How Can Female Employees Find Workplace Happiness In Balance?

Gapulo, a famous sociologist, put forward five dimensions of happiness: professional life happiness, social relationship happiness, financial well-being, health condition, happiness and social environment happiness.

Among them, the happiness of career life is the foundation.

The sense of professional happiness refers to the continuous happy experience of a subject when he or she is engaged in a certain occupation, based on the need to be satisfied, the potential to be brought into play and the strength to grow.

For enterprises, employees' occupational well-being index will directly reflect the management ability of enterprises.

The proportion of female managers is gradually increasing, taking on more and more important roles and responsibilities, and becoming an indispensable backbone in enterprises. Their sense of professional happiness has also become a topic of thought for leaders.

With the pressure and opportunities brought by the rapid economic and social development, social and family expectations and demands for women in the workplace are increasing. They need to flexibly change their roles in the workplace and life.

For most women in the workplace, how to become a balance between work and life is the focus of their attention.

"In the enterprise, female employees are different from male employees, affecting them.

The most important factor is whether we can balance work and life and whether we can achieve balance in various identities.

Sun Juntao, Secretary General of the Shenzhen Human Resources Association, believes that most women in the modern workplace want to take into account their lives and careers, not only to achieve their professional goals, but also to get happiness in their lives.

This is also demonstrated by some survey data.

In a survey of Chinese people's happiness, data show that 77.6% of workplace women say that work and life are equally important, and even 15.2% say life is more important than work.

Sun Juntao pointed out that according to Maslow's demand theory, there is no substantial difference between the professional well-being of women in the workplace and men, both from the material and spiritual needs.

First of all, all happiness is based on a reasonable material foundation, and the sense of happiness of female employees is based on reasonable remuneration.

But what is different from male employees is the spiritual needs on this basis.

When a certain material foundation is achieved, male employees value the promotion opportunities and career development more.

Most female employees are more concerned about whether the soft environment of work is satisfactory, whether the relationship between colleagues is harmonious, whether supervisors or colleagues can recognize and respect themselves.

Generally speaking, women pay more attention to some perceptual factors, and their career happiness is easier to achieve.

In addition, men and women also differ in their degree of professional happiness.

Due to the differences in the physiological conditions of the workplace women and men, and the differences in their occupational demands, career happiness is easier to obtain than men.

Under normal circumstances, men's demands for career achievement are significantly higher than that of women due to the expectations and pressures given by tradition and society, so their demands for professional well-being are often relatively higher and more complicated.

A survey conducted specifically for workplace psychology shows that although men and women do not have a high degree of satisfaction with work life balance, women generally feel happier in all aspects than men.

Of course, some career women will pursue higher career goals and achieve ladder goals.

Finally, realize self value in the workplace.

Sun Juntao said that the pursuit of professional happiness, different people or the same person at different stages will have different requirements and standards.

That is, the five levels of needs in Maslow's theory of demand, which include physiological needs, security needs, emotional needs, respect for needs and self actualization needs.

Taking his personal experience as an example, Sun Juntao describes the process of pursuing career happiness.

More than ten years ago, when I first started work, professional happiness came from whether work could bring her reasonable remuneration and sense of stability. With the change of age and position and job, a better colleague could work with her. A comfortable and soft environment supports her work. Winning respect is an important factor affecting her career happiness. With further accumulation, self value in work or career can make her feel happier.

In many experts' opinion, the most important factors affecting the career happiness of women in the workplace are the balance between work and life, work and family.

In real life, only a very small number of women will take career success as the main factor of career happiness, and most women want to maintain a balance in all aspects.

If a family or private time is reduced due to work or career, it will make her feel that she is a failed mother, wife and daughter, thereby affecting her happiness.

Therefore, for workplace women, if we want to really achieve a balance between life and work, we should first set a reasonable career goal.

That is, according to their own ability and occupation stage, formulate suitable career goals.

"If you are a senior lecturer, there are families and children.

If you want to become a nationally known management consultant or trainer, you can achieve your goal by working harder according to your strength, but this will reduce the time you take care of your family.

If you don't want the family happiness index to decrease, you need to adjust your career goals in a timely manner.

Otherwise, it will only backfire. "

Sun Juntao pointed out.

In this regard, Dong Mingzhu, President of GREE electric appliances, put forward his own view: professional women should first learn how to behave and set goals.

She said, "many people will say that to be a manager later is not a goal, but a personal goal.

I want to do better than others in my post. That's the goal.

It is not for the purpose of life to achieve the value of life, only in this way can we succeed. "

Besides, for working women, having a contented mind and self-confidence, knowing how to motivate themselves, being good at creating opportunities, getting corresponding training, resources and support are also important factors to increase occupational well-being.

In fact, in this struggle for professional happiness, enterprises can not stay aloof.

As part of the backbone of the enterprise, whether female employees get professional happiness is an important yardstick for testing the effectiveness of enterprise management.

"Relative to 60 or 70 employees.

After 80 or 90, employees have less common characteristics. They are more prominent than others. They may not know what they want, but they do not know what they want.

Gao Xin, deputy general manager of Shenzhen branch of ARUP engineering consultant, believes that when enterprises focus on female employees, first of all, they should find out the commonalities of their needs.

Then, a targeted solution is put forward. From the details, efforts should be made to create a fair and safe working environment so as to enhance their professional well-being.

There are many common needs for female employees.

According to Sun Juntao's survey, women employees in any era are eager to be recognized.

Compared with the recognition methods of promotion and salary increase, oral praise, recognition or small rewards from superiors can bring job satisfaction and even a sense of accomplishment to female employees.

After investigating the women around the workplace, Sun Juntao also summed up some specific suggestions to help workplace women improve their sense of well-being and arouse their enthusiasm.

Enterprises should first give women employees more tolerance on relevant policies. For example, female employees will inevitably ask for leave because of childbirth and parent-child problems. Enterprises and supervisors should give some understanding and tolerance, and will surely get more return on the work of female employees.

In the design of welfare and security system, enterprises should also fully consider the characteristics of female employees.

For example, holidays are not the same as shopping cards. Instead, they choose beauty cards, health management products, help women workers to solve their worries, send a blessing to their families and children on their birthdays, and set up targeted lectures to enhance the overall quality of female employees, which is also an important means for many workplace women to feel happy.

Material demand is only the foundation, and its career development planning is more concerned by women in the workplace, especially for the new generation employees who have just entered the workplace shortly after 80 and 90.

Because of their superior growth environment, their independence and self identity are very strong.

Though accepting more systematic and advanced education and skills than fathers, they do not know how to put these into concrete work.

Therefore, experts suggest that enterprises should help them formulate suitable career plans according to their characteristics and help them find their own growth path.

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