A nuclear family is a type of family that consists of a married couple with or without kids. In the latter scenario, one of the partners may bear more responsibility for raising and taking care of the child, or both parents try to divide this duty equally. There are no grandparents, cousins, in-laws, or other relatives that live in the same household as the nuclear family, but those people can still be close and provide help when necessary. In this regard, a case manager should be flexible and adapt one’s behavior according to the situation. However, it is important to remember that even though the employee bears minimum daily responsibility towards one’s child, the manager should avoid scheduling the work activities early in the morning and during the late evening. It is explained by the fact that during these periods, a worker will need to drive a child to or from kindergarten or school.
An employee that is a part of an extended family usually necessitates less support from the manager than in other cases. Indeed, such type of household organization not only consists of married couples and children but also some of the blood relatives living together (Reyes, 2018). Therefore, it is common for employees that have small kids to ask other family members for help. Yet, knowing that case managers should never assume that employees can rely on such support and from time to time ask the subordinate whether he or she has some problem balancing work and parenting.
Employees that bear considerable responsibility for raising a child while working a full-time job are considered working parents. This type of subordinate may require support from company leaders more often than parents from nuclear and extended families. Thus, the case manager should often ask the worker about the situation at home and invite an employee to share one’s problem. Additionally, it is crucial not to make assumptions about working parents’ busy schedules and still invite the worker to all the activities. Otherwise, the subordinate may feel excluded from the collective of coworkers, which would negatively impact the performance. Finally, because such types of employees may often need to deal with kids’ problems during the working day, it can be suggested that the worker’s performance is assessed by performance, not the time spent at the workplace.
Reference
Reyes, A. M. (2018). The economic organization of extended family households by race or ethnicity and socioeconomic status. Journal of Marriage and Family, 80(1), 119-133.