Work-Life Balance: Not Just for Mothers - Essay Sample

Introduction

Work-life balance is an equilibrium state which demands working individual to have equality of family life, personal life, and professional life (Hellmund, 2012). Working factors such as long hours dedicated to work, over-working and non-conducive working environment affect the health of workers and therefore posing a threat to family responsibilities.

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My argument is against the statement that work-life balance is only relevant to mothers. A child belongs to both each of the parent has a different role to play in toddlers life. Good parenting involves both parents having active participation in a kid's life. Fathers are not limited to the role of being a breadwinner only; they also influence social and academic behavior of their children (Hellmund, 2012). For the new-born babies, mothers are believed to provide emotional support while fathers are left with the responsibility to provide security. At this age, babies need equal attention from both parents for them to grow as groomed babies (Brug & Van der Maas, 2015).

At the stage of toddlers, the father takes up the role to guide and help the young one explore different limits. Here the mother is tasked of carrying out house chores. Scientist believes that the father has greater responsibilities in impacting the lives of their children at this stage (Brug & Van der Maas, 2015). A child has confidence in taking up the steps, and the teaching learned from the father. When a kid starts schooling, father install s confidence to the kid and always seek approval from them. Mothers are believed to be more protective; thus the absence of a father from the child may deprive them confidence and independence (Klopping, 2012).

A Focus on Managing Diversity Is Incompatible With Ensuring Equality at Work

Diversity at the workplace is defined as differences between people working in the organization; these differences are age, tribe, race, religion, gender, sexual orientation, ethnic groups, and citizenship status (Gravells & Simpson, 2012). On the other hand, equality at the workplace means people are getting equal opportunities, fair treatment, and acceptance regardless of their differences. The difference may be nationality, gender, age, religion, race and also physical condition.

My argument for this statement is against the statement, "A focus on managing diversity is incompatible with ensuring equality at work." Diversity and equality at work have similar characteristics to the factors that constitute them. Diversity refers to how an individual is identified and the perception that others have while equality is the freedom granted to employees to do and pursue what has a reasonable value to them.

The main aim of managing diversity is to provide skills, needs, and proper background to engage employee with their co-workers and the company itself in a way that works environment is optimal and yields good business results. Equality and diversity at the workplace are centred in initiating the outcome. For both to succeed, they ought to be applied as one entity of practice and be incorporated into the company's culture (Ogden, 2017).

In Western countries like the UK, big companies disclose news about gender pay (Kumra & Manfredi, 2012). By doing this, talented individual reviews pay gap before sending a job application. It demonstrates gender equality pay and would, therefore, attract a pool of skilled workers who in turn drives the success of the company.

References

Brug, J., & Van der Maas, E. (2015). Finding work-life balance. Floris Books.

Gravells, A., & Simpson, S. (2012). Equality and diversity in the lifelong learning sector. Exeter: Learning Matters.

Hellmund, M. (2012). Work-life balance. Munich: GRIN Verlag GmbH.

Klopping, L. (2012). Work-Life-Balance (pp. 1-24). GRIN Verlag, 2012.

Kumra, S., & Manfredi, S. (2012). Managing equality and diversity (pp. 1-17). Oxford: Oxford University Press.

Ogden, C. (2017). Equality & diversity. Crabtree Publishing Company.