The Work At Home Policy

Analysing the case, it is noticeable that the corporate culture is characterized by individualism in spite of cooperation, regarding both departments and their executives. Indeed, for the latters, the prospect of losing authority and power overcomes the benefits originated by the introduction of Project

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.

Developing work attitudes is by reducing imprudence that was between the hourly workers and their mangers and increasing job satisfaction and organizational commitment. It is clear that workers at this motor company have the lowest job satisfaction in order of various negative influences that impact their life. First, mangers at this company did not treat their employees as a human, they treat them as machines, that should rich the demand by the end of the day, and called them by numbers not their name. Second, workers have intrinsic value, extrinsic value, and ethical values that ford would not respect. Third, Stressful work without any reward and the work environment that was not save, clean, or regulated at the plant. Finally, week bonds between mangers and workers that create week work energy and losing trust between employees as results the work has turned down frequently. In addition, at Ford Motor Company the physical and psychological

In addition the employers should make a selection of eligible employees, as the personal circumstances as well as the assignment circumstances are significant for the work-at-home issue. Additionally, the willingness of the employees to work by themselves is important. Concerning to the close-knit working culture the company should determine permanent office meetings to ensure the agreement from everyone to the current issue. Furthermore the overall circumstances such as the work hours, the times when the employee has to appear at the office, the required technology and the protection of the confidential data need to be considered (Whitacker, 2016)

The objective of this report was to analyze Vivint-Smart Home Solutions’ performance in terms of organisational culture, management and leadership styles and motivation and how organizations have been affected by them. In this report, we identified that Vivint has an association of Hierarchy and Market organisational culture, relationship-oriented and task-oriented leadership styles and servant leadership style. Moreover, it demonstrated that Vivint has intrinsic and extrinsic rewards. These resulted in successful and unsuccessful practices of Vivint based on the Undercover Boss TV series based on three aspects which have been mentioned above. In addition, this report critiqued the Undercover Boss method for discovering the problems within an organisation and recommended other processes for uncovering issues. The results showed that organisational culture, management and leadership styles as well as motivation played significant roles in Vivint’s performance. Recommendations have been made to improve the unsuccessful practices of Vivint such as training managers to be empathic problem solver, examining and updating the working condition regularly, bonus for employees who give feedback voluntarily on management processes and offering fund to employees who are in need of support.

“This remote work may be something we should be doing more of, according to two new studies. Working from home can be good for your health and productivity. Not only did people who worked from home report greater work satisfaction and less “work exhaustion,” they also got better sleep. Separately, researchers found that the highest performing workers were the most likely to cultivate and excel in a “WFH” environment (Gregoire, 2015)”. If workers don't prefer to work at home they are more than welcome to continue working at the main workplace. The company will give each employee the opportunity to try working from home in order to have more space at the main work

Awareness will be created by promoting the change on the intranet that is accessible by all employees. To provide the Desire, we will articulate what the change is and how it will impact each employee. Knowledge of the documentation necessary to work from home is provided with the company documentation as well as a link from the intranet article. The Ability to make the change is fairly easy, but there will need to be some skills developed to keep the work from home person on track with their tasks as well as demonstrate ways to keep in touch with co-workers. Reinforcement will come in the accountability for working from home as well as demonstrating that working from home provides no negative consequences to the employee’s ability to perform their job

The U.S. government has been trying to move welfare mothers into the labor market for over four decades. According to Kim (2006), two major Welfare-to-Work (WTW) strategies Human Capital Development (HCD) and Labor Force Attachment (LFA) was used to estimate entries, exits, and the transitions of each outcome using event history methods. The effectiveness of both strategies had not been determined.

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.

Petrenko. A. Employee responsibility [Power Point Slides]. Retrieved from Lecture Notes Online Web site: https://moodle.yorku.ca/moodle/course/view.php

Among the membership the Association for Health Professionals, the majority of us must juggle the complicated balance between work and our families. If you are not included, then you are probably in the planning stages of starting a family or have a close friend or family member with the same struggles. In fact, there are currently 30 million working families in the United States (Stoltzfus, 2015). While significant strides have been made in fostering a more diverse family friendly environment, many employers of those we represent are still lagging strongly behind. Only 39 percent of workers have access to employer-sponsored dependent care reimbursement accounts, and only 11 percent have access to workplace-funded childcare (Stoltzfus, 2015).

Different nations have come up with different work programs and policies that support alternative work programs. In the United States, there is the Tele-work enhancement Act of 2010 passed in to law by President Barrack. The act provides a blueprint on how to improve technology that will enable incorporation and assimilation of alternating work programs. The main objective of this program is retaining the high qualified persons, retaining valuable, and employees with great talents (Sukal, 2010). Through the Tele-work act, entails well formulated and implemented Tele-work programs that permits the federal agencies to achieve their objectives and also enables employees to improve their work and social life. In particular, this Act allows improvement

The 4 day work week is not a new idea. It is one that has had its share of controversies over the years. Introduced in the 1970’s the idea of the 4 days work week has been making a comeback as of lately. There are several issues to look at here. One of the main statements in regards to it is that productivity will decrease because of fatigue. A 10 hour work day is too long. On the flipside, another of the main issues pointed out by proponents is that productivity will increase because you will have a workforce with higher morale. In this paper, we will discuss

Along with education, the labor market also undergoes profound changes. The flexibility and dematerialization of work, through the ubiquity of the Internet and the portability of the machines generates new kinds of professionals. One of the most obvious consequences is the contamination that work has on all areas

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.