Motivation and emotion/Book/2016/Postpartum return to work motivation
What motivates and what discourages postpartum return to work?
- 1 Overview
- 2 Motivation to have a child vs motivation to work
- 3 Personal growth and challenge
- 4 Financial considerations
- 5 Difficulties returning to work
- 6 Conclusion
- 7 Quiz
- 8 See also
- 9 References
- 10 External links
- Case study (Spiteri & Xuereb, 2012)
Returning to work after just 14 weeks of paid maternity leave offered by the Maltese Government was described metaphorically by Ella as an uphill climb. At the beginning of the experience (during maternity leave prior to re-entry into the workforce) she was disheartened as she was seeing it as too demanding a task, but then the more she climbed the hill (the more she got used to her new routine), the more she started to view it as something that she could cope with. (p. 205)
To understand behaviour, one must look deeper to what is driving behaviour and giving it energy. This is commonly known as motivation: the processes that gives behaviour energy and direction (Reeve, 2015). Many theories exist to help understand and predict motivation or more broadly, ones actions (Hsu, 2016). There are four primary motivational sources;
- Needs (growth, well-being and life),
- Cognitions; Mental thoughts, actions and processes,
- Emotions (emotions are what make certian goals more salient than others) and
- External events (Mental health, Employment) (Reeve, 2015; Tamir et al., 2016)
Some of these sources of motivation will be discussed as well as some associated theories including; Maslowshierarchy of needs, Self-concept, self-determination theory and intrinsic vs extrinsic motivation with an aim of determining the significant factors that influence postpartum return to work.
- Motivation: the processes that give behaviour energy and direction.
- Postpartum: a period of time following childbirth also referred to as postnatal. Perinatal refers to the periods immediately before and after birth.
- Maternity leave: A period of work leave taken by a woman to give birth. The time off work varies across countries and workplaces.
- Paternity leave: Refers to a period of time off work taken by a man for childbirth. Elidgible working dads and partners get 2 weeks paid (minimum wage) leave. This includes same-sex partners. (Fair work Australia, 2016)
Prevalence, history and culture
The role of women in our modern day society is nothingvoters, become a part of the workforce, become politicians and at the same time many of them have retained a traditional role of becoming a mother. Men have also taken on many of the roles that were traditionally reserved for women such as being a stay at home parent. Postpartum return to work is worldwide and will only continue to rise over time with increasing means to do so (Tamir et al., 2016). More women are now having the opportunity to have access to childcare, accepting women in the workforce, employers more willing to accept mothers into the work (Macran, Joshi et al. 1996) . Within Australia only, women currently make up 46.2 percent of the workforce (WGEA,2016). And 65 percent of Australian women aged 15 to 44 years gave birth in 2014 (AIHW, 2014). This demonstrates that for most mothers, fathers, children, employees and co-workers the choice of postpartum return to work would have some impact upon them. This is similar among all western countries, in America, 90 percent of women will fall pregnant whilst employed (Jones, 2016). But there is still some way to go .of what is was even in the early 19th century ago. Women have found a voice, become
Only 12% of American women have access to paid maternity leave...
Childbirth and work are behaviours that cut across cultures however,the roles of men and women and the associated expectations is where differences are revealed e.g. who works, time spent with the child, childcare provided by a company or family, time off before returning to work (Hsu, 2016). For example, women in Australia are offered among the higher end of paid maternity leave (18 weeks) in the world. Compared with Malta, where mothers are entitled to 14 weeks maternity leave or even the US where paid maternity leave is not guaranteed, Australian working women may be considered very lucky (Spiteri, 2012). However, in the most recent comprehensive worldwide maternity leave survey (2014) European countries appeared to be leading the way with over double the amount of leave in Australia including the UK, Greece ad Bulgaria (The Telegraph, 2016)
If you and/or your partner are planning on having a baby, or if you are currently pregnant you may find the following information useful to educate your decision making, also try this Quiz if you are having difficulty making the decision to return to work or not. Quiz: Should you stay home or go back to work?
Motivation to have a child vs motivation to work
|“||Indeed, the pervasive stereotype of a “good mother” - a mother who is always there for her children - contrasts with beliefs about the stereotypical "ideal worker" - an employee with no responsibilities outside of work (Bailyn & Harrington, 2004), creating the perception that one cannot simultaneously excel in both roles.
