1. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 9-1 Chapter Nine l Work and Families

2. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-2 Power and Authority l Power = ability to force a person to take an action l Women have less when they earn less l Authority = acknowledged right to control and supervise another’s behavior

3. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-3 Family’s Internal Economy l Income used for benefit of entire family l What happens to income - whose needs and preferences shape how money is spent? l Household goods and services vs. personal consumption l Males are more likely to spend money on personal consumption

4. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-4 Power and Modes of Production l Familial Mode of Production l Impact of hoe culture (female farming system) l Example of Jean-Baptiste and Rosalie, 1861 l Plow culture, men took over farming l Production for exchange value (outside home) l Production for use value (within home)

5. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-5 Power and Modes of Production l Labor Market Mode of Production l Paid vs. unpaid labor l Greater power within family goes to those who produce for exchange value l Wives ability to exchange labor for goods and services is limited because they must also carry out child care and household responsibilities

6. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-6 l Relationship-specific investment l Time spent on activities such as childrearing that are valuable only in a person’s current relationship l Working outside the home is an investment in earning power that can be used in any marriage l Household investments can only be used in current marriage l Women who earn outside the home and control their earnings have more power Power and Modes of Production

7. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-7 Married Mothers Enter the Labor Force l 1948 l 25% of women with children 6 years or older in labor force l 10% of women with children under 6 in labor force

8. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-8 l Service sector expansion and outside forces created a need for women in the workforce l Women whose children in school were first to enter l Women working in 1998: l Women with children in school = 77%, l Women with children in preschool = 64%, l Women with children under 2 = 62% Married Mothers Enter the Labor Force

9. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-9

10. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-10 Married Mothers Enter the Labor Force l Service sector provides personal services such as: l education l health care l communication l restaurant meals l legal representation l entertainment

11. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-11 Married Mothers Enter the Labor Force l Many service sector jobs thought of as “women’s work” l These jobs require some education, but pay less than men’s work l Secretary l Nurse l Elementary School Teacher

12. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-12 l Women having fewer children l Decline of wages for men without college educations l High divorce rate of the past several decades l 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

13. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-13 Married Women Remain in the Labor Force l Common for women to work outside the home from young adulthood to marriage l See figure 9.2 l Women still earn substantially less than men l Parity = equal work for equal wages l Women earned 72 cents for every $1 a man earned in 1999

14. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-14

15. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-15 l Earnings may be higher because of the cohort effect l Younger women more likely to be better educated and have longer career span l Even without the cohort effect, lower income wages for women also rose l Wages among white and black women about the same Married Women Remain in the Labor Force

16. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-16 Working Wives Power and Authority: The Stalled Revolution? l Blumstein and Schwartz: studied couples in late 70s l A shift - higher the wives’ income, more authority in house l Boost to authority to make daily economic decisions l Not as much change in winning disputes with husbands l Men still likely to do less housework

17. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-17

18. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-18 l Husbands reported to hardly increase household labor l Employed wives spent less time on household work l Higher socioeconomic status (SES) more likely to hire outside help l No difference in proportion of work done by men in all social classes l Perception is that middle class men take more responsibility, but reality doesn’t fit Working Wives Power and Authority: The Stalled Revolution

19. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-19 Overload and Spillover Between Work and Family l Concern for role overload – having too many conflicting demands l Juggling demands of work, housework, children, parents, partner l Level of support from partner or spouse

20. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-20 l Research has not found clear distinction between role overload and distress l Rather than role overload, some Americans may be experiencing too much paid work Overload and Spillover Between Work and Family

21. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-21 Overworked and Underworked Americans l Balancing work and family may be more difficult because people are working longer hours l Those with college educations are working more hours l Those without college education are working fewer hours l More part-time workers without fringe benefits

22. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-22 Overworked and Underworked Americans l Regardless of change of hours worked, many still feel overloaded l Result of the faster pace of combining paid employment and raising children

23. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-23 Spillover l Stressful events in one part of a person’s daily life often spill over into other parts of his/her life l Wives cast in supportive role and may buffer husbands from further stress at home l Men more likely to withdraw from families if stressed

24. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-24 Childcare l May be handled by parents l Flexible hours - different shifts l May cause woman to turn down opportunities more than men l Single parents do not have this luxury l May rely on relatives l Fewer buffers

25. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-25 Unemployment l Creates stress l Causes marital strife l Angry, irritable, hostile behavior triggers problems in marriage

26. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-26 Toward a Responsible Workplace l Two-tiered system developing l Larger firms offer better pay, steadier jobs, and have more educated workers l Smaller firms have less pay, less-steady jobs, and less educated workers l Increase in part-time and temporary workers without benefits

27. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-27

28. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-28 Toward a Responsible Workplace l Flextime l Job sharing l Parental leave l Part-time work

29. McGraw-Hill © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved 9-29 Toward a Responsible Workplace l Responsive workplace = work setting in which job conditions are designed to allow employees to meet their family responsibilities more easily