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2021 | Book

Introduction: Overview of the Book and Book Chapters Read chapter Read first chapter

Work-life Integration in Africa

A Multidimensional Approach to Achieving Balance

Authors: Okechukwu E. Amah, Dr. Marvel Ogah

Publisher: Springer International Publishing

Part of: Springer Professional "Wirtschaft+Technik" , Springer Professional "Wirtschaft"

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About this book

This book examines how individuals and organizations in Africa have found ways to integrate work and life roles effectively. It reflects on the notions that while many cultures have embraced women’s participation in the workplace, African culture has been more resistant to change thereby forcing companies and employees to invent their own solutions. This presents its own set of challenges, for example African organizations are generally not up to speed with the family-friendly policies that are required in the modern workplace; the effectiveness of such policies is questionable and there is an increasing realization that work-family policies are not the only way to achieve work-life integration and others may be considered, such as workplace mentoring and introducing incentives.

With this in mind the authors consider multiple approaches to balancing work and life responsibilities with emphasis on three perspectives, namely organizational, individual and family and cultural. The book highlights and examines the joint responsibility that organizations, leaders and individuals have in achieving work life integration. Secondly the book considers why work-life integration initiatives fail and identifies the sources and remedies for these failures. Each chapter discusses the role of the identified dimensions necessary for collective achievement of work-life integration, while the final chapter sets out further research avenues and a conceptual framework that brings together the findings of the book.