- Jones, 2016
Maslows hierarchy of needs
Motivation has been studied for Maslows hierarchy of needs as proposed by Abraham Maslow in 1943 provided a solid and easily understood concept for motivation (Koltko-Rivera, 2006). The concept is most accurately understood through a visual depiction, usually in the shape of a pyramid, to illustrate the hierarchy element (see Figure 2). First basic needs must be met (e.g. food, water,sleep) as they are essential for survival, once this is secured humans are motivated to achieve more, usually the next progression would be safety. Then for growth to occur higher needs are fulfilled sequentially (love/belonging, esteem & Self-actualization) (Reeve, 2015). Evaluating where childbirth and employment sit in this pyramid can help understand ones motivation to do so. Both childbirth and employment sit in the foundations of this theory as physiological and safety needs. For survival of the human race reproduction is essential, therefore explaining why sex is a basic need and driver (Cellar, Posig, Johnson & Janega,1993). Employment on the other hand, is listed in the category of safety but usually a means of obtaining the means for food, water, shelter etc (Physiological needs). Upon fulfilling the need to reproduce the theory would suggest that the individual will seek further fulfillment. This may provide an explanation as to why mothers may be motivated to return to work.decades, originally drawing from biological theories studied in behaviourism and Psychodymanics during the 20th century (Mayer, Faber & Xu, 2007). As the name described these biological theories focused heavily on the physiological needs of humans arguing that this is what drove behaviour as a means of survival. Over time, in line with the emerging prevalence of physchology as a science, it was noticed that other significant factors had not been considered; social and psychological needs (Lester, Hvezda, Sullican & Plourde, 1983). It is now understood that humans are social animals and our behaviour can be explained through a combination of physiological and pschological factors. With this,
Self-schemas: mental representations of oneself (Reeve, 2015).
Self schema'sproduce motivation in two means ; through direction of behaviour (to be in line with self-schema, otherwise motivational tension from incongruence) and progressing the present self into the future self. So if a woman sees herself as becoming a busy and successful mother and worker, following pregnancy she will be motivated to progress with this image of her future self. Alternatively, if a woman falls pregnant whilst working and sees herself as a successful and dedicated mum staying at home, completing school runs she may in turn quit her job rather than commence maternity leave. External factors must also be considered such as ones financial ability to not return to work (later discussed). In support of this theory, once a self-schema is formed an individual will most often maintain this self-view (Markus, 1983.)
Hormonal changes during pregnancy
Childbirth is an incredible human phenomenon both emotionally and physiologically and for those who have not experienced the process themselves may not be aware of the hormonal rollercoaster during labor and birth. During this time four central hormonal systems are active. Oxytocin, endorphins, adrenaline (Epinephrine) and prolactin. Oxytocin is released not only during sex but also during childbirth and breastfeeding, which creates an underpinning bond between the mother and child (Lee et al, 2009). The table below explains the function of each of these hormones (Christin-Maitre, 2016).
|Active hormones during birth|
|Oxytocin||Known as the love hormone, social engagement, supports the formation and maintenance of attachment bonds between people, cause contractions of the uterus|
|Endorphins||A stress hormone, released to alleviate sadness and separation distress, inhibition of pain, anxiety and fear. induces feelings of pleasure and euphoria|
|Adrenaline (Epinephrine)||Produce physiological changes, Arousal and alertness, support fight or flight stress reaction, increased heart rate, blood pressure, respiration and sweating|
|Prolactin||Known as the mothering hormone, production of human milk, alleviate sadness and separation distress contribute to job, love, content, attraction, immune support|
Females are programmed biologically to love, nurture and bond with their child as demonstrated through the hormones released during and following pregnancy. These natural forces of behaviour ensure a mother is motivated and dedicated to her child when it is most dependent on her. Over time, hormonal balance is restored and although a strong bond will usually remain between the child and mother, the overwhelming sensations experienced during labor will no longer exist (Christin-Maitre, 2016) allowing the mother to dedicate energy to things beyond just her child.
Personal growth and challenge
It seems people are intrinsically motivated to work not because of the money but because of internal drives such as cognitive stimulation, socialisation, personal growth and challenge. This can be better understood with Ryan and Deci's (2000) self-determination theory.
Self-determination theory covers three psychological needs including autonomy, competence, and relatedness. Autonomy is the need to experience self-direction and independence in ones own behaviour (Reeve, 2015). Competence is the perceived effectiveness in interactions with the environment. Finally, relatedness is ones social connectedness and meaningful bonds with others. These three needs allow for growth and optimal functioning when met and in turn, explain an individuals extent of engagement with a task. As one would expect these three elements can be found through work, and if the appropriate support is provided by the employer (e.g. allows these needs to be met through work) one would be highly motivated to engage in work and return to work after childbirth).
Self-determination at work (Deci, Connell & Ryan, 1989) is the experience of a sense of choice in initiating and regulating onesown behaviours in the workplace. Free choice, autonomy have all been found to reach optimal intrinsic motivation (Brenning, 2015). If an employer provides autonomy support (the act of allowing or valuing free choice) a worker may have increased motivation to return to work. Intrinsic motivation represents the epitome of internal motivation, because behaviors are emitted out of pleasure and enjoyment (Brenning, 2015). Extensive research has been dedicated to intrinsic motivation and motivation to work (Best, 2001; De Long, 2011; Van Yperen, Wörtler, & De Jonge, 2016) with repeated findings of significant overlaps. In summary, if one engages in employment simply because of the material reward (extrinsic motivation), such as money, they would be more likely to delay or avoid a return to work, even seek new employment following parental leave. However if one enjoys the social, cognitive and physical aspects of work enjoyable and sitmulating , challenging with an element of choice, their motivation to return to work would understandably be high as it would been seen as intrinsically motivating (Best, 2001).
Socialisation essential for human growth and can be understood similarly to relatedness (as part of self-determination theory). A primary condition that involved the relatedness need is social interaction. Interestingly, relatedness only doesn't work with strangers, need to elicit some element of warmth, care and mutual concern. This has been demonstratesas the same hormonal and bolidy changes found in relatedness between family members and friends is not replicated with interactions with strangers (Reeve, 2015). Further research could be dedicated towards relatedness and childbirth, particularly with regard to motivation to have a child.
The alternative to intrinsic motivation is extrinsic motivation which can be understood at the motivation to engage in a behaviour to result in some kind of external reward such as material gain or power (Otterbach et al. 2016). One form of Extrinsic motivation is External Regulation: If I do one thing it should result with this. For example, if you secure employment and complete your work, you should be rewarded with a wage. People that do not find enjoyment or purpose in their work may only be engaging in that behaviour for the material reward of money (Ryan and Deci, 2000).
It may be thought that money is a strong motivator, however studies have shown otherwise (Vansteenkiste et al., 2007) and found that it is an extrinsic motivator rather than an intrinsic one. Extrinsic motivators are not as strong as it is not an internal desire. Finances are, however, a significant factor to consider in returning to work following childbirth and may be a strong motivator in the short term (De Long, 2011; Joesch, 1994).
A parent may embark on areturn to work because they are intrinsically or extrinsically motivated to do so, in either case childcare is likely to be required and can be a significant cost, in some cases equalling a single wage (Lyness, 1999; Spiteri & Xuereb, 2016) .
Difficulties returning to work
Regardless of onesmotivation to return to work after having a baby, there are factors that may hinder the process and plan that must be considered such as job insecurity, Discrimination and mental health (Lim & Sng, 2006).
Differences in men's and women's roles in the birth and parenting have been cited as an important reason why women do not fare as well as men in the labour force (Joesch, 1994). Taken together, findings suggest that pregnant employees’ expectations about pregnancy discrimination play a role in shaping disclosure behaviors at work. (Jones, 2016) .
The current labour market within Australia is good for mothers. There are employers across all states offering part-time work and flexible work start and finish times . Although discrimination does remain a real phenomenon in the workforce many employers work coherently with parents and offer realistic return to work options following maternity leave . To protect your rights always aim to have a formal discussion with your employer prior to leave and wherever possible have agreements written and signed. Nevertheless aim to allow yourself some flexibility in case the unexpected occurs and allow for complications whatever they may be that may effect the timing of your return to work.
Postnatal depression is described as a period of depression following childbirth (PANDA, 2016). It is a common phenonomum that occurs across cultures and although experienced in ever 1 of 7 to 10 women in Australia, it is not widely understood or talked about . Postnatal depression is understood to come about due to the overwhelimg hormonal process of childbirth and the significant life change that comes with it. Postnatal depression can happen to mothers in any pregnancy being their first, second or fith there is no common pattern . Postnatal depression cannot only effect mothers but everyone around them. Postnatal depression can be unexpected and delay plans of a return to work, however a persons well-being should be the utmost priority following an event such as childbirth. The signs of postnatal depression can be difficult to identify, the best thing to do is to educate yourself and consult your general practitioner. Some uusefulinformation can be found at PANDA (Perinatal Anxiety and Depression Australia) and these factsheets can help you to further understand postnatal depression and anxiety.
Most of the human population today will have some interaction with childbirth and work,they are inevitable experiences in human life. Although the experience will vary among cultures and over time, our basic human needs and motivation will continue to drive this behaviour. There are many factors influencing motivation to return to work after having a baby. Some factors drive a return to work like intrinsic satisfaction of work through cognitive and social benefits. Others discourage a return to work such as the self-concept of being a mother and expenses of childcare. A large contributor to behaviour is the needs of an individual so it is essential for each person to determine their own choices in having a baby and the extent of work.
Employee motivation and money (Book Chapter)
Prenatal Depression (Book Chapter)
Stillbirth and Emotion (Book Chapter)
Work Motivation and Work Satisfaction (Book Chapter)
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