The world today is a very different place from just 10 years ago, when the typical workplace filled up at nine in the morning and emptied at 5.30pm like clockwork. As the demands and expectations of our 24/7-consumer culture grow, Poland is moving towards a fully flexible future, with organizations increasingly recognizing the benefits of working more flexibly for both staff and their bottom line. Technology has been a huge driver of this change. Virtual meeting software, high-speed broadband and mobile networks help us to engage with work wherever and whenever we like. Work used to be the place you turned up to – now, it is increasingly something you can do anywhere, at any time. Once perceived as something only for careers or for those who think less about it, flexible working is constantly becoming the norm in all directions. Gender is no longer a decisive factor and the number of men working flexibly is on the rise. The nine to five is no longer the default option for business. It’s becoming increasingly acceptable, and beneficial, to implement more complex working patterns and reap the returns that they bring for both employers and their staff. The findings indicate that businesses in many instances are working flexibly, not just offering part-time working or variable working hours but also the opportunity to work from home. The increased uptake of flexible working has not come about because employers are required to do so by legislation: survey evidence suggests that two in five employers offer the chance to work flexibly to employees who have no statutory right to ask for it – in many cases, to all employees. This is because organizations recognize the benefits not only to their staff but also to their business. Employees ... ... middle of paper ... ...ost of controls have come into being to regulate the actual work processes of those who are absent from the office. People may be required to phone into the office regularly, or intranet controls may be used to monitor the absent worker”2 I think such criticism of flextime is not very credible, since it first makes us believe that it is a privilege for the white middle-class and then tries show us that flextime is in fact a way to control workers even more, while giving them the irrelevant choice of location. I believe the it is stupid to company decide to introduce the possibility of working at home, if this would carry important cost for controlling the workforce outside the office. There is trust and possible advantages to working at home, or there isn’t; and in this case a company should – and I believe: would – refrain from giving this options to their workers.
Previous generations have a strong belief of keeping work and home life separate; that work is for work and home is for play (Rampell, 2011, para 21). Today’s professionals do not seem to abide by similar beliefs, constantly crossing the borders of one into the other. While many recognize this as an issue that could result in employees being less productive, it has actually resulted in them accepting that their work may run late into the evening or even into the weekend. I agree with this completely in that I grew up being taught that business is business and personal is personal; you leave your home life at the door. But now times have changed, and my weekends are no longer dedicated to my home life, but for work, because I attend classes during the week. Also, in my line of work in the Allied Health industry, it is a requirement to work off hours. Long gone are the days of working nine to five, Monday through Friday; technology and the demand of wanting affairs done and done as soon as possible, has made it so the “work week” is now 24-7. “Jon Della Volpe, the director of polling at Harvard Institute of Politics, said, ‘Some experts also believe that today’s young people are better at quickly switching from one task to another, given their exposure to so many stimuli during their childhood and adolescence’” (Rampbell,
Flextime - a versatile work program - permits individuals to determine on when they work, as long as they place in their total range of hours each week. Counting on the leader could mean complete freedom to style their work schedule, or having the ability to decide on from among many predetermined sets of choices. Two (or a lot of, though not sometimes the case,) workers could share one position, every worker operating some of the specified time. That way, individuals will hold, or still hold, the position they need, and still build time to play with young ones or aging oldsters, carry out of different family
Over the past decades, the number of casual employees increase sharply .as it is shown in Figure 1 , the size of casual employees only account for no more than ten per cent of the total workfor...
The nine to five work hours are a thing of the past, no longer a mandatory work schedule or shift required. People have much more control over their work schedules, making their work time to coincide with their personal time. This makes things much easier and less stressful for everyone involved. Some of the choices I will talk about being terms called work schedules, telecommuting, job sharing and compressed workweek. This is not necessarily a new concept, just a well-kept secret from the past. Flexible work schedules are amazing and can help anyone having a hard time with too many overwhelming things on their plate at one time and trying to get to work on time and keep their job.
Rotating shift work has pervasive effects on the lives and experiences of individuals engaged in that kind of work.
