BALANCE ENTRE VIDA Y TRABAJO

PROF. Dr. LUIS SIME POMA Lima, 2009http://blog.pucp.edu.pe/luissime

Tomado de: http://www.worklifebalance.ie/index.asp?locID=87&docID=-1

INTRODUCCION

Creciente interés por el tema trabajo-vida: por indicadores de salud y costos laborales que está llevando a varios países a construir normatividades (Australia-Inglaterra-Canadá, etc.) y promover medidas de prevención personal e institucionales.

• El proceso histórico de la modernidad: nuevas condiciones sociales y culturales para la relación entre T-F.

• Crisis de la matriz unificadora de las sociedades premodernas: religión e identidad comunitaria fuerte.

VISION HISTORICA DEL LA RELACION TRABAJO-VIDA

• La modernidad extrae del contexto y tradición familiar y comunitario, el trabajo, genera mecanismos y filtros para la separación.

• El paradigma de desarrollo reduccionista-economicista agudiza la tensión entre trabajo-vida generando un alto costo.

Acercamientos multidisciplinarios

– Gestión organizacional (Climas laborales/ ISO)

– Sociología del trabajo– Psicología familiar– Trabajo Social

TEORÍAS DEL WORK-LIFE BALANCE

• Spillover theory: emotions&behaviours in one sphere would carry over to the other (employees having a bad day at work are more likely to be in bad mood when they return home)

• ways in which paid work can positively or negatively spill over into family life and the ways in which family life can positively or negatively spillover into paid work life.

Figure 1: Underlying framework for Work, Family and Parenting study

Spillover from paid work life to parenting/family life

Ability to focus and concentrate

Satisfaction with paid work life

Workplace relationships

Parent-child interactionsParent-partner interactions

Family interactions

Spillover from parenting/ family life to paid work life

Outcomes for Children

Brunton, 2006

Figure 31: Positive spillover – home to work

Positive spillover – home to work

54

54

52

28

29

24

7

8

7

6

5

9

4

4

8

0% 20% 40% 60% 80% 100%

When you're happy with yourfamily life, the time you spend

working is more enjoyable

The quality of your jobperformance improves when youare satisfied with your home life

Having a family makes you morecommitted to your work in the

long term

Agree strongly Agree slightly Neither Disagree slightly Disagree strongly

Base: All respondents in paid work (n=971)Source: Q11c (items 1, 5, 7)

Brunton, 2006

Negative spillover – work to home (working partner’s perspective)

9

10

10

12

7

42

32

29

23

22

20

17

21

20

19

10

9

14

11

11

20

31

26

33

40

0% 20% 40% 60% 80% 100%

Your work made you too tired todo the things that needed

attention at home

Work worries or problemsdistracted you when you were at

home

Worrying or thinking about workdistracted you when with children

Your work schedule conflictedwith your home life

Interrupted by work demands

Every day Once or twice a week Once a month Once in the past three months Never Don't know

Base: All respondents in paid work (n=971)Source: Q9a (items 1-3), Q9c

•Compensation theory: an inverse relationship exists between work&family such that people make differing investments in each in an attempt to make up for what one is missing in the other :

individuals with unsatisfying family lives, will try to pursue work activities that bring satisfaction, and the reverse.

• Hakim (2002) proposes that ‘preference theory’ can explain and predict women’s choices between paid work and family work five historical changes which have been collectively important in creating a new scenario in which women in rich modern societies have genuine choices.

• These historical changes are as follows:

– the contraceptive revolution– the equal opportunities revolution– the expansion of white-collar occupations– the creation of jobs for secondary earners– the increasing importance of attitudes, values and personal

preferences in the lifestyle choices of prosperous, liberal modern societies.

• “women choose three different lifestyles: home-centred,

work-centred or

adaptive.

These divergent lifestyle preferences are found at all levels of education, and in all social classes” (Hakim 2003).

Asked to indicate a preference for the one they would ideally choose for themselves:

• Both partners have jobs. Jobs are equally

demanding. Housework and childcare responsibilities are shared equally.

• Both partners have jobs. One partner has a more demanding job and the other partner does a larger share of the housework/ childcare responsibilities.

• One partner has a job and the other partner mainly does the housework/ childcare responsibilities.

BORDER THEORY: people are proactive and not reactive,

they moved back and forth between their work and family lives, shaping each, negotiating and comunicating.

Questions:How do individuals segment orintegrate work and home?

What determines whether a person’s degree of separation

or integration leads to balance?

(Campbell 2000)

Work FamilyProvides income and gives a sense of accomplishment

Create a supportive culture of certain behaviours and ways of thinking

(control emotions)

Responsible/capable

Close relationships & personal hapiness

Proper to express emotions

Loving, giving

Differences Work&family: times and spaces,and ends:

“…the primary connection between work and family systems is not emotional, but human. People are border-crossers who make daily transitions between two worlds – the world of work and the world of family. People shape these worlds, mold the borders between them, and determine the border-crosser’s relationship to that world and its members. Though people shape theirenvironments, they are, in turn, shaped by them. It is this very contradiction of determining and being determined by our work and home environments that makes work/family balance one of the most challenging concepts in the study of work and the study of families” (p.748)

Situational-simultaneous APPROACH (Sime)

• Balance: what kinds of situations does the person lives simulatenously between the work and family that can affect in his balance?

• The people live different types of critical situationssimulatenosly and should respond to them.

• The critical situations can be stable or transitionals.

• The critical situations involve emotions, thinking, actions…

• The people respond critical situations in their work and family depending on the degree of demanding. When in both domains the degree is in the top increase the conflict.

• The people respond critical situations in their work and family depending on the level of proximity with the people envolve in the critical situation.

• When in both domains the people involve is close and the degree of demanding is high increase the conflict

familianú

cleo extendida

-enfermedad+ 1 2 3 4

-comunicación+ 1 2 3 4

trabajo

núcleo

extendida

-enfermedad+

1 2 3 4

-comunicación+

1 2 3 4

CONDICIONES DE TENSIÓN SITUACIONAL SIMULTANEAFAMILIA-TRABAJO

-eficacia+1 2 3 4

-ético+1 2 3 4-ético+

1 2 3 4

Otros incidentes críticos Nacimiento/fallecimientoMatrimonio-convivencia/ separación-divorcioIndependencia/viaje hijos

-eficacia+1 2 3 4

Otras limitaciones de las teorías del work&life balance

• Construidas sobre la base del trabajo pagado/ del empleo fijo-formal

• Construidas desde la base de una familia-tipo urbano

• Construidas desde la noción que el trabajo está allá afuera de la casa (hay familias-empresa que trabajan dentro)

• Desde el punto de vista escolar el alumno que no trabaja también construye una relación entre escuela-familia; y el que trabaja entre escuela-trabajo-familia