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 the understanding they would be able to telework which they did for a while until someone decided to change the rules. As a future human resource manager this concerns me because people are our most important resource. Studies reveal employees’ who are able to balance their home and work lives equally are more productive and loyal to their employer/organization. Characteristics, Commonalities, Differences, Nuances
Numerous studies dating as far back as 1986 have been conducted concerning alternate work arrangements. The studies set out to determine whether alternative work schedules have positive and or negative effects to an employee’s wellbeing, productivity, and commitment. Before considering a flex plan the impact to employees, managers, and the organization should be well thought out. Results from past and current studies assist human resource managers and organizations when determining whether or not to implement a flex plan. Eldridge & Nisar, McNall, Smith, Ten Brummelhuis & van der Lippe, found the amount and variation of hours an employee works can affect one’s personal life, job performance and overall health. Though the authors agree that an employee’s productivity, social life, and loyalty are affected by the quantity and fluctuation of hours worked, their studies vary slightly. McNall focused on flex time and flex place because he believes that flexible hours affect employees more positively than the location/alternate work site. Smith’s study revealed, employees are more likely to behave ethically if their work and home are equally balanced. In other words, an employee’s happiness with their work performance as well as the amount and quality of time one spends with their family influences ones moral behavior. Somerville & Culp speculate different jobs, the level of control, and levels of stress have various negative health consequences to employees. Ten Brummelhuis & van der Lippe articulate that parents compensate...