Flexible Working Practices - Coursework Example

Flexible Working Practices Name Course Name and Code Date Introduction Workers are required to duties at a specific time, and the traditional approach is between 8 am and 5 pm even though there are instances of overtime and shift hours. In addition, it is recommended that employees have to work eight hours a day and this idea is changing because of newer working strategies such as the flexible working practices. Flexible working arrangements and practices include numerous processes and approach that affects the working conditions both from the perspective of the employer and employee. Some of the common variables associated with flexible working practices include flexible roster schedule, flexible working patterns, flexible hours, flexible location, and job sharing, among other strategies. Debate exists on the effectiveness of such strategy in accomplishing respective roles and responsibilities. Does the strategy benefit the employees? Does the approach benefit the employer? The aim of this paper is to discuss who wins when flexible working practices are employed at the workplace. The paper discusses the benefits and shortcomings of the processes from the perspective of both the employee and employer and concludes made based on the outcome of the discussion to determine which side between the employee and employer wins. Benefit to the Employer Efficiency and Cost Effectiveness Efficiency is improved because hiring costs and employee turnover is reduced. It is unlikely for satisfied employees to look for more flexible working conditions or seeks alternative employment because of challenges of scheduling and assignment of duties (Eichhorst and Marx 2011). The company will not need to invest in seeking for alternative talent since the employees are motivated: costs for hiring are cut, which translates into more profitability (Phelan, Link, and Tehranifar, 2010). Apart from hiring and employee turnover, overheads are also reduced (Lengnick-Hall, Beck and Lengnick-Hall 2011). The employees are allowed to work from different locations such as home meaning overhead costs are reduced. In addition, the flexible working including shifts means that the machinery and other equipment usage are capitalized e.g. there is no less downtime (Phelan, Link, and Tehranifar, 2010). It reduces the cost because the business may have decided to increase the machines to fulfill the requirements of daytime working but the flexible of the employees to work even at night or based on shifts means the capacity and capability of the employees are capitalized resulting in savings for the company. Higher Level of Skills Flexible working conditions enable employment of skilled personnel from across the world (Phelan, Link and Tehranifar, 2010). A business may be located in London, and the business can employ employees from the United States. It is easier to find talent that is appropriate for the company without barriers such as location. Job Satisfaction The flexible working policies allow the employees to define their own schedules and to work from home has enabled the employees to take time for children’s activities, doctor’s appointments and other activities related to personal life (Hegewisch and Gornick, 2011). All the team members and employees have similar flexibility; therefore, each of the employees contributes towards completing someone work when the other individual is away. It protects the team and employees from isolation and resentment because the employees are more supportive and connected towards assisting each other resulting in a stronger team (Eichhorst and Marx 2011). A stronger team is more productive, and since they understand their respective duties and obligations, it is possible to complete assigned duties within scheduled time. Therefore, the employees are satisfied. Motivated employees are important in addressing the requirements of the organization. Employees can be motivated by numerous things, but the approach taken is important to the entire process involved (Hegewisch and Gornick, 2011). Motivation is sometimes directly related to job satisfaction. Employers understand many methods exist that enables motivation of employees and among them are working conditions and benefits (Kelly, Moen and Tranby 2011). The employees are also satisfied because they are empowered to structure their personal lives and work according to their respective needs and requirements. For example, numerous employees have been asked whether they prefer an increase in salary or flexible times; most of the employees prefer flexible work (Lengnick-Hall, Beck and Lengnick-Hall 2011). Therefore, flexible working conditions can be used as a motivation tool that contributes to improvement in productivity. Greater Continuity Businesses sometimes operate in an environment that is prone to different problems. Centralization of team members is a problem especially when an incident that disrupts business activities (Hegewisch and Gornick, 2011). For example, Internet service disruptions, power outages, climatic conditions and other unforeseeable events may disrupt the business (Eichhorst and Marx 2011). Allowing the employees to work from different locations reduces the impact of such problems because the employees can continue working. In addition, the flexible schedules of working from different locations may result in reassigning of duties based on urgency and available personnel (Galea, Houkes and De Rijk 2014). Therefore, flexible working policies are important in ensuring continuity of business activities is achieved. Apart from protection from disasters, greater continuity is achieved through allowing the employees to accomplish their requirements; the employees are offered hours they are comfortable. For example, some employees may decide to seek for alternative job opportunities because the current one creates challenges when it comes to work-life balance (Kelly, Moen and Tranby 2011). Since the employee can adjust their respective schedules, the employee may decide to continue working rather than terminating the employment (Phelan, Link, and Tehranifar, 2010). Therefore, the aspect of continuity is encouraged costs associated with hiring are reduced. In addition, the training and development of new employees would be avoided, resulting in higher savings for the company. Reduction in Absenteeism Flexible working conditions prevent many employees working from the same location. In a working place where there are many employees, chances exist that conflicts and misunderstanding may occur. Complications may also occur resulting in stress and strain (Lengnick-Hall, Beck and Lengnick-Hall 2011). The personal work-life balance may also become a challenge and the solution to these numerous problems is allowing the employees to work from home (Eichhorst and Marx 2011). Working from home reduces chances of absenteeism and misunderstandings; it ensures conflicts and misunderstandings are minimized. It translates in a balanced way of life, improves on productivity, and concentration of assigned duties (Hegewisch and Gornick, 