Free Essay

Beyond Flextime


Submitted By mikkey458
Words 1843
Pages 8
Michelle Artus
Organizational Behavior
Case Analysis – Beyond Flextime: Trashing the Workweek

What influence tactics and power bases are evident in this case? Explain.

Research initiated by David Kipnis and his colleagues in 1980, reveals how people influence each other in organizations. The Kipnis methodology involved asking employees how they managed to get their bosses, coworkers or subordinates to do what they wanted them to do. Statistical refinements and replications by other researchers over a 13 year period eventually yielded nine influence tactics which I have indicated below. The first five are considered soft tactics because they are friendlier than and not as coercive as the last four tactics which are considered hard tactics because they involve more overt pressure (Kreitner & Kinicki, 2010, p. 437- 438).

NINE TACTICS (Kreitner & Kinicki, 2010, p. 438)

* Rational persuasion – trying to convince someone with reason, logic or facts

* Inspirational appeals – trying to build enthusiasm by appealing to others emotions, ideas, or values

* Consultation – getting others to participate in planning, making decisions, and changes

* Ingratiation – getting someone in a good mood prior to making a request; being friendly, helpful and using praise or flattery

* Personal appeals – referring to friendship and loyalty when making a request

* Exchange – making express or implied promises and trading favors

* Coalition tactics – getting others to support your effort to persuade someone

* Pressure – demanding compliance or using intimidation or threats

* Legitimating tactics – basing a request on one’s authority or right, organizational rules or policies, or express or implied support from superiors

The influence tactics working in this case are inspirational appeals, consultation, exchange and legitimating tactics.

Inspirational appeals are used by management to build enthusiasm by appealing to employees’ emotions, ideals or values. Making employees more enthusiastic about their work will make them happier, more content and more productive. An example of this is shown when Judy Wentlandt was able to leave work to take her grandson to a museum and to attend her father’s birthday party. These were events that she valued and prior to the implementation of ROWE, she wouldn’t have been able to attend or would have had to use vacation time.

Consultation tactics can be viewed by J.A. Counter employees when they asked their boss, Ms. Linda Skoglund how the receptionist, Judy Wentlandt would participate in ROWE because she always needs a backup. Ms. Skoglund told her employees to figure it out. Two weeks later they came back to her with a simple plan. The employees used consultation tactics because they participated in planning, decision making and company changes. Another example of consultation tactics is when the managers of J.A. Counter, when preparing the change to ROWE, met with their direct reports and wrote out detailed job descriptions, with expectations and measurements. They became mini – entrepreneurs, managing their own schedules and focusing on delivering results (Kreitner & Kinicki, 2010, p. 462-463).

Legitimating tactics are evident because the employees were given authority to make decisions about their work schedules and held accountable for their job performance.

Social power is the ability to get things done with human, informational and material resources. A popular classification scheme for social power goes back 50 years to the work of John French and Bertram Raven. They proposed that power arose from five different bases and each involves a different approach to influencing others. They are noted below (Kreitner & Kinicki, 2010, p. 442).

Reward power – a manager has reward power to the extent that he or she obtains compliance from employees by promising or granting rewards

Coercive power – threats of punishment or actual punishment to get a task done

Legitimate power – anchored to one’s formal position or authority

Expert power – obtaining compliance through one’s knowledge or information

Referent power – obtaining compliance through charisma or personal attraction

In this case reward power, legitimate power, and expert power are at work. Reward power can be observed when the employees of J.A. Counter are given the reward of flexible schedules for delivering performance. Legitimate power is observed because the employees of J.A. Counter are given the formal authority to make decisions, participate in planning and making changes. Expert power is viewed because the employees can schedule their hours of work around the knowledge they have about how to best get their jobs accomplished, i.e. time it takes to get the job done, best hours to work to get the job done, where to work to get the job done, etc.

Where would you plot J.A. Counter’s ROWE program on the empowerment grid in Figure 15-2? Explain.

