Alternative Work Arrangements - Paper

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Alternative Work Arrangements
Cassandra B. Cameron
University of South Carolina Aiken

On my honor as a University of South Carolina Aiken student, I have completed my work according to the principle of Academic Integrity. I have neither given nor received any unauthorized aid on this assignment/examination. Signed:

Cassandra B. Cameron
Abstract
With the changing work environment it is important that employers and employees both know about the various methods of ways that alternative work arrangements. There are four different types of alternative work arrangements (AWA). The four types are telecommuting, job sharing, flextime, and compressed work week. It is important that both managers and employees understand what each alterative work arrangement is and how they could potentially benefit them individually or the organization as a whole. The methods of each AWA will be discussed, and how they are implemented into organizations. The growing number and surprising statistics will be discussed.

The benefits of AWA’s for both the organization and the employee will be discussed. AWA’s as a way to slowly and gradually retire will be examined and explained. The potential barriers for arranging an AWA will be discussed in addition to where AWAs work best in the work place.

Keywords: alternative work arrangements, telecommuting, flextime, job sharing, and compressed work week.

Alternative Work Arrangements

In today’s evolving work environment, alternative work arrangements (AWA) are becoming increasingly popular. Alternative work arrangements are appealing to various people and companies for various reasons. They allow different and unique opportunities for employees and employers. Alternative work arrangements allow employees “increased flexibility in managing both a career and a personal/family life” (Frank and Lowe 2003 p.139). Women originally were the ones who mainly initiated the push for alternative work arrangements (Frank & Lowe 2003 p.139). This is often because of the children or caring for a parent. However, there has been an increase in the number of men that are concerned with family life and work life balance (Frank & Lowe 2003 p.139).

Alternatives work arrangements have been said to increase worker performance, commitment to the organization and performance (Frank & Lowe p.140). These arrangements have enabled companies to keep valuable employees, reduce turnover, and cut down on training costs (Frank & Lowe p.149).There are various types of alternative work arrangements such as flextime, telecommuting, job sharing, and compressed work week. Each arrangement has been proven to increase employee satisfaction, decrease turnover and in many cases improve productivity (Frank & Lowe 2003 p.1) in technology. Flextime is one growing trend in alternative work arrangements. The most concise definition for flextime is an “alternative to the traditional 9 to 5, 40-hour work week. It allows employees to vary their arrival and/or departure times. Under some policies, employees must work a prescribed number of hours a pay period and be present during a daily ‘core time’” (U.S. Department of Labor 2012 p.1). Core time is a set stretch of hours that an employee must be in the office. For example some companies may want all employees at work from ten am until two pm. All employees must be available during these core times however they can choose within reason when they come to work and when they leave as long as they are present during that core time. Companies do this so that they can hold meetings and be assured that employees are going to be there amongst other reasons.

A compressed work week is a bit different. A compressed workweek is where a forty hour work week (or a standard work week) is reduced and employees work same amount of hours in fewer days (Bohlander 2011 p. 1). Examples of this are three twelve hour days or four ten hour days. Also you can work five nine hour...
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