An investigation to establish aspects of coming back to work after maternity leave amongst women.

An investigation to establish aspects of coming back to work after maternity leave amongst women.

1.0 Introduction

Maternity leave amongst women shows that a company or government cares for the mothers and children as well as society. The women usually have different experiences when they report back to work, depending on the supportive and planning measures in place and the length of the leave and time to return to work.

The duration also is proven to be the most significant moment to build a secure connection between the mother and the child, along with the family at large. A span of time off the job always does not compare to off days where women have short durations of staying closer to their children. In general, maternity leave signifies a moment of reconnection as well as the duration to break bonds between work and home when these women resume their official duties. Besides, maternity leave could also imply enough time for healing in the case of women who might encounter complications during delivery.

1.1 Identify a specific researchable topic area

Providing paid maternity leave amongst women is valuable to a business as it promotes their morale, productivity, and reduces turnover. Return to work after the leave should involve planning and support to ensure that job status and performance is maintained. Leave length and time of return to work are essential aspects of investigation as they can negatively affect the productivity of a woman.

1.2 The importance of the problem

If women were not given maternity leave, their productivity would be adversely affected by giving birth and postnatal care. However, although they are allowed to have paid maternity leave, the length and time of return to work affect their productivity, too, if proper planning and support at the workplace are not effectively implemented (Houston and Marks, 2003). For instance, some opt to have a part-time job status to manage the changes they experienced. (Saakvitne, 2013).

In that connection, paying women employees while on maternity leave is one way of showing appreciation besides boosting their confidence for work. The pay signifies a sense of belonging and boost female employees’ self-esteem with regards to their places of work. Women at expectant stages are always vulnerable, and as such, they require sufficient financial support. Considering a pay from their workplaces or rather maintaining their salary at the same amount won’t cause any harm to the institution of employment. The act will always build a good portfolio for the institution while at the same time securing their female employees during the desperate moments where desperate measures need to be put in place.

1.3 Aim of the research project

The research aims to identify the supportive and planning measures at the workplace used when women report to work after maternity leave. There are a lot of changes that take place to them physically, mentally, and psychologically. Therefore, the study aims to investigate aspects of coming back to work after maternity leave amongst women.

This research will partly highlight on the possible schedules that can be created to favor these female employees on their return to work after maternity leave. A fair schedule has to be created whereby reporting and signing out hours should a little bit compromise the state of such female employees. That is arrived at based on the demanding social and physical life they are living. The latter is so, as far as breastfeeding and having some time for the baby is concerned. The research considers a specific duration of time over which the schedules have to be altered for the sake of women in this situation before the normal working schedule entirely resumes to business.

2.0 Research Objectives and Research Question(s)

What are the aspects that affect the coming back to work after maternity leave amongst women?

1. What measures should organizations have in place to ensure that maternity leave amongst women does not affect their work?
2. How planning and support at the workplace impact the job status and productivity of the women after maternity leave.

3.0 Literature Review

Keywords: maternity leave, women, productivity, job status, time to return to work, leave length.

Houston, D. M., & Marks, G. (2003). The role of planning and workplace support in returning to work after maternity leave. British Journal of Industrial Relations, 41(2), 197-214.

The article explains how post-pregnancy affects first time mothers working outcomes. Maternity leave is expected to have positive effects on the productivity, morale, and job status of the women. However, changes that take place after birth make some mothers unable to respond well after coming back to work. It depends on the planning and support system in the workplace and how organizations effectively implement them. The article is relevant to the topic of study as it will help in identifying how women can be empowered after maternity leave to ensure that their productivity, job status, and morale is not negatively affected.

Saakvitne, T.G., 2013. Productivity and maternity leave-Findings from a Norwegian insurance company (Master’s thesis, The University of Bergen).

The article explains the relationship between maternity leave and productivity. The leave length can be according to the government or organization’s policy. When a woman returns to work, the time determines how they will get used and how productivity will be. The relevance of the article to the study is that it will help in identifying the effects of leave length and time to return to work on productivity.

This article tries to establish the best treatment women, particularly those from maternity leave, need to be offered, pending the numerous changes they undergo. The paper will focus on the appropriate methods that will be applied to these women to ensure that they cope up with the work immediately they resume. Presumably, the research seeks to place female employees in a unique position, preferably after coming out of their maternity leave, from which they can fit into the normal flow of the duties at the workplace despite their social and physical lives they are in.

References

Houston, D. M., and Marks, G. (2003).The role of planning and workplace support in returning to work after maternity leave. British Journal of Industrial Relations, 41(2), 197-214.

Saakvitne, T.G., 2013. Productivity and maternity leave-Findings from a Norwegian insurance company (Master’s thesis, The University of Bergen).