My Argument For Working In The Workplace

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.

Employers should provide a flexible working environment for their employees as some employees have medical conditions for example diabetes which requires the person to eat regularly and carry medical equipment with them including medication and a blood sugar level machine to check their blood sugar levels regularly. They should also make it flexible for people who have children in child care centres, so those employees can leave work early as child care centres close at 6pm and in case and employees child is sick so they can go and collect their child and look after them. Employers should also provide a flexible working environment for employees so they can attend medical appointments as some specialist appointments require you to do preparation

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

The number of women entering the workforce has increased over the years. To reap the benefits of gender diversity and create an inclusive workplace organizations are developing flexible employment approaches. Flexible employment approaches include arrangements that allow job sharing so that employees are better able to care for their children or flexible employment conditions such as flextime that give employees input into the length and scheduling of their workweek.

It seems as though my peer's argument is the flexibility of working from home benefits people better. Yes, I feel as though my peer has addressed Opposing Viewpoints. The section of the summary that I need clarity for is her problem. Are you trying to find a way to get work-forces into to telecommuting only? *My problem is finding an effective way to better manage a company’s workforce to increase profitability by implementing alternative flexible work options for their employees. (Johnson, 2017)

Hill, E.J., Erickson, J.J., Holmes, E.K. and Ferris, M. (2010). Workplace flexibility, work hours, and work-life conflict: Finding an extra day or two. Journal of Family Psychology, 24(3),

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

Flexible work arrangements allow workers opportunity for flexible hours, ability to work from home, job

Inclusive workplaces that understand the needs of their employees and make staff feel valued and respected also have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing.

The report is based on responses collected from more than 1000 employers and 2000 employees, considered UK workforce only and was conducted in early January 2012. The report presents an in-depth view of the types of flexible working provisions offered by employers including part-time working, working from home, flexitime, compressed hours, career breaks/sabbaticals, mobile working, term-time working, secondments, annual hours and time off work in the community.

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

I am a person who easily adapts to different professional and social environments. I have demonstrated ability to adapt flexible work practices during my employment with Prime Tooling and Blue Fox Systems. My ability to work flexibly was a key component of my employment with Blue Fox Systems. The office culture at Blue Fox was very fast paced and reactive in nature. It required constant attention to detail, the ability to re-prioritise, and flexibility. Being an IT organization, the pressure and demands upon each staff member required that we were able to take on whatever duty or priority task was required at the time, either as a member of a team or as an individual. In my daily work, I am flexible to leave what I am working on and assist

It can also become challenging to achieve work-life balance when not all employers offer employees benefits which our textbook outlines as ‘stress removers’. This includes - flexible and limited work time, job sharing, telecommuting, personal leave, and child care support (McShane & Glinow, 2017). The article also stressed that many employees face being penalized or terminated stating, “Most people do not believe that their workplaces truly support flexibility or that they could work an alternative schedule without career risks” (Chan,

As a busy Woman/Mother, I personally support a flexible workplace environment. I have experienced what it is like to be an employee and not being granted flexibility when it comes to needing time off for family commitments or having the patience and respect shown to me from an employer, when it comes to training or seeking knowledge. Having that flexible attitude from my employer at that present time would have launched me into "can do" mode and I would have achieved much more in my position as an employee due to that simple adjustment from my employer. I am one woman and if I could have a change in my work ethic due to change in another's mannerisms and expectations then imagine what a whole team of employers/employees could achieve together.

Brief summary of information: Provides suggestions and options for employer on developing and managing equitable flexible work practices.