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Benefits of a flexible work schedule
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Flexible work is a roster that constantly changing compared to job with a work schedule was prescribed the time example between hours 9 a.m to 5 p.m. Among types time job that is flexible is job sharing, part time, compressed hours, flextime, annualized hours, and staggered hours. According to Cherlin 2002, flexible job time basis concept is to help staff using working hours they by better so that they can work full-time, but not necessarily in office within time official work
Job sharing is an employment that where done by two workers to resolve a by making division hour in one day for example two assistant account given one week to complete account of a company and when the assignment completed, so wage also will be given. Part time is a tabulation given right to staff by employers to choose working hours that to they are suitable. Schedule for the part-time usually minimum is 4 hours and remainder follow to employee's capability itself. Among for example is job as marketing officer housing, insurance and others more that where they will take right time to carry out design task because this job also premised commission. There is also part-time job that salary paid according to their total work in one month for example sales assistant in hypermarket.
Compressed hours is international companies that is famous but conduct their business activity in Malaysia. Workers that work in this firm will work full-time but in few days only in a week for most these companies carrying out business activity according to time national them. For example business analyst system that given working hours for 4 nights only in one week because at that time overseas business activities is actively being carried out. Among example of company is of China ...
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..., it can give pressure that is extreme to staff because employee also not only have stress problem placed work in fact other problems also lots like family problems, finance and others more. The researchers find that time flexible job enhance and advance employee's moral and at the same time can reduce employee absence number and usage overtime (Nadler et al. 2005).
Balancing achievement between job responsibility and family is part of job satisfaction. Employer should encourage policy that could help worker, especially womenfolk to off-set by better between job responsibility and family. Therefore, employee responsibility to families become very important. Flextime method could have big effect to employee satisfaction on their daily life. Flexible job time method usage must encourage among employer, whether public or private to can gain productive labor force.
This source was very descriptive when defining unknown business phrases in the world. It describes the behaviors of the work-family conflict. The investigation used ordinary people. The benefits for using this source is to help balance the work and family and to find common ground between the two.
This mean that they will not loss time because they control everything even the employee's situation. According to Stewart (2015), at least 697,000 labors in the economy who don't know how many hours they're going to be working from one week to the week after, this point is good only for one side and its employers side, they can let them work the whole day and that wholesome anticipation to any new updates, and that is unfair for the employee and kind of exploit, for example employee can working for longer days and take the fifth day of the week off, or working a nine days period of time. (Pardey,
(Carlson, Kacmar, Wayne, & Grzywacz, 2006). It has also been defined as “the extent to which participation at work (or home) is made easier by virtue of the experiences, skills, and opportunities gained or developed at home (or work)” (Frone, 2003). Work-family enrichment is noted as being bidirectional, in that work can enrich family life (work-to-family enrichment) and family can enrich work life (family-to-work enrichment) (Frone, 2003). It is also refered as ‘the extent to which experiences in one role improve the quality of life in the other roles’ (Greenhaus & Powell, 2006). Work-to-family enrichment occurs when work provides resource gains resulting in enhanced individual functioning in the family domain. Likewise, family-to-work enrichment occurs when family resource gains lead to enhanced individual functioning in the work domain (Carlson et al., 2006; Greenhaus & Powell, 2006). Evidence suggests that work-tofamily enrichment and family-to-work enrichment are distinct in that they tend to be weakly and differentially correlated with other aspects of work and family life such as pressure on job, decision latitude, support at work, affective support from family members, and family criticism/ burden (Carlson et al., 2006; Grzywacz & Marks,
In addition, the management should enhance flexibility I the workplace. Flexibility makes the workplace environment more manageable. A clear manifestation of a flexible workplace is one that allows employees adjust the hours of work if the adjustment is necessary. It may also include allowing them to work from another place other than the office, for instance working from a nearby restaurant. This seeks to make their working experiences more realistic and manageable. This flexibility will also aid the employees meet their non-work responsibilities and this greatly motivates them.
