Questions On The Flexible Working Arrangement Essay

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

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

Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment.

Maslow’s Hierarchy of needs was introduced in the mid-1940’s by Abraham Maslow; it is one of the most popular theories of work motivation to this day. the theory was originally used specifically in a psychological setting, but was made more popular by Douglas McGregor in the late 1960’s and began to be used by not only psychologists but managers as well (Steers & Porter, 1983). The hierarchy is based on the fact that human beings have needs, Maslow took these needs and separated them into five categories: physiological needs, safety, belongingness or social needs,

Our organization flexible work policy outlines the requirements for the individuals who needs to change their work contract to be different working hours, days or weeks than previously stated.

1. Dello is a world-class PC company. Management believes that they understand their products and customers better than any outsourcing company; therefore Dello should provide customer service in-house. Ideally, Dello’s customer service department wants to handle all the customer phone calls. During peak hours, however, Dello receives so many customer calls that they ask an outsourcing company, Telemate, to help handle incoming calls. Dello’s switchboard system is programmed in the following way; A customer calls Dello at its 1-800 number. If there are 14 or less callers in the system waiting to speak with one of the customer service representatives, then the call stays within Dello’s system and the customer

Figure 1 provides the detailed data behind each of these types and which of these provisions have been most and least frequently offered. The statistics behind each of these types (Figure 1) helped me to analyse which flexible working patterns have really been offered and then comparing such data with the uptake of such offerings by the employees (Figure 2Error: Reference source not found), provided a clear view on which provisions actually work.

Flexible work arrangement refers to alternate arrangements, schedules, and locations from the traditional working day, week and location. By offering flexible work arrangements, employees of the Jones Bank of Canada can choose/tailor flexible work arrangements that best meet their individual or family needs. Canadian Centre for Occupational Health and Safety (2015). With the advent of technology, new social values, globalization and more interconnectivity, the traditional idea of what work is and what it entails is

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

In Atkinson and Meager’s model of flexible firm, there are 5 different types of industrial flexibility that a company and the human resources department focus on when deciding to choose if they want to allow their employees a flexible schedule or keep them working their normal 8 hour

Flexible working is the name given to any type of working pattern which is different from your existing one.

Working condition has been changing with development of Internet connection which helps people to get out from their office and use their time and space flexibly increasing work efficiency. In addition, many IT companies which lead current industry emphasis innovation and creativity in workplace destroying barriers between work and living. Many employees take more than one project from their employers as well as on their own side. As a result, freelancing market is growing rapidly.

Flexible work options can help your business to attract and retain employees by making it easier for them to balance their work and outside-work commitments. They can also enable your business to achieve a better match between staffing levels and workload or customer service demands, e.g. by enabling the business to stay open for longer hours, or have more staff available when peaks in workload occur and fewer staff when business is quiet.

Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a hierarchical order of increasing importance. This order is “prepotency”. It means satisfied need no longer remains a motivator and only the next greater needs can motivate an employee to perform further. This was later analyzed due to there is no certainty that these needs are consider as a motivation hierarchical order as recommended, therefore

It is difficult to satisfy individual demands because everyone would move to the next more advanced platform of the hierarchical pyramid that Maslow created frequently once the prior need is met, especially in modern society. Meanwhile, when setting Maslow’s model into the business to understand the motivation behind employees’ behaviours, it is not amazing to find that there are also have similar five levels of needs which including wages, safety, social belongingness, self-esteem and finally self-actualization. Maslow and Stephens (2000) have posited out that individuals will not spend an inordinate amount of time to think about their salaries if they are fairly paid. After being paid adequate salary, employee seeks safety physically and mentally on the jobs. And then the stage of needs moves to the third level subsequently-seeking social