Name200221059Section 12
Literature review
Several works can be cited in the study of workplace nurseries with researchers exploring the same field to seek for evidence in support of the need for workplace nurseries. This section seeks to review the data as presented by various authors.
Necessity for workplace nurseries
Workplace nurseries serves a very crucial role in the work life of a woman. They not only encourage the women's productivity, but also motivates the women to perform even better, the presence of such centres in the workplaces will minimize the challenge of balancing life with work. Gives more time to attend to the kids and the anxiety over the welfare of the kid in the woman's mind will be reduced (Belwal & Belwal et al, 2014). Lily et al (2014) also states that these facilities will reduce the disparity and concern raised on the rising number of non-trusted private centres will claim the health of many kid. The creation of these facilities will enable the women to take up their roles effectively, a very important aspect of economic development. In addition, the facilities have proved to reduce absenteeism among the mothers. It creates a desire to commit to work (The National Editorial, 2013). Such a step can hugely impact on the productivity of the industries where these women work. Researchers have often quoted that a satisfied mother is a satisfied family. Such an environment will motivate them to work more and more. The rising cases of those motivated to work with the institute with the nurseries is an evidence (Tennant et al, 2014). It also offers early development in leadership and career for the kids.
While many authors agree on the reasons to support workplace nurseries, Madsen (2010) asserts that the main benefits will include: career development, leadership skills, education chances, improved productivity, women empowerment and socioeconomic development among the mothers and young parents.
Mother satisfaction on provision of nursery
Most women have found it difficult to balance between work and taking care of their children. Some have had problems with their employers due to increased absenteeism and lack of commitment at work place. According to Lewis (2009), some women have left their profession or even work completely to take care of their children. He quotes, “Women’s reputations as careers are often socially and culturally important, which may weaken their negotiating power at home and in the labor market” (Lewis 2009). This has been an increasing case in UAE. But this situation has been introduced by the coming up of nurseries. The nurseries have come with a lot of satisfaction to women. This is because the services being offered in the baby care nurseries are professional compared to hiring nannies. Most of the nannies are not professional in taking care of the children and most of them are mishandling the children making them to grow with a lot of fear (Issa, 2013). Most Emirati women have increased their satisfaction of taking their children to the nurseries is because they offer professional services (Khoori, 2015). The services they offer are also flexible and can allow the mothers to even visit their children at certain times. Most women have increased their productivity since they have a peace of mind at work and can concentrate full at the place of work. Most of the Emirati women have confidence with the nurseries because their children are in good diet. Most of the nurseries employ professional nutritionist who knows the kind of food that the children should feed on. The health of the children is also taken of in case the children fall sick. Vedder (1996) asserts, “They say that, as compared to other arrangements, nurseries provide good conditions for children’s social development”. The children also grow intellectually since the have very many play stations and lessons. This improves their critical thinking hence making them to excel in their education in the future.
Main advantage of providing nurseries
Women usually form the important contributors to a county's economy and the social development. In UAE, we find that as many as 2.3 million of women at sometimes back were found to be absent from the workplaces thus making the country economy pool to perform below the optimum level (Simpson, 2012). This situation is mainly due to the problem of balancing the employment and family obligations especially the childcare activities. This has led to calls for the provision of the nursery in the working places to care for the women babies as they do employment office work. In Nereim’s article "working mothers call on UAE companies to be more flexible" reports that the recently the authorities have found that due to work commitment (Nereim, 2011). The mothers of Emirati are now giving up child-rearing responsibilities and duties to their nannies. For example Mahra, one of the mothers agrees that she is more comfortable by knowing that she can leave the work to go and take care of her baby's need.
In the Vivian Nereim article "Working mothers need more nurseries" she says that currently the nationwide study in the ABU DHABI, reports that the shortage of the government and workplace sponsored nurseries tends to leave many working mothers to struggle to balance the demands of her home and the career. Samia Kazi, the chief operating officer of the Arabian early childhood consultancy says this problem is mainly due to the fact that the mothers are leaving their children at home with people who don't know about the background of child development or sometimes they take chances of taking to private nurseries. While in the article "workplace nursery cuts staff absenteeism" by Colin Simpson, she reports that those DUBAI companies that have implemented the provision of quality childcare do expect less absenteeism, high production and greater employee loyalty (Simpson, 2012).
Effect of nurseries on trend
The biggest trend witnessed as the result of nurseries in workplace is the ability of employers to retain staff, especially the females. The article written by Nereim asserts that the presence of nurseries in workplace serves as a source of motivation to the employers. In which case, this serves as a best retention strategy for the employers by ensuring that the employees continue to have the desired effect during their operations. Nereim (2012) asserts that the companies offering child care can enforce rate of staff retention because a high-quality childcare centre appeals to the mothers. Most females are therefore more loyal to organization that give priority to the care of their children in the workplace. This is especially due to the fact that employees will always have positive attitude towards a company that offers them an alternative form of childcare (Hadad, 2015). As the result, many organizations who provide nurseries are best placed in increasing the productivity of their workers. This is much evident by the fact that about 40% of the government workers are females; in which case, nurseries will act as a motivation for them to continue working (Nereim, 2012).
Synthesis matrix: Workplace Nurseries
For the new articles
For the journals
References
Hadad, N. F. A. A. A. (2015). Working women and their rights in the workplace: International human rights and its impact on Libyan law. Farnham [u.a.: Ashgate.
Lewis, J. (2009). Work-family balance, gender and policy. Cheltenham, UK: Edward Elgar.
Vedder, P., Bouwer, E., & Pels, T. (1996). Multicultural child care. Clevedon [England: Multilingual Matters.
Tennant, L., Saqr, S. & Stringer, P. Married Emirati Students Pursuing Teaching Careers from the Perspective of their Spouses. International Journal of Social Science and Humanity, Vol. 4, No. 6,
Belwal, S & Belwal, R. (2014). Work-Life Balance, Family-Friendly Policies and Quality of Work Life Issues: Studying Employers’ Perspectives of Working Women in Oman. Journal of International Women’s Studies Vol. 15, No. 1
Madsen, S. (2010). The Experiences of UAE Women Leaders in Developing Leadership Early in Life. Feminist Formations, Vol. 22 No. 3 (Fall) pp. 75–95
Nereim, V. (2012). Open more nurseries at work, UAE state sector told. The National. Accessed on 8th March 2016 from: http://www.thenational.ae/news/uae- news/open-more-nurseries-at-work-uae-state-sector-told
Issa, W. (2013). Dubai’s working mothers seek support from government. The National Accessed on 8th March 2016 from: Dubai’s working mothers seek support from government
Nereim, V. (2011). Working mothers 'need more nurseries’. The National. Accessed on 8th March 2016 from: Working mothers 'need more nurseries
Simpson, C. (2012). Workplace nursery cuts staff absenteeism. Accessed on 8th March from: http://www.thenational.ae/news/uae-news/workplace-nursery-cuts-staff- absenteeism
The National Editorial. Nurseries Help All Emirati Mothers to Contribute. Accessed on 8th March from http://www.thenational.ae/thenationalconversation/editorial/nurseries-help-all- emirati-mothers-to-contribute
Khoori, A. (2015). Working Mothers Call on UAE Companies to be more Flexible. Accessed on 8th March from http://www.thenational.ae/uae/working-mothers-call-on-uae-companies-to-be- more-flexible
UAE Interact (2015). Emirati women break glass ceiling. Accessed on 8th March from: http://www.uaeinteract.com/spanish/news/default.asp?ID=540
Saadi, D. (2016). Delicate balancing act for Emirati women in the workplace. Accessedon 8th March from: http://www.totaluae.com/news/delicate-balancing-act-for-emirati- women-in-the-workplace/
