Organizational Problems: Organizational Culture

Although my employer has invested a lot of effort in studying the issue of work-family balance and in promoting it, the "work culture" speaks to a different situation. Until the management cadre start to "walk the talk," the current situation and its implied expectations will continue (employees are considered "serious" and "good managers" based upon the number of hours they are at the office). Meetings with senior management are often scheduled after the end of a typical day. There is still a tendency to look down on those employees who choose to respect the normal (paid) work day, and leave to take care of family/home responsibilities. ”

Despite the fact that we have no "set hours," I know I am expected by my manager to be at the office at a certain time and to put in a long day. I also know if I want to be promoted, I will have to put in at least 60 hours of work a week. ”

I feel our organization only pays lip service to its family-friendly policies. There is an unspoken feeling that you are taking advantage if you utilize the policies available, or are not as committed to the organization if you aren't working full-time. ”

My employer offers balanced work/personal policies on paper, but it is often very difficult to take advantage of these policies in reality. Some senior people in the office greatly discourage their use and nothing is done to reprimand these people, despite the fact that their positions on the subject are well known. ”

The people at the very top want the organization to appear to support family values. However, they put such strict production expectations on the organization that the family values are the first to go by the wayside. For these things to work, the values must be supported at the top and that philosophy passed down the line of authority. It is the HR professionals that are the worst offenders. ”

Although our employer claims to be caring, flexible and accommodating of employee needs, the reality is dramatically different. Either our executive is so far detached from their employees' reality that they cannot meet their true needs, or they are merely being hypocritical. Balancing work and family may be a goal of the HR department, but it is clearly not a goal shared by the entire executive. ”

This organization prides itself on supporting its employees. It fails, though, because senior management does not walk the talk, which puts pressure on the rest of the management team. It is generally accepted that to become a member of the executive group you must work at least 12 hours a day. Some of our executives consider this to be work-life balance. I do not! ”

I don't feel our company is much different than any other in our industry. It is all about money and share price. All the talk is about the importance of balance between work, family and lifestyle, but very little of the actions are. ”

In an age where corporations are run by pleasing shareholders with increasing profits, shares and dividend prices, individual employees will be forced to do more work and work longer hours. All companies streamline, rightsize, or whatever pleasant-sounding name they wish to stick on it. They get rid of employees and get more work out of the ones left behind by having them take on more responsibility and more tasks and work longer hours with no regard for their family life. It's a dog eat dog world more than ever. Surveys may come and go - our company has had several over the years - and from the working man's view nothing changes. The profits must go up and the expenses (often employees) must go down. It's a cruel fact, but it is a fact. The family as it was once known is a dying breed, and people will no longer have time or money to start or have a family. When a company implements a new absence-reporting tracking process and is proud of it, when you are penalized from promotion because you missed a couple of days with the flu, you know they don't really care about you at all. ”

Our work site, while giving the impression of being family-oriented, is becoming less family-friendly. That has changed in the 10 years I have been here. Emphasis is on money saving at all costs. Morale in this work site continues to go lower! ”

The concept of balancing work, family and lifestyle is one that many organizations pay lip service to. The ability to job share, paid days to care for sick children, on-site daycare, etc., are unrealistic expectations in today's economy. The reality is that organizations are continually downsizing and looking for ways to cut costs. Unless there is a monetary incentive in the form of tax credits, there are few organizations that would choose to offer enhanced benefits to employees. ”

Our company is progressive and works hard to provide flexible policies. As one moves up in management, the performance expectations are extremely high and this is why we are successful as an organization. Using the flexible policies would be career-limiting in my position. I am female and in a senior position with no back-up. If I need to take time off to balance my personal/work life, my work is piled up when I return, so I end up being in a worse position. Capable individuals, high performers, are inundated with work and responsibilities, while the lower performers have no problems with work-life balance. I work hard and am responsive to increased work demands , which means I have less personal time. My children pay the price. I often feel trapped by the financial dependence on my job. I am the major wage earner with the major responsibilities at home too. I see that it is much easier for my male colleagues who have stay-at-home wives. ”

In order to become a manager in this organization, one must be prepared to state that you will give up everything for your job. If you don't state that in an interview, you are considered an inappropriate choice for a promotion. ”

As an independent, single woman with no children, I am sick and tired of hearing parents go on and on about their children and how hard it is to be a working parent. They should have realized that before they started a family. Having children means sacrifice, but those people - parents - should not expect other co workers to pick up the slack. I cannot count the number of times I have seen co workers leave to go to parent-teacher interviews, ballet practice, Beaver Cubs, etc., during regular working hours. It's maddening. I realize that families are important - mine is certainly important to me - but I don't expect my manager to let me leave during the day because my sister or mother is sick. So why should a co worker be permitted to leave because their child is sick? It's a double standard. ”

Although companies are talking about implementing work-life balance programs, in reality it seems to take a long time before the programs/policies are rolled out to employees and practised. I have found that when making recommendations or talking about possible programs that may benefit women, men generally don't feel it's necessary. They respond by saying it's not fair that women get extra benefits, but they don't realize there's still some form of gender inequity and glass ceiling that women face in the workplace. ”

I luckily grew up with an old-school way of approaching work: work hard, don't complain, and give loyalty to the company. I also obtained enough education to mould these ideals to the harsh politically correct and liberal work environments that dominate today's corporations. I firmly believe that these environments are breeding generations of employees who are so sensitive to anything that goes on around them that stress leave has become the most convenient way to escape work. Those of us who strive to become educated and control our personal and work lives are quite simply disgusted with the amount of people who the system allows to keep jobs and/or careers and/or positions that others who are qualified can't get! I know - I've been there. ”

Although my manager allows me to take flex days, I always feel guilty about asking. I also feel guilty about leaving at 4:30 to get home, as the person who had my job previously would always stay late. ”

Guilt is a powerful force! Many times I have wished, while my children were growing up and during my work life, that I could have had flexible hours, been able to work at home, and not feel guilty - not feel guilty to take a day off, to simply recharge myself! You worry that if you are sick the other staff will have to do double duty and you worry about what they will think of you. You need to be supported in your decisions and not feel guilty! ”

Although my organization has great supports for balancing family with work, it is often hard to take the time. There seems to be a lot of guilt when you leave work on time. Overtime is often expected. ”

The only people who climb this corporate ladder are men, or childless women. X is not family- oriented. There are no days off for sick kids (must use vacation), three days compassionate leave if your spouse dies, and after that they dock your pay. No such thing as mental health day or a family day for unexpected emergencies. ”

Many senior managers don't understand dual commitment to work and family. They are of an age and generation that had different beliefs. They expect work to come first - always and with NO exceptions! ”

This corporation to no extent tries to listen and meet the expectations of the employees working for it. They have made zero effort to provide a schedule that lifts some of the stress and help staff achieve a fulfilling and responsible personal and family life. This fact continues to be the reason for low morale and general unhappiness in the workplace. ”

It is unacceptable for a woman to express the fact that her family is important and may take precedence over work - especially to women who do not have children. ”