Flexible Work Arrangements

Flexible Work Arrangements

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Flexible Work Arrangements

Introduction

Within any organization, employees are considered some of the most important assets in the day to day running of the business. Equipped with qualified skills, experiences, and knowledge in different fields of study, employees are able to undertake different responsibilities within the organization and as a result becoming important assets in the day to day running of the organizations. Bearing this in mind, it therefore imperative to note that, without employees to run the day to day activities of the firm, a vast majority of the organization will not able to achieve their daily target results. However, with qualified, skilled, knowledgeable, and experienced workforce, organizations are not only able to achieve their daily target result, but they are also be able to increase their performance both in the short and long run and as a result leading to the growth, development, and survival of the organizations in their respective market industries. As evidenced in the case study with the decision made by the management (Nankervis et al., 2020, p. 196), ensuring that qualified employees have flexible work hours this will create a safe workplace for all organizational staff and as a result leading to overall organizational and employee success. However, drawing from Reid Johnson’s experience in the case study, it is important to note that there are some problems such as resentment associated with flexible work arrangement that might affect the operation of both the organization and its employees (Nankervis et al., 2020, p. 196). This therefore creates the need in the part of management to establish strategies that deal with these issues.

Benefits of Flexible Work Arrangements

As Telstra’s director of consumer service, and a father of four, the work-life balance for Reid Johnson needed a change (Nankervis et al., 2020, p. 196). Flexible work arrangements are important to most employees and the organizations at large. Commonly known as flextime, flexible work environments provide employees with work schedules and environments that are free from the day to day constraints associated with the traditional jobs (Austin-Egole et al. 2020). In so doing, these flexible work arrangements take into account different employees personal needs and provide them with different opportunities which enable them combine their working schedules and their day to day personal responsibilities. In the case study, for instance, Reid Johnson benefited greatly from the availability of flexible time, becoming happier and increasing his work-life balance (Nankervis et al., 2020, p. 196). In this regard, Wheatley (2017) indicates that employees are able to undertake their day to day activities in the organization with satisfaction which in turn creates a better, less stressful work environment that is associated with success.

The availability of a flexible working environment is important for both the employer and employees for various reasons. In the part of the organizations, for instance, the availability of flexible working arrangements is beneficial due to various factors. In the world today, the current economy that is knowledge based has a very high demand for the transformation of the work practices within the workplace. Here, the case study illustrates how the organization changes, bringing with it several alterations to the work schedule (Nankervis et al., 2020, p. 196). Bearing this in mind, there is therefore a need for workplaces to be prepared and ready in responding to a variety of changing needs of the business world and the demands made by the current generation of workers. Within developed countries, flexible working arrangements are considered a daily practice of numerous organizations, and in fact this practice has resulted to fundamental changes in the workplace, thus changing the manner in which individual think and how work is done within organizations (Cañibano 2019). By engaging flexible work arrangements to their employees’, organizations are able to receive satisfactory benefits in return such as increased productivity due to satisfied employees, increased employee retentions rates, proper adjustments to economic situations and increased cost saving, factors that all result to increased performance within the organization.

By providing employees with flexible working environments, organizations are able to experience beneficial factors such as increased productivity. Reid Johnson proved the effectiveness of such a strategy by remaining productive throughout the transition period (Nankervis et al., 2020, p. 196). Companies that practice flexible working environments such as part time working and sharing of jobs, have the benefit of experiencing increased in productivity of both goods and services (Choo et al. 2016). This is due to the fact that, organizations find flexible working arrangements effective in reducing cases of employee’s absenteeism and hence providing time that is sufficient for employees to deal with personal demands which causes them to miss work leading to delays in their assigned activities and tasks. However, by encouraging flexible working environments, organizations are able to create an environment which enables employees to complete their assigned tasks within the organization in time. In addition, through flexible work arrangements, organizations are also able to benefit through increased productivity due to the fact that it enables employees to concentrate in their assigned tasks without cases of interruption. In cases of primary interruption such as outbreak of diseases like COVID-19, flexible work options enable productivity of the organizations to proceed as it enables employees to continue serving their clients and complete assigned tasks at their respective homes. Bearing this in mind, it is therefore clear that through flexible work arrangements, productivity levels within the organization can be maintained and certain losses linked to this factor can as well be reduced.

Apart from increasing work productivity, flexible working environments also enable organizations adjust to existing economic conditions as noted in the case study (Nankervis et al., 2020, p. 196). According to Austin-Egole et al. (2020) findings, with changing economic situations in the world today, the availability of flexible working arrangements enables organizations to match peaks in their business operations without significant cost incur to man power. For instance, during tough economic situations, flexible working arrangements provides employees with other options of cost adjusting by reducing their working hour rather than going for employment termination. In regard to this, it is therefore clear that employee retrenchment in the organization is reduced since flexible work arrangements options provide employees with an option of working part time and engage in job sharing which in turn enables organizations reduce any incurred extra costs, while also allowing them to retain their employees. Getting back to full time working within the organization is reinstated once there is improvement in the economy.

Cost saving is another major benefit that Telstra could reap from engaging flexible working arrangement (Nankervis et al., 2020, p. 196). Flexibility in workplace enables organizations to match and respond towards work demand with the help of the available employees. With this in mind, Groen et al. (2018) asserts that organizations can therefore provide operating hours that are longer without having to incur any overtime costs. Telecommuting as an example of flexible work arrangement, reduces overheads like rentals costs, and other costs tied to absenteeism, sick leave and lateness of employees. In addition, a lot of cost is also saved in retention of employees by the organization as a result of flexible working options (Choi 2020). By retaining employees, organizations are able to save costs that would in one or another be incurred while recruiting employees through the various processes such as training and interviewing.

