Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from essay:
Workplace Child Care
The world of business and economy has changed significantly over the last century. It was unusual for both partners in a marriage to work outside of the home just 50 years ago. In 2011, however, almost half (47.5%) of all the families in the United States had two working parents (Finn, 2013). This figure is likely to rise with every passing year. There are at least two main factors that contribute to this: The increased ability of women to enter the workplace on the same level as men in terms of profession choice and salarly, and on the other hand, the increasing difficulty of families to make ends meet on a single salary, which does not increase to match inflation rates. Hence, while women have become empowered to expand themselves not only domestically, but also economically, this empowerment has, in the case of many families, become a necessity. Another phenomenon that affects the workplace today is single-parent families, where single mothers or single fathers are the sole contributors to the household income. The common factor here is children. Many workers today have at least one preschool child in a situation where they need to arrange child care services in order to be able to go to work. Because this is such a rapidly rising phenomenon, many workplaces have implemented on-site child care service, because these tended to reduce employee turnover and workplace absences, while increasing employee happiness and focus.
In other words, companies and managers would significantly benefit from on-site child care facilities. Providing such a facility would create an environment in which workers can achieve a better work-life balance. It would also improve the relationship workers have with their managers, since the latter will create an environment in which workers are appreciated for their effort. This will also creat a greater sense of work satisfaction. In general, the benefits of such a facility far outweigh is disadvantages, since at least half of employees have small children in need of care facilities.
In business today, there has been an incraesing focus on providing an environment in which employees can achieve a good balance between their professional and home lives (BASF, 2013). For the majority of workers, his means spending sufficient time with their families. Often, however, the ideal of a perfect work-life balance is challenged by factors like the birth of a new child, child illness, or other unforeseen difficulties that may arise with child care. In fact, according to Casey and Dobbs (2007), a survey conducted in 2005 found that 64% of workers who brough their children to work did so because of a lack of available child care. Bringing children to work creates a distraction not only for the parents, but also for other workers and customers. All these factors can create a sense of employee dissatisfaction and anxiety.
One of the best ways to handle such dissatisfaction is by creating an environment in which employee's concerns are taken into account and undersood. One element of such an environment would be a child care facility at the worksite. Providing such a facility at a lower cost would benefit not only employees, but also employers, since it will create a pool of happier employees who could focus better on their work. Indeed, Casey and Dobbs (2007) note that thousands of work hours can be saved in this way. In fact, the first year of the CIBC Children's Center, used by some 800 employees, resulted in a saving of 2,528 work days, which is the equivalent of about 10 years of work. Economically, this translates to thousands of dollars, which is an important consideration in any business.
This document is therefore created with the purpose of providing a rationale for the implementation of an on-site child care facility at the workplace. While this would likely be a costly endeavor, it is also true that the benefits would most likely offset the costs in terms of lower employee turnover rates and saved work hours.
In the last few decades, an increasing amount of workers have been obliged to balance their professional endeavors with their home lives. For people with young children, this is particularly challenging, since child care is often not only costly, but children are also unpredictable in terms of illness or other issues. This creates significant worker anxiety which can affect the quality of the work performed. Hence, there is a lack of balance between life and work, where neither truly provides the employee with complete satisfaction.
From the employer's perspective, basic human rights and simple practical considerations prevents hiring only workers with grown children. Many work hours are lost as a result of parental anxiety over their children, especially when they are very young. Furthermore, if an employee's work quality suffers, it tarnishes the reputation of the company as a whole.
The situation around child care challenges therefore creates mutual disadvantages for employees and employers alike. It is therefore proposed that an on-site child care facility might mitigate many of these difficulties for both employers and employees. It is, however, important to consider this from the perspective of all stakeholders.
There are three main stakeholders who are affected by the proposed solutions: The employer, the employee, and child care providers.
From the perspective of the employer, providing on-site child care facilities holds both advantages and disadvantages. Some advantages include increased loyalty to the organization, a higher level of productivity and higher morale (Casey and Dobbs, 2007). According to Magloff (2013), employers also save on reduced employee absenteeism and a reduced need to hire temporary replacements when female workers take maternity leave. The advantages to the company are therefore both financial and material. Employees with greater loyalty and higher morale, in general, would not only be more productive, they would also deliver better quality work. The potential savings in work hours and training can also offset some of the costs in implmenting the facility.
