consequence's of flexible management by amjad raza
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● The dramatic changes to the places of work, work practices and
employee expectations.
● How an organisation and its leaders can embrace flexibility AND still
deliver outstanding performance?
● What does the future look like for business leaders?
People don't want to work less.
They want to work differently
Work-life balance
Unsurprisingly, there was a positive
relationship between work-life balance
and reduced-hours working.
Yet, the benefits were not confined to
this group of employees with a majority
indicating a positive effect as shown
below.
Positive Effect
No Effect
Negative Effect
What is meant by flexibility?
Flexitime
Hoteling
Job sharing
Part time employment
Phased retirement
Phased return from
leave
Telecommuting/ telework
Virtual work
Managers and staff are free to
arrange an alternative work
schedule that may better satisfy
the needs of the supervisor and
staff member.
What is flexible management?
Flexibility for everyone in all types
of jobs
People often think of flexibility as something
for working mothers.
In reality, it takes many forms, benefiting
businesses in a wide range of sectors and
individuals at every stage of their lives or
careers.
oTechnology
oTraining and support
oThe nature of work
oCulture of flexibility
Managing Flexible
Working
Possible Options
Flex Time (when work is done)
Work Location (where it is done)
Job Restructuring
Flex Time
Staggered work
hours/shifts:
7:00am-3:30pm, or 8:00am-
4:30pm
Longer workdays
All fulltime hours need to fall
within pay period
Job sharing (2 part time
positions)
Benefits cannot currently be
shared
Reduced Full Time
Work Location: Work from home :
Predetermined or Flexible schedule
“Behind the scenes” employees
(Website)
Management of Non-Exempt staff
Accountability of unsupervised work
hours
Consider Equipment & connectivity
costs, & security issues:
Workers comp considerations:
Safe work environment
Purpose of Flexible Management
Provide useful insight to managers.
Optimum utilization of recourses and effective
administration
Scientific decisions
Meeting changing environmental requirement
Fulfill social responsibility
Flexible Management Characteristics
Loose coupling of various pieces
Offers asynchronous job queuing mechanism for
administration purposes
An alternative to the cell model
Offers administrators additional management
options not previously available
Coordinate management action across multiple
deployment managers
Direct Impact on Performance
Quantity of work
Quality of work
Team working
Retention
Indirect Impact on
Performance
Job satisfaction
Organizational
commitment
Stress
People percentage using flexibility
in Different ways
What does the future look like?
Future of working practices – what are companies doing now?
Many companies still do not embrace the concept of flexible working and according to
a survey by ISP Lumison, London who surveyed 1,013 people earlier this year, the
break down of obstacles to working from home were the following:
Good news....
According to findings in the CFO Perceptions of Work Life Flexibility Study by Cali Williams Yost the CEO and cofounder of Work + Life + Fit Inc who did a random survey on US’s top CFOs
A majority of CFOs recognized a broad range of potential bottom line impacts that flexibility could achieve, including recruitment and retention; improved employee productivity; differentiation from competitors; minimizing environmental impact and reducing health care cost.
Bad news.... Only 13 out of the 100 had a
formal approach to flexibility in
place and had a senior
leadership team that perceived it
to be a strategy for managing
work, resources and talent.
I.e. only 13% of the CFOs
worked for organizations with the
leadership understanding and
organizational infrastructure to
translate that awareness into
action for bottom line results.
73% of office workers believe
that they would be more
productive if they worked from
home (online poll ISP Lumison,
London)
65% claim to work longer hours
Suitability of tasks/job role
Short-term investment to
reap long-term gains
Management culture by
outputs>inputs
Changes to working
practices (e.g. clear desk
policy, contract
arrangements)
Advantages and disadvantages of
flexible working practices to
EMPLOYEES...
Advantages Better health
Less stress
A sense of control after making a
proactive decision
Better quality of life
Coping better with non-work
responsibilities
Retaining earning capability
Less commuting/cheaper transport
costs
More effective time management
Choice of working patterns
Good for children
Good for equality
Increased retention
Disadvantages Cost – disadvantage or advantage?
Working at home with children?
Isolation
Lack of supervision
Lower salary if you work fewer hours
Need for a dedicated work space
Difficulty in judging performance
Need to be self disciplined and highly
organised
Possible obstacle to promotion
A sense that you have been forced
into it by circumstances not of your
choosing
Difficulty of managing home workers
and monitoring performance
Deterioration in employees skills and
work quality
Five tips for businesses on implementing remote working technology
Here are 5 tips for businesses on remote working technology
1 Cost-benefit analysis
2 Staff consultation
3
4
5
Remote working security policy
Flexible working policy
Training
What is the government doing to help?
Provision of additional child-care places for parents of school-age
children, including Outside School Hours Care
Targeted and improved industry and workplace engagement
strategies
Strategies to increase employment of workers with a disability
Training for employers to manage an ageing workforce effectively
Additional training and employment preparation services for job
seekers
Conclusion
The workforce of the future will be more diverse it will consist of more older workers, more parents, and more people wanting to work part-time so new strategies will be needed
Organisations interested in creating a flexible work environment have a variety of options available to them.
It is really a matter of tailoring the specific type(s) of flexibility to employee needs, the constraints of specific jobs, and the organisation’s culture and structure.
Work flexibility practices can relate to other types of psychologically healthy workplace programs and practices.
Organisational decision makers themselves have a lot of flexibility in how they choose to utilise flexible work arrangements.
Flexible management is an
asynchronous scalable
deployment architecture
Flexible management
components include the
administrative agent and job
manager
Questions and answers