Table of Contents

Frontmatter
Chapter 1. Introduction: Overview of the Book and Book Chapters
Abstract
The chapter traces the history of the study of the interaction between work and non-work domains to the origin of humankind. The entire history covered the period when work was done in the family domain and extended to the pre-industrial, industrial, and the twenty-first century. Within these periods, the interface was described with various terms such as “segmentation,” “spillover,” “compensation,” and “accommodation.” Two significant developments occurred in the twenty-first century: human beings were seen as social beings with activities beyond work and family domains, and researchers studied life satisfaction and individual well-being. These developments affected how people defined successful life beyond success in the work and family domains to include satisfaction in other life domains. Hence, the management of the interface attracted the interest of organizations and individuals. The chapter advocates a multidimensional approach to the achievement of WLI
Okechukwu E. Amah, Marvel Ogah
Chapter 2. Work–Life Integration: Overview and Trends
Abstract
The chapter discusses the understanding of the relationship between work–life balance and work–life integration, which was polarized into three different thoughts. The chapter aligns with the thought that the terms are different ways of viewing the management of work–nonwork interface and apply to two different eras in the interface’s history. Work–life integration views the individual’s life as an integrated whole that cannot be compartmentalized into distinct portions. Hence, the need for joint management of the domains, and multidimensional perspective to get the best out of an individual. The chapter concludes by identifying the various perspectives to be considered in achieving this integration. The chapter argues that organizational work–life policies and procedures are necessary factors, but insufficient to guarantee WLI. The policies must, therefore, be handled with other perspectives to achieve real and sustainable integration.
Okechukwu E. Amah, Marvel Ogah
Chapter 3. Organizational Production Process and Work–Life Integration
Abstract
The chapter explores the concept of productivity and its relationship with work–life integration. It discusses the connection of work process flow with work–life integration and the factors that make up optimal productivity procedure. The chapter discusses critical inputs for optimal productivity flow within the framework of the work–life integration continuum. It also examines the effects of demographic shift, changing work environment, and changing family structure on productivity and its resultant influence on work–life integration. However, factors that make up value-add at the individual level may differ at the organizational level, but these factors affect productivity and ultimately impact work–life integration. The chapter discusses these factors: prioritization, time management, discipline, delayed decision-making, scheduling, and concludes with a discussion on the strategies for productivity improvement and the attendant consequence on work–life integration.
Okechukwu E. Amah, Marvel Ogah
Chapter 4. Technology and Its Impact on Work–Life Integration
Abstract
Discussion focused on the nature of technology and the types of technological changes affecting work–life integration. Other dimensions of technological impact on work–life integration through its features and factors with specific reference to the service and non-service work environments were explored. Technology has influenced the work environment via the nature of leadership capabilities critical for the integration of work and life domains. Furthermore, an examination of how technology has impacted and influenced the integration of work and life domains was done. With the evolution of technology, work–life integration has metamorphosed at the individual, communal, and global levels; among other things, technology has not only provided an array of options for employees in their workplaces but has also encroached into their work, private, and family lives. The chapter concludes by discussing how the flexi-nature of the contemporary work environment has impacted work–life integration.
Okechukwu E. Amah, Marvel Ogah
Chapter 5. Family-Friendly Policies: Trend and Expectations in Africa
Abstract
The chapter traces the trend in work–life friendly policies from when they were unnecessary to when they became needed for enhancing the productivity of individuals. The increase in work–life conflict coupled with increased participation of women in the work domain caused the need for work–life friendly policies. The first phase of the work–life policies introduced by law failed because of the non-uniformity in their implementation across organizations. Discretionary policies introduced in the second phase by organizations failed in some organizations because of the barriers created by organizational climate and leadership behaviors. To understand the differences in organizational behavior to work–life policies, organizations were categorized into four distinct groups based on different attitudes toward the number of allowed policies and level of support offered. Employee productivity and well-being are enhanced in organizations that have a high number of policies and high level of support.
Okechukwu E. Amah, Marvel Ogah
Chapter 6. Evaluation of the Contributions of Work–Life Friendly Policies in Managing Work–Life Integration in Africa
Abstract
Organizations provide various forms of policies to help employees manage their work–life integration and work productivity. Some organizations overemphasize statutory policies but do not go the extra mile to establish discretionary policies. Policy development is only one factor in the work–life integration equation, the other factor being the provision of an environment that encourages the use of the policies. The result from a study of organizations in Lagos, Nigeria, showed that unless these factors occur in tandem, organizations do not derive the expected benefits of their investments in work–friendly policies. This situation was attributed to the role of organizational leaders who discourage the use of the policies. Two of such climates are lack of managerial support and career consequences of using the policies. These climates render the huge organizational investment in providing work–life friendly policies unproductive.
Okechukwu E. Amah, Marvel Ogah
Chapter 7. Leadership and Organizational Climate: Effects on Work–Life Integration
Abstract