This is, in fact, the main drawback of implementing an on-site child care facility. The cost can be prohibitive in terms of creating space for the facility, purchasing equipment such as furniture, entertainment centers, and educational items. Child care provider salaries will also add to the costs of the facility. These costs will have to be measured against the benefits to determine the viability of the project (Hahn, 2013).
For employees, the advantages are significant. Assuming that the employer will hire a child care provider who is reputable, employees will receive advantages such as lower stress levels, less commuting time, and a higher level of job satisfaction (Hein and Cassirer, 2010). A further advantage is that children are close by; if something happens, like an accident or illness, the parent does not need to take time explaining the situation or commuting to the child care facility.
From the perspective of child care providers, work opportunities will increase when workplaces implement on-site facilities. Partnerships with child care facilities can also benfit these facilities by creating extra income and business.
Implementation costs are likely to be high and need to be carefully offset against what will be gained in terms of saved work hours, hiring, and training requirements (Magloff, 2013). In a company where most workers have young children, for example, the facility would be more valid than one in which only one or two have preschool age youngsters.
Furthermore, the facilities can be sponsored by employees to a certain extent, where costs are lower than for external healh care providers. These fees can also offset the initial costs of implementation.
Implementation will also involve hiring day care providers to fill positions at the facility. This can be done by partnerships with existing daycare facilities or by placing job advertisements. At least one parent from the company should…[continue]
"Providing An Employer Sponsored Childcare Facility" (2013, September 24) Retrieved December 5, 2016, from http://www.paperdue.com/essay/providing-an-employer-sponsored-childcare-97347
"Providing An Employer Sponsored Childcare Facility" 24 September 2013. Web.5 December. 2016. <http://www.paperdue.com/essay/providing-an-employer-sponsored-childcare-97347>
"Providing An Employer Sponsored Childcare Facility", 24 September 2013, Accessed.5 December. 2016, http://www.paperdue.com/essay/providing-an-employer-sponsored-childcare-97347
President, Harper Supply Company The possibility of providing child care assistance to employees Since we last spoke I have been conducting extensive research into the matter of providing some form of child care assistance to the employees of Harper Industries. Needless to say, I have read much, studied much, and learned much. The final form of this reading, studying, and learning is attached to this memorandum. As you know, we had a very
Provide sustained technical assistance (Expert Panel Meeting: Health Information Technology: Meeting Summary, 2003) Evaluation of the process in rural and small communities includes: (1) scope of the project; (2) goals; (3) critical success factors; and (4) technical assistance." (Expert Panel Meeting: Health Information Technology: Meeting Summary, 2003) Community grants have been focused on the provision of 'personal digital assistant (PDA) systems in assisting with the decision support role. The initiative is
Health Care Disparities Race Related Healthcare disparities Serial number Socioeconomic status and health Correlation between socioeconomic status and race Health insurance and health Who are the uninsured people? Causes of health care disparities Suggestions for better health care system The latest studies have shown that in spite of the steady developments in the overall health of the United States, racial and ethnic minorities still experience an inferior quality of health services and are less likely to receive routine medical
Researchers have an occasion to further organizational science and to make research practical by producing information that can impact changing organizational forms and circumstances. Pragmatically, academic researchers are not likely to get access to a company that is going through change unless the practitioners believe the research will be helpful (Gibson & Mohrman, 2001). There have been a number of calls to augment the significance and effectiveness of organizational science
The anxiety that difficulties in juggling family and work tasks can negatively affect worker presentation has led some employers to offer on-site child-care or add family leave to benefit packages. If such initiatives, employers have assumed, reduce friction between family responsibilities and work demands, then worker productivity should increase and unexcused absenteeism and unnecessary turnover should decrease (Brandon & Temple, 2007). Employer Benefits of Providing on-site Child Care Keeping up a
Managing Diversity Matters A Study on QANTAS Women Representation at QANTAS QANTAS' Focus on Diverse Needs of Customers QANTAS Ideology Regarding Recruitment of Youth Challenges Faced By QANTAS In today's challenging global scenario where competition is rising every day, it is necessary for Multinational organizations to address the basic need of today's business world: diversity. Customers, employees, strategic alliances, competitors, industry norms etc.; they are all subject to changes every day. This is the reason
Hisory of Palliatve Care Palliative Care Palliative Care Methods Palliative care entails assisting patients get through pain caused by different diseases. The patient may be ailing from any diseases, be it curable or untreatable. Even patient who are sick and almost passing away will need this care. Palliative care has characteristics that differentiate it to hospice care. The key role for palliative care is to help in improving the existence of someone and