A critical evaluation of non-universal implementation of flexibla working arrangements.

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Summary This chapter contains sections titled: Factors Associated with the Implementation of FWAs The Outcomes of Flexible Working Arrangements The Management of Flexible Work Cited by:   Flexible work options provides an alternative approache to getting work done through non traditional work hours, job structures,and locations.

The availability of flexible work options grants an opportunity for individuals to mould their careers in order to optimise their work. Flexible Work Arrangements: Implementation Approach. 7 Pages Posted: 30 Jul See all articles by Raghda Younis Raghda Younis.

Cairo University. Date A critical evaluation of non-universal implementation of flexibla working arrangements. book J Abstract. Flexibility became an important strategy in several organizations, most of them resort to use it, in order to compete and survive in the business environment Author: Raghda Younis.

Under flexible work arrangements, employees can change the place where their work is done—for example, by working from home or from a mobile location—or the hours when their work. Flexible Working Arrangements for a modern and productive workforce Flexible Working Arrangements (FWA) have become part of the modern workplace.

They are being globally recognised and adopted by organizations as a tool to increase productivity and to better balance the professional and personal lives of their staff. Flexible working arrangements allow companies to meet present and future challenges by creating choice, accommodating generations, enabling complexity, and creating agility.

But even if the benefits of flexibility are widely known, an understanding of how best to implement flexible working arrangements is crucial in avoiding difficulties. Employees and managers/supervisors each have unique roles and responsibilities in planning, implementing, and managing how work gets done, including the implementation of a flexible work arrangement.

Resources are available to support both parties through this process, including Learning Bundles about job flexibility from the MIT Learning Center. flexible work arrangements in newly created jobs are increasing in many countries, the topic is creating continued interest, and some concern, for researchers, policy makers, employers, unions, and the public at large.

Description A critical evaluation of non-universal implementation of flexibla working arrangements. FB2

The purpose of this book is to present research results of the IIRA Flexible Work Patterns Study Group’s members. As a result, a comprehensive stream of literature on the benefits and challenges of flexible working has developed and led to a body of evidence on the implementation and outcomes of different forms of flexible working arrangements.

This book assesses the current state of. And that number is expected to grow as the tight talent market pushes more employers to adopt flexible working arrangements to accommodate the scheduling needs of hard-to-find-and-keep employees. Allard K, Haas L, Hwang L. Exploring the paradox.

Experiences of flexible working arrangements and work-family conflict among managerial fathers in Sweden. Community, Work and Family. ; – Allen TD. Family supportive work environments: The role of organizational perceptions.

Journal of Vocational Behavior. ; – Flexible working arrangements in the United Nations system organizations JIU/NOTE//4 Currently, only two organizations, UNESCO and UNWTO, do not have an official policy on FWAs.

In many United Nations system organizations, FWAs are known as staggered Implementation of FWAs is a managerial issue. Although the majority of managers. Flexible work arrangements are more than a trend—they’re a cost-efficient way of keeping a business running.

Businesses across the nation implement them to improve working conditions and reduce operating costs associated with in-office employees.

However, when flex work arrangements aren’t implemented well, organizations are faced with lower employee performance. Home working led to a 13 percent increase in productivity, and people who telecommuted reported higher work satisfaction.

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A Stanford article about the study offered more specifics. “An analysis showed (home workers) answered more calls and worked more hours because they took shorter breaks and used less sick leave,” the Stanford article said. Flexible work arrangements amongst software developers in an emerging economy, SA Journal of Human Resource Management, /sajhrm.v17i, 17, ().

Crossref Bernice Adei Kotey, Bishnu Sharma, Pathways from flexible work arrangements to financial performance, Personnel Review, /PR, ().

Workplace flexibility can also refer specifically to regular work arrangements that promote work-life balance, as opposed to one-off accommodations for special circumstances. These work arrangements typically include flexible schedules outside of the traditional 9-to the implementation of flexible working hours are the ability to reduce absenteeism, reducing stress, improving staff moral and increasing staff motivation to work.