Empowerment involves sharing varying degrees of power and decision making authority with lower level employees to tap their fullest potential. Empowerment is not an either-or, all-or-nothing proposition. It can range from merely consulting with employees, to having them actively participate in making decisions, to granting them decision-making authority through delegation (Kreitner & Kinicki, 2010, p. 461).

The evolution of power grid in 15-2 describes four types of power (Kreitner & Kinicki, 2010, p. 447).

* Authoritarian Power – manager/leader imposes decisions

* Influence Sharing – manager/leader consults followers when making decisions

* Power Sharing – manager/leader and followers jointly make decisions

* Power Distribution – followers granted authority to make decisions

I would plot J.A. Counters ROWE program on the empowerment grid as power distribution. In power distribution, followers are granted the authority to make decisions. At J.A. Counter, all employees are granted the authority to make decisions regarding their schedules to deliver results. Sloglund had managers meet with their direct reports and were given detailed job descriptions with expectations and measurements. The employees acted like entrepreneurs managing their time and tasks to produce results (Kreitner & Kinicki, 2010, p. 462).

Although power distribution is the general theme in this case, influence sharing was also demonstrated when Sloglund, managers and staff were consulted to discuss the changeover to ROWE and were involved in the implementation (Kreitner & Kinicki, 2010, p. 462).

Has employee empowerment been taken too far in this case? Explain.

Prior to implementing ROWE, J.A. Counters profits had been sluggish and the company was lagging 15 percent behind industry benchmarks for revenue per employee. Skoglund had started doing more comprehensive performance reviews, increased the company’s sales goals, cut expenses, and fired a couple of employees. Those measures slightly bettered the bottom line but had consequences. Morale was affected due to the changes. People feared for their jobs. Ms. Skoglund, at this time, felt that she was constantly focusing on putting out minor fires instead of concentrating on sales. To improve productivity and boost morale, Ms. Skoglund implemented a results only work environment that allowed employees to leave work anytime they wanted without telling anyone where they were going or why. Employees make their own hours (few or many); however, they are accountable to deliver results (Kreitner & Kinicki, 2010, p. 462).

According to Kreitner & Kinicki (2010), empowerment is recognizing and releasing into the organization the power that people already have in their wealth of useful knowledge, experience, and internal motivation (p. 445). J.A. Counter’s employees are empowered to use their knowledge, experience and motivation to deliver results working the schedule each employee wants.

In my opinion, I don’t think ROWE is for every company. Changing a company’s work philosophy can be very difficult. However, it seems to have worked at J.A. Counter. Improved productivity has resulted as well as better morale. Given these results, I don’t think empowerment has been taken too far. Ms. Sloglund needs to consistently monitor the results and if productively is there, ROWE should continue.

What impact do you expect the ROWE program to have on organizational politics at J.A. Counter? Explain.

Organizational politics involves intentional acts of influence to enhance or protect the self-interest of individuals or groups. An emphasis on self-interest distinguishes this form of social influence. Managers are constantly challenged to achieve a workable balance between employee’s self-interest and organizational interests. Political behavior becomes a negative force when individual interests erode of defeat organizational interests (Kreitner & Kinicki, 2010, p. 452).

Political maneuvering is triggered by uncertainty. Five common sources of uncertainty within organizations are unclear objectives, vague performance measures, ill-defined decision processes, strong individual or group competition and any type of change. Whenever an organization attempts to make a change, the political subsystem becomes active. Vested interests are almost always at stake and the distribution of power is challenged (Kreitner & Kinicki, 2010, p. 453).

At J.A. Counter, I believe that objectives and performance measures are clear and the decision process is defined, however, there may be some strong individual or group competition and certainly there is change. Because of this uncertainty, there will be some impact on organizational politics and it will probably be mixed.

Some employees will adapt well to the new system. They will do what it takes to make it work. They will help others with their duties and others will help them to ensure all of the work is done and results are delivered. These employees will enjoy the new system because they are able to participate in planning and decision making and enjoy the benefits of flex time. These employees will not allow their self-interests to become more important than company interests.

