Working mother environment and family happiness levels

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The working mother dilemma  for their family improvement and sacrifices that occur.

Motherhood upon a woman the responsibility of  nature. This process also changes the way in which she is perceived in society and at her workplace. It can necessitate her to take more than available leave , and job security can be at risk. Significant social and personal adjustments are necessary to cope with . A working mother, especially one who has the good fortune to be able to balance her home . The  work enjoys the stimulation that an or career . She develops the ability of a useful society and at the same gains financial independence. Along with motherhood, work adds to the completeness of being a woman .

One could define a working mother as a woman with the ability to combine a career with the added responsibility of . Within this broad term encompassed two different categories of working women. The stay at home mother who works from home and the woman who works away from home while managing to fulfill her maternal .
Material aspirations and the necessities of daily life often compel both parents to work. A qualified may insist on working to maintain an effective career and be financially independent. The single working mother is a combination of these entities, working not only to run the family but also her as a financially independent head of the family .
 Therefore, the need to support a working mother is well recognized. It has also been explicitly mentioned that the dominant role in childcare is recognized and assumed to be that of the mother.This responsibility affects the working life of women more than that of men .
working mother
working mother

Certain common problems most working women.

 The Better Health Channel on the Web, ratified by the Government of Australia, states some of the common issues that may concern working mother( Better Health Channel, 2008 ). Foremost amongst these are income difficulties. If the mother works, childcare is essential and can be quite expensive. It may actually offset the financial benefits of both the working .

In Asian countries, and in many joint systems, grandparents, and other nonworking family members fulfill the need for childcare-they take over the job of childcare when the mother is at work. This very important benefit( of readily available child support from the family members themselves). In joint not only recognizes that the working mother is an important the family but also provides her the necessary support to be able to perform her dual role efficiently .

 Stress can be quite high amongst working mothers and these may often reflect in their relationships at home. She is stressed work on time, to send her child to school and to reach all the children’s deadlines on time.  Including food and dress, and she is also pressed for time to look after her home simultaneously .

How working mother handling  housework load and their family respond.

 Housework is still considered the woman’s domain. Working women shoulder additional responsibility of the work place as well as at their domestic front .

The unexpected sickness of children is a that can be difficult to handle. There often is the need to use and avail of unpaid leave and unexpected absences from work. Few employers would consider the needs of sudden leave requirements in women with young children. Even in double-income , it is still the woman who is expected to take care of a sick child.

 Sexual relationships can also be quite strained in working mother. Much of it can be attributed to lack of and to fatigue, especially where both partners have long working hours.

Nutritional requirements may be neglected in the quest to complete and all targets at home as well as at work( Finn, 2000 ). These women, whom Finn calls Everyday Heroes, use everything from the dashboard to the desktop as a dining table. The is nutritional , ranging from iron and vitamins to proteins. Despite confiding in their physicians, many do not get the support they need .

 The rush of married women into the workforce against traditional thinking that women must choose between family and career.

Many working mother as selfish, unnatural and even dangerous to their children and society( Wilson, 2006 ). It complained that the rise in juvenile delinquency could also be attributed to women who are working mother. The needs and requirements of the family unit will always ill-defined logic. Women, motherhood or not, continue to work. The reasons are, more often than not, aspirational. Many of these mothers are young and have years developing their careers. When both spouses work it may be necessary for the mother to retain her if she has insurance benefits. If retire with better retirement benefits( Edelman, 2002 ). Many of these women find the need to maintain a parallel source of income a social security and a sign of .

A compulsion could be a less competent spouse with an inadequate income or a single mother who is dependent on her earnings for survival. A second income from the mother adds to better living conditions and eases the of struggling for a life. However, when the mother is returning to work to maintain and advance a career that her and her independent. She comes under scrutiny and criticism( Heilman and Okimoto, 2008 ).

The working mother has to keep the that she is working not just for her own sustenance, but also for the betterment of the family.

Something like,” a working woman who put herself out for the kid’s sake”( Wilson, 2006 ). Working women changed the image of a good mother from one who at home to one who also took on the extra burden for her family’s benefit. This would however not the working mother as an important the workforce and an important in her own right. It is possible for a working mother to defend her right to work in a number of ways. A less affluent society would simply say it brings in extra money. A from a better class of living she has more to spare and is utilizing her talents and to the best . In either , the most important aspect is that it shouldn’t affect the health and well-being of their children in any way. In any case, “having to work” takes away much of the problems a working mother has to face

Women’re recovery from childbirth and their resumption of work and family commitments. Are likely to be influenced by such personal factors as preexisting health status, parity, breastfeeding. The availability of social from family and friends and work-related factors, e.g ., the timing of return to work, stress, and workplace .

