1 Barriers that exist for fathers wishing to take paternity or parental leave general perception that it would be frowned upon despite policy women being seen as primary caregivers paying fathers while they weren t working heavy workload team expectations job role responsibilities time of year e g accounting firms difficulties of determining secondary vs primary caregiver role More family time can give dads career a lift 2 Fathers Conflicted about Time Spent with Children of fathers think they spend too little time with children 50 think they spend the right amount 46 3 think they spend too much who have been employed 50 of the time since the birth of the first child are twice as likely to 3 The basics of the Two Income Trap women divorce than stay at home moms 1950 vs now median income 5000 40 000 now 100 healthcare per year now 15 000 15 owned 1 car 31 now 2 5 unemployed and 8 3 now 34 women in the workplace 50 now 3 5 family size 2 5 now 27 cents per gallon 3 57 now 983 sq ft home size 2 349 now it now takes 2 incomes to provide what it took 30 years ago 1973 family with 1 maker made 38 700 but after bills had 17 834 leftover and now with 2 they make 67 800 but after bills have 17 045 leftover 4 The current statistics related to the Middle Class How many people are in it The level of income to be included How hard is it perceived to stay in the middle class 51 2000 2010 tough decade shrunk and fallen Shrinking for 4 decades 61 Economic tiers slightly more moved into upper tier the only tier that has increased their share of the income dropped by 5 and wealth by 28 of adults describe themselves of middle class with annual income of 70k Median income for 4 person household is 68k nations household income 46 compared to the middle tier of 45 49 85 the same standard of living 62 blame congress 54 say banks 47 say corps 44 george bush 49 say foreign comp 39 say obama 8 blame middle class themselves describe themselves as middle class say it is more difficult now than a decade ago to maintain https www youtube com watch v dkpHOwAxJkc The consequences of guilt 5 Causes health problems such as backaches and headaches and work problems such as inability to concentrate or problem solve and less job satisfaction Causes home problems too such as strained relationships Most of us feel guilty about how much we are working not with our spouse of 700 people feel guilty about how much working 6 The costs of millennials leaving and why millennials stay and leave http millennialbranding com 2013 cost millennial retention study each millennial employee By 2014 millennials will account for 36 of the American workforce 87 of companies reported it costs between 15 000 25 000 to replace they lose Considering that approximately 40 of companies currently employ 50 or more millennial workers these costs are expected to rise dramatically over the years to come With current data showing more than 60 of millennials leaving their company in less than three years employers are facing a very expensive revolving door global workplace to 75 of the experience high turnover with those employees identified as millennials a 2 1 margin versus older generations Of those HR professionals surveyed by Millennial Branding and Beyond com 79 felt optimistic that they ll be able to increase their millennial employee retention rate with many citing they can t afford not to Recent Millennial Branding reports show that 45 of companies In 2025 that number balloons What is the main indicator of whether millennial workers stay at a company According to the survey the majority responded that it is whether there is a good cultural fit The top reasons why millennials leave their companies are because they received a better offer from another company 30 their career goals aren t aligned to their company 27 and a lack of career opportunities 13 Steps for dealing with being ultraconnected include 7 8 How men and women think differently referring to work family their ability to draw boundaries between work and home life http psychcentral com news 2013 08 12 working moms stress over family matters 58345 html Mothers are more concerned about family matters than fathers Mothers are burdened by family matters and experience increased stress and negative emotion because they bear the major responsibility for child care and family life When mothers think about family matters they tend to think about the less pleasant aspects of it Study of 402 mothers and 291 fathers in dual earner families suggests that working mothers engaged in mental labor 25 and working fathers 20 of the time This amounts to approximately 29 hours per week of mental labor for mothers and 24 for fathers Mothers and fathers both spend 30 of the time engaged in mental labor thinking about family Gender differences in mental labor are more a matter of quality than quantity societal expectations that push them to assume the role of household managers and lead them to disproportionately address the less pleasant aspects of family What makes this mental labor negative and stressful experience for mothers only is that they are the ones judged and held accountable for family related matters Mothers seek to meet Fathers spent a greater percentage of the time engaged in mental labor thinking about work related matters than mothers and their thoughts and concerns about work were less likely to spill over into non work domains 25 of the time fathers engaged in job specific mental labor compared to 34 among mothers they did so in non work contexts Mothers usually adjust their work schedule to meet family demands Mothers feel that they do not devote enough time to their job and have to catch up so they are easily preoccupied with job related matters outside the workplace This is the double burden the pressure to be good mothers and good workers Fathers are adept at leaving their work concerns behind and are better able to draw boundaries between work and home Fathers can afford to do that because someone else assumes the major responsibility for the household and childcare 9 How the 4 generations differ in terms of what want at work Traditionalists want actions to connect with the good of the company Baby Boomers need to see how their actions make a difference Generation X need flexibility to get the job done Generation Y connect responsibility with personal goals Veterans No news is good news Satisfaction on job well done Boomers Don t appreciate it Money Title Recognition X Sorry
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