The chapter discusses the role of leadership behavior in creating work climates that influence the achievement of work–life integration. It positions leadership behavior as a product of leadership motive and mindset and advocates the incorporation of these variables into the development of leadership behavior. The chapter also reviews the role of employees’ and leaders’ Emotional Intelligence in the management of work–life integration. Employees’ emotional intelligence directly affects how they manage work–life integration, while leaders’ emotional intelligence affects employees’ emotional intelligence and creates an environment that either supports or deters employees’ efforts in achieving work–life integration. The chapter postulates that emotional intelligence is not hereditary and so its development must be encouraged. A major development of the chapter is the categorization of leadership behavior and establishment of the type that can continuously create the needed climate to drive the management of work–life integration.
Okechukwu E. Amah, Marvel Ogah
Chapter 8. Understanding and Evaluation of Self: Role in Work–Life Integration
Abstract
The chapter discusses personality differences and the roles they play in the management of WLI. Self-Care behaviors were recognized as a major link in the relationship between personality differences and work–nonwork interface. The chapter advocates that Self-Care behaviors affect the work–nonwork interface directly and moderates the relationship between personality differences and the work–nonwork interface such that individuals who use Self-Care behaviors have a better fit with the work–nonwork interface, achieve WLI, and improve their well-being. The chapter concludes that though some personality differences have the tendency to exacerbate work–nonwork conflict (even when friendly policies are provided), such differences can still achieve work–life integration if the individuals adopt Self-Care behaviors that can compensate for the negative tendencies. It requires individuals to identify and recognize these negative tendencies and proactively work to mitigate them using Self-Care behaviors.
Okechukwu E. Amah, Marvel Ogah
Chapter 9. Meaning of Life and Successful Life: Work–Life Integration
Abstract
There is a strong link between the meaning of life, successful life, book of life, and wheel of life in the management of work–life integration. The meaning of life affects the definition of a successful life, and this will ultimately affect the management of work–life integration. When employees develop their book of life, they can use many domains of life to define the meaning of life. Successful life is the cumulative well-being achieved in each domain of life. This makes it necessary to emphasize many domains while defining the meaning of life, since the loss in well-being arising from neglected domains is not recoverable from overemphasized domains. The chapter concludes by recommending the wheel of life as a tool for establishing well-being levels and continuously optimizing the levels throughout the life of an individual.
Okechukwu E. Amah, Marvel Ogah
Chapter 10. Understanding the Family Structure in Africa: Role in Work–Life Integration
Abstract
The meaning of the family must be contextually situated since no universal definition applies around the world. There are two broad categorizations of family, the nuclear and the extended family structures, all other structures are modifications of these categorizations. In managing work–life integration, therefore, the meaning of the family must be defined bearing in mind the context of employees since the meaning assumed affects the development of policies, number of demands, and resources that are considered. For instance, the nuclear family structure involves responsibilities for spouses and children, while the extended family structure involves additional responsibilities. Hence, policies for different family structures must vary. A mini study established that the extended family structure leads to additional resources and demands on employees, hence, proper coordination is required to derive the benefits of the family structure and to minimize the effects of its challenges.
Okechukwu E. Amah, Marvel Ogah
Chapter 11. Revisiting the Gender Ideology: Traditional and Egalitarian Family Role Definition in Africa
Abstract
The chapter identifies gender ideology as a critical factor in the management of work–life integration, since the gender ideology held by regions and individuals can have negative or positive consequences on the management of WLI. Three possible gender ideologies were identified: traditional, egalitarian, and neotraditional/transitional, and these have different effects on the management of work–life integration. The interaction between dominant regional and individuals’ preferred gender ideology is complex and complicated by the effects of cognitive dissonance. Regions have moved away from the predominant traditional gender ideology, but the movement did not achieve the preferred egalitarian ideology. This means that the dominant gender ideology is still detrimental to women’s effectiveness in the work and family domains. Also, the drift is stronger in the western world than it is in Africa. People must manage their gender ideology to enhance WLI achievement, especially for women.
Okechukwu E. Amah, Marvel Ogah
Chapter 12. Understanding the Multidimensional and Multifunctional Approach in Managing Work–Life
Abstract
Chapter 12 begins with a summary of the conclusion derived from each chapter in the book that discusses aspects of the multidimensional approach to the management of WLI. It aims at harmonizing the various arguments in the chapters into a coherent thought to enhance the understanding of the perspective advocated in this book. This harmonization led to the development of a comprehensive model of work–life integration that captures the multidimensional approach to managing WLI. The chapter identifies that some relationships in the model have been discussed and tested in past studies, while others have neither been factored in nor tested in past studies. The multidimensional perspective advocated in this book gave rise to the latter relationships.
Okechukwu E. Amah, Marvel Ogah
Chapter 13. Future Directions of Work–Life Integration Research in Africa
Abstract
Prior to identifying issues to be addressed before testing the comprehensive model, the chapter traces the phases passed by work–family interface research prior to introducing the term work–life interface. It establishes that work–life interface can be presented in multiple dimensions and types represented by work–life conflict, work–life facilitation, family–work conflict, and family–work facilitation. Researchers have proved these variables to be distinct, with distinct antecedents in the work and life domains. The aim of this summary is to identify lapses in the measurement of variables associated with work–life interface included in the comprehensive model postulated in Chapter 12. The last part of the chapter itemizes issues to be resolved prior to the testing of the developed WLI model. Two issues stand out clearly: developing an appropriate measure for the variables and theoretical frameworks that govern relationships in the model.
Okechukwu E. Amah, Marvel Ogah
Backmatter
Metadata
Title
Work-life Integration in Africa
Authors
Okechukwu E. Amah
Dr. Marvel Ogah
Copyright Year
2021
Electronic ISBN
978-3-030-69113-4
Print ISBN
978-3-030-69112-7
DOI
https://doi.org/10.1007/978-3-030-69113-4