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Employees are increasingly interested in jobs with flexible work schedules. What factors are driving this interest? The impact from changes in economy, technology, social and lifestyle in today’s environments have boosted the awareness of flexible working arrangements in an organisation. Evidence from the previous study indicated that the competitive working environment and increasing workload had caused family and personal life being neglected (Mary & Chris, 1998). Smith (1993) pointed out that working women should have balance between tasks in the office and responsibility to the family especially on safety, health and children needs. Therefore, Cook (1992) suggested that through the implementation of flexible working hour’s schedule, the responsibilities over children’s safety and education will be more secured. This is due to the fact that they are able to engage for a better coordination between work and responsibilities to the family. This statement is than further supported by Emmott and Hutchinson (1998). They found out that the implementation of flexible working hours schedule could increase and balance women’s responsibilities in work and family. It is a fact that children need love, food, safety and parents’ attention to ensure that children lead to a normal life. This complies with Maslow’s theory of motivation that emphasizes the aspects of safety, love, needs for food, esteem and self-actualisation that needs to be fulfilled by individual in order to increase the motivation at work. In line with the continuous improvement initiative to uplift the service delivery system to the public, flexible working hour’s schedule which is also known as Staggered Working Hours (SWH) has been implemented in the Federal Territory of... ... middle of paper ... ... Schedules? http://humanresources.about.com/od/employeebenefits/f/flex_schedules.htm 3. Work-Life Practices: Success Stories- Flexible Working Arrangement http://flexworklife.my/flexible-working-arrangement/ 4. Job Share http://humanresources.about.com/od/glossaryj/g/job_share.htm 5. Flexible Work Schedules http://humanresources.about.com/od/workschedules/ 6. Flexible Work Schedule Toolkit Human Resource Department http://www.hr.unt.edu/main/ViewPage.php?cid=356 7. Workplaces that Work- Flexible Work Arrangements http://hrcouncil.ca/hr-toolkit/workplaces-flexible.cfm 8. Top 10 Benefits of Flexible Work Policies for Companies http://www.huffingtonpost.com/sara-sutton-fell/top-10-benefits-of-flexib_b_4158603.html 9. The Advantages And Disadvantages Of Flextime In Workplace http://znnum.wordpress.com/2011/09/10/the-advantages-and-disadvantages-of-flextime-in-workplace/
At what point does work life start interfering with family life to an extent that it becomes unacceptable? Is it when you don’t get to spend as much time with your family as you would like, or is it the point where you barely get to see your family due to long hours at work? Is it even possible to balance work with family life? Anne-Marie Slaughter, the author of “Why Women Still Can’t Have It All”, believes this balance is impossible to achieve in this day and age. In contrast, Richard Dorment, the author of “Why Men Still Can’t Have It All”, believes that there will never be a day when someone will have it all, certain sacrifices will always have to be made. Both of these articles are similar in the respect that they both examine balancing a demanding career with raising children. The two authors’ views on the subject differ greatly, especially regarding how gender roles have a significant impact on our society.
Flextime - a versatile work program - permits individuals to determine on when they work, as long as they place in their total range of hours each week. Counting on the leader could mean complete freedom to style their work schedule, or having the ability to decide on from among many predetermined sets of choices. Two (or a lot of, though not sometimes the case,) workers could share one position, every worker operating some of the specified time. That way, individuals will hold, or still hold, the position they need, and still build time to play with young ones or aging oldsters, carry out of different family
We are asking all the employees their opinion in the idea of 4-day work week (10 hours day shift). If you are interested in participating in this proposal, this coming Friday, November 3 at 2:30 p.m., we will have the first-round table to discuss, answering questions, and explaining more deeply the benefits and challenging of this proposal.
Stone (2007) conducted “extensive, in depth interviews with 54 women in a variety of professions-law, medicine, business, publishing, management consulting, nonprofit administration, and the like- living in major metropolitan areas across the country, half of them in their 30’s, half in their 40’s” (p. 15). Keep in mind these women Stone (2007) focuses on are “highly educated, affluent, mostly white, married women with children who had previously worked as professionals or managers whose husbands could support their being at home” (p. 14). Her findings revealed women are strongly influenced by two factors: workplace push and motherhood pull. “Many workplaces claimed to be “family friendly” and offered a variety of supports. But for women who could take advantage of them, flexible work schedules (which usually meant working part time) carried significant penalties” (Stone, 2007, p. 16). This quote represents the workplace push, where women are feeling encouraged to continue their rigorous careers with little to no family flexibility being offered from workplaces. The motherhood pull is a term used to describe the way mothers feel when they face the pressure of staying home to raise their children while still expected to maintain a steady job. “Motherhood influenced women 's decision to quit as they came to see the rhythms and
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.
The women that lives in the home must prioritize and get up early and/or stay up late to make sure chores are done. There are 24 hours in a day and we must know how important it is for us to distribute all of the hours in a day toward our activities of daily living. The way we balance and how well we balance our responsibilities when it comes to work and family directly affects an individual’s quality of life. Balancing work and family helps people to manage stress more
Other trends in paid benefits are the option to work flexible schedules, otherwise known as Alternative Work Schedules (AWS). AWS options include compressed work schedules, Flext...
The nine to five work hours are a thing of the past, no longer a mandatory work schedule or shift required. People have much more control over their work schedules, making their work time to coincide with their personal time. This makes things much easier and less stressful for everyone involved. Some of the choices I will talk about being terms called work schedules, telecommuting, job sharing and compressed workweek. This is not necessarily a new concept, just a well-kept secret from the past. Flexible work schedules are amazing and can help anyone having a hard time with too many overwhelming things on their plate at one time and trying to get to work on time and keep their job.
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.
Some of the effects of a working mother are related to the daughters, since girls grow up seeing their mothers as role models. “Few studies have looked at the relationship between child stress and maternal employment.”(Sugar, 1994), those studies showed that girls, whom mothers’ went to work, suffered more than boys their age and showed some inability to connect to their mothers or girls their age. Those girls also showed the signs of great stress caused by the lack of connection with their mothers. The effects are not only negative as there are some positive effects. Girls with working mothers are more independent, more creative with their career choices and less concerned about gender-roles (Hoffman, 1998). These girls see their mothers leaving the kitchen and going out to work every day, which develop the idea of ‘I can do it too’ and that leads to a more independent, free from social restriction woman who can make her own
Today much focus is being placed on the ability of organizations (private, and public) to increase their productivity, and quality of service. As a result it is necessary to improve the well being of employees, decrease unnecessary costs, and enhance the competitiveness of the organization. Given this, it is no accident that telecommuting, is one of the largest growing areas, in flexible alternative work schedules. The influence of globalization over all aspects, of many economies, also increases the effectiveness of telecommuting. Now, more than ever, many employees are taking advantage of completing their work in an alternative work environment. Advantages can be tangible, such as reduction in office space, or intangible, such as improved family life. Employee advantages include freedom, decreased clothing expenses, and increased moral. Employers also benefit from telecommuting. Reduced absenteeism, and reduced financial cost, are only two reasons why an employer should consider implementing a telecommuting program. There are also environmental advantages to acknowledge, with regards to telecommuting, such as the reduction of traffic, and thereby the reduction of pollution.
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.
According to Mathew and Panchanatham (2011) role overload, dependent care issues, quality of health, problems in time management and lack of proper social support are the major factors influencing work life balance of women employees in
6 “Flexible Working Time and Family Life: A Review of Changes:, McRae, Susan. 1989, Oxford.
...ease employee engagement in jobs the redesigning of jobs and careful attention towards Job analysis. Telework could play a vital role in this manner.