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Homecare  

discussion post: household division of labour

Yesterday
Coming from a modern European household growing up and currently, more time there has been a noticeable shift in division of labour. Just as an observation, the shift means there is increased interaction with the father with his children and care. There is also a slight increase of his involvement with time management of household chores although his role is still smaller than the female's. Both Altintas and Sullivan and Wax see evidence pointing to household distribution of labour in terms of work-life balance where the female has a greater role in labour regardless of her full time employment status.

Coltrane finds distribution becomes an issue where patterns shift after children enter the household. Coltrane reports many household activities are shared but that the female bears the major responsibility of child care. The child care changes the level of perceived fairness, presents possible resentment if not discussed, and the pattern changes to balance between mother and father.

This is true of the household in which I grew up and the household I live in now. At the heart of the home is mother. We were constantly seeking her involvement, she advice, and ultimately, her permission. Our father was either busy working, watching the games on television, or working on a woodworking project. Mother had other hobbies but much of her interests turned to us kids. She works just as much as father but also, it seemed time was always short for what she wanted to do. Aside from her birthday or holidays, yet, as we got older, she joined a book club and Facebook helped her hang out with old friends. I did notice how she managed the house from kitchen (she loves to cook) to finances and even involvement with our school projects. It was clear that my parents enjoyed this arrangement and it is possible this may be learned from what they saw their parents do.

References

Altintas, E., & Sullivan, O. (2017). Trends in Fathers' Contribution to Housework and Childcare under Different Welfare Policy Regimes. Social Politics: International Studies in Gender, State & Society, 24(1), 81-108.

Coltrane, S. R. (1989). Household labor and the routine production of gender. Social problems, 36(5), 473-490.

Schieman, S., Ruppanner, L., & Milkie, M. A. (2017). Who Helps with Homework? Parenting Inequality and Relationship Quality Among Employed Mothers and Fathers. Journal of Family and Economic Issues, 1-17.

Wax, A. (2017). Family and Household Economics. The Oxford Handbook of Law and Economics: Volume 2: Private and Commercial Law.
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May 8, 2018
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Apr 29, 2018
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freelancewriter  EssayChatMar 31, 2018
My teacher suggested I could possibly talk about normalizing Down Syndrome kids and other children with genetic disorders...

Your teacher is expressing her own personal subjective belief and her obvious bias, because her suggestion already presumes the position that the desire not to have a child with Down Syndrome isn't a justification to terminate a pregnancy. That's fine if that's your choice, but there's nothing "wrong" with deciding that you don't want a child with Down Syndrome, and I'm saying that as someone whose younger brother had severe DS.

How about this as a thesis?: "If it is morally acceptable to terminate a pregnancy because someone doesn't want a child at that particular time, then it is also morally acceptable to terminate a pregnancy to avoid having a severely-handicapped child." The "con" position would include the argument that it's not morally acceptable to terminate a pregnancy for that reason because DS children can have worthwhile lives; and you'd also have to answer the question: "If it's OK to terminate a pregnancy for that reason, what about terminating a pregnancy because of the gender or eye color of the fetus?"
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Mar 28, 2018
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Mar 27, 2018
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job satisfaction among former students

Feb 10, 2018
Review on Employees' Job Satisfaction - Online Database Research

Global competition is creating challenges in business and to achieve excellence in this competitive global economy with rapid technological changes, the demand of highly skilled and professional employees is increasing in organizations. Organizations are trying to attract and retain skilled employees as these talented people always have opportunities, so it is the concern of firms to retain them. Satisfied employees are important asset for organizations' effectiveness Lack of satisfaction leads to lack of commitment with organizations which then increase turnover intentions and the organization or firm would have to meet with the cost of recruitment caused by turnover. Job satisfaction, defined as how content an individual is with his or her job, is the subject having prime importance for employees and organizational managers both and also most widely studied variable in organizational behavior research.

Job satisfaction, along with other factors, is strongly related to human resource management (HRM) practices and deficiency of effectual HRM practices reduces employees' jobs satisfaction . Number of studies are emerging in wide range of industries each showing that specific HRM practices like supervisory relationship, training and promotion, job rotation selection, performance appraisal and compensation packages are strongly associated to commitment with the organization and job satisfaction. Other reasons reported in literature are motivational factors such as recognition, work itself, opportunity for advancement, professional growth, and responsibility.

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With the rise of maternal employment childcare centers have become vital component of social infrastructure, and satisfaction of day workers contributes to quality of child care. Various factors contributing to job satisfaction of day care workers have been described in literature. It has been found that there is direct relationship between Educators' job satisfaction and daycare center's ownership weather it is non-profit-making and profit-making. Another study recounted that Working for parents' initiatives was associated with greater job satisfaction on average. Burnout and interaction with children has also been stated as significant factors for example in small towns of the Southwest in which Forty-one teachers from 10 daycare centers participated it was found that there is positive correlation between teachers' job satisfaction and their interaction with children and colleagues, resources and training, but negatively correlated to burnout.
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