Delineation of Flexible Work Arrangements &
The Impact on Employee Mentality, Loyalty, and Productivity
WRTG 391 Section 7982
Professor Jeffrey Geronimo
May 5, 2012
Delineation of Flexible Work Arrangements & The Impact on Employee Mentality, Loyalty, and Productivity This paper is a review of flexible work arrangements and the impact on employee mentality, loyalty, and productivity. Flexible work arrangements consist of variable labor hours meaning an employee has the flexibility of choosing the hours they work, telework, location where they work, and or a condensed work week. On December 9, 2010 President Obama signed a Telework Act that tasked government agencies with creating a telework plan. The Telework Act was created to better leverage technology and to maximize the use of flexible work arrangements, which will aid in recruiting new Federal workers, retain valuable talent and allow the Federal government to maintain productivity in various situations -- including those involving national security and other emergency situations (Berry, J., US OPM). The organization I am employed with worked diligently to establish a telework plan for each of their employees however; to date it has not been implemented. As a human resource management major and government employee, the topic of alternate work arrangements captured my interest and attention. It is clear the organization I am employed with struggles with the concept of telework and is in no hurry to execute the plan in place. The decision to begin teleworking changes regularly. Whether telework is ever implemented while I am employed at the bureau is not something I am overly concerned with however, I do understand why it is important to coworkers residing in different states. The agencies uncertainty to telework has negatively affected some of my colleagues’ jobs and personal lives. What’s worse is that my coworkers accepted their positions years ago with...
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