5 edition of Flexible working schedules in high commitment organizations found in the catalog.
by Alfred P. Sloan School of Management, Massachusetts Institute of Technology in Cambridge, Mass., USA
Written in English
|Statement||by Amy Andrews.|
|Series||Working paper / Alfred P. Sloan School of Management -- WP# 3329-91-BPS|
|Contributions||Sloan School of Management.|
|The Physical Object|
|Pagination||69 p. :|
|Number of Pages||69|
Many offices allow their staff to choose 8 a.m. to 4 p.m., the standard 9 a.m. to 5 p.m., or a slightly later 10 a.m. to 6 p.m. schedule. Flexible work schedules like these require little hands-on. “If your company has a flexible schedule,” she said, “the best thing you can do to get your team to use it to improve their work-life balance is to use it yourself! I work for an hour or so from home in the morning with a cup of coffee, then head to the office (completely avoiding rush hour) to work for hours, before heading home.
shown to improve productivity, reduce work family conflict, and improve commitment to the organization. However, these policies are not widely available. A key limiting factor of the diffusion of flexible practices is line managers, who worry about the consequences that allowing people to flex their schedule will have on their work. Skyrme, David J. "Flexible Working: Building a Lean and Responsive Organization." Long Range Planning. October Whittard, Mark. "Flexible Work Arrangements: Friend or .
Employers have introduced flexible working packages (part of work-life policy) in order to attract, recruit, and retain highly qualified staff to their organizations . With the ability to schedule the work himself/herself, employee feels that employer cares about wellbeing and non-working life of employee . That leads to in-. level flexible work arrangements (FWA) and employee perceived availability and actual use of FWA on job satisfaction and organizational commitment. Using data from the Workplace Employment Relations Study (WERS), I found that when FWA were offered by an organization, employee-perceived availability of FWA were positively.
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Excerpt from Flexible Working Schedules in High Commitment Organizations: A Challenge to the Emotional Norms. Attempted to negotiate an arrangement whereby Gail would work 24 hours per week with prorated compensation and benefits. Negotiations broke down; Gail : Amy Andrews. Employee Flexibility.
With flexible work schedules, employees stand to experience a good number of benefits. One that many workers point to first is the flexibility to meet family needs, personal obligations, and life responsibilities you have a flexible schedule, you can go to a parent-teacher conference during the day, take a yoga class, or be home when the washing.
Includes bibliographical references (p. ) Flexible working schedules in high commitment organizations: a challenge to the emotional norms?Pages: For many organizations, flexible work arrangements are being offered to employees because of the benefits it may produce for both the employee and.
Depending on the flexible work schedule type the employee has negotiated with the employer, life and family responsibilities impact the employee in different ways.
Employees who have arranged a compressed or four day week, or flexible daily hours, can normally work life and family responsibilities into their scheduled time off. A flexible work schedule is an alternative to the traditional 9 to 5, hour work week.
It allows employees to vary their arrival and/or departure times. Under some policies, employees must work a prescribed number of hours a pay period and be present during a daily "core time." The Fair Labor Standards Act (FLSA) does not address flexible work schedules.
Through flexible work policies, like flexible schedules and telecommute options, companies can build trust for both the employee and the company. Employees feel autonomous when given the freedom to work a flexible schedule, and in return, employers are.
Policy brief & purpose. Our flexible hours company policy outlines our provisions for employees who want to change their working hours, days or weeks. Scope. This policy applies to all our employees, who need an alternative arrangement about their work schedules and who are eligible by nature of their job.
Policy elements. We recognize that some employees need to work flexible hours. Flexible work arrangements usability differs among the employees working in different industries, flexible work schedule usability is limited in the education sector. In private sector the flexible work schedule is highly used in service producing organization than in good producing organization.
work–life benefit policies, including virtual work programs, in response to the financial savings realized and the unique flexibility these programs offer (Purvanova, ). The focus of this study was to explore the strategies that business leaders use for flexible work schedules and virtual work programs.
Background of the Problem. Flexible work arrangements (FWAs) can come in many forms, including telecommuting, compressed workweeks and flex-ible scheduling that allows employees to perform tasks. extenttowhichGailwouldneedtobe'flexible'andincreasehertimecommitment if requested todoso dedupresigningfrom the company, andJillended up hiring a newperson todothe work she hadhopedGail.
Purpose – This paper aims to explore the influence of flexible working on employee happiness and attitude, and the role of this within a high performance work system (HPWS).
Flexible Work Arrangement Policy. Effective Date: 1/1/ Applies to Staff. Purpose. The purpose of this policy is to describe the types of flexible work arrangements that may be available to certain University staff members, the process for evaluating a request for a flexible work arrangement and the approval process for such a request.
The routine of a typical 9-to-5 work schedule is just that. Pay People for Commitment, The Sloan Center on Aging and Work at the Boston College cites additional benefits of flexible work.
Flexible working schedules in high commitment organizations: a challenge to the emotional norms. Advantages of Flexible Work Schedules for Employees: 1. Adaptability: Flexible work schedule allows the employees to meet the family needs, personal obligations and life responsibilities efficiently.
If you have a flexible work schedule you can be able to meet the day to day errands and take care of family members without any interference in. When you're flexible, you're versatile, resilient and responsive to change.
You can adapt to unexpected demands in the workplace – sudden surges in work, urgent problems, or an unpredictable event, such as a cyber security breach or financial crash, for instance. Flexible people are. Flexible work arrangements in health care settings help not only workers but also patients, according to a panel of HR professionals.
On June 18 at the Society for Human Resource Management (SHRM. As a boss, you can support your employees and create a high-performance culture by leveraging employees’ work styles in four ways: First, focus on results that matter.
Commitment to work. Definition: Commitment to work or work commitment is defined as the level of enthusiasm an employee has towards his/her tasks assigned at a workplace. It is the feeling of responsibility that a person has towards the goals, mission, and vision of the organization .Flexible work schedules are being implemented by organizations in certain sectors as either or both a prized employee benefit to promote employee retention and as a device to curb forms of employee withdrawal, such as absenteeism, tardiness, quits and on-thejob leisure.
Make the flexible work schedule your company’s next incentive The U.S. Department of Labor defines the flexible schedule as “an alternative to the traditional 9 to 5, hour work week.” It goes on to say, “It allows employees to vary their arrival and/or departure times.