The current workplace problem has deep roots in the social and historical premises that lead to the currently observed situations in the company. Since it is critical to get a complete understanding of the reasons and background of the conflict, the scholar’s research will contribute to the solution of the issue. Therefore, the literature review of the sources focuses on the initial question and all the factors that impact human groups’ behavior and previous attempts to resolve it.
In order to get a better perspective on workplace conflict, several scholarly resources will serve to review the situation from the micro and macro levels. Eaton (2019), in her research, discusses the problems that pregnant women and mothers constantly experience in their jobs because of the lack of recognition of this issue. She reviews the question from the macro-level, referring to the cultural specifics and social tendencies that impact the challenges that pregnant employees face in their professional spheres. Lavaysse and Probst (2021) observe the question on the micro-level and identify the occasions when women have to take specific measures to keep their job. For instance, they might hide their pregnancy for as long as they can or overwork to compensate for their pregnancy and prove their value (Lavaysse and Probst, 2021). In turn, Verniers and Vala (2018) in their work-study how certain myths and stereotypes that are common in the society affect the perception of working pregnant women. Moreover, the discrimination towards them sometimes can be justified and what part society plays in it.
Several social factors cause such situations in the workplace, not only in the particular company but also in general. The patriarchal mindset that is relatively common in a society predominantly among heterosexual men influences women’s lives and their professional positions (Verniers and Vala, 2018). Due to the fact that female employees still, most of the time, combine domestic chores and career aspirations, the absence of flexible and inclusive conditions in the workplace negatively affects their well-being (Verniers and Vala, 2018). However, the female role in society has been defined historically for many centuries, and for many male representatives, women’s interests and struggles are still invisible. It seems that women’s challenges are underrated, and society perceives their double duties as something relatively normal, although it is demanding and exhausting. Eventually, it influences the workplace situations, and female needs are often neglected, and either female employees have to work in unfavorable conditions or even lose their jobs.
Sociological conflict theory and the concept of symbolic interactionism give an understanding of the group’s impact on the conflict in the workplace. The main issue is connected with the woman’s abilities to maintain the work-life balance. From the conflict perspective, often female employees, specifically Margaret in that particular case, lack the opportunities to do it and find little support from the management (Verniers and Vala, 2018). While she struggles to keep her job and perform childcare, David focuses mainly on the company’s and his career interests, which in his opinion, may exclude the individual situations like Margaret’s. However, this seems to not only David’s position but also his surrounding, which may even include coworkers. Observing the conflict from the symbolic interactionism concept, it is fair to say that specific issues might appear due to the lack of open communication between management and employees. The critical part it plays and the subjective viewpoints of the male part of the collective and their absence of interest in the women’s problems, especially regarding the maternity.
Regarding the issue previously, attempts were made to solve similar problems in the workplace. In the particular paper company where Margaret works, women who took maternity leaves also received an offer to shift to a more flexible schedule for the next six months. During that time, female employees have an opportunity to find a daycare for their children and get back to work at a regular pace. In addition to this, depending on the woman’s position, she could temporarily perform her duties remotely from home. For example, the organization gave employees from the call center an opportunity to work for some time from home, communicating with clients and consulting them through the prepaid corporate number and simultaneously taking care of the newborn child. Those measures are part of the anti-discrimination laws and values that are becoming more widespread among the public and are regularly implemented into the company’s practices (Verniers and Vala, 2018). Those methods aim to decrease the inequality gap between the male and female employees and guarantee a comfortable environment for the mothers.
Overall, the scholarly sources provided additional knowledge to the understanding of the conflict in the workplace and explained certain core moments. From the conflict theory and symbolic interactionism concept, pregnant woman faces many challenges in their jobs in an attempt to combine their professional and personal life. Although the company has tried several solutions to the issue previously, it still exists in the organization on the micro-level. On the macro level, numerous cultural and historical premises affect the conflict and result in the problems that pregnant female employees have to regularly experience.
References
Eaton, B. L. (2019). Pregnancy discrimination: Pregnant women need more protection in the workplace. SDL Rev., 64, 244.
Lavaysse, L. M., & Probst, T. M. (2021). Pregnancy and workplace accidents: The impact of stereotype threat. Work & Stress, 35(1), 93-109.
Verniers, C., & Vala, J. (2018). Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PloS one, 13(1), e0190657.