Alternate Work Arrangements

This study examines alternate work arrangements by means of a general, non-comprehensive literature review of the subject matter. In an ever-increasing desire for work life balance, employees, especially professional employees, are looking for positions that will complement their home life. Whether they have small children, aging parents or they appreciate their free time, both men and women have begun to look for workplaces that allow them to balance those parts of their life. Significant time has been devoted to the research of these alternate work arrangements and in this review, six types of alternate work arrangements will be discussed. 1) Flex-time; a flexible work schedule that accommodates the employee and results in the completion

"The survey found that 100% of the team said they would recommend working remotely to other departments" (Hirst, 2016, p. 3). Although MIT did not see a significant financial difference, they noted intangible benefits like reduced stress, decreased absenteeism, and a feeling of control.

Flex time and stress One benefit noted was reduced stress as employees did not have to commute to work as often. Commuting has been linked to feelings of loss of control, increased blood pressure, bad mood, missed work, being late to work, anger, as well as other negative impacts to employee health and well-being. Another intangible was a decrease in missed work. The Society for Human Resource Management found in their 2014 survey on workplace flexibility, that "one-third of companies participating in the survey saw a decrease in absenteeism after they implemented flex time policies (Hirst, 2016, p. 4). Finally, Barney & Elias, Flex-time as a Moderator of the Job-Stress Motivation Relationship, indicated "that increased control over one's schedule is associated with lower levels of job stress and increased levels of extrinsic motivation (2010,