Work/family conflict & employee productivity a case study of Citibank Kenya

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Kampala international international: College Humanities and Social Sciences
The myth that family and work occupy separate spheres is fast fading in the face of tremendous demographic and economic changes (Voydanoff 1984). It is apparent that the demographics of the workplace have greatly changed in this century. This has led to a substantial increase in interest and focus by many employers and employees on achieving an appropriate balance between work demands and family life which is also critical for business success through improved productivity of employees. The purpose of the study was to examine the relationship between work/family life conflicts and employee productivity at Citibank Kenya. That is, to specifically assess the impact of work/family conflict on organizational productivity. The sample size for the study was 36 respondents. The research instruments used in data collection was a questionnaire which consisted of both open and closed ended questions. The data collected was analyzed using Ms Excel and presented in frequency table, pie chart and graph form. The study revealed that work life conflict was a new concept to most of the respondents. The study established that there were work life balance programs in place though they were not sufficient enough to counter conflict and ensure that there is a balance between work and family roles of employees which would enhance performance and productivity. The study showed that the specific working conditions that contributed to most of the work family conflict were: excessive working hours, scheduling incompatibilities between work and family roles and few numbers of employees leaving most of them with heavy workloads. There were several consequences / effects of conflict established by the study. The most significant ones were lower job satisfaction which eventually led to low morale, motivation and overall low or poor productivity plus lower contentment with life in general to the level of some employees intending to leave paid employment. The bank should therefore implement written work life policies and programs, sensitize all employees on the benefits of work life balance. Some of the programs that should be introduced may be family sick days, extensive resource and referral services such as medical services, child care services, paternity leave policies and flexible work arrangements all as a means to help employees attain this important balance and render them more productive and satisfied individuals both at work and at home.
This report is submitted in partial fulfillment of the requirement for the award of a bachelor's degree in human resource management of Kampala International University
Human Resource Management, Work/family conflict, Employee productivity, Citibank Kenya