Jacob Rees-Mogg has threatened to tighten down on ‘flexitime’ working arrangements, which enable public officials to work five hours less than the national weekly average, frequently remotely and for full pay.
However, MPs have accused flexitime employees of avoiding duties, resulting in ‘poor end products’ for individuals who depend on government services. Rees-Mogg also said that Whitehall has a “culture of wastefulness” and that awakened indoctrination is “intended to turn individuals against one other or talk the country down.”
In the United Kingdom, flexitime working is commonplace in both the private and public sectors. The practice is often found in administrative and back office functions of commercial organisations and local councils .
Merck, Unilever, Starbucks, and the Bank of Montreal were among the organizations we looked at. We found that companies that offered flextime saw significant payoffs: better retention of high performers, greater productivity and efficiency, and improved team functioning.
The main advantages of flexitime for employees are: A better work environment with greater satisfaction and motivation. Reduced stress and fatigue. Easier and faster commuting, rush hours can be avoided.
What Is Flextime? Flextime, short for flexible time, is a work arrangement that allows employees to choose the start and end time for their workday. As employees seek a better work-life balance, flextime offers an opportunity to better manage their time.
The advantages of job sharingMore diverse skills and experience being utilized in a single position (especially when they are complementary)Enhanced problem solving by having two people work on the task.Greater continuity and coverage of work during absences, decreased absenteeism.More items...•
Studies have shown significant improvements in productivity and morale when employees are given the option to work according to their own schedule. In fact, a survey by Airtasker found that flexible workers on average work 1.4 more days every month than traditional office workers.
An altered workweek means that an employee or organization is altering the traditional 8-hour-a-day, five day workweek, but still maintaining the required 40 hours. Two examples of this would be flextime and a compressed workweek.
A well designed compensation and benefits plan helps to attract, motivate and retain talent in your firm (which is myWear).
Here is a list of popular employee benefits in the United States:Health insurance.Paid time off (PTO) such as sick days and vacation days.Flexible and remote working options.Life insurance.Short-term disability.Long-term disability.Retirement benefits or accounts.Financial planning resources.More items...•
Job-sharing helps with covering absent workers in the case of sickness, annual leave, training and maternity leave. Work-sharing can enhance job security due to the preservation of existing jobs. Work-sharing may promote the creation of new jobs under certain circumstances.
uk. /ˈfleksitaɪm/ us. (also flextime) a system of working in which people work a particular number of hours within a fixed period of time, but can change the time they start or finish work: 25% of the employees work flexitime.
The disadvantages of requesting flexible workingFlexible working often means working from home. ... Blurring the home / work balance. ... Procrastination. ... Communication difficulties. ... Flexible working requests can cause employee isolation. ... Reduced benefits. ... Possible lack of career progression. ... Being sidelined.More items...
Flexible time off is a form of paid time off, or PTO. It's generally unlimited, a form of PTO that doesn't need to be earned or accrued. You simply get it when you need it.
A definition. Job enrichment is a process that is characterized by adding dimensions to existing jobs to make them more motivating. Examples of job enrichment include adding extra tasks (also called job enlargement), increasing skill variety, adding meaning to jobs, creating autonomy, and giving feedback.
Freedom to schedule your own day and not be rushing to work by 9 a.m. sharp can be one of the most important aspects of a job for some of us. And good news for us, the days of the strict 9-to-5 schedule are disappearing in favor of more flexible work hours.
Candidates increasingly want flexible work options. Here are 4 companies that have nailed flexible work schedules and arrangements, leading to more satisfied employees and higher retention.
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Flexitime working arrangement is an arrangement that allows employees to choose the start and finish times they wish to work, according to the given parameters. The working arrangement of flexitime being offered to employees began in the 1970s and was mostly common in the public sector according to IRS (2007). According the IRS survey of 2007 on flexitime and other working arrangements, organisations where men make up 60% of the workforce are much more likely to offer their employees flexitime arrangements to those with either with other genders.
Short term absence is harder to manage because it is largely unplanned. There are many factors involved concerning absence this can be seen as health problems such as smoking, heart disease or a good night out unable to get up to attend work the next day. Factors such as stress or the responsibility of bringing up children as well transportation far away from your place of work can be seen as absence related. The psychological contract (Guest, 2002) is related to absence for example, this can be seen as a psychological contract which may be imprinted inside the employees or employers head rather than an actual contract. For example, the employee could punish the employer by not attending work because they are unhappy with the organisation. In any case managing absence is an important factor now as sickness absence costs UK employers 11.6 billion a year according to People Management (2010).
