Project Report on Work Life Balanced Dual Couple Career

Project Report on Work Life Balanced Dual Couple Career


Introduction


In 1969, a European academic couple created the phrase "dual-career" (Rapoport & Rapoport) (Butler & Paisley 1980). These latter two words, on the other hand, relate to couples in which both spouses work in the same area or whose job activities overlap (Butler & Paisley 1980), and who are therefore professional colleagues as well as partners (Butler & Paisley 1980). (Adler et al. 1989). Dual career couples vary from dual-earner families/couples, according to the Rapoports. Both spouses in dual-career marriages pursue an occupational career, occupying or pursuing positions with high professional standards, a high level of dedication, and a growth sequence.

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The reason for making this difference between dual-career and dual-earner couples is that a variety of issues are more prevalent when both spouses have and desire to pursue professions, as in dual-career couples. These issues may be divided into two categories: geographical mobility and family obligations, both of which, according to the findings given in the rest of the study, impact women's careers more than men's in dual-career couples.

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Conclusion

When work demands make it difficult for an employee to fulfil their family responsibilities (for example, long hours at a paid job prevent attendance at a child's sporting event, preoccupation with the work role prevents active enjoyment of family life, work stresses spill over into the home environment and increase conflict with the family), interference occurs. In this sense, work-life conflict can be divided into two categories: the practical aspects of time constraints and scheduling conflicts (i.e., an employee cannot be in two places at the same time), and the perceptual aspect of feeling overwhelmed, overburdened, or stressed by the demands of multiple roles. People who have some control over when, where, and how they work have a better work-life balance. It is accomplished when a person's entitlement to a full existence both within and outside of paid employment is recognised and valued as the norm, benefiting the individual, company, and society as a whole.

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