Managing multiple roles_ppt_2

Editor's Notes

• #4: Changing Family Dynamics Families take on many forms and shapes, and yet they perform some of the same basic functions from culture to culture. Individuals within the family provide the following: Basic needs (such as food, clothing and shelter) Economic support Education Love and affection Nurturance Opportunities to have fun Protection Religious background Each individual in the family has certain roles. Your role as a son, daughter, sister, brother, niece, nephew, aunt or uncle is a given role that you acquired when you were born into the family. When you marry, you will assume a chosen role as husband or wife. Roles are defined by age and responsibilities. Parents are usually responsible for providing food and shelter. As children get older and enter the workforce, these responsibilities might fall partly on their shoulders. In relationships, it is important to communicate the roles you will be sharing or expected to fulfill to meet the needs of the family.
• #5: The stages of the family life cycle can be described as: Beginning Stage Childbearing Stage Parenting Stage Launching Stage Mid-Years Stage Aging Stage The stages do not occur in exactly the same way in all families. Some families can be in two stages at one time. For example, the same family could be living with an adolescent and launching an older child. Remember, the family life stages are fluid, without rigid boundaries, and they can encompass the emotional, intellectual, physical and spiritual aspects of life. What are the technological considerations related to the family life cycle? In which stage do you think people use the most technology? Why? Does technology have an impact on the family life cycle?
• #6: This stage of the family life cycle brings many changes to a couple. Not only are they having to adjust to individual changes, they are having to adjust to all the habits and quirks of the person they have just married. While this is a fun and exciting stage, it brings in a lot of challenges that each individual has to overcome. Adjust to married life Adjust to being away from parents Begin feeling independence Have a career Experience interdependence – learning to give and take from another person while maintaining your own individuality How can individuals in this stage manage assuming multiple family, community and wage-earner roles?
• #7: The couple is starting to add children to the family. They are realizing there are many adjustments that come along with this. They are learning that it is not only taking away their own free time and independence but also that their attention is now being focused on the baby instead of each other. They are having to make special adjustments in their schedules and routines to allow for time for the baby. What was once considered “free” time to do their own “thing” is now taken away by the added time needed for the baby or babies. How can individuals in this stage manage assuming multiple family, community and wage-earner roles?
• #8: Things are getting busier with the kids. They are now involved in extracurricular activities, and parents are now having to spend time transporting kids to different activities, go to school events and so forth. Parents are seeing that they have less time with each other. It is important at this stage for the parents to make “date” nights with each other and find other topics to discuss in order to keep their relationship healthy. Finances may get tight during this stage due to added expenses that children bring. It is important that both spouses share knowledge and decisions regarding the finances. They must set a budget and do their best to adhere to it. How can individuals in this stage manage assuming multiple family, community and wage-earner roles?
• #9: Children leaving home Children beginning college, careers and marriages Parents have to refocus on their own relationship Parents now relate to their children on adult levels Boomerang child – a young adult who returns to live with parents after a period of living away from home. How can individuals in this stage manage assuming multiple family, community and wage-earner roles?    
• #10: Some parents (mostly mothers) find themselves going through empty nest syndrome. It is important for these parents to find hobbies to fill their “extra” time. Mid-Years Stage Prepare for retirement emotionally/financially Help in support as adult children begin own families and careers Become grandparents Focus and/or begin friendships, hobbies, interest and travel “Empty Nest Syndrome” – a depressed state felt by some parents after their children have left home. How can individuals in this stage manage assuming multiple family, community and wage-earner roles?  
• #11: Begins at time of retirement Couples will be at varying ages - some take early retirement while others wait longer Couples break away from work to focus on each other, hobbies, friends and travel Grandparent roles continue and expand How can individuals in this stage manage assuming multiple family, community and wage-earner roles?