2011). Absenteeism affects the working environment especially on jobs that require collaboration and allowing the flexibility enables the employees to collaborate. Sometimes, the employee may accept calls during non-work time and answer work time questions. Hence, a company would benefit by encouraging flexible working conditions. Customer Satisfaction and Loyalty The employees are important assets to an organization, and their satisfaction is important to the overall success of an organization. Customer satisfaction and loyalty are crucial in ensuring the business continues to operate effectively. A motivated employee provides appropriate services and products based on the requirements and expectations of the customers (Eichhorst and Marx 2011). The customers will become satisfied because of the appropriateness and effectiveness of the services provided. The continuous satisfaction means that the loyalty aspect is triggered advancing the requirements of the organization. The needs and requirements of the customers can also be addressed accordingly meaning that flexible working conditions improve service and product dispensation, which drives up profitability and revenue generations. Competitiveness The business environment continues to become competitive meaning that employees and internal strategic processes should advance a competitive advantage (Kelly, Moen and Tranby 2011). The aspect of competitive advantage can be based on numerous processes, and one of the processes is the effectiveness of the employees. Highly motivated employees increase competitive advantage because the employees want the business to succeed. Therefore, the company will have a competitive advantage through the effectiveness of the employees. Moreover, the employees may understand or seek to know the competitive strategies of competing entities, and with the help of management, create mechanisms to advance the requirements of the company. It results in the general growth of the business and also addresses effectively the challenges of competition. Shortcoming to the Employer Advice and direction Flexible working conditions also create numerous challenges, and the major one is when an employee needs guidance and direction. The employees may be lacking certain techniques and capabilities, and guidance and provision of direction are important. Working from different localities or differently scheduled times means that advice will not be possible (Eichhorst and Marx 2011). In any organization, there is organizational structure and the higher an individual is on the organizational structure, the more experienced an individual (Francesca et al. 2011). The experienced individual is supposed to provide advice and guide other employees, and if the employees operate from different locations or different scheduled period, it becomes a challenge to advise the employees accordingly. In addition, the structure and aim of any organization are to create a learning organization and encourage an evolving strategy/business organization (Kelly, Moen and Tranby 2011). A learning organization is based on continuous involvement and collection of organizational data and information to inform on future strategies of the company. Employees working from different locations are not able to share information meaning the learning process is not effective. The scheduling also creates challenges when it comes to collaboration and cooperation (Eichhorst and Marx 2011). Hence, the company is unable to learn, which creates challenges because the business cannot integrate change, or have extensive information enabling strategic change. Communication is a challenge Working in a flexible working environment creates challenges when it comes to communication. Effective communication is when the sender and receiver understand the message effectively. Working at different times or working from different locations creates challenges on communication (Kelly, Moen and Tranby 2011). For example, the mobile communication system may not be accurate or distort on the message that affects the final understanding of the message. The channels of communication may also affect the message and also the timing of the communication. A successful organization relies on effective communication to achieve its different goals and objectives. Effective community prevents misunderstanding and conflicts (Galea, Houkes and De Rijk 2014). However, working flexible times means that the communication is not effective resulting in conflicts and misunderstanding (Francesca et al. 2011). Any success company should incorporate structures that prevent conflicts, and measures in place to provide resolution strategies (Figart and Golden 2013). Without face to face meeting, it also becomes a challenge to solve the existing problems. Hence, the solution is ensuring the different employees meet at scheduled times to iron out any difference that may exist. Motivation Motivation aids in ensuring the employees understand their roles and responsibilities and create an environment to achieve predetermined aims and objectives. However, different motivational strategies motivate the employees differently (Eichhorst and Marx 2011). For example, some employees are motivated by financial rewards while others require continuous support and presence at the workplace. The difference in motivational requirements creates challenges when implementing flexible working conditions (Francesca et al. 2011). For example, employees needing continuous support and appreciation at the workplace may not benefit from the working flexible policies. Hence, the management of an organization has to understand the motivational requirements of different employees, which contributes to the implementation of defined motivational strategy. Availability of Staff When Needed Nature of task and assignment are different, and the assistance of other employees is important in completing certain tasks. However, the flexible working conditions inhibit the success of collaboration in certain activities (Francesca et al. 2011). It also creates additional challenges when it comes to requesting for immediate assistance. Some of the employees may be addressing personal tasks while the organizational requirements have to be addressed (Eichhorst and Marx 2011). Therefore, availability of employees may affect the entire operations at the facility. Certain situations require immediate assistances from the organization. The needs and requirements of clients are different and may not adhere to the requirements of flexible working conditions. A client may require immediate assistance, but the employees may not be available to provide the assistance (Kelly, Moen and Tranby 2011). Moreover, if the assistance required needs more than one employee, the absence of another employee affects the reputation of the company (Figart and Golden 2013). The employee may not be satisfied, which means that the aspect of loyalty and customer satisfaction is not achieved. In such scenario, it is advisable that effective communication and predetermined schedules should be in place when it comes to