02023pab a2200205 454500008004000000100001800040245004700058260000900105300001200114362001200126520144300138650001501581650001301596650002101609700001901630773003801649909001001687999001701697952010301714180718b1999   xxu||||| |||| 00| 0 eng d  aSahgal, Punam  aCareer couples: managing work-family roles  c1999  ap.12-22  aApr-Jun  aCareer couples in managerial positions face increasing pressures and demands. In the work role, pressures may be related to higher responsibilities as they move to senior positions and in the family role, they may be related to career versus home conflicts and marital relationship problems. The results of a study on male and female managers did not indicate any difference in the level and type of stress experienced by them. However, it was observed that females managers felt discriminated against as far as promotion opportunities were concerned. There was a general unwillingness on the part of the top management, which comprised mostly of males, to entrust responsibilities beyond a certain point to female managers. The prejudiced assumptions of superiors about the ability of women to rise to very senior levels influence their career growth. At the same time, women themselves tend to curtail their career aspirations as family takes a priority over career. To be able to manage their multiple roles effectively, women need to value and respect their work, negotiate role responsibilities and seek support of others. Organisations also need to have more family responsive policies like flexible work scheduling, job sharing, variable starting and leaving time, leave policies, etc. Such policies would improve the overall qualify of worklife and encourage women to contribute more productively to the organisation. - Reproduced  aManagement  aManagers  aWomen executives  aChauhan, Daisy  aSouth Asian Journal of Management  a45577  c45577d45577  00104070aIIPAbIIPAd2018-07-19hVolume no: 6, Issue no: 2pAR46000r2018-07-19w2018-07-19yAR