Other employees will take advantage of the system to serve self-interests. These employees will not pull their own weight, take off too much time and expect their co-workers to do more. Political tactics will occur when blame is placed on those who don’t pull their own weight and finger pointing is done to those who are abusers of the flextime system.

Because some employees will engage in company politics, this system should be monitored closely. Employees who do not deliver results should not be able to work flex time.

What are your own feelings about the ROWE concept? Would you like to work in such an unstructured situation? Explain why or why not.

I believe that working under a ROWE concept could be positive as long as it is monitored and everyone is held accountable for completing their assigned tasks. Allowing employees to make their own decisions regarding work schedules would boost morale and make it a better place to work. Because I have children who are still in school, I need to take time off for doctor appointment, school events, meetings with teachers, etc. Currently, I have to use my personal or vacation time to take time off from work. If I was able to work my schedule around this, I would make me a happier employee. Being a working Mom can be very stressful. Working with a ROWE concept would reduce my overall stress and make my job more fulfilling. I have been in the workforce for 32 years and have always worked a routine schedule (8-4 M-F) and would welcome a more flexible schedule and the opportunity to work from home.


Kreitner, Robert and Kinicki, Angelo. Organizational Behavior, ninth edition. 2010 McGraw-Hill.

Similar Documents

Free Essay

Beyond Flextime

...Organizational Behavior Beyond Flextime: Trashing the Workweek J.A. Counter’s ROWE program includes influence tactics as well as a couple of power bases. The influence tactics prevalent in this case are soft tactics because they are worker friendly and not coercive at all. Inspirational appeals are present in this case because the decision to incorporate ROWE into the work environment at J.A. Counter is a direct approach to appealing to all employees. They are no longer bound by set days and times to be present at their jobs but rather given the motivation to complete their tasks by a certain time but at their own pace, hours chosen, and days preferred. This tactic is used to appeal to the employee’s. Consultation is another influence tactic evident in J.A. Counter’s ROWE Program. Employees now voluntarily set up different people to perform different tasks when the normal employee responsible for the given task is not present. The employee’s have learned to participate in planning (for the absence of another employee), make decisions (together), and roll with the changes. In alternating performing various tasks, there is slight evidence of the exchange influence tactic at work in this case also. The most prominent base of power evident in J.A. Counter’s work environment is the managers reward power. Although the freedom to come and go whenever and without notice or permission, has not been stated a reward, to the employee’s (given the increase in productivity), view...

Words: 754 - Pages: 4

Free Essay

Formal and Informal Group

...TABLE OF CONTENT NO. | CONTENT | PAGE | 1. | TASK 1Roles of Formal and Informal Group in The Organisation 1.1. Formal Group 1.2. Informal Group | 2 | 2. | TASK 2 Factors That Llead To An Effective Teamwork | 7 | 3. | TASK 3 Problems and Solution | 10 | 4. | TASK 4Latest Technologies That Can Implement By A Team | 13 | 5. | REFFERENCES | 16 | TASK 1 1.0. Roles of Formal and Informal Group in The Organisation According to the group is defines as a collection of individuals who have regular contact and frequent interaction, mutual influence, common feeling of camaraderie, and who work together to achieve a common set of goal. Based on my understanding, group is a group of people that consist two or more people. This group is made have as they have goal that they want to achieve. 2.1. Formal Group Formal group is refer to group that created to achieve a specific organisation objective or goal and really concern about the coordination of the work activities (Pathak). Usually, formal group is created by the formal authority for some purpose. There are two type of formal group which are command group and task group. 2.2.1. Type Of Formal Group Command Group Also known as the functional group which relatively permanent that have decide by the manager. The manager and the subordinates usually meet to discuss general problems and ask for opinion in improve their productivity...

