Flexible Work Schedules Essay

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

Every generation is influenced by its period 's economic, political and social events. From the Great Depression to the civil rights and women 's movements to the advent of television and advanced computer technologies. Thus generational background/situation may also affect the way they work. The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation in the workplace. The current work place consists of four different generations; The Baby Boomers (1946-1964) who are slowly retiring and existing the workforce, The Generation X (1965-1976), The Generation Y or millennia (1977-1997), and the Generation Z who are about to or are just entering the work force. Although these different generations tend to want similar things in a workplace their environment/background has shaped their character, values, and expectations (Hahn 2011).

The current generations in the workplace today are Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings their own values and mindsets to the mix. Although genetics play a part in a person’s characteristics, the generation in which someone is born into also plays an integral part in shaping their mind, values, goals, and work ethics. People from the same generation share similar experiences, and this can influence how they think politically and socially.

America has about five generations that function in our society today, and they are Traditionalists, Baby Boomers, Generation X, Generation Y, and the Millennial. It is interesting the way that an age gap influences the thinking of millions of people in different generations. Different times and situations require that different strategies be put in place for the following generation. Solutions that worked for one generation may be less useful for the next, so sometimes, because of the age gap, these solutions cause disagreements. These various ideologies all have one goal, and that is to be successful. We will discuss the path of the Baby Boomers and Generation X in the workplace environment.

Over the next decade, it will be a challenge for employers to attract, keep, and develop a skilled work force for numerous different reasons ranging from the evolution of technology to fewer foreign students coming to America for work. Adding to the problem, companies are finding themselves managing four generations of workers. Based on their generation’s life experiences, each group has its own diverse characteristics, standards, and attitudes towards work. The four generations are as follows: Silents (1925-1946), Baby Boomers (1946-1964), Generation Xers (1965-1980), Generation Ys or Millennials (born after 1980). It is up to management to relate and motivate employees of different age groups. The purpose of this paper is to inform readers

They can help Boomers better understand the traits they don’t understand in Gen Y. Boomers have expressed an assumption that Gen X and Y don’t want to “pay their dues” and work hard, long hours to get ahead. However, research shows that isn’t the case. Both the younger generations are willing to work hard and work extra hours—when necessary—but they are not willing to sacrifice their personal time just to be seen at the office after 5:00 p.m. They feel that if they can get their work done between 8:00 a.m. and 5:00 p.m., why should they stay late? In addition, Gen X can help Gen Y to understand that Boomers are looking for initiative. Staying late to work on an important project communicates teamwork and loyalty to the company. There is also a huge difference between how Boomers and Gen Y view the structure of an organization. Gen Y doesn’t see any problem with marching right into the CEO’s office to pitch an idea; however, Boomers prefer to follow the established chain of command. Gen X can help Boomers understand that Gen Y is not disrespectful of authority, but their experiences have “flattened” their view of organizations. At the same time, Gen X can help Gen Y understand the organization’s established channels and how following those paths can help them be much more successful. results (Lancaster, L., & Stillman, D.

This is the first time in American history where four generations are in the workplace at the same time. While it is a good problem to have, this situation creates some issues because of generation gaps and stereotypes. As stated by Diana Rigg, “Maybe at this stage in my career, it’s from that younger generation that I have the most to learn.” If the older generations and the younger generations took this open approach, the workplace would be a more inclusive place because all employees would be open to learning from each other. By understanding the generational differences, employees can break through the stereotypes created by misunderstandings to become highly functioning organizations. In looking at the similarities and differences among the four generations working today, it has been discovered that these are the same items that bridge the gap to a better understanding. Diverse, cross-generational teams are both beneficial and necessary for organizations to create highly effective and creative teams. In addition, this type of inclusion has the ability to empower employees, and the company will reap the benefits in happier clients and increased profits.

Each generation has developed a set of values and postures that are different from one another. Organizational settings should understand these generational differences in order to be more effective in leading a multigenerational workforce (Al-Asfour & Lettau, 2014). Leadership Training on the Generational Gap & Age Discrimination solutions are an important issue concerning creating a training programs to combat age gap problems in the workplaces. This might help to lower discrimination violations and complaints in the workplace and to the Human Rights Commission. Society in America has become much large in age gaps in labor this is not myths, but a mere reality that needs plans for solutions.

Businesses should evaluate their flex work arrangement on a regular basis. As the bar graph shows above, company that doesn’t offer flexible work arrangement has

Whether in an outsized family practices, or sole proprietor clinics, scheduling appointments is known to be one of the most imperative administrative responsibilities executed in the medical office setting. For this reason, scheduling and managing both patients and staff appointments are essential elements in various businesses, from Fortune 500 organizations to even service-based small businesses. Consequently, online scheduling software and automated scheduling applications has made the scheduling process a bit easier for all-sized organizations. In fact, due to such, within the past decades, we have noticed an increasingly growing number of online and automated

THE LABOR AGREEMENT BETWEEN QUALITY FURNITURE MANUFACTURING COMPANY (QFM) AND INDUSTRIAL WORKERS UNITED (IWU), AFL-CIO

Research into benefits of introducing a flexible schedule included a survey and reading peer reviewed reports. A survey of all one hundred employees at ABC Inc. was conducted using Survey Monkey.

We should make extra sets of copies of the meeting papers as it would have a bad reflection of self if we ran out of paper. It also reflects that the holder of the meeting is prepared. Also, and extra set should be maintained in the computer and your email. Just in case you misplace your document there are chances of retaining them. Extra set is always beneficial and saves time and stress.

1. The aging labor force affects Human Resources by the department needs to take the time to motivate employees who are older to push themselves, start planning for retirement and manage the cost health care. In today’s society, many older people do not plan on retiring anytime soon or do not have enough money to retire. From this, some older workers are cutting down hours, working on temporary assignments, and or working from home. This allows older generations to mentor younger generations with work ethics and other aspects of the business. While this also gives the younger generations to mentor older generations with the latest technology and new ways of thinking. Human Resource management might run into different issues with the different generations such as the silent generation values job security and income. Baby Boomers value job opportunities and time management. on the other hand, Generation X is self-managed and can be pragmatic and Generation Y is good with technology and respect the hard work of older generations.

Reinforcer is defined in our notes as, “any event that: (1) follows a behaviour and (2) increases the probability or likelihood of that behaviour occurring more frequently in the future” (Algonquin, 2017). We can change behaviour using this powerful tool, individualizing it to suit the learner. Anticipation is a great motivator so we need to ensure reinforcement is immediate and predictable. Preference assessments should be revalued on a regular basis as preferences change, Alex may in time be motivated by Superman instead of Pokémon. As reinforcement is dependent on the response quality of the learner, the teaching environment needs to be controlled by the therapist.