An important part of an organization id how flexible or inflexible it is .all successful managers are trying to build a flexible organization and its one of their priority .even though, flexibility at work is a requirement for employees. Because it gives them flexibility on how long, where and when they work. Flexibility covers a lot of organization activities such as hiring, termination working time and aspect of employee’s job protection.
Common types of flexible work practices:
There are many kinds of flexible working arrangements which could potentially suit both the needs of the employee and the demands of the work place such as:
1. Flexible working hour’s Flexible working hours give liberty to employees to choose the number of hours they want to work spread over a set period of time. Some rewards and enterprise agreements allow workers, as part of their flexible work arrangements, to accrue hours, take time-in-lieu for overtime worked or accumulate roistered days off. Flexible working hours help employees to arrange their work and personal commitment without losing hours in the workplace as a whole.
2. Part-time work or job sharing Part-time work provides an opportunity to work smaller hours than full-time job employees. Job sharing occurs when two part time job employees share in the same full time job. Part-time or job share employees are covered by the same status as full-time employees and receive the same dues but on a pro-rata basis. Part-time or job share employees are usually entitled to be paid even in public holidays, which fall on the day they would normally work. Some awards provide for part-time employees to be paid loading and overtime. Employers should check the relevant award or enterprise agreement.
3. Home-based work Home-based work arrangements allows employees to work and spend part or all of their working time working from home, on a foundation.
Ways to make flexible workplace:
To help businesses avoid the decrease in there production,here is some steps to create a flexible workplace.
1. state a flexible strategy: Before letting the employees to work at home, or allow someone a flexible to set his own scacule, it’s important to create a flexible work strategy to Determine the department and individuals that they have access to work flexibility and what kinds of job flexibility they’ll be offered and who has the control over the workers.at the end of this stage there must be a perfect strategy and manager must make sure that the strategy is clear to everyone
2.test the strategy before we adopt and but the strategy in to action, we must test the strategy to know the weakness and the strength in the strategy. By applying the strategy program on one department or small group of individuals from different department for a specified time. Then we gather information about the way strategy works.
3. Make a good communication strategy: Without a specific communication strategy in the flexible workplace, the program is going to fail. managers must find ways for employees to continue communicating and collaborating with each other, even if everyone is scattered into home offices, or working with different schedules. Use online communication emails like M.S.N and YAHOO to keep employees connected and ensure continuous communication.
4. Know that not all the employees are good in flexible workplace: Telecommuting and working with flexible organization require specific skills and traits that not all employees has. But don’t shut down the entire flex-work strategy just because a few employees aren’t good in dealing with flexible work place. Instead, consider other perks that can be offered to employees for whom flex work isn’t a good option, while continuing to let the majority of employees take advantage of work flexibility.
5. Train managers to control flexible employees: Managing a flexible workforce isn’t as easiest as managing a traditional one. Yahoo learned this in hard way when it discovered that some of its telecommuting employees hadn’t logged in for months while very one think he is working .where were their managers? Train managers to ask questions, challenge their team and be available through a variety of communication methods ‘ phone, email, instant messaging, etc. Make sure they schedule regular phone meetings, or face-to-face meetings if possible. Use different methods of communication so that no team members are left out.
Advantage of being flexible:
Advantages of Being Flexible at work from the Employee’s Perspective
1. Flexible can expand your opportunities. Today’s work environment is unstable. This means those employees who are able to adapt to shifting priorities are considered a valuable asset above and beyond their skills and experience. Being able to adjust to shifts in organizational dynamics is very important today.
2. Flexible can help you in work/life balance. Telecommuting, the connected workplace and other technologies mean that the lines between work’time and personal-time have blurred. Rather than resist this change, embrace it. While you may need to be flexible and respond to emails during your evening hours, you can also use this flexibility to your advantage. Personal needs ‘ once relegated to weekends alone ‘ can be addressed more easily since we are always connected, in and outside of the office.
3. Flexible will make you more responsive to change. The shifting dynamics of the workplace means that you need to adapt and respond to change, quickly. Resisting this can lead to undue stress. Recognizing and embracing flexibility will help you adapt to difficult situations more easily.
Advantages of Begin Flexible at work from the Employer’s Perspective
1. Being flexible is a signals that you value diversity in the workplace. Diversity in work place is very important in modern norms. Differing cultures, nationalities and religions. Employee needs mean that today’s employer must comprehend diversity when it comes to work, thinking and interacting with others. Being flexible will allow you to accommodate the needs of your diverse workforce more readily.
2. Flexibility is a good management decision. Managers need to adapt to day-to-day shifts in workplace schedules ‘ employee personal issues, an unexpected influx of work and more. Being flexible creates an environment where employers and employees can look at work and personal needs in a balanced approach, which is mutually beneficial
3. Being flexible is a win-win. Being flexible with your employee increase profit. It builds employee trust and commitment. it’s also help organization to invest employee with talent and innovation as well flexibility help everyone to find solutions that work for all those involved.
Conclusion
Flexibility in management is one of the most successful factors for the organization. It allows both the employer and the employee to benefit, serve and advance forward. While inflexibility may create mistrust between employers and their employees it will always be an obstacle facing proper organizations. The advantages of flexibility are many and depend on cooperation of the employees with each other and proactive cooperation between employers and their employees.
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