Words: 4620 - Pages: 19

Premium Essay

Workplace Flexibility

...Flexibility is a critical component used largely for workplace effectiveness. Organizations are using it as a tool to improve recruitment and retention, management of workload, and employee diversity. Providing flexibility also shows improvement in employee engagement, job satisfaction, and stress reduction. Employers, who not only encourage but also empower their employees to use flexible work schedules as well as simultaneously affording the opportunity to advance in the company, employees, and employers gain a predisposition to profit. Human Resources are using flexibility as an organizational strategic asset. This provides a considerable competitive advantage to companies who are aware they need to adopt rapidly to market changes. A flexible organization uses a specific or a combination of available scheduling strategies. “In May 1997, more than 27 percent of all full-time wage and salary workers in the United States – about 25 million – had flexible work schedules that allowed them to vary the time they began or ended work. The proportion of workers with such schedules was up sharply from the 15 percent recorded when the data were last collected in May 1991 and from the 12.5 percent tallied in 1985. The increase in flexible work schedules was widespread across demographic groups, occupations, and industries, reports the Bureau of Labor Statistics (BLS) of the U.S. Department of Labor (1998, June 1)”. Flexible work arrangements originally...

Words: 2771 - Pages: 12

Free Essay


...Assignment #3 Employer’s Duty of Care Law, Ethics, and Corporate Governance November 13, 2011 1. Explain whether Jake’s actions are in or out of “his scope of employment.” Jake states that he is doing his job thoroughly and perfectly due to law requirements. Jake’s actions are within his scope of employment. Along with changing oil, Jake is inspecting cars for safety issues for the customer. As a service technician Jake is within his scope of employment to actually check cars during service. Inspecting the car as well is part of Jake’s job function as a mechanic. When Jake implied he could be hurt worse than he thought and he might have a workers’ compensation case he was out of his scope of employment. Jake was upset at his long hours and no overtime pay that he was holding his injury over his boss’ head. Jake did not have a right to do this to Herman. 2. Explain whether or not Herman is responsible for Jake’s injury. Herman is responsible for Jake’s injury. Jake was on the job working when his injury occurred. Herman is responsible to ensure Jake’s hand is looked at and treated by a medical professional for a clear diagnosis. If Jake continues to work with an injury he could do more damage to his hand or injure others. By doing more damage to his hand, Jake may not be able to continue to perform his job function. This could be expensive to Herman in the long run because he may need to hire and train a new mechanic while Jake’s hand heals or the possibility...

Words: 923 - Pages: 4

Premium Essay


...Work-life balance: definitions and key terms Work-life balance is the term used in the literature to refer to policies that strive to achieve a greater complementarity and balance between work and home responsibilities. These policies apply to all workers, not just working parents, and their presence or absence in an organisation may have an effect on those facing a crisis pregnancy, particularly in judging their own ability to combine both work and family life. Some of the terms used in the literature on work-life balance are not commonly used or may be unfamiliar, thus explanations and definitions are given below: WLB: Work-life Balance, also referred to as family friendly work arrangements (FFWA), and, in international literature, as alternative work arrangements (AWA). V-Time: this is voluntary overtime to meet production needs; extra hours are 'banked' and taken as time off or as extra pay. It differs from flexitime where starting and finishing times are staggered, and can mean reduced or increased weekly working hours over a period of time. Work-life balance, workplace culture and maternity/childcare issues - A literature review Zero hours contract: this is a flexible contract that does not specify the amount of time a worker will spend per year on their employment, leaving it open to meet demand. E-working: the term used to describe flexible working that can be done from any location using technologies such as laptops, wireless internet connection...

