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Sep 23, 2022

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Please provide a discussion essay response for the following:
Discussion Board Question: “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?
The objective of these benefits were designed to assist families with children to help take some of the burden off of the employee and allow them to remain competitive in the job market. Many times, however, these services take on roles that create an imbalance in the workforce and begin to be more supportive and liberal on the side of those with children and families. This was not the intended design of the service but like many services, they have the potential to morph into something else than the intended service.
In some cases, there is an imbalance in the benefits between those with children and those without. It is the responsibility of management to create a diversified workforce with training programs, education programs, and alternative family-friendly work arrangements. Having these modified programs allows for greater recruitment, retention and helps increase productivity (Nigro et al., 2014). Another consideration is the difference between those with children and those without children have more liberty than those with children. And depending on the countries standards of family-friendly conditions, the gap between the level of happiness may be less, depending on the generosity of the family-friendly policies (Glass et al., 2016).
The plan of promoting work-life balance begins with the employer to creating flexibility and accommodations for its workforce, those with and without children. There are many unpredictable elements that take place in life and many of these are compounded when you add children, elderly family members, and blended family circumstances to an already busy life. Employees should have the liberty to take off or come in late if proper procedures are met, without the consequences of demerit or fines (Fuller & Hirsh, 2019). It is in the best interest of the company to work with their employees to make accommodations for these circumstances. Employers must understand the purpose of these programs and take care not to fall into the belief that their employees who do not have children can work longer hours or do more for the company than those with children. This belief will cause employees to feel under-appreciated and may create a rift between the two types of employees. Some employees without children may take the stance that the employee with children made the choice to have children and it is just something they need to figure out, and the work load needs to be carried evenly; however, this type of thinking only causes more division and creates dissention among fellow employees. This is why employers must create programs and policies that each employee must agree to and adhere to at the time of employment. These policies must adhere to federal and state laws and may not discriminate against the employee in anyway. The policy should also be written in such a way that it helps the employee and the employer work in an environment that is conducive to a healthy family-friendly atmosphere.
It is just as important for the employer to create policies for childless employees that are fair and are non-discriminatory. The policies must be balanced and flexible and should encompass all unforeseen family-life circumstances, regardless if the employee has children or not (Fuller & Hirsh, 2019). Flexibility is key to the success of any family-friendly policy and should be accommodating, regardless of what the circumstance is. These types of policies will be a benefit to the company and has the potential to create employees that are willing to work harder our of a heart of appreciation of the employee and thankfulness for the care policy the company has in place (Sifuna-Evelia, 2017). Many companies already have policies in place for religious beliefs and support hem and allow for time off or adjusted schedule so that the employee can participate in their religious beliefs without the fear of being fired or facing some type of write-up (Etherington, 2019). The Word of God says that, “There is neither Jew nor Greek, there is neither slave nor free, there is no male and female, for you are all one in Christ Jesus (English Standard Version Bible, 2001, Galatians 3:28).
The main result is that employees had a safe and healthy workplace environment where they can work, earn an income that they can excel in and provide for the future they are building, regardless of family, creed, or religion.
Reference
English Standard Version Bible, (2001). ESV Online. https://esv.literalword.com/
Administration & Society, 42(7), 755–779. https://doi.org/10.1177/0095399710378990
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 education spectrum. Work
and Occupations, 46(1), 3-44. https://doi.org/10.1177/0730888418771116
Glass, J., Simon, R. W., & Anderson, 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., and 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

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