M.Comm. (Business Management) / Changes in the corporate landscape and an increase in female participation rates in corporate workforces necessitate a better understanding of female career paths and how organisations can accommodate them better. The purpose of this study is to identify the most appropriate work-life balance benefits organisations can offer to female employees to assist them in achieving greater work-life balance. The study further aims to identify learning and development opportunities that females who have exited from their professions can follow to remain relevant and up to date in their fields. Through the literature review the study examines the need for women in corporate workforces, and inspects reasons for the underrepresentation of women in workforces. It further investigates alternative career models female professionals often embark on in an attempt to gain more balance between family responsibilities and career demands and subsequently discusses the costs associated with losing female talent. It then explores how organisations can assist female employees by offering work-life balance benefits. The study was conducted by using an online questionnaire and respondents were selected by employing a snowball sampling method. In this study research found that the most appropriate work-life balance benefits are flexible working hours, on-site childcare facilities, parental leave, part-time work, mobile working and virtual or cyber working. Conversely, the most inappropriate work-life balance benefits are weekend work, shift work, overtime, temporary or casual work, term-only working and fixed term contracts. It further found that employees who have exited from their professions can follow certain learning and development opportunities to assist them to remain relevant and up-to-date in their fields and assist them to return to full-time employment. The following learning and development opportunities were listed as being most appropriate: Attending continuous professional development courses and workshops, reading and further studies, keeping in touch with colleagues to stay updated with new developments at the office and the organisation, attending seminars and doing ad hoc, private, part-time or consulting work.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uj/uj:7901 |
| Date | 14 January 2014 |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
| Rights | University of Johannesburg |
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