The Importance Of An Alternative Work Schedule

The reading states that the conversion from 5-day workweek to 4-day workweek offers numerous benefits to both businesses and employees and should be seriously considered and provides three reasons of support. However, the professor states that the benefits do not justify this dramatic change and refutes each of the authors' reasons.

In this economic time, a reduction in employee morale is becoming more apparent. “This downward trend in job satisfaction raises concerns about the overall engagement of U.S. employees and ultimately employee productivity, retention, creativity, risk-taking, mentoring, and in overall employee motivation and interest in work” (Heathfield, n.d., ¶5). Companies as a whole are examining methods to increase employee satisfaction.

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.

A recent survey conducted by Mercer Consulting Firm found that salary is the reward component most profoundly appreciated by employees; however, just 55 percent are happy with what they earn. When employees believe, they are being paid short of what

Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees.  This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

The article, “Better Pay and Benefits Loom Large in Job Satisfaction”, by Stephen Miller seeks to address how recognition and benefits affects the way employees determine their job satisfaction. The research problem being addressed is whether companies are able to retain the top talent employee and how the “compensation package” affects their decision to work at the company.

By having flexible work schedules you are giving employees more control of their jobs. For example, nursing has gone from 8 hour shifts to 12 hour shifts. By working 3 twelve hour shifts a

As the economy continues to struggle, it becomes more and more difficult to find ways to continue to motivate employees. To motivate your staff, you must be a role model to the staff and pave the way for motivation. The result of productivity within the business is measured by the effort that a manager puts into the employees to improve their occupational performances. It it thought that motivation comes from within ourselves, although, motivation from an outside source can boost the work rate as well. In today’s workforce, a manager endures various challenges with motivating their employees that did not exist in the workforce fifty years ago. Each challenge that a manager experiences ties hand in hand with one another and are all equally important. The three challenges that I will be discussing in this paper include: lack of communication, diversity and personal issues.

Let people do their best work, even in difficult circumstances; it is one of the most slippery

In the following article will analysis the advantage and disadvantage of flexible working arrangements for employees and employers. In addition also analysis flexible working arrangements in small and medium-sized enterprises.

Flexible work arrangements has its pros, unfortunately it does have its disadvantages as well. First of all, it is important that employers need to recognize that flexible work arrangements are not always appropriate for all people, jobs or industries. For example, if companies allow its service workers to arrive to work at different hours, customer service may suffer. Potential customers are forced to either wait or seek somewhere else. This also concerns manufacturers; many factory operations rely on employees to arrive at the same time, because they depend on each other for the smooth flowing of production.

Motivating the workforce is something many firms struggle with; defining what factors motivate individuals is something that requires personal knowledge and understanding of all employees. Ultimately one may ask why motivation is important to a workforce, “motivation can be seen as a source of positive energy influencing people’s lives” therefore discovering what motivates a workforce is a necessity to have highly success workforce (Hauser, 2014). Identifying the motivational needs of a workforce enables leadership to tailor factors like recognition, and inspiration to meet the demands of their employees. However, the identification of these factors is not simply a means of filling out a simple questionnaire or leadership making an assessment of an individual, truly knowing the member is required in order to properly motivate them.

But what are the consequences for the employees ? The new system scheduling time work is totally irregular and unpredictable which may decrease the employee’s job stability and potentially create financial hardships. The result was a computerized system that totally