Employers have issued policies to hire employees on a contract or part time basis. They blocked employee from becoming part-time, reducing chances of paying overtime wages. They are also supportive of one employee taking different jobs with other organizations. Therefore, it builds a conducive environment for the economy to prosper as the part-time economy in the
Work reform, as interpreted by the employer, is a modern concept that has at its core increases in efficiency and effectiveness and a content and stable workforce. Work reforms are a means to an end; the end being increases in efficiency, production, and profits in a volatile global market. Depending on which method is used, the goals are to motivate their workers to gain their compliance. By paying more attention to a workers values, attitudes, and psychological needs, etc. a company can set the foundation for a more militant workforce and perhaps circumvent unionization. A company can try to create a “corporate family”, for example, via a corporate culture to try to facilitate this type of reform. The implementation of a corporate culture is an attempt to get workers to “buy in” to the firm’s overall goals (Krahn, Lowe, Hughes, 2011 p. 244-248). Key themes include workers as human beings, organizational cultures, constant adaptation, co-operation, creativity, flexibility, work teams, doing more with less, continuous learning, flatter organizational structures, customer-service, and participative management, etc. The goals and motivations for work reform as it pertains to a workforce differ from those of firms. Workers see changes such as enhanced on the job decision-making, increased autonomy, a decrease in monotonous and arduous tasks, and more input into large company decisions(that will ultimately affect them) as positive. Other changes that workers would embrace are pay increases and the addition of family friendly work policies such as more free time, and on-site daycare. Since a number of large manufacturing and service firms are unionized, a motivation and goal for work reform, in this respect, would be for a co...
The problem with employees having the ability to control their own schedules, though it is a benefit to the employee, means that Valve needs to be more careful during the recruiting, interviewing, and selection processes than a company without a flat business structure. Valve would need to make absolutely sure that the people they hire are self-motivated and willing to work as much as they can to get the job done. Ideally, Valve would need to be focused on acquiring knowledge workers for their open positions to reduce possible temptations of workers slacking off or toward
Working excessive hours is counterproductive to both employees and employers. Firms suffer as quality, innovation, and output fall because of overworked employees. Negative effects of overwork include impacts to productivity, interpersonal relations, judgments, task prioritization, and employee retention which impact firm’s bottom line. Studies also show negative impacts of working past human constraints manifest as health issues impacting output or causing employees to miss work because of sickness. Working more does not equate to greater production failing to achieve the goal of both employees and
Many different types of workers are constantly connected to work. They work even when they are away from their jobs, often at nights, on weekends and on vacations,
Temporal flexibility: It is concerned with the pattern of hours worked and linked to the demands of the business. Seasonal or demand work is provided leading to Flexi-time systems. In addition, annual hours contracts allotted with increase in evening working.
The advantage of telecommuting for some employees can be invaluable. One huge advantage an employee has when telecommuting is flexibility. Telecommuting allows for increased flexibility to coordinate work schedules with personal and family priorities. Flexible working arrangements improve quality and work done (Dudman, 2001). Achieving a balance between work and personal duties can help individuals gain more control over their lives.
In the workplace, time management is an important factor in everyone’s day-to-day work. If a person’s time is well managed, it is possible to achieve a greater amount in a shorter space of time. How effectively people manage their time has a major influence on aspects of their working lives and their personal lives. Effective time management can have a hugely positive effect on a person, it can lead to a focused and disciplined mentality, giving a higher level of productivity, greater efficiency and an all round positive attitude in life. This benefits the individual, their team, the company they work for and also their friends and family. An example of this is an employee who prioritises their jobs at the start of the day; this gives them a structured day and ensures they have time to complete all of the important jobs. However, if time is poorly managed it can lead to inefficiencies, work overload and added pressure, this could eventually lead on to other issues such as stress.
There have always been various problems on how employees balance family life and work life. This is a problem that many employees from different organizations face. The challenge here is that they are not able to balance both lives. This in most cases leads to neglect of one life and giving too much attention to the other. This has been a major problem to many employees. They have always complained of how difficult it can be when a person tries to balance both lives (Philipsen & Bostic, 2010). This has been a big issue that should be tackled with a lot of concern. There has always been a need for people to be able to live comfortably with their families and to have a good working life in the work area. People should be taught on how to balance family life and work and to be able to give equal attention to both lives. This can be made possible by training and enlightening people on how these two can be achieved. There is need for all employees to learn how they ensure that they give equal attention to their family life and work life.
(2014). Organizational performance honestly varies on the employees’ performance; consequently employees should be satisfied with skills and knowledge. Employees should be motivated and mentally present at work place. It is possible if employees are not facing work life conflict. Work life conflict makes employees uneasy and mentally disturbed, occupied and stressed. Thus they have absent minds at work place. According to study in hand long work hours, work overload and lack of perceived organizational support leads to work life conflict. Jasim Uddin .M. et al, (2013).This study explained norms, gestures belief of employees and all related effects of organizational culture used on organizational performance.
Apply shift time working schedule can avoid unfriendly treating customer, because our operators will not be too tire.