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Executive Summary For years workers have been searching for a way to balance their personal and professional lives Finally companies have implemented a solution for this problem flexible work schedules The impact flexible work schedules have had on organizations have been quite positive benefiting both the employer and the employee Such benefits include increase in productivity employee retention motivation and a decrease in absenteeism tardiness stress and turnovers Companies that have successfully adopted this method include Hewlett-Packard Baxter International Nabisco and Dupont among others Flexible Work Schedules Impact on Organizations For decades the workweek of nine-to-five Monday to Friday has remained unvarying for millions of workers Balancing both a personal and a professional life has proven to be very stressful Many companies have sought out different methods of dealing with this problem not only to benefit the employee but also the company The most implemented method is known as flexible work schedules also referred to as flextime flexible hours flexible work arrangements flexible options job-sharing compressed work weeks flexplace telecommuting flexible scheduling and flexible time schedules which permit flexible starting and quitting times within limits set by management This paper will explain the benefits of flextime uncover the reality behind various myths and present company cases where flextime has been successful Reality Behind the Myths Employee Control The mayor concern of flexible work schedules for almost every manager is not having control over their employees In other words if the employee is at home how will the manager know heshe is working Sandra Sullivan founder of Flex-It a Southington Conn consulting firm asks these managers How do you know theyre productive now Capowsky 1996 p 15 When confronted with this question most managers really have no idea Managers believe that they are controlling their employees work just by being able to see their bodies but they arent controlling their productivity Rupert from Rodgers and Associates proposes something he calls managing by results which
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