Words: 339 - Pages: 2

Free Essay

Case Analysis

...ase Analysis:Mama Bear Viewpoint:Mylene, Antonette, Mary Rose and Alalyn Time Context: I. Problem Statement What is the best thing to do in their current business situation? II. Objective To determine whether they should expand, sell or maintain their business as it is III. Areas of Consideration Strengths: 1. Continuous growth of operations 2. Growing number of potential customers 3. They have a lot of institutional partners which are big and stable 4. They have a tie-up with the most reputable and well-known companies in the Philippines 5. Each of the partners are hardworking and frugal and has a positive attitude 6. Has referrals from satisfied clients by word of mouth 7. Advanced and quality childcare services that meet parent’s needs Weaknesses: 1. Qualified employees leave the company after gaining experience and training 2. Employees left behind by resigned employees need to be teach again 3. Criticized by public commentator/media due to non-giving of overtime pay and meal allowances to their employees rendering overtime 4. Doesn’t have as much bargaining power with customers and suppliers as a big player do 5. Different viewpoint and conflicting opinions of all partners Opportunities: 1. Opportunity to earn higher income if they will continue to expand and add another market segment 2. Opportunity to become a larger organization and have greater bargaining power with customers and suppliers as their other competitors have 3. Opportunity...

Words: 293 - Pages: 2

Free Essay

Development Strategic

...Assessment Activity BSBWOR501A Manage personal work priorities and professional development Assessment 76 Student ID: Question # Question Type: Assignment Name: Duration/Due: 1 week Marks 1 10 SKILLS THAT WEREN’T EVEN INVENTED A FEW YEARS AGO ARE ESSENTIAL FOR THE NEAR FUTURE By looking at new positions that are emerging in the workplace, supervisors can get some idea of some of the skills they will have to develop in the future. There are three areas that seem to be emerging in a way that will have a major impact on the workplace: information, etiquette and life-work balance. Information is coming at us at an increasing rate. We have now stepped into what is known as the knowledge age, where information (converted to knowledge) is what will provide the competitive edge for organisations. Information and knowledge are fast replacing capital equipment as the key asset for conducting business. Administrative assistants will become information co-ordinators, managing the vast amounts of information to ensure that everyone has access to and is aware of the existence of information that will help them better perform their jobs. The supervisor will also have to manage larger amounts of information, ensuring their staff have access to information that is important to their job. Life-balance is a term appearing in more and more magazines and management books. Many workers have been thrust into the position of caring for ageing parents while also caring for their...

Words: 549 - Pages: 3

Free Essay

Grievance Project

...For grievance procedures to be effective, both parties should view them as a positive force that facilitates the open discussion of issues. In some cases, the settling of grievances becomes a sort of scorecard that reinforces an "us versus them" mentality between labor and management. Therefore, management will provide counter-proposals until an agreement is reached. According to Walter Johnson, “The National Labor Relations Act and other laws forbid management from interfering with the formation of a union or other organization to demand improvements in working conditions or wages, so long as this does not interfere with production.” When an employee or non-exempt employee filled for overtime grievance; several information pertaining to the employee or non-exempt employee must be submitted for review. Often, the request includes information going back several years. That information may or should contain the following information:- a. Listing of all overtime earned by each unit employee including the date/pay period in which the overtime was worked, the amount of overtime pay received, the employee’s payday number, job series, grade, step and FLSA status. b. Copies of all standardized forms used for any purpose relating to requesting or approving overtime, compensatory time for non-exempt employees. c. Copies of any regulations, instructions, or guidelines provided to supervisors regarding approval or denial of request s for overtime, compensatory time for non-exempt employees...

Words: 351 - Pages: 2

Premium Essay

Work Life Balance

...Questionnaire STRESS AND WORKLIFE BALANCE AMONG INDIAN WORKING WOMEN WITH RESPECT TO I.T AND BANKING INDUSTRY. I am Tasnim S. Vohra, doing MBA at S. K Patel Institute of Management studies. As a part of my curriculum, I am doing a project on Stress and Work Life Balance among Indian working women with respect to I.T and Banking industry. For the completion of my project, I would like to gather some information from you. I would be obliged if you co-operate me in filling the questionnaire. Since the questionnaire is being used for academic purpose, the information gathered will be strictly confidential. Personal Information A. Name of company: ________________________________________ B. Age: 20 - 25 yrs [ ] 25-40 yrs [ ] 40 – 60yrs [ ] C. Education: _____________________ D. Marital Status: I) Married ii) Unmarried iii) Widow IV) Divorcee E. If married, Do you have children? Yes / No F. If Yes, Number of children: ______ G. Family type: Joint / Nuclear H. Professional information 1. Number of years of work experience: _________yrs 2. Number of years in present organization: _________yrs I. Level in Management: Junior level ( ) Middle level ( ) Senior level ( ) Please read the following statements and give any one of the scores mentioned below: 1...