Trying to maintain positive employee morale is a constant struggle for many organizations. People struggle with day to day life responsibilities. Many people have different personal and family obligations. Most organizations do not have time and schedule flexibility which becomes overwhelming for some employees. Employees can face setbacks or roadblocks due to lack of flexibility within an organization that can create poor attendance and work performance. These issues create many difficulties for an organization. Flextime benefits have shown to be both beneficial to the employee and organization. The concept of flextime is timely, important, and also controversial within the human management field. Utilizing flextime is a current human resource challenge. Flextime has both positives and negatives which will be further discussed below.
Flexible working simple refers to any working schedule that is outside of a normal working pattern. This means that the working hours, instead of being repetitive and fixed, can involve changes and variations. It can mean the employee has variables such as when they are required to work or even their place of work. There are some example for flexible working, there are, flexi time, compressed hours, annual hours, staggered hours and job sharing. Flex time arrangement requires an employee to be at work during a specified core period, but lets them otherwise arrange their hours to suit themselves. This flexi time can be proving with scenario example in employee perspectives. The scenario is about a busy office has several employees wishing to take advantage of wellness release time. They are sensitive to the office needs and worked out a schedule that the supervisor approves. One employee takes a water aerobics class from 7 to 7.45 a.m. and arrives at the office by 8.15 a.m. Two employees are already at work by 8 a.m., when the office opens. At 11 a.m., another employee leaves for a 45 minutes yoga class. Another employee schedules her workout in the fitness center so that they do not interfere with anyone else’s exercise schedule. In this environment, all staff encourages each other to stay fit. Another scenario that show the uses of flexible time working among employees in the organization is when another employee works with a unit that has a busy season in the summer. All the staff in the unit may request release time, however, this unit only grant release time between September and May, so that its business need...
That is a common question, which more and more companies are finding out is the future of business. For most people, a chance to work at home would be ideal. Paper work and long term considerations for companies may actually be planned better at home as opposed to a busy work office or cubicle. Professionals such as accountants, consultants, marketing professionals and other information-age workers can benefit from telecommuting (people who work at home). This is not to say that all work will be completed at home.
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change comes new demands, expectations, and opportunities for employers.
One of the main driving factors for any company is economics and how will telecommuting allow the corporation to be profitable. The primary saving for companies embarking upon the telecommuting concept is the reduction in the amount of office space required to conduct business. Telecommuting benefits the employer because they have an expanded pool of employees. The skills of employees with commuting difficulties, childcare conflict, disabilities, geographical barriers are made available to a telecommuting employer. Companies are now starting to expanding oversees where the labor price is cheaper for telecommuting. This however can be looked at as both an advantage to the employer, and as a disadvantage to the employee.
The workplace today goes beyond just the walls and ceilings that surround an office environment or office building. According to the International Telework Association and Council, 44.4 million Americans worked from home at least part of the time in 2004, up 7.5% from just on year earlier (Earthweb, 2005). Though it may be very convenient to work from home, the choice can bring its own set of problems. There are financial reasons, efficiencies, and even managing time are just a few to name that bring about many challenges and issues that any remote employee would face in that type of work environment.
Employees are increasingly interested in jobs with flexible work schedules. What factors are driving this interest?
It was once a common belief that if employees worked hard, showed up on time and followed the rules that they would be guaranteed a job for life. However, over the last decade there have been changes in the workplace. There are two main causes for this change. The changes in the work place in the twenty-first century are being caused by advancements in technology and expansions in globalization through the Internet.
Flextime is short for “flexible work time,” and simply means that it allows for employees to express discretion over the time of arrival to work and the time of departure from work. (Robbins & Judger, 2014)Although with flextime, employees are still required to work a specified number of hours per week, it is up to their discretion how and when they work those hours. Flextime allows for employees to work their work schedule around their personal schedule. This is especially a great benefit for parents. A parent with flextime can ensure they do not have to miss sending their child off to school or a school play or classroom party, because they can flex their work schedule around those things. I had a part-time job with flextime. I was required to work a set number of hours per week and some of those hours were at a specified peak time, but if I needed to come in later or leave earlier for that day, I could adjust my hours around those time. I took advantage of this while my son was in Kindergarten and I never had to miss any of his classroom events. This kept me highly motivated in that job to ensure I was doing the best job possible in order to remain in that position and keep those
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)