Social and individual preferences

  Social preferences

Participation in employment is not an 'all-or-nothing' decision. Individuals also determine the amount of time they are prepared to devote to paid work. (...) Deciding to take a job, or not, involves a trade-off between family members. (...) However, most organizations pay little attention to the domestic influences on an employee's motivation and performance.

 The partners of a third of people who work longer than 48 hours in a typical week reported that the long hours culture had a negative effect on their relationships. More than half of the partners interviewed by Taylor Nelson Sofres for the CIPD said that their sex life suffered as a result of the `long hours' worker's tiredess. 43% agreed that they were fed up with having to take responsibility for most of the domestic burden. See: Married to the job? on HRMGuide.co.uk.

 Managers find it hard to care  Managers find juggling successful careers with caring responsibilities more difficult than other professionals such as doctors. On the HRMGuide.co.uk site.

  Individual preferences

(...) people do not behave as mere commodities. Human behaviour involves deep complexities which bring unpredictability and apparent contrariness into the employment market. Most people's motives and ambitions involve much more than seeking the highest salary.

 Job-changing rate still high in 2001   A nationwide survey of 1477 workers conducted for CareerBuilder shows that job-changers focus on salary, location and work-life balance. On HRM Guide USA.

 Job hoppers worry potential employers   There are signs that potential employers are becoming cautious about hiring job hoppers - those with a pattern of changing jobs every year or so. On HRM Guide USA.

 Female recruitment is a growing concern   A survey by Andersen (formerly Arthur Andersen) concludes that teenage women who are about to join the US workforce 'have a lukewarm impression of corporate America'. On HRM Guide USA.

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