• #12: Nearly three-quarters of all mothers are in the labor force. Even among mothers with very young children, more than sixty percent are in the labor force. Unmarried mothers are more likely to work than married mothers. The most popular type of childcare arrangement for preschool children is center based.  In 2010, 48 percent of children ages 0–4 with employed mothers were primarily cared for by a relative—their father, grandparent, sibling, other relative—while she worked. This is not statistically different from the percentages in 2005 and 2002. Twenty-four percent spent the most amount of time in a center-based arrangement (day care, nursery school, preschool or Head Start). Fourteen percent were primarily cared for by a nonrelative in a home-based environment, such as a family day care provider, nanny, babysitter, or au pair. Among married couples, the combined weekly hours of husbands and wives are rising. In 1969, couples age 25-54 worked an average of 56 hours a week. By 2000, this had increased to 67 hours. Couples with children under 18 tend to work somewhat fewer hours than those without children—66 hours compared with 70 hours. Nevertheless, average combined hours have increased by almost 20 percent over the past three decades for both groups. The increase mostly reflects the fact that more and more women are working, with those who work increasingly likely to be employed year round. The average commuting time for workers who drive to work is 20 minutes each way. About one worker in eight spends 40 minutes or more driving to work.
• #13: The share of women in the labor force grew from 30 percent in 1950 to almost 47 percent in 2000, and the number of working women is projected to reach 92 million by 2050—on the basis of an annual growth rate of 0.7 percent. That same year, women’s share of the workforce is expected to be nearly 48 percent. How do families balance family and work? Today’s families share the household responsibilities. Each family is unique on how they deal with roles and responsibilities of the family. According to Sasse (2004), studies have shown that women who are married, have two children and are employed work an average of about 75-80 hours a week total including at home. Women still do the majority of the household duties such as laundry, cooking and cleaning. Men are responsible for the yard, vehicle maintenance, home repair and the household budget. Unless there is good communication concerning the distribution of roles and responsibilities of household, the parties involved will not fully understand the situation. This could perhaps lead to anger, frustration and resentment.
• #14: Couples should develop a checklist to communicate effectively about household work. A checklist could include: determine the responsibilities of each family member; ask for preferences of the duties keeping in mind age, skills and strength. Some responsibilities can be completed individually or as a team. A rotation system can also be developed. identify all work to be done and list how often the job needs to be done and the time it will take to complete the task set a standard of completion set up a specific schedule and place it on a poster, calendar, chart or notebook within everyone’s view Evaluate the efficiency of the schedule. Are the tasks getting completed? Is everyone taking on their responsibilities? What changes are needed?
• #15: Another tip for managing family and work is to set up a family calendar. Find one that is large enough to write several items and post it in an accessible place. All family can update it as they see fit. Conduct regular family meetings. Good communication skills are essential to manage family and work. The meetings could include work responsibilities such as: changes to the calendar complaints goals problems upcoming events values A family bulletin board is a valuable tool to help members of a family manage their busy lives. 
• #16: Employers realize the challenges of trying to balance a family and work. They are creating policies that appeal to people who need to blend family and personal life smoothly with their careers. Some of the changes in workplace policies include the following: offering leave of absence to workers, which provides time off from work to use for some purpose alternating work schedules, which eases the lives of employees by providing alternate work schedules offering flexible work hours, which give the employees some control over their lives and makes them feel better about their jobs, as well as become more productive workers compressing the work week, which may mean offering a three-day weekend job sharing, which occurs when two people divide the time and responsibilities of one job
• #17: Public Broadcasting System Icing on the Cake http://video.pbs.org/video/1586105970/
• #18: Public Broadcasting System A Family Man http://video.pbs.org/video/2241589957
• #19: According to a recent survey by career website FlexJobs, an overwhelming majority of parents (96%) say having a traditional full-time job conflicts with important parts of taking care of their families, and two-thirds report frequent conflict. At the same time, a whopping 97% of respondents feel that having work flexibility (such as working from home or having a flexible schedule) would help them be a better parent. Looking at current trends in the marketplace and based on FlexJob’s database of flexible job openings, the 10 best family-friendly careers are based on flexible options, high earnings and expected job growth over the next decade. “The good news is we are seeing many traditional jobs evolving to be much more flexible,” said Sutton Fell, CEO of FlexJobs. Let’s look at the top ten jobs for work and family balance. How many of you are interested in a career that is on the top ten list? What other careers could possibly be family friendly? Forbes Top Ten Jobs for Work and Family Balance http://www.forbes.com/sites/jennagoudreau/2012/12/12/the-10-best-jobs-for-work-and-family-balance/
• #20: Adoption Assistance – cash benefit/reimbursement to offset the costs of adoption Child Care Assistance – Child care provisions can cover a wide variety of programs that assist in the care of children such as: Subsidies and stipends to care provided in licensed child care centers, by a licensed family child care provider or an informal caregiver Back-up Child Care – child care provided when regular child care is not available Center Slots – provision of a specific number of slots for employees’ children at a local or on-site child care center Classes – parenting classes on various topics such as dealing with teenagers, reading readiness and budgeting Extended hours/before/after school – child care at hours when most child care centers are not open. This is useful for parents which work shifts, regular overtime or weekends Sick/Emergency Care – care for children who are sick and cannot attend regular child care or school Summer Camp – programs to provide care and recreation for employees’ children during the summer break Youth Programs – programs for employees’ children who are too old for traditional child care programs but may need supervision and structure. Domestic Partner/Survivor Coverage – continuation of retiree medical and dental benefits for surviving spouse/domestic partner of a deceased employee Elder Care – Provisions cover a wide variety of programs that assist in the care of an older or disabled parent, spouse or relative including: Dependent Care Assistance Program – also known as DCAP, this program allows employees to set aside a portion of their earnings in a tax free account for elder care expenses Long-Term Care – some collective bargaining agreements offer insurance policies that deal with long-term care (such as nursing homes or in-home services) Resource & Referral – information and assistance on elder care programs such as day care, respite care and more. Subsidies – financial assistance to help with elder care expenses Support Services – may include services not covered under Resource & Referral or regular dependent care programs (such as respite care, Alzheimer’s day care, case managers and related services) Expanded Coverage – benefits for additional family members beyond dependents as defined by the IRS (such as providing health benefits to the children of employee’s domestic partner) Employee Assistance Programs – counseling, substance abuse treatment and related services
• #21: Family Leave - The ability to take time away from work allows workers to care for their families, deal with an emergency or recuperate from a serious illness with a guaranteed job when they return. Flexible Work Options - Worker controlled workplace flexibility which helps employees meet their family caregiving responsibilities with less worry Legal Services - Pre-paid legal services, where attorneys give basic advice, write letters for members of the program and offer discounted rates for additional services Other Leave - Besides family leave benefits, unions have bargained for a wide variety of other leaves to help workers deal with family responsibilities including: Bereavement – leave that provides time off to attend funerals or deal with related responsibilities in the event of a death in the family or household Domestic Violence – a growing number of collective bargaining agreements (and some state laws) provide for time off to deal with issues related to domestic violence, which may be used to deal with medical care, finding safe housing, social work visits or court appearances Donated – provisions may allow workers to donate their accumulated leave to co-workers who have used their leave allocations but are in need of additional leave to deal with their own health conditions or the care of a family member Marriage Leave – some contract provisions allow workers to take a specified number of days off in the event of their marriage and others guarantee