As a result, the implementation of flexible working hours schedule in Europe in both public and private sectors have contributed to balance the work and family responsibility. Flexible Working Arrangements STAGGERED WORKING HOURS COMPRESSED WORK SCHEDULE SCHEDULED BREAK FOR EXTERNAL LEARNING WORK AWAY FROM THE OFFICE o The equivalent of ten Flexibility within the core period of the working day o Telecommute up to a max.

working days in nine o Max. three hours per day, max. two days per week o of two days per week. While some flexible work arrangements, such as compressed work, may not be feasible for your situation, other flexible work options may work well.

For example, your work may be appropriate for a telework arrangement and you would benefit from saved.

For managing flexibly and working flexibly: Flexible work options have been in place at Penn for some time, either as a temporary, informal arrangement or for the long term. For any flexible work arrangement to succeed, it must support the organization's goals, including cost-effectiveness and customer service.

Work-life balance practices that make up employee flexibility are working time arrangements (such as home working, part tim This literature review will attempt to appraise and analyse previous works conducted in the field of flexible work practices and work-life balance and its impact on employee’s.

Flexible Work Arrangements are the Norm Flexible work arrangements are no longer a trend, but table stakes for most HR departments. The broad category of Flexible Work Arrangements was the second most frequently implemented trend, and the fourth most impactful trend as per McLean & Company’s HR Trends and Priorities Survey.

FLEXIBLE WORK ARRANGEMENT Granting a flexible work arrangement is a privilege and should not be considered a right. It is a cooperative effort between the staff member and manager and must consider both the operational needs of the unit and the personal needs of the request.

All requests for flexible work arrangement should be given serious and. Flexible work arrangements can be a useful method to maintain unit service while supporting employees' personal needs. Flexible work arrangements can be a win-win situation for both departments and employees.

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74% of all businesses offer flexible work options and employees are increasingly recognizing flexible scheduling as an important. Flexible Work Arrangements: Selected Case Studies Employees have shown a great desire for flexible work arrangements (FWAs).

National data reveals that nearly 80% of workers say they would like to have more flexible work options and would use them if there were no. concerning initiating flexible working models and experiences with them. The project findings were discussed as part of the symposium “Flexible working arrangements in management” in Berlin on 17th Marchand impor-tant feedback from participants was incorporated into this guide.

Page 42 Page 41 Page 43 Page 36 Page 37 Page Implementation: Relatively easy but survey design and collection may require substantial design. Both qualitative and quantitative methods can be used in the monitoring and evaluation of an impact initiative. Some tools can handle both, while others are more suitable for one or the other.

employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements. Considering that change of the implementation of flexible working policies will have direct.

There are many types of flexible work arrangements, and choosing the right one can make a big difference in your office. Whether you’re a manager or a job seeker, it’s important to know the differences between the various types of flex arrangements.

Here are a few of our favorites. Flexwork arrangements—also known as “flexible work” or simply “flex”—are workplace arrangements that vary from the standard 9-to-5, in-the-office approach. They typically include flexibility of time and/or place. There are two types of flexible work.

work and that employees seek opportunities to balance work and nonwork roles (Mantell, ; World at Work, ). One way organizations acknowledge employees‟ multiple roles is to give employees more flexibility as to when and where they work. Specifically, organizations offer flexible work arrangements (FWAs) as a part of their.Flexible work arrangements has been a topic of considerable interest to researchers and practitioners, The aim of this study is to provide a useful conceptualization of flexible work arrangements.Resources.

Flexible Work Arrangement: Toolkit for Success-a valuable guide to understanding key points of our flexible work arrangement policies and guidelines; Guide to Managing Remote Workers-a detailed guide on best practices for keeping a remote team focused, productive and engaged; GALLUP: Engagement at Work: Working Hours, FlexTime, Vacation Time, and Wellbeing.