mcgraw-hill © 2002 the mcgraw-hill companies, inc., all rights reserved. 9-1 chapter nine l work...
TRANSCRIPT
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved.
9-1
Chapter Nine
Work and Families
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-2
Power and Authority
Power = ability to force a person to take an action Women have less when they earn less
Authority = acknowledged right to control and supervise another’s behavior
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-3
Family’s Internal Economy Income used for benefit of entire
family What happens to income - whose
needs and preferences shape how money is spent?
Household goods and services vs. personal consumption Males are more likely to spend money
on personal consumption
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-4
Power and Modes of Production Familial Mode of Production
Impact of hoe culture (female farming system)
Example of Jean-Baptiste and Rosalie, 1861
Plow culture, men took over farming Production for exchange value
(outside home) Production for use value (within home)
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-5
Power and Modes of Production Labor Market Mode of Production
Paid vs. unpaid labor Greater power within family goes to those
who produce for exchange value Wives ability to exchange labor for goods
and services is limited because they must also carry out child care and household responsibilities
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-6
Relationship-specific investment Time spent on activities such as childrearing
that are valuable only in a person’s current relationship
Working outside the home is an investment in earning power that can be used in any marriage
Household investments can only be used in current marriage
Women who earn outside the home and control their earnings have more power
Power and Modes of Production
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-7
Married Mothers Enter the Labor Force
1948 25% of women with children 6 years
or older in labor force 10% of women with children under 6
in labor force
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-8
Service sector expansion and outside forces created a need for women in the workforce Women whose children in school were
first to enter Women working in 1998:
Women with children in school = 77%, Women with children in preschool = 64%, Women with children under 2 = 62%
Married Mothers Enter the Labor Force
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-10
Married Mothers Enter the Labor Force Service sector provides personal
services such as: education health care communication restaurant meals legal representation entertainment
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-11
Married Mothers Enter the Labor Force Many service sector jobs thought
of as “women’s work” These jobs require some education,
but pay less than men’s work Secretary Nurse Elementary School Teacher
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-12
Women having fewer children Decline of wages for men without
college educations High divorce rate of the past several
decades Movement of married women into the
labor force is one of the most significant changes in American family life in the past century
Married Mothers Enter the Labor Force
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-13
Married Women Remain in the Labor Force Common for women to work
outside the home from young adulthood to marriage See figure 9.2
Women still earn substantially less than men Parity = equal work for equal wages Women earned 72 cents for every $1
a man earned in 1999
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-15
Earnings may be higher because of the cohort effect
Younger women more likely to be better educated and have longer career span
Even without the cohort effect, lower income wages for women also rose Wages among white and black women about the same
Married Women Remain in the Labor Force
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-16
Working Wives Power and Authority: The Stalled Revolution? Blumstein and Schwartz: studied
couples in late 70s A shift - higher the wives’ income, more
authority in house Boost to authority to make daily economic
decisions Not as much change in winning disputes
with husbands Men still likely to do less housework
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-18
Husbands reported to hardly increase household labor
Employed wives spent less time on household work
Higher socioeconomic status (SES) more likely to hire outside help
No difference in proportion of work done by men in all social classes Perception is that middle class men take more
responsibility, but reality doesn’t fit
Working Wives Power and Authority: The Stalled Revolution
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-19
Overload and Spillover Between Work and Family Concern for role overload – having
too many conflicting demands Juggling demands of work,
housework, children, parents, partner Level of support from partner or
spouse
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-20
Research has not found clear distinction between role overload and distress
Rather than role overload, some Americans may be experiencing too much paid work
Overload and Spillover Between Work and Family
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-21
Overworked and Underworked Americans Balancing work and family may be
more difficult because people are working longer hours Those with college educations are
working more hours Those without college education are
working fewer hours More part-time workers without fringe
benefits
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-22
Overworked and Underworked Americans Regardless of change of hours
worked, many still feel overloaded Result of the faster pace of combining
paid employment and raising children
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-23
Spillover
Stressful events in one part of a person’s daily life often spill over into other parts of his/her life Wives cast in supportive role and may
buffer husbands from further stress at home
Men more likely to withdraw from families if stressed
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-24
Childcare
May be handled by parents Flexible hours - different shifts May cause woman to turn down
opportunities more than men Single parents do not have this luxury
May rely on relatives Fewer buffers
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-25
Unemployment
Creates stress Causes marital strife
Angry, irritable, hostile behavior triggers problems in marriage
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-26
Toward a Responsible Workplace Two-tiered system developing
Larger firms offer better pay, steadier jobs, and have more educated workers
Smaller firms have less pay, less-steady jobs, and less educated workers
Increase in part-time and temporary workers without benefits
McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved
9-28
Toward a Responsible Workplace Flextime Job sharing Parental leave Part-time work