According to Spain’s Labour Force Survey (INE), the highest proportion of economically inactive people who are not looking for work because they care for dependants — 30% of the total population — is found in the 35 to 44 age group. That is a significant figure, one we should bear in mind and which should make every company conscious of the need for a human resources policy grounded in corporate social responsibility.
Keywords: satisfaction, work–life balance, commitment.
Introduction
The concept of work is changing a great deal from what we traditionally knew. Since women entered the workforce, and given long working hours, this has been identified as a significant psychosocial risk. The consequences of such conflicts are numerous and can affect well-being considerably; among the most important are dissatisfaction, whether at home or at work, lower commitment to the company, and somatic and affective problems.
Moderating variables
It is worth noting that, at the point we have reached, this should not be a problem for anyone in work, given all the means available for balancing personal and working life.
There are numerous resources and practices that can readily reduce stress and improve employees’ quality of life: the possibility of working remotely, wherever the work allows it; accepting flexible hours; and part-time work for those with dependants in their care. All of this falls within what organisations can provide. But social and family support also matters fundamentally — how far the family helps with practical tasks, and above all the attitude a person brings to stressful situations, bearing in mind that everyone is different and that each of us has different ways of facing difficulty. With that in mind, strategies and tools will be needed to help people learn to manage such situations.
Conclusion
Seeking the well-being of a company’s workers will help keep them healthy, so their productivity and efficiency will rise, along with their satisfaction and their commitment. As a result, the working climate improves and teamwork is encouraged. It therefore appears necessary that companies adopt work–life balance measures, not only for the team’s well-being but for the organisation’s success.
There is one particular problem, centred on women, in that fear of the discrimination already suffered in relation to work has produced considerable mistrust. In my view a balance between work and family can be achieved, along with full commitment to each role and the dedication that requires. That would improve people’s quality of life and their family and personal relationships.
Author: Cinthia Casado Rizaldo.
