Flexible Work Arrangements
Denise R. Resendiz
Workplaces that work, no author cited, discusses the overall benefits of flexible work arrangements to both the employees and the employer. It details how this type of arrangement should be managed in order to achieve the most benefit. Additionally, the article outlines how to an organization can implement this program (Workplaces that work, nd). The article Flexible Work Arrangements: A Win-Win for Organizations and Employees, written by Kathleen Christensen, discusses a Bridgespan Group white paper that discusses the need for senior level executive positons between the years of 2007 and 2016. The article details the importance of how a flexible work arrangement can open the pool or available candidates to meet the growing need of senior level positions. Additionally, this article outlines the benefits and potential pitfalls of the program (Christensen, 2005). Main Issues of Both Articles
According to a Bridgespan Group white paper there will be a need to add approximately 640,000 new senior level positions between the years of 2007 and 2016. In order to achieve that level of required positions, it will require investing in leadership capacity in addition to expanding the reach of human resource recruiting in order to add the baby boomers in the pool of qualified candidates. Additionally, companies are going to need to become more creative in the way they operate in order to attract employees. One such creative way is flexible work arrangements (Christensen, 2005).
Flexible work arrangements are a schedule that alters the work time or work place in order for the employees to get their work done. This arrangement would allow the work hours to be flexible, such as a compressed work schedule. An example of a compressed work schedule would be four 10’s. That would mean an employee would work Monday – Thursday, 10 hours a day and get Friday’s off. Additionally, some companies will allow their employees to work the four 10 hour schedule, but overlap the schedules in order to maintain coverage. For example, one employee might work Monday – Thursday and another employee would work Tuesday – Friday. This allows the company to offer the flexible work arrangement program while still maintaining full coverage at the facility (Workplaces that work, n.d.). Another way a schedule can be flexible would be the location in which the employee works. Many businesses allow their employees to work from home. Some employees enjoy this benefit because it gives them the flexibility in their schedule to manage their employment duties as well as their personal life. Many parents find this flexibility a plus when seeking employment (Workplaces that work, n.d.). Implied/Factual Impact of the Main Issues on Organizations
The option of a flexible schedule is not just appealing to stay at home parents; it has also become popular with post-retirees. According to AARP nearly 80% of retirees still plan to work after retiring. The option of a flexible schedule is highly attractive to this age group because it gives them the ability to travel, attend doctor appointments, but yet still contribute to society and be part of the work force (Christensen, 2005).
The benefits of this type of program to employees are as follows: 1. Employees can avoid the rush hour traffic.
2. Employees have more flexibility with their schedule and their time off. 3. Work and life balance. Employees can tend to their personal life responsibilities without it interfering with their professional responsibilities. 4. Employees can schedule their work during a time when it is quiet and they are more productive. The benefits for the employer are as follows:
1. Work can be scheduled across a wider span of time during the day. 2. Ability to retain valuable employees who have other life priorities, such as picking up children from...
References: Christensen, K. (2005, July 18). Flexible Work Arrangements: A Win-Win for Organizations and Employees. Retrieved December 4, 2014, from http://www.bridgespan.org/Publications-and-Tools/Hiring-Nonprofit-Leaders/Hiring-Strategy/Flexible-Work-Arrangements-A-Win-Win.aspx
Greenhaus, J., Callanan, G. & Godshalk, V (2010). Career management (4th ed.). Thousand Oaks: Sage Publications.
Workplaces that Work. (n.d.). Retrieved December 5, 2014, from http://hrcouncil.ca/hr-toolkit/workplaces-flexible.cfm
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