The advantages of flexible working environments can as well extend to the employees in other various ways. For instance, by providing freedom to employees using flexible working options, business owners are able to gain more control over the workplace costs and design (Titopoulou et al. 2021). Reid Johnson’s change in work schedule created flexibility that gave him more purpose and flexibility. Flexibility in the organization work habits in one way or another translates into flexibility workplace design, which in many cases results into the creation of an agile work space which maximizes utilization. By extending transition into flexible working environments, overreliance on the traditional setting manners falls. As a result, this creates a huge win for the space planning efficiency which in the long run creates lowers lease expenses.

By engaging flexible working environments, business also benefit greatly from improved organizational employee morale and improved culture (Smith, et al. 2019). Flexible workplace motivates employee to go to an extra mile, especially for those employers who show care to them in ways like allowing the flexible work option. These employers in an organization who respond to the need of employees for flexibility, greatly boosts their morale which cultivate the loyalty of the employees toward the organization. De Menezes & Kelliher (2017) suggests that, employees who are able to control their working schedules and habits are able to relax their attitude regarding to work as well. In so doing, they are able to engage with other employees without the fear of being told they are off task. In addition, the flexible work option makes it possible for organizational employees to commingle within the organization different spaces. The availability of such laid back atmosphere helps retain and attract and strengthens employees binds in the company.

Apart from improving employee culture and morale, flexible working arrangements are also considered to be cost efficient to organizational employees (Titopoulou et al. 2021). Reid Johnson’s role at Telstra was greatly boosted because now he had more time to be a father, and could make his own work schedule (Nankervis et al., 2020, p. 196). With flexible schedules in workplace, employees do not have to go to the work on a daily basis. They are allowed to skip some days and work from home, thus allowing them to save money used on work clothing, lunch and commuting expenses. In addition to reducing the costs incurred by employees in a daily basis, flexible working arrangements are also important for employee empowerment. Through flexible work options, employees are able to acquire an increased feeling of self-control on their day to day work environment and work schedule. By allowing employees to come up with their own working schedules and working environments, organizations are able to appeal to the entrepreneurial spirit which is considered beneficial to the employees.

Problems Associated With Flexible Work Arrangements and their Solutions

Despite the numerous benefits associated with flexible working arrangement, it is imperative to note that there also exist various problems that affect flexible work options for both the employees and the organization at large. In regard to the organization, the primary challenge towards flexible working within the organization is that at certain times when tasks are shared among employees, there are often difficulties in giving and assigning recognition and accountability in a distinct and clear terms. For example, during the Fridays Off program, Reid Johnson’s substitute colleague would have made decisions that may have led to complications (Nankervis et al., 2020, p. 196). Each employee’s performance on a given task has difficulties to accurate measure as a result of job sharing. Choi (2018) indicates that, the organization can adopt solutions to help deal with this challenge. Employers in a business can recognize a job well done by giving shout-outs to all members included in sharing the task. Also, this can be done by encouraging a peer to peer recognition among employees. In times of assigning authority, the employer can divide a task among members and ensure must ensure that in each group there is a leader who can help in supervising the task. In such event, responsibility and accountability will be in the hands of the assigned and supervising leaders.

Another challenge that is experienced in the running of a flexible working place in organizations is the difficulty to build the sense of working in team spirit. Reid Johnson was worried about this issue, forcing him to maintain another individual at his desk to cover for him throughout the transition period (Nankervis et al., 2020, p. 196). This is due to the fact that employee’s face to face time is reduced, especially by the part time flexible working arrangement which reduced collaboration and reduces team work among employees. However, in regard to this problem, organizations can use the social media, that includes a closed group in face book to enable employees to support and share ideas with each other (Groen et al. 2018). Although individuals work remotely, another solution to the problem can be organizing regular and frequent team events such as meeting face to face from time to time thus allowing employees to know each other well.

In regard to organizational employees, difficulties in balancing the home and work activities can be a challenge (Choi 2018). Flexible working means working at home that can sometimes experience challenges, a case that Reid Johnson brings out clearly (Nankervis et al., 2020, p. 196). For instance, employees working from home experience difficulties in maintaining clear delineation in between home and work. In the workplace, other employees may not fully embrace the concept of working from home, thus the occasional “oh thanks for turning up” comment as mentioned in the case study (Nankervis et al., 2020, p. 196). It is often easy for employees to be carried away and slip toward working beyond the set hour, with the mentality of doing that task later. Therefore, most times instead of employees completing a task given and later enjoying their down time, most of the time they find themselves working until evening. However, employees can formulate a timetable that will help them properly manage their work without any disruptions. This will in turn allow them to complete their assigned tasks in time and later get to enjoy their downtime.

Conclusion

With proper employee services and the lack of disturbances from the day to day issues, organizations are able to clearly satisfy the needs of their consumers and as a result being able to thrive in the market against some of their biggest rivals in different industries. In regard to ensuring that employees are able to deliver their best services to the organization, it is imperative for the organization management to help establish various flexible work arrangement that help employees engage in other roles of their lives such as taking more active roles in parenting and family support.

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