Example Of Flexible Work Schedules

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

The scheduling of hours of work is undoubtedly one of the major social problems of industrial society. Statistic estimates that 30% of Canada's workforce are involved in some kind of shiftwork. Of those, 33% work irregular shifts, just under 30% work rotating shifts, 17% work long term evening shifts, 10% work on call, 3% work split shifts, 3% work long term night shifts and just over 3% are classed as "other". Present estimates tell us that before the trend slows, fully 35% of the workforce will work some type of shiftwork (Siroonian 123). Companies are feeling the need to maximize their efficiency by spreading their operating costs over 24 hours. However, on the other hand, working other than the standard

Approved starting 6 September 2017, being off on the second Friday of the pay period.

There is a new progressive incidence where so many people working long hours. Mostly, the definitive reason given is so that they can make ends meet in the modern society where the cost of living has to be supplemented by an extra sacrifice to devote more into work. The expectations seemed like guarantees: later on, working hours would be short and get-aways or vacations long. "Our grandchildren", figured John Maynard Keynes in 1930, would work around "three hours a day"— and likely just by decision. Economic advancement and technological advances had as of now contracted working hours significantly by his day, and there was no motivation to trust this pattern would not proceed (Hoschchild 104). Whizzy cars and perpetually efficient instruments and apparatuses ensured more speed and less drudgery in all parts of life. Social clinicians started to fuss: whatever would individuals do with all their extra time? This has not ended up being one of the world 's most pressing issues. Everyone, all over seems to be occupied. In the corporate world, a "perpetual time-lack issue" distresses officials everywhere throughout the globe, and the matter has just developed more intense lately (Alexander & Baxter 254). These sentiments are particularly significant among working people. With respect to each one of those time-saving gizmos, numerous individuals protest that these bits of wizardry bite up decidedly a lot of their days, whether they are decaying in traffic, exploring automated

Flexible work schedule allows workers to vary their arrival as well as departure time to their workplaces. About 27% of the United States workforce currently reports the capability to change their daily starting as well as ending times to work. But the provisions of flexibility in the timing of work seem not to be keeping pace with the demand. There also seem to be much disparity in the access to scheduling flexibility by employees demographic as well as work together with job characteristics. Research finds that the possibility that an employee tends to have such flexibility is decreased by being female as well as non-white together with less educated. Flexibility tends to be reduced for those working a normal shift or forty hour workweek. Hence employees sacrifice their leisure time or income for them to get better access to flexibility in work scheduling (Mathis, Jackson, & Valentine, 2014).

• Flexible work arrangements, such as flextime and telecommuting. • Assistance with childcare. • Eldercare benefits. • Resources to help employees manage personal financial issues. • Availability of benefits for family members and domestic partners.

To meet family demands companies must consider the bottom line and endorse these policies for workers and families. The overall benefits will out weigh any skeptical reasoning and the U.S. companies will have a willing ethical workplace for generations to come. State legislature supports the flexible work schedule to extremely help with traffic congestion; decrease fuel consumption, flexibility for employees gives more time with their families, increases morale, and improves the working environment. Change takes time to reprogram

This essay will discuss and analyse why flexible working practices are an important feature of UK business organisations, by providing specific organisational examples and justification through academic theory. Flexible working is a form of employment that suits an employee’s needs such as, having flexible start and finishing times, or working from home opportunities. In the UK, all employees have the legal right to request flexible working hours from their employers. Additionally, employers must deal with these requests in a reasonable manner, for example, employers may analyse the

The days of the regular 9 to 5 workday, 40-hour week and relaxing vacations have all but gone by the wayside. Today, they have more often than not been replaced by workdays with no set timeframe, a workweek consisting of up to 60 hours or more and vacations that are for the most part nonexistent. With such extreme changes in modern work habits, things such as relationships, health and lifestyles suffer. Sadly, this disorder is not new to researchers nor is it as small as a problem as most people think it is. People that worked harder and longer than needed were considered ideal employees in the past. Today, companies are implementing mandatory time-off as to battle the addiction to work. Researchers have discovered that not only is there

Nowadays, there are many job opportunities will get in this world. It also occurs in various sectors such as industrial, agricultural, plantation, and so on. Apart from that, there also have the job which offers the certain position such as assistant accountant, secretary, manager, and so on. Furthermore, most job opportunities have their own requirements before recruit the employee or staff. Examples of the requirements are fluent in English and Mandarin, skilled in using computer, can work in team, and so on. In this technological age, many institutions were offers various type of courses such as business studies, accounting, engineering, computer science, and so on. With this ways, it can train students to facing the real challenge when in work situation after they graduated.

Flexible work arrangement is “a spectrum of work structures that alters the time and/or place that work [is achieved] on a regular basis” (Worldat Work). These arrangements differ from company to company. Flexible schedules must take into

If organizations want to engage their employees and increase their satisfaction and productivity, they might be able to do this through alternative work arrangements. Alternative work arrangements allow workers more control over how, when, and where they work, by using flextime or telecommuting. Flextime allows people within an organization to vary the hours during which they work, as long as they work for a specified number of hours per week. Companies like FedEx that used flextime reported reduced overtime expenses, and reduced stress among workers. Telecommuting, or working from home, allows almost complete freedom over scheduling, dress code, and interruptions from supervisors. Studies have shown that telecommuting leads to less turnover among employees, but it can hinder productivity due to the fact that one is working alone.

This is slowly obliterating the 9 to 5 work style and the boundaries that come with it. Instead, more people are setting up schedules that are more favorable for all team members based on their family life, medical emergencies and other priorities.

Statistics have shown that the number of employers offering employees alternative work schedules has dramatically increased over the past decade (Brotherton, 2013). According to a 2012 National Study of Employers conducted by the Families and Work Institute, 39% of organizations allow some employees to adjust their daily start and end times as needed; 36% of organizations allow some employees to work a compressed work schedule; 63% of organizations allow some employees to telecommute occasionally; and 33% of organizations allow employees to telecommute regularly (Brotherton, 2013). Not all industries will allow for alternate work schedules. When an organization decides to offer alternate work