HOW TO INCORPORATE FLEXIBLE WORK WITHOUT LOSING PRODUCTIVITY.

 

Introduction.

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We are currently facing a very competitive business environment. Every organization focuses on gaining a competitive advantage through various business strategies. Increasing productivity is one of the strategies the company can implement. According to Sullivan (1996), with employee numbers at an all-time low and workloads at an all-time high in the current unstable economic climate, many managers and workers are searching for methods to boost productivity. Increasing productivity is traditionally achieved by working harder. While many workers are putting in more effort, their output is not rising. Instead of focusing on working harder, organizations should think about adopting an alternative strategy for productivity that encourages flexibility and working smarter. To work more efficiently, one must consider the roles and duties of staff members and establish the most conducive work atmosphere possible. Working more efficiently frequently entails making strategic use of flexible work arrangements (such as job sharing, telecommuting, flextime, and reduced workweeks).

The majority of the workforce adapted to working from home as a result of the pandemic, which significantly altered how firms run. A few companies have begun to reopen for business. Nevertheless, a lot of businesses have chosen to include flexible work schedules in their plans as they now see the advantages of letting staff members work from home. Work-life balance is facilitated by flexible scheduling, which is essential for the success of both businesses and workers. Since everyone has experienced working from home, employees are now more likely to expect their firm to offer a hybrid scheduling option.

Flexible Work and Organizational Productivity.

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According to Waseem John (2017), the London-based Chartered Institute of Personnel & Development (CIPD). According to their 2012 research, "Flexible working provision and uptake," 72% of the employers surveyed thought that flexible work arrangements improved employee engagement. Furthermore, flexible working has a favorable impact on employee motivation, according to 73% of the organizations surveyed.

Sources – Test Gorilla

 

Employing 200 valid replies from the telecom sector, Abid and Barech (2017) discovered a favorable relationship between FWH and workers' quality of life. They also discovered that using FWH practices correctly might contribute to job happiness. They contend that FWH benefits employees in the long run as well as both firms. Furthermore, among the many advantages of FWH, some of the most notable advantages that could occur from FWH are an increase in labor capacity, an improvement in productivity, a decrease in recruiting  expenses, etc. Flexible Work Schedules: All managers, but HR managers especially, are impacted by flexibility as it has a major impact on organizational productivity. The factors that seem to be most affected by flexible work hours (FWH) and have been studied to some degree include balance between work and life (WLB), diversity within an organization, staff satisfaction, reduced stress, inclusion in society, employee health and quality of life, productivity among employees, decreasing recruitment costs, employee retention, encouraged workforce, and many more. There is a great chance that all of these elements will increase organizational productivity. It is crucial to remember that these choices must be made strategically, supported by the necessary funding, and communicated in a planned manner.

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References

Sullivan, S. A., 1996. Flexible work Schedules can create a productive work Environment. Employment Relations Today.

Waseem, J., November 2017. FLEXIBLE WORKING HOURS AND ORGANIZATIONAL PRODUCTIVITY: EXPLORING THE POTENTIAL LINKAGE. AIMA Journal of Management & Research.

Abid, S. & Barech, D. K. (2017). The Impact of Flexible Working Hours On The Employees Performance. International Journal of Economics, Commerce and Management, 5(7), 450-466.

https://youtu.be/nYUfIlEdmGw