low and short-lived intermediate level waste (LILW-SL). The emphasis of the assessment, conducted on behalf of the Slovenian radioactive waste management agency (ARAO), was the consideration of several waste treatment and packaging options in an attempt to identify optimised containment characteristics that would result in safe disposal, taking into account the cost-benefit of alternative safety measures. Waste streams for which alternative treatment and packaging solutions were developed and evaluated include decommissioning waste and NPP operational wastes, including drums with unconditioned ion exchange resins in overpacked tube type containers (TTCs). For decommissioning wastes, the disposal options under consideration were either direct disposal of loose pieces grouted into a vault or use of high integrity containers (HIC). In relation to operational wastes, three main options were foreseen. The first is overpacking of resin containing TTCs grouted into high integrity containers, the second option is complete treatment with hydration, neutralization, and cementation of the dry resins into drums grouted into high integrity containers and the third is direct disposal of TTCs into high integrity containers without additional treatment. The long-term safety of radioactive waste repositories is usually demonstrated with the support of a safety assessment. This normally includes modelling of radionuclide release from a multi-barrier near-surface or deep repository to the geosphere and biosphere. For the current work, performance assessment models were developed for each combination of siting option, repository design and waste packaging option. Modelling of releases from the engineered containment system (the ‘near-field’) was undertaken using the AMBER code [1]. Detailed unsaturated water flow modelling was undertaken using the HYDRUS code [2], where the degree of engineered barrier degradation with time is accounted for in each packaging option. Water fluxes relating to each degradation level were then incorporated into the AMBER models for further radionuclide transport calculations appropriate to each packing solution. The approach proved to be highly flexible, transparent and effective in terms of calculation time. Results demonstrate that all waste streams could be accepted at the preferred site with the surface repository option, under the condition that all decommissioning waste would be grouted into high integrity containers. The use of high integrity containers is also recommended for all other waste streams. Results from the detailed analysis further showed that in-drum-dried ion exchange resins in TTCs would be acceptable when grouted into high integrity containers, thereby avoiding the need for complicated processing and repackaging.
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Margarone, Michele, Stefano Magi, Giuseppe Gorla, Stefano Biffi, Paolo Siboni, Gianluca Valenti, Matteo C. Romano, Antonio Giuffrida, Emanuele Negri e Ennio Macchi. "Revamping, Energy Efficiency and Exergy Analysis of an Existing Upstream Gas Treatment Facility". In ASME 2010 4th International Conference on Energy Sustainability. ASMEDC, 2010. http://dx.doi.org/10.1115/es2010-90213.
Testo completoAbstract (sommario):
Surface oil and gas treatment facilities in service for decades are likely to be oversized due to the natural depletion of their reservoirs. Despite these plants might have been designed modularly, meaning they comprise multiple identical units serving the same task, such units operate often in conditions far from the design point and inefficiently. This work analyzes the revamping options of an existing upstream gas facility, which is chosen because representative of a wide set of plants. A flexible numerical model, implemented in the HYSYS environment and dynamically linked to an Excel spreadsheet, includes the performance maps of all turbo machineries and the main characteristics of the investigated modifications in order to run simulation for many gas input conditions and to predict the performance over a year of operation and for different possible future scenarios. The first objective is to assess economically the considered options, which shall be applied only if yielding short return times of the investment since the reservoir is mature. Moreover, all options are appreciated adopting a figure of merit, here defined, that compares the overall energy consumption to that calculated with state-of-the-art technologies. In addition, an exergy and an environmental analyses are executed.
8
Lawson, Brie, Fernando Aguilar, Lauren Knop e Craig M. Goehler. "The Effects of Shoe Architecture on Heel Impact Forces During Gait". In ASME 2013 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/sbc2013-14184.
Testo completoAbstract (sommario):
In the current athletic footwear market, there exists a range of shoe architectures that offer a variety of support and flexibility options. The importance of footwear type has proved to be significant in the prevention of acute injuries due to impact forces [1, 2]. It has been shown that impact forces have most often been implicated in overuse running injuries, such as stress fractures and plantar fasciitis [2]. Additionally, material properties of damping elements, such as shoes, have demonstrated an effect on impact forces. Athletic footwear is categorized by the attribute of flexibility. The natural flex observed in the sole determines the flexibility; a more flexible shoe flexes closer to the mid-foot region, while a shoe designed for stability will flex closer to the ball of the shoe. Prior work has quantified the material stiffness of different shoe architectures with stability shoes possessing higher material stiffness than flexible shoes [3].
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Eng, Nathan, Marco Aurisicchio, Rob Bracewell e Gareth Armstrong. "Mapping for Design Decision Support in Industry". In ASME 2012 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/detc2012-70959.
Testo completoAbstract (sommario):
There has been a significant loss of spatial thinking support in the move from paper to computer-based work. Map-based software methods reported here fill this gap while resolving general challenges in deploying software tools into active industrial practice. The Decision Rationale editor (DRed) has been in use over nine years and 700 engineers have been trained within the partner company. Semi-structured interviews were performed with 13 engineers from diverse departments and with a range of experience levels. Collected examples were analysed for successful methods (what), common contexts of use (where) and advantages over existing tools (why). Map use seems to focus on problems where multiple poorly defined options need sorting in order to progress work. The diversity of use cases demonstrates a need for increased investment in flexible visual tools to aid human thinking. Future work will expand on the set of collected examples, including attempts to generalize lessons to other software. More detailed experiments are also needed to better understand specific cognitive benefits in the work environment.
