Times have changed. From the time the husband earned, and the wifestayed at home to the time now when the husband earns and the wife earnstoo. But the wife still cooks and washes and runs the house. So, how doesshe balance her migrating work with life at home.
Although, over the years women in India have struggled to establishan identity & create a mark in the social as well as in the organizational platforms.women throughout the world are leveraging their power as leaders in every platform as a Manager,Engineer,docter,teacher etc & accept the migrating job challenging role too by choosing the carrer as a journalist,Air hostess,corporate trainer & in pharmaceutical Industry and paving the way for a future where girls feel empowered to join the profession. But challenges exist more in travelling job , including balancing community and family life with the demandsof a time-consuming profession, and navigating the touchy landscape of gender stereotypes thatexists in many societies.
At the earlier stage, Women who lived alone described themselves as idealemployees, available for long working hours, traveling and sometimes alsoto move from one location to another rather easily. Thus, they saw theirpersonal life situation as advancing their opportunities in working life.
But Women at midlife, often characterised as part of the sandwich generation, havepersonal and travelling work-related needs ,Work-family balance is a key issue as theydeal with the potentially conflicting demands of their travelling careers, children andchild care, elder care, and other personal life issues. Social support is a critical resourcefor working women to enabletheir continued success in both work and family domains. Women at midlife typicallytake stock of the priorities in their lives and make adjustments that allow them toalign their activities with their internal values; this often involves increasing the time
they devote to family.
Women who had spouses faced dual-career-couple challenges. The focus was on thespouses’ work opportunities . This situation was sometimes solved by spouses living indifferent place; intentionally looking for an opportunity to work for the same employeror just looking for a new job at the wife’s place. Sometimes that limited women’sopportunities in working life.
Moreover, the situation of being a mother of young children also sometimes affected females’ attitudes towards their work and career and they confided that their travelling career and work was no longer so central in their life: .” Usually, it goes the way that woman is the one who stays at home and the man continues his career. The seesaw dimension also emerged within different life stages,& in stage of Employment there is stress associated with the job itself, including work overload, the hours of working, decision-making atitude, and the physical work environment, role-based stress includes role conflict,role ambiguity, and job responsibility, changing nature of interpersonal relationships & career stress refers to the lack of opportunity for career development and promotion, as well as job insecurity.
On other hand stressors associated with the work–family interface, including conflictsof loyalty,spillover of demands from one domain to the other, and life events.Consistent withstressors associated with the job itself and work demands, shift
work hours have a significant effect on the physical, psychological, and emotional well-being ofwomen employee. shift work is significantly related to greater marital disagreements and child-related problems , posechallenges for amid career women who is in migrating job, trying to negotiate the work–familyinterface,Thus The multiple roles in modern societies, for instance as employees,
parents or spouses, have been found to either enrich lives or cause conflicts in them.
In other words, experiences in one role diminish or improve the quality of life in another role. Balance between these two life spheres has been defined as “satisfaction and good functioning at work and at home with a minimum role conflict” In this study, we
focus particularly on female who is in migrating job & taking account of both positive and negative sides of worklife conflicts as well as enrichment takes place, broadening the view of private life reconciliation.
Know more about the Author, Mr.Arvind Sharma, in his own words :It gives me a great pleasure to pen down this article which sums up my 19 years of experience. I have been Fortunate enough to be an actual witness to the situations presented in the case.
I also have been fortunate enough to head PPC department a critical section of supply chain management in two reputed companies of India.
- Alok Industries
- Auro Weaving Mills (Vardhman Group )
My First tenure with Auro Weaving Mills ( Vardhman Group ) where I joined as an Executive in March 2000 and became a Senior Manager PPC and Raw Materials in a short span of Five years ,has taught me , never say die attitude. I consider myself extremely lucky to work under the guidance of one of the most knowledgeable person in textile industry. The class of Mr Sachit Jain, Executive Director Vardhman is non-comparable. There never will be a person of his calibre to Head a textile conglomerate.
Most of the facts summarised in this article is a tip of actual situations hand during my course of experience in Auro Weaving and Bharat Vijay Mills. I have personally encountered these situations and summarised the real facts for smooth working of the company. Off course the guidance provided by my seniors deserve a special round of applause. It only because of their help and guidance, I have today rises to the position of A. V.P in one of the biggest textile conglomerate of India, The Alok Industries. Also my special thanks to Mr Tulsi Karnani CEO Alok Industries weaving division who has been instrumental in my rise to this higher position.
My special thanks to all my friends and Collegues. And last but not the least my thanks to my wife and son without, them I could have never completed this task.