In at least 275 words, reply to the original poster, based upon the original prompt. The response must present new information and be based upon information obtained from three scholarly, peer-reviewed journals or case studies within the past 5 years. Must be in APA 7 format and references should include the DOI link.
Do you believe family-friendly benefits, flexible schedules, and child care services creates conditions under which employees without children are treated less generously than those who are eligible because they have children? If so, why? If not, why?
Original Poster (Jody Bullard)
Diverse workforce management has become an integral part of many management. Further training programs and alternative, “family-friendly” forms of work. A key recruitment and retention strategy and a critical factor in improving productivity (Nigro et al., 2014). Creating fair framework conditions for all employees is also important within the organization. In addition to family policy, many other factors influence self-disclosure. Happiness to all nations. However, it is more generous than countries with fewer conditions. Policy, the satisfaction gap between parents and non-parents
More tolerant family policies (Glass et al., 2016). I think the most staff are receiving treatment even if these people do not have children, they are generous. glass etc. (2016) Note Employer and market-driven will provide more housing for most workplace housing and workers in the United States. Market power is easier to come by than working parents who need it most. Also, assume that those with children will need to reschedule upon request it will be presented to the employer for consideration of the reason for the schedule change. In this case, she should not be discriminated against.
A central policy for promoting a working life is flexible planning. More autonomy and control over when and where they work. time flexibility or working hours. Flexibility – Allow employees to meet family needs and handle unpredictable family situations such as B. School closures and sick children or caregivers (Fuller & Hirsch, 2019). These work-life and flexibility policies your organization has established help in effective management and affect productivity. Additionally, some employers may think that workers must work without children.
Long time. I think it’s important to support parents and childless people. For example, flexibility should be appropriate for all workers and more important for mothers because they are disproportionately shouldering childcare and work responsibilities. On the other hand, childless workers should not be discriminated against. for example, workers without children suffer from the following situations: B. Parents who live with them are ill and siblings can be left alone to provide for distant relatives and friends. Therefore, by reducing the job performance gap among mothers and childless women, flexibility aims to balance the competitive landscape
at work (Fuller & Hirsh, 2019). Scheduling is the most viable policy to support working life. Flexibility, in this case, indicates that workers have greater autonomy. flexible working agreements also help reduce employer bias and eliminate wage inequality this discourages hiring in more desirable companies (Fuller & Hirsh, 2019). Additionally, the pandemic has changed the working lives of many people today infected with the virus. For example, many employees are encouraged to work full-time, redefining traditional telecommuting concepts that apply only in certain ways. Occasionally or due to special employee circumstances (Xiao et al., 2021). Enterprise had to implement policies that appeal to parents who are working from home during this crisis.
Companies don’t always accept employees with children as employers. There is no obligation to bypass individual reservation requests. After all, circumstances can cause family responsibilities and parent-child relationships. Additionally, employers can ban employees from posting time due to failures that may interfere with work. Employers cannot require this from their employees who work on a specific schedule that may discourage religious alignment. By contrast, the norm for religious placement is lower than disability, but companies should accommodate a genuine religion that coordinates staff work schedules. To understand and respect employees’ religious identities and beliefs and may even benefit from those beliefs. The significance of this study is crucial in understanding how religion and work are like effectively integrated (Etherington, 2019). Employers and employees also consider employee welfare when caring for others (Sifuna-Evelia, 2017). companies need to understand the religious beliefs of employees within the company to resolve conflicts between employees. Freedom to express religious beliefs in the workplace is therefore a fundamental human right. The workplace is considered to be a tolerant place where people can communicate with religious people. Belief (Etherington, 2019). I believe that all employees should be treated fairly without children or their religious beliefs. In Galatians 3:28 (KJV) the Bible declares: No Jew, no Greek No bondage, no freedom No man, no woman You are Believers must know that all people must be treated equally. Children or no children.
Etherington, M. (2019). Religion as a workplace issue: a narrative inquiry of two people—one Muslim and the other Christian. SAGE Open. https://doi.org/10.1177/2158244019862729
Fuller, S., & Hirsh, C. E. (2019). “Family-friendly” jobs and motherhood pay penalties: the impact of flexible work arrangements across the educational spectrum. Work and Occupations, 46(1), 3–44. https://doi.org/10.1177/0730888418771116
Glass, J., Simon, R. W., & Andersson, M. A. (2016). Parenthood and happiness: effects of work-family reconciliation policies in 22 OECD Countries. American Journal of Sociology, 122(3), 886–929. https://doi.org/10.1086/688892
Nigro, L., Nigro, F., & Kellough, J. (2014). The new public personnel administration. 7th. Independence, Kentucky. Cengage. ISBN: 97811337324284
Sifunda-Evelia, M. (2017). Human resource management practices: A biblical perspective. Singapore: Partridge. ISBN: 9781543742282.
Xiao, Y., Becerik-Gerber, B., Lucas, G., & Roll, S. C. (2021). Impacts of working from home during covid-19 pandemic on the physical and mental well-being of office workstation users. Journal of Occupational and Environmental Medicine, 63(3), 181–190. https://doi.org/10.1097/JOM.0000000000002097