Can a working mother do justice to both her work and her motherhood?

The answers from a firm yes to a vehement no, and, more often than not, the answer lies not in or of the woman as much as it does on her support system. The question of a support system is very relevant because traditionally all have revolved around. Ever since the times when women were believed to be capable of ” much Kirche und kinder”[ German for the kitchen, church, and children ]. A who was working before marriage will more often than not take a protracted leave of absence to fully immerse herself in her motherhood. Some would even think of giving up their careers for good .

 The Family and Medical Leave Act of 1993 states that it is necessary to balance the demands of the workplace with the needs of , to promote the stability and economic security .To promote national interests in preserving integrity; to entitle employees to take reasonable leave for medical reasons. For the birth or adoption of , and for the care of , spouse, or who has a serious health condition. To promote the goal of equal employment opportunity for women and men .
Most of these succinctly the needs of a mother who is working. Working mother’ needs are to be served in the interest of preserving the family unit as a healthy foundation for society. Caring for has the fundamental value of a serious health condition and has been valued as such, deserving that the be allowed to take time off for caring for the child. This means that caring for is an essential that the has to perform and that cannot be substituted for in any other way. This is especially true in cases where the child is one with special ( Thyen et al ., 1999; Yantzi et al ., 2007 ). Family support is highest among mothers and lowest in mothers who were employed neither currently nor before the child’s illness, or who had quit employment to care for the child( Thyen et al, 1999 ). Caring for assisted by technology seems to create barriers to maternal employment resources at a time when financial needs actually may increase. Lack of and child care services increase the likelihood that mothers of children cared for assisted by technology will stay out of the labor force. Remaining buffers the care at home on maternal mental health

Maternity leave provisions are essential for a working woman to effectively complete the transition from pregnancy to motherhood.

Premature termination or too short a maternity leave may have undesirable .Often cite early return to work as one of the reasons for premature termination of breastfeeding. Shorter maternity leaves were associated with less sensitivity in interaction with the and more maternal depressive symptoms( Clark et al ., 1997; Ryan et al ., 2006 ).

One-third of mother return to work within of giving birth, and two-thirds return within 6 months. Mothers who are not employed are more likely to initiate breastfeeding than those who are employed fully . At 6 months after delivery, full-time employment has a significant effect on breastfeeding. Much less of the mother continue breastfeeding as compared to the mothers employed or unemployed mother( Ryan et al, 2006 ).

In order to comply with workplace requirements, mother in a study focusing on mother in managerial and/ or professional occupations. Noted that mother was obliged either breastfeeding or to conceal breastfeeding activities when . Breastfeeding duration rates among professional mothers can only be improved if negative attitudes about maternal bodies and employment are challenged. If employers, as well as mother, are the focus of health initiatives aimed at promoting breastfeeding( Gattrell, 2007 ).
With the implications that this may have on neonatal good being, it may be necessary to have labor policies. Including job-protected leave from employment after birth, and labor standards that facilitate breastfeeding. The expression of breast milk at work( Baker and Milligan, 2008 ). The noted an increase in maternity leave entitlements in Canada. Rising from 6 months in the year 2000 to one year for mothers who birth after 31 December 2000. This includes job-protected leave and entitlement for maternity benefits. This led to a large increase in the amount of before mother returned to work post birth.

This led to a large increase in the amount of before mother returned to work post birth.

As at review to assess whether interventions at the workplace breastfeeding elicited no suitable trials( Abdulwadud and Snow, 2007 ).

A study of 360 mothers( Hansen et al ., 1993) analyzed the utilization of maternity leave by parents and mother’ resumption of work. After delivery in addition to duration of breastfeeding in correlation to mother’ resumption of work. Almost all families utilized the maternity leave, with the majority utilizing the full duration of 24 weeks.  Many electing to prolong the leave with their and often beyond that period. At one year after delivery, significantly more mother was than before. They recommended that maternity leave is extended. A positive association has been shown between maternal health and duration of breastfeeding with the length of maternity leave( Staehelin et al ., 2007 ). The found that longer maternity leaves were associated with lower perinatal, neonatal, and postnatal mortalities .

Thus, maternity and child care leave provisions are essential for every working mother. It enables her to the young child efficiently and thus morbidity. The durations of these absences are variable. It can depend on so many factors that it may be difficult to fix a uniform period for maternity leave. It may be a function of social as much as a regional preference. A working mother from a joint may need much less leave than a single mother. A woman from a nuclear family and with no child support systems in the family. Often provisions of child care in the office itself in the form of a nursery helps the mother resume work more seamlessly. Part-time the office and working from home may also help ease the stress. Part-time work allows women to cultivate outside interests, earn money, and have a defense from criticism of neglecting