Words: 694 - Pages: 3

Premium Essay


...CULTURE Talking about the work culture of the FMCG sector is that the culture is dynamic which is something hard to develop and easy to lose. Five organizations namely Hindustan Liver, Colgate, Palmolive,P&G,Nestle and Britannia is often stratified as having a good culture. The mode of communication is informal and in fact the dress code is also informal for work and formal for meetings. If we talk about the weak points of the sector, then probably it would be the work load that the employees have to bear with in terms of the work pressure, timings, regular performance and the exhaustive field work and the excess work pressure at times results in creating a lot of stress for the people,but as they say there is no substitute for hard work. Talking about the general insight is that people value colleagues as individuals and believe in maintaining relationships with each other. The important aspects of the FMCG Sector culture are: 1. The way an employee approaches his office every morning 2. The kind of relationships developed amongst employees 3. The level of performance from each of the employees Talking about HUL as an organization: High ethical standards in terms of people and environment are maintained Informal behavior and dressing is functional Equal opportunities are given The basic underlying Moto is: “Doing well by doing good” P&G They have flexible working hours so it is basically performance oriented. Around 40 hrs a week Creativity and passion...

Words: 268 - Pages: 2

Free Essay

A Successful Entrepreneur in Bangladesh

...A successful Bangladeshi entrepreneur Prepared for: Mr. Shahriar Kabir (SK) Course Instructor, Entrepreneurship Development BUS513 (Spring 2014) Prepared by Saniul Islam ID: 201103107 IBA, Jahangirnagar University Date: February 8, 2014 Table of Contents Introduction 3 Profile 3 Company Profile 3 How did he set up REVE Systems 4 Specialization of REVE Systems 4 Target customers 4 Competition in the industry 4 Choosing IT Sector 4 History of his company 5 Working environment in REVE Systems 5 M Rezaul Hassan advice to the budding entrepreneurs in Bangladesh 5 References 6 Introduction M Rezaul Hassan is the founder CEO of REVE Systems. Under his leadership, REVE Systems has become the leading software and solutions provider in IP communications domain. REVE Systems was awarded with the Red Herring’s Top 100 Global Company in 2012. REVE Systems is headquartered in Singapore, has software development facilities in Dhaka and New Delhi and offices in the UK and the USA. Right now, REVE Systems has 2000 plus carriers from more than 75 countries as their customer. Profile Mr Rezaul Hassan is the CEO of REVE Systems. He founded this company in 2003 after working in the IT/ Telecom industry for many years. As the founding CEO, Hassan, along with a dedicated team of colleagues, has helped to build REVE Systems into a major solution...

Words: 1263 - Pages: 6

Premium Essay

Compare and Contrast

...What you do 1. I'm a / an (+ job). e.g. a nurse / an accountant / a builder 2. I work in (+ place or general area). e.g. a hospital / an office marketing / social 3. I work for (+ name / place of the company). e.g. Union Bank / IBM / Fiat / an international bank What your job involves 4. I'm in charge of e.g. a big company 5. I'm responsible for e.g. some workers in that department 6. I have to deal with e.g. any complaints / overseas clients, mainly 7. I run e.g. the company / a restaurant 8. I manage e.g. a shop in downtown Daily duties / routines 9. I have to go / attend (formal) e.g. (to) a lot of meetings / conferences 10. I visit / see / meet e.g. patients / clients 11. I advise e.g. people / clients and give them help... 12. It involves e.g. writing letters / filling in forms / doing a lot of paperwork / using computers a lot of the time Getting a job 13. It's not easy to get / find work e.g. in big cities / round these parts 14. I'd love to do e.g. marketing / this kind of work 15. It's difficult to make a living as a / an e.g. freelance writer 16. I've been offered a job e.g. in that company / in London 17. I've applied for a job e.g. in a local company / in the accounts department Working hours 18. I have a nine-to-five job / I work nine-to-five (regular working hours in Britain) 19. I do / work shift work. (nights one week, days next) 20. I am on flexi time. (flexible working hours) 21. I have to do / work overtime...

Words: 2339 - Pages: 10

Premium Essay


...SALES DEVELOPMENT REPRESENTATIVE Why GetResponse? We’re a successful Polish company that has been supplying software to companies all over the world since 1998. Our product is used globally by more than 350 thousand customers — and counting. We have offices in the USA, Canada, and Europe, and our headquarters are based in Gdansk, Poland. Currently, we have more than 250 employees and would like to expand our team by adding one more creative, energetic member for the position of Sales Development Representative. Main responsibilities: * actively building a GetResponse sales pipeline on global markets (US, EU, Asia & Pacific), through identifying potential clients and by gaining information about them * generating SQOs (Sales Qualified Opportunities) thru LinkedIn, industry websites, cold calling, cold emailing, etc. * qualification of incoming leads * daily work with the CRM system in order to optimize sales funnel * direct responsibility for lead generation for an assigned market * regular reporting of current tasks and their status * consulting in relation to current best practices in email marketing What do we expect: If you are someone who is communicative, you have no problem talking on the phone, and you are great at convincing people to buy into your vision, this job is for you. Our requirements are as follows: * basic experience in sales * fluent English * researching skills * great knowledge and ability in surfing the...

Words: 471 - Pages: 2

Free Essay


...1 In this report the managing director is considering putting flexible hours in place, in all head departments. Reasonable research was done, firstly they received some feedback from other companies that have those hours in place, then working out what everybody’s work schedule and hours would be, also to see if credit banking and hours recorded would work out. Most managers were keen to get the new hours up and running, they thought this would improve the working motivation around staff members. It was discussed that if timetables, training and consultations were to begin then flexible working hours could be successful. 2 The main purpose of this report is to persuade the working party to allow flexible hours to be introduced into all head departments, this was considered by many managers as a benefit to the company for eg ‘’Most departmental managers were in favour of introducing a flexible working hour system, anticipating an improvement in both productivity and staff morale’’. Investigations were followed out to find out if it would affect things in the working environment with staff members for example ‘’over 35% of female staff are mothers with children of school age and would probably welcome the opportunity to fit their work around family responsibilities and according to seasonal daylight hours’’ This means that this would make the company more family orientated which is more appealing to current or new employees. The secondary purpose of this report is to inform...

Words: 397 - Pages: 2

Premium Essay

Flexible Working Environments

...account the numerous feedbacks I have received from different lecturers, they have helped me to tackle a research topic with necessary skills like referencing and the importance of having a well-laid out introduction and conclusion part. Throughout this learning process, I have ensured to come up with a research thesis that clearly lays out the focus of the essay within the introduction section. As a result of this, I have managed to write up effective arguments in relation to any provided topic as can be shown in this assignment. Prepared by (Student’s Name) The context for which current jobs take place is changing in a more rapid way thereby developing new issues and chances for organisations in the United Kingdom, Australia and beyond (Podnar & Golob, 2010). Prior conventional ways for executing work is deemed to be no longer valid since the modern working environments are far much defines by such aspects as advanced technologies; new societal values; ever-changing demographics; and, also aggressive rapid globalisation. Considering the fact that there has been significant increase in the level of business environment sophistication; it is asserted that flexibility is then deemed to be a crucial element to future operations of all manner of organisations. According to Whyman and Petrescu (2014, p 840), some of the notable forms of flexible workings within organisations include; part-time and home working; job shares, compressed hours; variable hours; dual roles and flexible...

Words: 2083 - Pages: 9