Flexibility for 421 Essay Example | Topics and Well Written Essays - 2000 words

Flexibility for 421 - Essay Example Changes in organisational, economic and employment conditions have brought about innovations in work systems, including flexible work policies and practises. Employees have been experiencing conflict among demands from personal, family, and social responsibilities; such conflict can significantly reduce workers’ well-being which, in turn, may influence organisational outcomes including absenteeism, performance, productivity, and turnover. Companies can effectively improve work-life balance among employees through the provision of flexible work arrangements (Schmidt and Duenas 2002). UK employees continue to feel increased stress and tension in their work environments, due to work intensification and increased work pace. These have created the need for flexible work to achieve balance between work and non-work demands (Green 2006). The application of flexible working practises enables employees to manage their workload, as well as when and where they can carry out such tasks fo r them to effectively attain stability between professional and personal activities (Lewis 2003). Flexible work practises can bring about a wide range of positive outcomes for employees. When employees are given the freedom of choice with regards to their work patterns, job satisfaction can be increased (Hyman and Summers 2004). In remote working, for instance, aside from increased employee satisfaction, there has also been an increase in worker autonomy and independence. Moreover, the use of flexible work arrangements has led to reduced levels of stress and pressure among employees. Although remote workers, such as those who work at home or make use of telecommuting, experience a decrease in stress levels, others on the contrary assert that flexible work practises can bring about further stress and ill mental health. This is in comparison with those who work onsite (Tietze and Musson 2005). Nonetheless, work flexibility has caused positive outcomes such as improvements in achieving work-life balance. Organisations have also benefited from such practises through increased productivity, enhancement of work quality, and improvement of financial performance. Decreases in absenteeism and increased employee loyalty, commitment, and retention rates are also apparent outcomes of flexible work practises (Branine 2003; Greenhaus and Powell 2006). However, it is important to understand that although work flexibility may allow employees to manage their work patterns, positive outcomes have not always been achieved. Critics assert that focusing on choice and balance suggests having control over one’s life decisions, although these have to be considered in relation to the constraints brought about by gender, norms, and organisational culture. Flexible work practises should not merely focus on achieving balance between work and family, as flexible workers may experience certain challenges due to other factors outside the work-family context (Ransome 2007). 1.1.1 Flex ible Work Practises: An Overview Flexible working arrangements have served as a means for attracting, retaining, and motivating employees. This is especially true as work environments become more demanding and intense in terms of work pace and intensity. These practises also serve to align individual goals with organisational objectives (Lambert, Kass, Piotrowski, and Vodanovich 2006). Flexible work pr