Essay Title: 

What is the future of compressed work weeks and flextime in the operations environment?

March 24, 2016 | Author: | Posted in international relations, social sciences

The Future of Compressed Weeks and Flexitime

In Operations Environment

September 2006

The Future of Compressed Weeks and Flexitime in the Operations Environment

Introduction

Flexible working schedules an alternative to 9 to 5 working day , and compressed weeks have been favoured by a number of organizations the motive of which has been its effect on employees and hence improvement in production

Flexible working hours was first introduced in Germany in 1960s and was later introduced in USA by Hewlett-Packard in 1972 Since then it has been favourable for [banner_entry_middle]

many organisations and it is the preference of federal and state government agencies in USA (Laquer and Dickinson , 1994 as in McCampbell , 1996 In the United Kingdom the annual working hours system is applied . This flexibility considered throughout the year resembles the management answer to problems of reducing reliance on overtime and match the work schedules with the varied demands of work force and work place (URL , September 2006

Flexible work arrangements implemented so far comprise a number of types . a ) `Gliding schedule ‘ which allows employees to start work when it is convenient for them within the employer ‘s established band , provided that they work a specified number of hours before leaving work site . b ) `Flexitime ‘ that includes variable-day and variable-week schedules which allow employees to work the number of hours they want to in a day or in a week . c ) `Credit or compensatory time arrangement ‘ in which employees can work overtime hours and claim them as future time off the work . However , it is not necessary for one type to be implemented in a working place . It is possible to apply more than one type simultaneously in one workplace (Beers 2000 and McCampbell , 1996 ) Moreover , other diversified working time types may be initiated by organizations and /or unions in future

Since the trend has been developing and becoming more favourable to more organisations and sectors , the educated prediction of the future of flexible work schedules should be of benefit to both employers and employees ‘ representatives in to plan the human resources of tomorrow . To this end this is divided into four sections . First , a brief review of the advantages and disadvantages will be discussed Then I will discuss the impact of flexible working schedules on occupational and demographical sectors . Next the evolution of the trend and how that leads to the prospects of future trends will be investigated thus leading to the conclusions of this

A- Advantages and Disadvantages

The obvious advantage of `giving a choice ‘ to the employee was the main attraction to the flexible work schedules . The most significant advantage here was the effect of flexible working schedules on the morale of the employee and therefore on his performance . Indeed

Employees gain the advantage of no fixed arrival time and may adjust their schedules for unexpected events , such as weather , transportation , or other problems . Having an additional non-work day every two weeks enables the individual to take care of a myriad of errands and personal… [banner_entry_footer]

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