emergency related requirements. Benefit to the Employee Ability to Schedule Effectively The personal needs and expectations of the employees are different. The employees can schedule their personal functions, and then schedule the business requirements (Francesca et al. 2011). It ensures the employees balance the requirements of the organization, which contributes to effectiveness (Figart and Golden 2013). It is attributed to the fact that some employees are comfortable working at certain times and within certain scenarios (Walker and Maltby 2012). Effective scheduling lifts the morale of the employees resulting in improvement of productivity. Work live Balance Advantages The employees can balance work-life situations. The working conditions and needs are important because it generates income for an individual and also the personal life is important because it determines the reasons and pressures of working (Kelly, Moen and Tranby 2011). Without personal/family life, many people may not be working and therefore, the flexible working conditions enable an employee to balance the needs of the workplace with the requirements of the family. It also brings into consideration the aspect of motivation since different employees are motivated by different things (Francesca et al. 2011). If an employee understands that a given organization offers flexible working times, it enables the employee to continue working at the workplace because of the balance of work and life requirements (Walker and Maltby 2012). The employee will also be satisfied meaning chances of seeking for alternative employment opportunities are minimized or absent. Control over Time off and Avoid Rush-hour Commutes The employees are also to determine the appropriate time to work through reviewing personal and situational factors (Walker and Maltby 2012). For example, the employee may have personal activities during day time and prefers to work at night; the employee will then propose to work at night because the employee is comfortable. Other employees may book a schedule that avoids rush hour problems. Working flexible conditions enables the employees to operate based on the changing circumstances, and employ measures to address the requirements of the employees (Figart and Golden 2013). The employees may use personal requirements or environmental situations in determining the appropriate time to work. Through determining the appropriate schedule, the employee is motivated towards achieving the organizational goals and objectives (Walker and Maltby 2012). Therefore, flexible working conditions are important in advancing the requirements of the employees and employers. Shortcoming to the Employee Utilization of personal resources The employees working from their homes are required to fund their operations (Francesca et al. 2011). For example, the employees will utilize personal resources to accomplish the requirements of the assignments. For instance, the employees will be required to use their electricity and furniture (space) to complete the assigned duties (Kelly, Moen and Tranby 2011). In addition, other resources will be used to accomplish the requirements of the intend job including negating the requirements of the family to complete work duty. For example, if there is only one computer in the house and other family members are using, the family members will have to stop using the machine so that an individual can accomplish duty work requirements. Poor scheduling resulting misunderstanding Employees are required to accomplish a certain obligation based on scheduling requirements. However, challenges exist on the scheduling mechanism because it may contribute to misunderstanding (Kelly, Moen and Tranby 2011). For example, one employee may be available at a given time while at the same time; the other employee may not be available. In the same situation, the task may be urgent meaning it is important for the employees to work together to complete the requirements of the task (Blustein, 2013). Blame games may start resulting in misunderstanding, which may affect the business (Walker and Maltby 2012). Hence, the scheduling requirement in flexible working conditions is important to fulfill the objectives of the organization. Not feeling being in a team Organizations exist because it aims to accomplish something missing in the business environment. Most organizations cannot exist without employees and customers. The employees have to work in teams to fulfill the requirements of the organization (Kelly, Moen and Tranby 2011). Every employee wants to be in a team so that they can assist each other in terms of ideas and strategies in completing the assignment. However, the flexible working conditions limits teamwork because the timing and locations are different (Francesca et al. 2011). Advantages of teamwork exist, which are important in improving internal processes of an organization, and contributes to advancing the learning requirements of an organization (Sennett, 2011). A team member may learn from other members in understanding the requirements of the organization. Therefore, employees may not feel comfortable working in an environment that is absent of team members. Conclusion Flexible working practices are important in changing environmental requirements. If there are effective structures and processes, the flexible working practices are beneficial to both the employees and employers. It creates a win-win situation because the employers benefit and also the employees benefit. The employers benefit in terms of improved productivity, cost effective and efficiency, job satisfaction by the employees, improved competitiveness, and satisfied customers. These numerous processes improve the position of a business relative to competitors. In addition, the overhead costs are reduced such as electrical costs, and costs associated with employee turnover are reduced. On the other hand, the employees benefit through the friendly scheduling in which work-personal life is balanced. The employee decides when to work and conditions surrounding the working experience. The employee will be more productive while also saving costs associated with transport and challenges associated with going to work. For example, an employee can stay at home and take care of the children while at the same time working. However, the success of win-win situation depends on the interactions and association of the different parties. The employees and employers should have a clear policy that defines the working flexible situation. For example, encouraging effective communication can improve the flexible working conditions. Streamlining the processes of the employment and addressing emergency and urgent tasks will ensure the relation works optimally. References Blustein, D., 2013. The psychology of working: A new perspective for career development, counseling, and public policy. New York: Routledge. Eichhorst, W. and Marx, P., 2011. Reforming German labour market institutions: A dual path to flexibility. Journal of European Social Policy, 21(1), pp. 73-87. 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