The Spillover Model
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David and Sarah are married and have two young children. Both David and Sarah have full-time jobs. David is an accountant, and Sarah is a lawyer.
Sarah is working on a tough case at work and often comes home from work in a bad mood. She takes out her frustration on David and the children by yelling and losing patience with them. David concludes that her on-the-job stress is affecting her behavior at home.
What are some potential sources of stress for Sarah?
Which model of work-family conflict do you think best explains what Sarah is experiencing the spillover model, the compensation model, or the segmentation model?
If you were an employer, what types of work-life supports would you offer?
Discuss the advantages, risks, and considerations of each work-life support.
Provide a summary of coping skills and techniques Sarah may utilize to combat stress and strain.
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Solution Summary
The Spillover Model is fully applied to this case.
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Some of the potential sources for stress for Sarah are frustration. This is a situation is brought about when the results Sarah is expecting to achieve becomes difficult to achieve. This can be demonstrated when she wants to win a case by producing evidence and the witnesses she has are somewhat evasive. Frustration can also be caused by loss of a lawsuit she filed in a court and this leads to aggressions. Having internal conflict is another source of stress in the workplace. This is when one is faced by the two or more impulses competing for expression. The lawyer debates on which decision to make either basing on the rules and regulation stated in law, following her intuition or pursuing facts as they are to draw judgments and make conclusions (Weiten, 2009).
The Spillover Model best explains what Sarah is experiencing. This model explains that the behavior that is edified in the work place subsequently affects the behavior and attributes that is exercised in the family environment. The model explains that the stress and strains that causes an individual to become happy at their workplace leads to the individual also feeling unhappy at home and vice versa (Whitebourne & Whitebourne, 2011).
The types of work-life support I'd offer ...
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