The paper 'Impacts of Flex-Time and Flexible Working Hours' is a wonderful example of a Business Case Study. There has been a growing concern among employees to manage their work-life balance so that impacts such as depression, marital problems, fatigue, and stress-related illnesses are not experienced. This is because; current working populations in various assignments are most likely to be affected by these complications. As a result, problems such as increased absenteeism and reduced productivity have been experienced (Armstrong & Brown, 2006). In addition, there are public costs to the health care departments of organizations in managing work-life stress. Some employees have also found difficulties in taking part in other activities such as taking care of the elderly in the community or taking part in leisure activities.
The most affected people by work-life balance are women who have reported the need to take care of their children as well as attend to domestic chores as one of the work-life balance issues they face. Work-life balance issues have also been experienced by men (Avery & Zabel, 2001). This is because there are a number of work pressures that make them report imbalances in work and life.
Another observation that has been made is that technologies such as cellphones, laptops, and digital assistants enable us to work in any location. This also implies work following us wherever we go with these gadgets. This has resulted in complaints that technology is contributing to an increase in workload. In spite of the rationale associated with work-life balance, a person who operates a business may need more concrete reason for including work-life balance into the organization.
The inability of organizations to manage the work-life balance of their employees has resulted in a number of costs for many employers. The costs have been increased absenteeism, increased employee turnover, reduced productivity, health costs, low job satisfaction, high managerial stress, and impaired relationship with families among others. An example of a statistic to support this claim is that there has been a double increase in absenteeism due to work-life balance in the past decade and employees that have high work-life conflicts are twice likely to miss workdays compared with those who experience moderate conflicts (Bell, 2012).
Statistics also show that some employees fail to apply for promotions because of work-life conflicts. In order to make employees satisfied with the work they do as well as enhance their lifestyles, flex-time and flexible work hours have been suggested as a method of working. Employees can apply a range of flexi-time and flexible work hours to manage their tasks both at work and at home. This paper presents various forms of flexi-time strategies and flexible working strategies that can be used by organizations as well as the impacts associated with these strategies in the performance of an organization towards its goals and objectives. Discussion Flextime refers to the process of enabling the employees to perform a particular task at the most comfortable time so that the employee can attend to other activities in their lives.
Flexible working hours is the process of enabling the employees to work at various locations such as at home or at school while executing the tasks that are aimed at achieving the objectives of the organization. Most organizations have been faced with the challenge of whether to implement flex time and flexible working hours.
This is based on uncertainty associated with the implications of implementing these strategies in human resource management (Burkholder, N. C., & Sartain, 2003). As a result, this paper investigates a number of flex times options and flexible working hour’ s strategies which can be implemented by an organization based on the nature of the organization as well as the ability of the organization to achieve its goals while implementing the strategy. There are also a number of positive and negative effects of implementing these strategies during HR management.
These effects are investigated in detail and a recommendation of the smart move that organizations can take to achieve workers' satisfaction as well as implementing flexible working hours and flex time are implemented.
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