Many organizations view the ideal worker as one who is "committed to their work above all else".

It is also a sense that because these women are mothers, they cannot perform as "ideal workers".

This is seen in the ideological norm of the "ideal worker."

When the harness goes on Loyal is serious, focused, dedicated: an ideal worker.

The ideal worker, she says, is still defined by single-minded devotion and 24/7 availability.

For these reasons industry is moving towards a concept of the ideal worker as a physically fit adaptable young person.

They were content, and Potato Brumbaugh began to think that maybe at last he had found his ideal workers.

What is significant about the 'ideal worker' has nothing to do with his (the female 'ideal'is usually somewhat different) education per se.

"Ideal workers" are those that demonstrate extra-role behaviors, which are seen as positive attributes.

The ideal worker is male, around thirty, married with small children, related to other employees and with a stable educational and work history.

At first glance, Eden-Olympia seems the ideal workers' paradise, but beneath its glittering, glass-wall surface, all is not well.

The ideal worker!'

The ways in which corporations have modeled the "ideal worker" does not compliment the family lifestyle, nor does it accommodate it.

Sociologists have specifically studied how the idea of the ideal worker clashes with the view of women as mothers or potential mothers.

Hochschild astutely points out that the image employers have of an "ideal worker" already rests on some unrealistic assumptions about how the family should operate.

However, because of the social norms surrounding each gender role, and how the organization views its ideal worker, men and women handle the work-life balance differently.

This is largely attributed to the idea of what Arlie Russel Hochschild termed "the ideal worker".

These normative conceptions of an "ideal worker" and a "good mother" create a cultural tension between the motherhood role and the committed worker role.

Equations of synchronous and random servicing as well as line balancing are used to determine the ideal worker to machine ratio for the process or product chosen.

This feeling of marginalization could be a result of not fitting into the "ideal worker" framework (see: Formation of the "ideal worker" and gender differences).

The estimates use time as a proxy for output, and if the baseline is a Platonic ideal worker doing frictionless information sifting, any real-world firm will have ineradicable "costs" of this kind.

Despite the fact that a majority of families in the U.S. are dual earning, the image of the "ideal worker" persists and causes work-family conflict by demanding too much of working parents.

The cultural norm that mothers should always be there for their children coexists in tension with the normative belief of the "ideal worker" should always be there for his or her employer.

Because many business and government policies were designed to accommodate the "ideal worker" (that is, the traditional male worker who had no such responsibilities) rather than caregiver-workers, inefficient and inequitable treatment has resulted.

If an organization is providing means for working mothers and fathers to better balance their work-life commitments, the general organizational norm needs to shift so the "ideal worker" includes those who must manage a home, children, elderly parents, etc.