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Fifteen years after its first publication, The Second Shift remains just as important and relevant today as it did then. As the majority of women entered the workforce, sociologist and Berkeley professor Arlie Hochschild was one of the first to talk about what really happens in dual-career households. Many people were amazed to find that women still did the majority of childcare and housework even though they also worked outside the home. Now, in this updated edition with a new introduction from the author, we discover how much things have, or have not, changed for women today.
A landmark study of two-career parents, and a compassionate inside view of ten couples struggling to find time and energy for jobs, children and marriage.
The dynamic, collaborative management model that saved a U.S. manufacturing city When car-making giant General Motors decided to close its plant in Lansing, Michigan, in 1996, one person—the city’s newly elected mayor—stood up and said “no.” Initially, it was the cry of a man in the wilderness. Not once in its century-long history had GM reversed a decision to close a plant. But Mayor David Hollister quietly went to work building the Lansing Works! Keep GM! movement and succeeded in defying all the odds. Lansing remains GM’s Oldsmobile headquarters. Hollister’s collaborative problem-solving approach—the Second Shift model—succeeded in bringing together state and regional politicians, economic developers, private sector firms, labor unions, educators, and residents of the region. Powerful, persuasive, and well-organized, this coalition implemented a strategic, six-dimensional framework to achieve the seemingly impossible: • Identifying: Name the challenge and its impact • Partnering: Develop meaningful relationships • Building: Construct your strategy as you go • Solving: Engage in constant problem solving • Celebrating: Mark successful milestones • Persevering: Adapt and endure The Lansing Works! Keep GM! movement was a victory of people over bureaucracy, of a can-do attitude over cynicism—a story rarely told in today’s complex, technological, and often dehumanizing world of large business and out-of-control government. And the best part was that, in the end, both sides came away winners. It’s proof positive that when the public and private sectors work together as equal partners, amazing things can happen. One of the great business sagas of modern times, Second Shift provides a proven, practical design for problem solving that anyone can apply in any business, large or small.
A landmark study of two-career parents, and a compassionate inside view of ten couples struggling to find time and energy for jobs, children and marriage.
Arlie Russell Hochschild's The Time Bind was a New York Times Notable Book.
Study 2 investigates how similarity in gender role traditionalism affects one's workfamily conflict and his or her emotional and attitudinal outcomes. Study 2 utilizes an experience sampling methodology in which individuals in relationships complete one survey per day for a week. Results suggest that gender role similarity (both actual and perceived) affects work-family conflict, emotional outcomes and both job and spousal satisfaction. Perceived similarity leads increased experience of work-interfering-with-family conflict and spousal satisfaction and leads to decreased job satisfaction. Different results were found for actual similarity. Actual similarity resulted in more positive emotions when the partners were both traditional but less positive emotions when they were both egalitarian. The same pattern was observed for negative emotions and job satisfaction. Finally, results suggest that positive emotions mediate the effect of workfamily conflict and gender role similarity on satisfaction. Implications for organizational and family research are discussed.
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