Benefits Of Flexible Working Practices

1. One of the many types of support offered by organisations within call centres are flexible working practices. Flexible working practices refer to how organisations accommodates employee’s preferences and needs in order to better the well-being of the employee and the organisation as a whole (de Menezes & Kelliher, 2011). As a whole flexible working practices can take multiple forms, however, if we are to examine it as a whole, organisations have indeed seen significant changes amongst their employees (de Menezes & Kelliher, 2011). Put forward, flexible working hours has not only affected positive attitudes amongst employees, it has further influenced employee’s commitment and productivity within the organisations (de Menezes & Kelliher, 2011). Additionally as the quality of work increases employee turnover is said to be decreasing. Put forward, flexible work working practices is not only an advocate for reducing workplace stress, but additionally lowers levels of emotional exhaustion, psychological health as well as physical health (Almer & Kaplan, 2002; de Menezes & Kelliher, 2011). Furthermore, individuals involved in flexible working hours such as, remote working or telecommuting (when an employee is able to work away from the

The problems and limitations associated with flexible work practices ranges from flexible control over work schedules may only be available to more privileged workers too organisational downsizing, which may not allow flexibility as less staff will be employed resulting in more hours needed to be worked by fewer people (Kelly, Moen & Tranby, 2011). Which ultimately results in inefficient time to complete tasks, work overload and time pressure among employees (Deery, Iversion & Walsh, 2010; Green & Roberts, 2010). Furthermore, flexible work practices may cause employees more stress as they now have more control over their work and less supervision, as work can often be taken home (Castanhiera et al., 2010; Green & Roberts,