nfair treatment of working mothers. Many women are capable of working and raising a family at the same time.
There have been numerous case examples which prove that it is possible for a working mother to balance child-rearing with a career. In fact, Sanger & Kelly (1987) have claimed that the balancing of family and career can be a positive experience for the mother as well as for the family unit. In this regard, the children of working mothers can actually benefit from the situation if emphasis is placed only on "the positive strengths and competencies work can promote" (Sanger & Kelly, 1987, pp. 56). Of course, the working mother may be limited by the policies of the organization itself. This is particularly true in companies which have a "mommy track" for working mothers. In such cases, it is important that the women of the organization take steps toward dealing with the problem. The policies of an organization will never change unless the managers are confronted by the problems that they cause. As noted in one magazine article, "the worst tactic is to decide nothing will change and withdraw" (Will you be penalized, 1989, p. 108). If management is unresponsive to the needs of i
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