the right to take vacation during the time before, during and after marriage Mentoring/Volunteer Work – provisions that allow time off to participate in mentoring or other forms of volunteer work Paid Time Off – some contracts combine all forms of paid time off (primarily sick leave and vacation) into one allocation, which employees may then use for any reason Personal – some provisions allow for time off for a variety of personal reasons Religious (or Religious Accommodation) – provisions that allow employees some leeway to engage in religious practices and take time off to mark religious holidays on regular workdays Sabbaticals – some contracts provide for periodic sabbaticals based on a preset length of employment giving employees extended time off from work for research, professional development or rejuvenation. School Visits/Participation – provisions that specifically allow employees time off to participate in their children’s school-related activities such as parent-teacher conferences or school visits Sick Leave (Cash Out Unused) – a few contract provisions give employees the opportunity to receive cash payments for unused sick leave upon termination of employment or retirement. Sick Leave (Extended) – provisions that guarantee additional sick leave in the event of a health condition that outlasts available sick leave. Small Increments – provisions that allow workers to take leave in small amounts of time for family responsibilities (such as an employee who needs a few hours off work to take his/her child to the doctor but does not wish to take the whole day off can use this kind of leave) Stress – some union contracts allow employees to take leave to deal with stress (sometimes known as “mental health days”) which generally involves the use of sick leave or vacation time Training/Education – provisions that allow employees to take leave to participate in educational programs or trainings Physical Well-Being – wellness services such as gym memberships and smoking cessation programs for employees Retiree Benefits – pensions, 401ks and medical and other benefits after employees retire
• #22: Some workplace benefits can include: Tuition Assistance - Tuition reimbursements or discounts to employees and dependents Training/Education/Professional development - Time off, tuition and classes for professional development Other miscellaneous contract provisions that provide useful work family benefits are listed below: • Family Calls at Work – provisions that allow workers the right to make or receive phone calls related to child or dependent/elder care arrangements during the work day • Lactation/Breastfeeding – some contracts provide specific protections and rights for mothers who are breastfeeding. (NOTE: State laws on lactation rights of mothers may govern this subject. To search state laws, go to: http://wfnetwork.bc.edu/bills.php) • Resolutions – statements that lay out a general principle agreed to in bargaining such as the intention to create a family-friendly workplace or provide specific work family benefits to employees • Transfers – contract provisions that deal with specific rights related to employee transfers either in relation to those initiated by the employer or based on an employee’s need to transfer for family reasons (such as a spouse’s job, marriage, special education needs or medical services for children) Were you surprised to learn about benefits that some companies offer? Would the type of benefits a company offers influence your employment with that company? Why or why not? What benefits would be important if you were married and had children? What benefits would be important to you if you had to take care of your aging parent(s)? What benefits would be important to you if you were pursuing a college degree?
• #23: What role do media and technology play in families’ “together” time? How do different parenting practices and parents’ own levels of media and technology use affect the use patterns of children in the home? How do parents use media and technology as a parenting tool, to help them get things done or to educate their children?
• #24: Possible answers might be: Banking and financial matters (ask students to elaborate on this one) Careers and job inquires: Posting résumés Applying for a job Digital photo frames E – videos Family blogs Meal-planning websites which help get home-cooked dinners on the table Music home sharing Online movie rentals Shared online calendars to synch family members' busy schedules Shopping such as comparing prices and products, purchasing items online and finding the latest items Skype Social networking Text messages, e-mail and instant messaging Video conferencing which can link parents on the road with family at home Video games Has technology been a positive influence on your family? Negative influence? How? How many hours a day does your family spend using technology? A week? A month? Do you ever experience strong disagreements about the limits on media and technology? Has the use of technology caused tension between you and your parents?
• #25: What does the family media and technology environment look like today? How widely have mobile media technologies been adopted? Are they making parents’ lives easier? Harder? How?
• #26: How do you use technology in your relationships? Has technology been a positive influence on your relationships? Negative influence? How? How many hours a day do your friends spend using technology? A week? A month? Do you ever experience strong disagreements about the limits on media and technology? Has the use of technology caused tension between you and others in your relationships? How? Has the use of social media caused tension between you and others in your relationships? How?
• #27: Employment numbers are already high within the tech industry, but this is expected to be one of the fastest-growing fields between 2012 and 2022. U.S. News Best Technology Jobs http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs