Flexible Working

Title Page

Flexible working…….Are we walking in the right direction?

Contents Page

Executive Summary

Add Walk the Walk as a Case Study

Introduction

With intense competitiveness and pressures within the workplace, there has been a significant rise in costs associated with absences and stress. (CIPD 2000) This is something that is affecting Walk the Walk (see absences and sickness records) and can be attributed to a variety of reasons, one of them being lack of flexibility for the average employee.

Working in a small charity organization of about 35 employees, flexible working has come up multiple times as an issue that needs to be addressed both from an employee and employer point of view. Living in times where we as a society work longer hours and have even more demanding personal lives, employees feel there needs to be a lot more flexibility in terms of working patterns offered to all employees regardless of whether they have children or not.

From an organizational point of view, flexible working is seen as not very practical financially for a business of Walk the Walk’s size. Also there seems appears to be a general misconception on how practical it will be to implement In this report my aim is to look at the positive and negative impacts of flexible working. I will also prove that there is a positive relationship between flexible working and individual performance and propose a solution that works for both the Walk the Walk as well as the employees.

Methods

Main page

Flexible working and performance – positive relationship between flexible working and individual performance……

Discussion

Conclusion

References: Appendices