There has been a shift from the traditional way of thinking and the attitudes and behaviour of people. Many women in the past preferred staying at home so as to look after the children, but now more women are taking up job offers (Donze, 6, 2). Women are no longer conforming to the belief that a woman’s place in society is in the kitchen and in raising children. Many AMERCO employees went to work to drive this point’s home.
Another reason that made most of the AMERCO employees prefer work to their homes was due to the value and satisfaction they attached to their work. Many women have sought employment because they find it easier to organize their domestic life when being dictated upon by managers on the usage of time. According to an analysis on Hochschild’s work, the workplace has changed too and it is as conducive as it should be for working mothers. Companies use innovations to enhance the workplace where long serving employees are laid off and moved from their comfort zones. This has created competition within the workplace so as to be able to remain afloat.
Women have to take up extra working hours in order to show that they are equally capable as men in doing the work. Usually, they do not work the normal hours and then leave because during the next downsizing it would make them to invariably fall culprit (Donze, 6, 5). Contemporary managerial practices have forced some people to create another self, because the strategies involve the need to create a cohesive workplace family in the spirit of working as a team. This shows that despite the fact that workplace environment has not grown better, in comparison to home, many people are still obliged to stay at work more than at home. They are happy with the feeling of being in the workplace especially women as opposed to when they are at home.
The ability of women to work has been enabled by the emergence of day care centres. This shift has brought about change in the corporate world since managers continue to make changes within the workplace, which not necessary to accommodate working mothers but to get more value from their employees (Hochschild, 37, 2). Most AMERCO working parents were more satisfied to be at work than being at home. These parents had developed a fantasy of a more leisurely life and a more gratifying family life. According to Hochschild, there are many pressures in the home life. Many of AMERCO workers were running away from home to work to avoid the stress of life at home. One of the stories told by Hochschild is of Linda who terms her home as place where one cannot relax. According to her, home is another work place. The hectic nature of home life is not desirable as compared to the sanctity or peace found at the place of work (Hochschild, 37, 2).
Different people at the work place deal with time bind in different manner. Time bind at the place of work created different characteristics of people at the workplace. For instance there are the managers and the supervisors who act as busy bees (Hochschild, 348, 4). They pushed the others to look busy and this caused resentment with them. They were proud of themselves for looking busy and being rated as efficient in the workplace. The other type of persona created by time bind is known as the deferrers. This represents the middle ppeople in the chain of command mostly. They have issues maintaining bonds with their families and keep on deferring them to a later date. When pushed by their supervisors, they resent it because they believe that it is a temporary situation. They can defer their family time to another time although they are not comfortable doing that (Hochschild, 348, 6). Any pressure applied onto them brings about tension which arouses conflicts within the workplace.
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The other type of characteristic developed by the time bind is the endurer. This is person who is mostly at the bottom of the ladder and despite their hard work, long hours and compromises they have made time they would be with their families; they are not recognised by the management. They do overtime so as to earn more and justify their long working hours. Some have resigned due to the fact that they cannot keep a functional family since they lack quality time with their family. Their resentment to work generates from not being recognised because they are too small. They are subjected to involuntary overtime by their supervisors and can just get through life without making efforts to manage their time and personal life better (Hochschild, 348, 7). Their resentment is fuelled by the fact that, their time is scheduled for them yet they earn the least in the company setup.
The last group is the is known as the delegators. These are people scattered in the company set up who always find an excuse to delegate their work. They never want to give up their time for anyone and always seem to be looking for someone to do their work for them. They elicit resentment and conflict because those delegated to do their work usually have other responsibilities awaiting them. Conflicts arise in the workplace if the task is not finished on time. As a matter of fact, others end up being punished for not accomplishing the work of another person.