Flexible Working Options
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This paper is an examination of an important new trend in the workplace, the use of flexible working options that allow both employees and supervisors the opportunity to customize work schedules, work arrangements, and responsibilities to accommodate family, employer, and other needs. Flexible work arrangements are an important response to the changing face of the American workforce, as the majority of families become, by necessity, two-income households and as individuals increasingly find themselves having to deal with complicated child care arrangements, the guardianship of aging parents, and other demands outside the workplace. In addition, flexibility has become an important option for employers seeking more economical solutions to downsizing the workforce while confronting needs such as increasing productivity, decreasing turnover, and providing around-the-clock service to customers. While flexible work options first evolved as a response to the increase in young mothers in the workforce, they are now applicable to all types of workers. Most large companies either have a menu of flexible options already in place or are considering them. This trend was led by the federal government, which began experimenting with and studying possible programs in the early 1970s. Enough analysis has been done at this point to identify four major steps which organizations must complete in order to implement an effective flexible work plan: building organizational support, promoti
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employee needs" (p. 26). A manager who simply assumes that flexible options are not a concern to his or her particular employees may not be accurately analyzing the situation. Solomon (1996, June) observes, "No longer are flexible hours and a flexible workplace the domain of young mothers. All types of workers want these options" (p. 34).
Managers recognizing the value of offering flexible work plans may still confront obstacles in the board room. On the surface, such flexibility may seem an expensive option. However, experience has shown that it can actually save money. In addition to cutting the costs of turnover by encouraging long-term employees to remain (saving time and money in recruiting and training new personnel), flexible options tend to create more satisfied, productive employees who are better able to service customers. Employees who have a say in planning their schedules tend also to have a lower rate of absenteeism, making their time more productive. Telecommuting, one of the more popular forms of flexible work, usually saves on overhead costs, since the employer does not have to provide work space for the employee. Flexible options also can allow businesses to expand the hours during which they service cus
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Approximate Word count = 3879
Approximate Pages = 16 (250 words per page)
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