Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya

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ABSTRACT

The myth that family and work occupy separate spheres is fast fading in the face of

tremendous demographic and economic changes (Voydanoff 1984). It is apparent

that the demographics of the workplace have greatly changed in this century. This

has led to a substantial increase in interest and focus by many employers and

employees on achieving an appropriate balance between work demands and family

life which is also critical for business success through improved productivity of

employees.

The purpose of the study was to examine the relationship between work/family life

conflicts and employee productivity at Citibank Kenya. That is, to specifically assess

the impact of work/family conflict on organizational productivity. The sample size

for the study was 36 respondents. The research insh·uments used in data collection

was a questionnaire which consisted of both open and closed ended questions. The

data collected was analyzed using Ms Excel and presented in frequency table, pie

chart and graph form.

The study revealed that work life conflict was a new concept to most of the

respondents. The study established that there were work life balance programs in

place though they were not sufficient enough to counter conflict and ensure that

there is a balance between work and family roles of employees which would

enhance performance and productivity.

The study showed that the specific working conditions that contributed to most of

the work family conflict were: excessive working hours, scheduling incompatibilities

between work and family roles and few numbers of employees leaving most of them

with heavy workloads.

There were several consequences / effects of conflict established by the study. The

most significant ones were lower job satisfaction which eventually led to low

morale, motivation and overall low or poor productivity plus lower contentment

with life in general to the level of some employees intending to leave paid

employment.

The bank should therefore implement written work life policies and programs,

sensitize all employees on the benefits of work life balance. Some of the programs

that should be introduced may be family sick days, extensive resource and referral

services such as medical services, child care services, paternity leave policies and

flexible work arrangements all as a means to help employees attain this important

balance and render them more productive and satisfied individuals both at work and at home.

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APA

SSA, R (2021). Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya. Afribary.com: Retrieved June 19, 2021, from https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya

MLA 8th

Research, SSA. "Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya" Afribary.com. Afribary.com, 04 Jun. 2021, https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya . Accessed 19 Jun. 2021.

MLA7

Research, SSA. "Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya". Afribary.com, Afribary.com, 04 Jun. 2021. Web. 19 Jun. 2021. < https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya >.

Chicago

Research, SSA. "Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya" Afribary.com (2021). Accessed June 19, 2021. https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya