Working out the work in work-life balance
规划在工作与生活平衡的工作

Generally, the work-life balance debate assumes that individuals have too much rather than too little work – a debilitating long working hours culture is said to be pervasive (IDS, 2000). In Italy the concern about working time features in Basso’s (2003) Modern Times , An cient Hours , in the US in Schor’s (1991) The Overw orked Ame rican and in the UK in Bunting’s (2004) Willing Slaves, in which it is claimed, playing on the book’s sub-title, work is not just ruling but ruining our lives. In France campaigns for reducing working time have rallied around the phrase “work less, live better” (cited in Fagnani and Letablier, 2004). Consequently, it is the – more or less explicit – premise that work is bad and to be contained, and throughout work-life balance debate and practice, working time is the stated point of intervention.
一般来说，工作与生活平衡的辩论假定个人有太多而不是太少的工作 - 一个衰弱的工作时间长，文化被说成是普遍的（IDS，2000年）。在意大利，关于工作时间的特点巴索（2003）现代时代，一个古小时，在美国肖尔（1991）的Overw orked阿梅菜和英国鹀（2004）愿意奴隶的关注，在它被称，打在书的副标题，工作不只是统治，但毁了我们的生活。在法国活动，减少工作时间的反弹左右的短语“工作少，生活得更好”（引在Fagnani Letablier，2004年）。因此，它是 - 明确或多或少 - 前提是工作是坏的，须载，并在整个工作与生活平衡的辩论和实践，工作时间是既定的介入点。

That work can have a debilitating effect on life is not new. Although not framed as such, work-life balance featured in earlier debate about the hidden injuries of work and the effects of these injuries on workers’ lives. Studs Terkel’s (1972, p. xiii) influential US book Workin gstarts thus: “This book, being about work, is, by its very nature, about violence – to the spirit as well as to the body. ...The scars, psychic as well as physical, brought home to the supper table and the TV set, may have touched, malignantly, the soul of our society.” More recent, and similarly influential, analyses echo this theme. Australian Barbara Pocock (2003, p. 153), for example, picks up on the moodiness at home that results from working excessively long hours, the guilt that parents feel for not attending their children’s “significant events” at school and the fraying of community fabric as workers’ time to run local clubs disappears: “Grumpy people do not make great lovers, fathers, mothers, drivers, neighbours or golfers ” she states.
这项工作可以有一个衰弱的生活影响是不是新的。虽然没有诬陷正因为如此，工作与生活的平衡，精选早期辩论隐藏受伤的工作和这些受伤工人的生活的影响。Studs Terkel（1972年，第13）美国有影响力的书从而日夜不停gstarts：“这本书，是关于工作，是其本质，关于暴力 - 的精神以及身体。 ...的疤痕，心理以及身体，带回家的的夜宵表和电视机，可能会感动，恶性的灵魂，我们的社会。“更近，同样影响力，分析呼应这一主题。澳大利亚芭芭拉•波考克（2003年，第153页），例如，拿起喜怒无常工作时间过长，负罪感，父母觉得在家里不参加自己孩子的“重要事件”，在学校和社区织物磨损工人的时间来运行本地俱乐部消失：“脾气暴躁的人不要让伟大的情人，父亲，母亲，司机，邻居或高尔夫球运动员”，她说。#p#分页标题#e#

What are different now are the context and the solutions to these perceived problems. In the past, from the human relations school of the 1930s to the behavioural psychology interventions of the 1950s to the socio-technical systems of the 1970s, solutions to debilitating work were sought in job redesign and better management that aimed at “humanising” the workplace. Despite claims that work is not just ruling our lives but ruining our lives, workplace practices feature remarkably little in current work-life balance debate. Instead, the solution is said to be rolling back work in order to provide remedial opportunity for workers to recover from work.
现在有什么不同背景和解决存在的问题。在过去,从人际关系学校的1930年代的行为心理学干预1950年代社会技术系统的1970年代,解决工作中所获得的衰弱工作再设计和更好的管理,旨在“人性化”的工作场所。尽管声称工作不仅仅是统治我们的生活但破坏我们的生活,工作场所的实践特性非常小在电流平衡工作与生活的辩论。相反,这个解决方案是回滚工作为了提供补救的机会来恢复工作的工人。

However, a slight of hand occurs at this point because the most common policy prescription by government and practice offered by employers is not to shorten working hours but to provide employees with more flexibility in their working hours, for instance by part-time working or flexi-hours. Two indicative examples from two anonymised British supermarket chains are provided by Nickson et al.
然而,一个轻微的手此时出现,因为由政府提出最常见的政策指示和由雇主提供的实践不是缩短工时而为员工提供更灵活的工作时间,比如通过兼职工作或灵活性小时。来自两个匿名的英国连锁超市的两个象征性例子是由Nickson et al提供(2004) 。

Employers have their own interest in flexible working hours (Wiseet al. in this issue; see also Schneider et al. 2006). Having to service a 24/7 economy, employers need to deviate from the 9 to 5 work day. Flexible working hours schemes are offered as work-life balance allowing employers to appear employee-friendly whilst meeting business needs. Other useful work-life balance provisions, such as cre` ches, are a more expensive option for employers and are less prevalent. In Schneider et al.’s (2006) research, 83 per cent of employers in German Rheinland-Pfalz offered flexible working hours and only 30 per cent other types of work-life balance provision. The perception of employer-employee win-win may well therefore be a one-sided gain. As Wise et al. note, the flexibility needs being met tend to be those of employers rather than employees.
雇主在灵活的工作时间内有他们自己的兴趣，（Wiseet人在这个问题上也看到Schneider等人，2006）。经济服务24/7，雇主需要脱离9至5个工作日。作为工作与生活的平衡，让雇主出现员工友好的同时满足业务需求提供灵活的工作时间计划。其他有用的工作与生活平衡的规定，如创建`CHES，是一个为雇主和更昂贵的选择是不太普遍。施耐德等人。“（2006年）的研究中，83％在德国莱茵兰 - 普法尔茨州的雇主提供灵活的工作时间只有30％，其他类型的工作与生活的平衡提供。雇主与雇员双赢的看法，因此很可能是一种片面的增益。 Wise等人。注意，需要得到满足的往往是那些雇主而不是雇员的灵活性。#p#分页标题#e#
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As the above examples also reveal, flexible working arrangements have a common theme – workers having caring responsibilities. The common premise is that work-life balance provisions are introduced to help employees reconcile what they want to do (care) with what they have to do (work). However, there is ambiguity here. Current public discourse aimed at the prime targets of work-life balance programmes (young working mothers) promotes, even idealises, work. In lifestyle magazines, TV drama and “Yummy Mummy” novels aimed at affluent, suburban 30-something females, work features as a place of intellectual expression and personal achievement as opposed to the loving but intellectually stultifying and socially under-appreciated
realm of school runs, grocery shopping and coffee mornings (see also Behr, 2007). Under these circumstances, work can represent escape and self-expression. Indeed, academic research has found that, for women, having more than two children leads to longer working hours “as a means of escaping family stress” (Cowling, 2005, p. 30) – a point also argued by Hochschild (1997). Even when work is experienced as stressful, workers may prefer it to home Trinca and Fox argue in Better than Sex; “running parallel with the exhaustion and long hours in the workplace there [is] a sense of excitement and purpose about work. It seem[s] that many people fe[el] real at work, where life [is] sometimes smoother than at home” (Trinca and Fox, 2004, p. 7).
正如上面的例子也显示，灵活的工作安排有一个共同的主题 - 工人拥有关怀责任。共同的前提是，工作与生活的平衡规定，帮助员工调和他们想要做什么，与他们有什么做的（工作）（护理）。然而，存在模棱两可。当前的工作与生活平衡计划（青年工作的母亲）的首要目标旨在促进公共话语，甚至理想化，工作。在生活方式的杂志，电视剧和小说“漂亮妈妈”瞄准富裕，郊区30出头的女性，知识表达和个人成就，而不是作为一个地方的工作特点的爱，但智力愚钝和社会赞赏学校的运行，买菜和咖啡的早晨（见Behr，2007）的境界。在这种情况下，工作可以代表逃生和自我表达。事实上，学术研究已经发现，对于女性而言，有两个以上孩子会导致更长的工作时间“逃避家庭压力的一种手段”（Cowling，2005年，第30页） - 这一点也辩称的Hochschild（1997）。即使工作经历的压力，工人可能会更喜欢它首页特林卡和福克斯认为比性更好;“平行运行的枯竭和长时间在工作场所，是对工作的兴奋和目的感。 [S]，它似乎很多人FE[EL]真正的在工作，生活有时比在家里更顺畅“（特林卡和福克斯，2004年，第7页）。

This experience raises a key point. Not only do work-life balance programmes pay little attention to deleterious work per se, they also ignore the possibility that work can be a source of satisfaction and self-fulfilment. As Isles (2004, p. 23) states, “work can make a major contribution – for somethe major contribution – to overall life satisfaction” (emphasis in the original). Two-thirds of both UK men (66 per cent) and women (68 per cent) are satisfied or very satisfied with their current job according to Introduction Isles, who even argues that around 8 per cent of the UK workforce or 2.4m workers prefer work to home, suffering “work-lust”.#p#分页标题#e#
这方面的经验，提出了一个关键点。工作与生活平衡方案不仅不注意本身有害的工作，他们也忽略的来源可以是工作满意度和自我实现的可能性。作为群岛（2004年，第23页）的状态，“工作可以使一个重大贡献 - 为主要贡献somethe - 整体生活满意度”（重点为原文）。三分之二的两个英国男人（66％）和女性（68％）表示满意或非常满意自己目前的工作介绍三岛，他们甚至认为，8％左右的英国劳动力或2.4米工人的喜欢离家工作，患“工作的欲望”。

Thus, premised on negative and reductionist assumptions about work, the work-life balance debate fails to capture more varied employee attitudes to and engagement with work. This can be counter-productive, for, as Moore points out in her contribution to this issue, whether work-life balance is achieved can depend more on employee work attitudes than on employer work-life balance provisions.
因此，消极和还原工作假设为前提，工作与生活平衡的辩论未能捕捉更多样化的员工的态度和参与工作。这可能是适得其反，摩尔指出，在这个问题上她的贡献，实现工作与生活的平衡是否可以更多地取决于员工的工作态度比雇主的工作与生活的平衡规定。