City Sightseeing Glasgow is another company that found the benefits of providing their workforce flexitime as a form of working arrangement, twice a year in the summer and winter season. The imitative was originally for older employee who wanted to reduce or change their working pattern, however due to the success of the initiative the company expand it to the entire workforce. The company saw absenteeism levels drop, retention rate increase to 90-95% and expand their recruitment market among students and women want to return to work (Family Friendly Working Hour Taskforce, 2009).
In order for MW Associates to implement flexible working arrangement such as flexitime within their organisation they would have to overcome the challenges that would be presented to them, this could come in the form of line managers being reluctant to accept flexible working arrangement.
Studies examining who gets access to flexitime have shown that it is the high skilled/educated workers, in higher occupational jobs, and supervisory roles that are most likely to have access. Unlike what many assume, women do not have better access to flexitime arrangements, and female-dominated workplaces have worse access to flexitime compared to workplaces where there are more men or equal number of men and women. Many studies examine the outcomes of flexible working. For example, a study by Origo and Pagani based on a sample of European countries, gave a deep analysis of the concept of flexible working by testing the level of heterogeneity in the effect of flexibility on job satisfaction and found some positive link with some aspects of the job while negative or no relation was found against other aspects. There is increasing evidence for the "business case" of flexible working. A meta analysis of studies have shown that flexible working can provide a wide range of benefits for companies, including increase in performance, productivity, and reduction in absenteeism etc.
For employers, flextime can aid the recruitment and retention of staff. It has been a particularly popular option in 2009 for employers trying to reduce staff costs without having to make redundancies during the recession. It can also help provide staff cover outside normal working hours and reduce the need for overtime. Additionally flextime can also improve the provision of equal opportunities to staff unable to work standard hours.
Flextime (also spelled flexitime [British English], flex-time) is a flexible hours schedule that allows workers to alter workday start and finish times . In contrast to traditional work arrangements that require employees to work a standard 9 a.m. to 5 p.m. day, flextime typically involves a "core" period of the day during which employees are ...
While both employees and employers acknowledge the benefits of flexible working, drawbacks might include extra expenses and responsibilities the organization could incur in order to provide these arrangements and the decreased benefits offered to employee in accordance to their reduced working hours.
Some claim that flexible working will change the nature of the way we work.
The advantages of Flextime for the individual include a better work–life balance, fewer commutes, less fatigue, more days off, lower sickness rates. The benefits for the company include; better motivated workers, more efficient and effective operation, less fatigued workers, so fewer errors; they get people working overtime hours without paying overtime rates, fewer facilities required, and lower sickness rates.
Unlike exempted salaried workers, employers are still required to pay overtime to a flextime worker if they work more than 40 hours per week. In recent years, the term "flextime" has acquired a more controversial definition when used to describe proposals to overhaul the nation's overtime regulations.
Flexitime working arrangement is an arrangement that allows employees to choose the start and finish times they wish to work, according to the given parameters. The working arrangement of flexitime being offered to employees began in the 1970s and was mostly common in the public sector according to IRS (2007). According the IRS survey of 2007 on flexitime and other working arrangements, organisations where men make up 60% of the workforce are much more likely to offer their employees flexitime arrangements to those with either with other genders.
Short term absence is harder to manage because it is largely unplanned. There are many factors involved concerning absence this can be seen as health problems such as smoking, heart disease or a good night out unable to get up to attend work the next day. Factors such as stress or the responsibility of bringing up children as well transportation far away from your place of work can be seen as absence related. The psychological contract (Guest, 2002) is related to absence for example, this can be seen as a psychological contract which may be imprinted inside the employees or employers head rather than an actual contract. For example, the employee could punish the employer by not attending work because they are unhappy with the organisation. In any case managing absence is an important factor now as sickness absence costs UK employers 11.6 billion a year according to People Management (2010).
City Sightseeing Glasgow is another company that found the benefits of providing their workforce flexitime as a form of working arrangement, twice a year in the summer and winter season. The imitative was originally for older employee who wanted to reduce or change their working pattern, however due to the success of the initiative the company expand it to the entire workforce. The company saw absenteeism levels drop, retention rate increase to 90-95% and expand their recruitment market among students and women want to return to work (Family Friendly Working Hour Taskforce, 2009).
In order for MW Associates to implement flexible working arrangement such as flexitime within their organisation they would have to overcome the challenges that would be presented to them, this could come in the form of line managers being reluctant to accept flexible working arrangement.