Age Demographics, Executive Summary, and Compile Project

GENDER AND WORK-LIFE BALANCE 1

GENDER AND WORK-LIFE BALANCE 4

Gender and Work-Life Balance

Jermaine Griffin

Columbia Southern University

Gender and Work-Life Balance

Introduction

The Fig Technologies which is a global technology solution has intentions of expanding its product lines and services to different parts of the world. Presently, the company is in need of project managers to take up the project managing roles in two geographic areas targeted for expansion plans (Qatar and Germany). However, the company does not only want to recruit a project manager for the two locations but rather intends to put into consideration other important factors like gender and work-life balance. Hence, this essay shall focus on addressing issues regarding gender and work-life balance to ensure that Fig Technologies makes a solid and reliable decision on the most suitable candidates to occupy the project manager positions in the two geographic locations.

Gender demographics

At Fig Technologies, employees are from both genders even though the male gender exceeds female gender by approximately 10%. Going with the demanding roles and expectations of the project manager position, the pay should not go below the set minimum project manager salary pack which ranges at 30,000/mo in Qatar and €17,500 in Germany per month. The individual taking up the position must be highly qualified and with project management experience in the technologies sector. Any employee of any gender can take up the position as long the set requirements are met. This is more so because according to the manner in which the organizational structure is arranged, both genders seems to occupy different positions in the managerial and subordinate positions.

Advantages and disadvantages

A flexible work schedule and work responsibilities are beneficial because they will grant the individuals holding the positions the chance to operate in a flexible manner without fatigue and unnecessary pressure. Flexible schedules also pave way for other engagements that might come in as necessary to be handled proficiently (Karkoulian, Srour, & Sinan, 2016). However, flexibility can attract time mismanagement hence compromising project goals achievement. Flexible work responsibilities can lead to ignorance on the part of project manager because the roles are flexible and hence can be pushed for another time and this can lead to underperformance.

Potential human resources benefits of offering child and elder care in the organization

Offering child and elder care in the company can come with a lot of human resource benefits. For starters it is a major motivator for the employees as they will feel valued and cared for by the organization. Motivation helps to increase performance level especially because the employees would not have to care or worry about their children and elderly (Nicolson, 2015). Moreover, the time that could have been taken to offer care and support to children and elderly would be used to execute organizational tasks.

Work-life balances regarding achieving greater results for the organization

According to Toffoletti, & Starr, (2016); work and life requires massive balancing as this is the position that enables an employee to achieve better results for the organization. An employee should work for the allowed number of hours so that he/she can have time to attend to family and personal matters. The reason is that personal and family issues can affect organizational performance. Also, personal and family issues should not be allowed to extended to work place something that means limits should be place so that the employee can have a balance between work and life.

Conclusion

Work and life balance is an important thing that an organization should put in consideration and make sure that employees have time for their organizational responsibilities as well as personal and family issues. For the Fig Technologies, the project manager positions can be occupied by any gender but the company has to offer a compensation package as per the state of operation compensation federal demands.

References

Karkoulian, S., Srour, J., & Sinan, T. (2016). A gender perspective on work-life balance, perceived stress, and locus of control. Journal of Business Research, 69(11), 4918-4923.

Nicolson, P. (2015). Gender, Power and Organization: A psychological perspective on life at work. Routledge.

Toffoletti, K., & Starr, K. (2016). Women academics and work–life balance: Gendered discourses of work and care. Gender, Work & Organization, 23(5), 489-504.