Having a Good Time at Work Essay

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

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

We all know that a company that can build trust and bring about a rewarding atmosphere of personal appreciation and contribution will develop workplace norms and behaviors that bring outstanding performance from its personnel. Of the companies on our list the ones chose to research were CHG Healthcare, Wegmans Food Markets and Google. All three of these organizations caught my attention for number reasons, but what got my attention the most and really made me choose them was how they value their employee’s and strive to satisfy their needs. Most of us strive provide the best way of life possible for our families. When searching for employment people

But what happens when companies start to come close to the 50 employee point? They will cut employees’ hours back to a part-time status to 30 hours in order to stay afloat (Stevens & Harler, 2012). On top of this, employees who

Flexible work shifts have been on the rise due to changes in demographics such as higher amounts of females in the workplace and dual income households (Idris, 2014). In most health care industry positions, employees may be required to work long hours and shift hours. These shifts can be very hard on employee morale and welfare. Strenuous and difficult shifts can lead to burnout and high retention rates (Mathis, Jackson, & Valentine, 2014). Alegent Health offers flexible work schedules in order to help employees gain a balance between their work and personal lives. Alegent Health’s willingness to be flexible with their employees increases their retention

As companies continue to try to come up with a plan for remaining profitable, some are overlooking one of their best opportunities due to their short sightedness and obsession for short term gain. It is the very asset which most firms claim is their most important and the one which provides them their competitive advantage. It is also, in some companies, the asset which is most mistreated and neglected as it is the most costly. It is the company’s employees. I don’t know of any company which would not state that employees and their knowledge of the company, its products and services, processes,

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness” – Kathryn Minshew, founder of The Muse. In today’s highly competitive and robust job market, benefit programs have become an integral aspect of an employer’s total compensation package. In fact, an employer’s total benefit package plays just an important role in attracting and retaining talent for organizations as monetary compensation, according to a recent Glassdoor survey (Chamberlain & Tain, 2016). Given the important role benefit plans play in attracting and retaining talent as well as their impact on employee engagement and happiness it is critical that employers empower their benefits specialists to design a total benefit package that functions in such a way that it ensures the organization is not only in compliance with legal guidelines, but also gives the company a competitive advantage within the labor market it competes in. Furthermore, they should be responsive to the organization’s employee’s needs, as well as any changes in the organization’s competitive environment.

For over one year, it has come to my attention that a majority of the KC-based employees are working for less than 40 hours. From my observations, there are only a few workers present at 8 AM and at 5 PM, an aspect that indicates negligence. As the company’s CEO, I allowed all managers to create a culture within your team in efforts to motivate employees and promote efficiency. However, so far, this approach is not fruitful as we are experiencing problems with effectiveness in undertaking business operations.

Answer this question to yourself: When an employee is on the clock at ABC Corporation, what exactly are they expected to be doing? While “working” will seem like the obvious answer to most people reading this, a recently-completed study endorsed by upper-management has discovered that many employees seem to think that “updating my Facebook status” or “beating my high score on Flappy Bird” are acceptable answers. Maybe a utopian world would include paid social-media and gaming time, but we simply cannot afford this any longer at ABC Corp.

Changes in our workforce and economy means that some organizations are trying harder to retain good employees and now offer more career life work balance through flex time, home office time, and job sharing. If the company is small, management may be inclined to re-define a job to keep a talented, valuable, well-trained employee.

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

I thoroughly agree with your post. You have some very insightful points. I strongly agree with your statement in regards to a company is only as strong as their workforce. Furthermore, it is imperative for organizations to ensure that they create an atmosphere that is inviting, motivating, and definitely promotes job satisfaction. Also, employees want to have a voice in the company as well. Moreover, Chip Conley’s talk definitely highlighted some very key aspects in regards to understanding that organizations need to go beyond just measuring the tangible things but focus on the areas that matter most to many employees which are the intangibles such as respect, trust, security, healthy environment. Essentially, these elements help to foster in higher productivity, increased profits, loyalty and less turnover. All the more, when organizations develops ways to deliver on these paramount factors, it can satisfy employees and help create a stronger, more stable and profitable outcome.

Goodnight and the other SAS leaders expect nothing less than superior performance from the employees, and they continue to get it. The employees are loyal and committed to the company, and they are productive; so loyal, committed, and productive, in fact, that only a small percentage of the employees ever leave once they have been hired at SAS. They have the employees who don’t want to leave the work even if they get little more money somewhere else as they want the peace they get in SAS. (Drucker 1974, Chaffee 1985)

There is mention during this conversation to compensation not being adequate to support Tom’s expanding family, while another colleague brings up a point of having quality of life if he has to be on the road continuously in his new job. This leads to the question whether the firm is doing enough to look into changing needs of its workforce from a compensation point. Young people who are single may love the challenge of a job if there is accelerated growth at the cost of extra hours. The same people may choose to have a work life balance when they are no more single without having to give up on their careers. The case does not provide any insights if the Firm is doing the needful to cater to their employees changing needs. Though the CEO believes they treat their people really well. This cannot be supported with any facts mentioned in the case except for Mary’s attempt at advancing the yearly employee survey satisfaction is an attempt to gather this information.