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Bhatt, Prahar M., Max Peralta, Hugh A. Bruck e Satyandra K. Gupta. "Robot Assisted Additive Manufacturing of Thin Multifunctional Structures". In ASME 2018 13th International Manufacturing Science and Engineering Conference. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/msec2018-6620.
Testo completoAbstract (sommario):
Thin multifunctional structures need to be composed from many different materials. Currently, very few additive manufacturing processes are capable of working with multiple materials. Additive manufacturing processes that work with multiple different materials pose significant constraints on material options. This significantly limits the kind of multifunctional structures that can be produced using additive manufacturing. A robot assisted sheet lamination based additive manufacturing system is developed in this paper. The system utilizes a 6-DOF robotic manipulator to perform the manufacturing operations such as cutting, assembly, tape-layup, and bonding to build the part layer by layer. A flexible ornithopter wing have been built using the proposed system. We have characterized the system in terms of part performance as well as automation efficiency.
Rapporti di organizzazioni sul tema "Flexible work options for mothers"
1
Keeble, J., S. Clemens e N. Gilby. Life Study: Qualitative work with lone mothers: Exploring options for contacting non-resident fathers. Ipsos MORI Social Research Institute, 2016. http://dx.doi.org/10.14324/000.rp.1485696.
Testo completo
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Bano, Masooda. The Missing Link: Low-Fee Private Tuition and Education Options for the Poor – The Demand-Side Dynamics in Pakistan. Research on Improving Systems of Education (RISE), settembre 2022. http://dx.doi.org/10.35489/bsg-risewp_2022/113.
Testo completoAbstract (sommario):
Low-fee private schools are today recognised as important players in the education market in developing countries, as they are argued to provide at least marginally better education than is on offer in the state schools. Leading international development agencies have begun encouraging governments in developing countries to include them within the policy-planning process. Based on fieldwork in two urban neighbourhoods in Pakistan, this paper shows that low-income parents are keen to secure good-quality education for their children, but they have to choose not only between state schools and low-fee private schools but also from among an array of low-fee tuition providers in their immediate neighbourhood to ensure that the child can cope in class, complete daily homework assignments, and pass exams in order to transition to the next grade. The evidence presented in this paper suggests that whether their child is enrolled in a state school or in a low-fee private school, the parents’ dependence on low-fee tuition providers is absolute: without their services, the child will not progress through the primary grades. Yet the sector remains entirely under-researched. The paper argues for the need to map the scale of this sector, document the household spending on it, and bring it within policy debates, placing it alongside low-fee private schools and state schools in order to provide access to primary education to all and improve the quality of education. At the same time it complicates the existing debates on low-fee private schools, by showing that parents on very low incomes — in this case households where mothers are employed as domestic workers and fathers are in casual employment — find them inaccessible; it also shows that household spending on education needs to take into account not just the charges imposed by low-fee schools, but also the cost of securing religious education, which is equally valued by the parents and is not free, and also the cost of paying the low-fee tuition provider. When all these costs are taken into account, the concerns that low-fee private schools are not truly accessible to the poor gain further traction. The paper also shows that mothers end up bearing the primary burden, having to work to cover the costs of their children’s education, because the core income provided by the father can barely cover the household costs.
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Motel-Klingebiel, Andreas, e Gerhard Naegele. Exclusion and inequality in late working life in the political context of the EU. Linköping University Electronic Press, novembre 2022. http://dx.doi.org/10.3384/9789179293215.
Testo completoAbstract (sommario):
European societies need to increase the participation in work over the life course to support the provision of qualified labour and to meet the challenges for social security systems under the condition of their ageing populations. One of the key ambitions is to extend people’s working lives and to postpone labour market exit and retirement where possible. This requires informed policies, and the research programme EIWO – ‘Exclusion and Inequality in Late Working Life: Evidence for Policy Innovation towards Inclusive Extended Work and Sustainable Working Conditions in Sweden and Europe’ – aims to push the boundaries of knowledge about late working life and the potential of its inclusive and equal prolongation via a theoretically driven, gender-sensitive combination of multi-level perspectives. EIWO takes a life course approach on exclusion and inequality by security of tenure, quality of work, workplaces, and their consequences. It identifies life course policies, promoting lifelong learning processes and flexible adaptation to prolong working lives and to avoid increased exclusion and inequality. Moreover, it provides evidence for policies to ensure both individual, company and societal benefits from longer lives. To do so, EIWO orientates its analyses systematically to the macro-political contexts at the European Union level and to the policy goals expressed in the respective official statements, reports and plans. This report systematizes this ambitious approach. Relevant documents such as reports, green books and other publications of the European Commission (EC), the European Parliament (EP), the Organisation for Economic Co-operation and Development (OECD), as well as those of social partners and research institutions, have been systematically scanned and evaluated. In addition, relevant decisions of European summits have been considered. The selection of documents claims completeness regarding relevant and generally available publication, while relevance is defined from the point of view of EIWO’s interests. It is the aim of this report to provide a sound knowledge base for EIWO’s analyses and impact strategies and to contribute to the emerging research on the connection between population ageing and the European policies towards productivity, inclusiveness, equity, resilience and sustainability. This report aims to answer the following questions: How are EIWO’s conceptual classification and programme objectives reflected in the European Union’s policy programming? How can EIWO’s analyses and impact benefit from a reference to current EU policy considerations, and how does this focus support the outline of policy options and the formulating of possible proposals to Swedish and European stakeholders? The present report was written during early 2022; analyses were finalized in February 2022 and represent the status until this date.