Chapter 5: FLEXIBLE WORK ARRANGEMENTS AT HEWLETT-PACKARD Alternative work arrangements‚ which allow employees to have greater control of their time and how they fulfil their obligations‚ are associated with greater productivity and employee satisfaction. Employees who need to satisfy various specific needs and seek answers to the work-life issues are the people who are more likely to be motivated by alternative work arrangements. Among the common reasons is the recognition of the difficulties that
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emphasized the concept of work activities in which a worker regularly performs officially assigned responsibilities at home or other sites geographically convenient to the residence of the employee (Vega and Anderson‚ 2015). Some noted benefits to telecommuting include lower absence days‚ improved morale‚ reduced overhead‚ attraction of a wider talent pool‚ more schedule flexibility‚ and fewer distractions
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the changing work environment it is important that employers and employees both know about the various methods of ways that alternative work arrangements. There are four different types of alternative work arrangements (AWA). The four types are telecommuting‚ job sharing‚ flextime‚ and compressed work week. It is important that both managers and employees understand what each alterative work arrangement is and how they could potentially benefit them individually or the organization as a whole. The
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Introduction In agencies where salary and hourly workers are all employed‚ a move from nonexempt or hourly position to exempt or salary position is seen to be a promotion. Whether such a move is good or bad depends on employees’ expectations. Employees who seek such positions ought to analyze the benefits and drawbacks of such a move. For instance‚ it should be recognized that salaried workers do not qualify for overtime. The Fair Labor Standards Act states that hourly employees should be paid overtime
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The Benefits of Flextime With our personal lives busier than ever‚ offering flexible work options to your employees could be the best way to keep the good ones around. BY DR. DAVID G. JAVITCH[->0] | June 5‚ 2006| 0[->1] Tweet[->2] Five days a week‚ 9 a.m. to 5 p.m.‚ 48 to 50 weeks per year: That had been the typical work schedule for a good portion of Americans for many decades. But by the 1990’s‚ employees were finding that the traditional workweek was sub-optimal. But why?
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motivation Job satisfaction has an economic impact on the company and the employee. Low employee satisfaction levels have “a correlation to employee turnover rates‚ absenteeism‚ and reduced productivity.” (Mohr and Zoghi‚ 2006) Dissatisfaction in the job‚ brings companies “higher labor costs and reduced productivity” (Mohr and Zoghi‚ 2006) Goal setting is an important factor for motivation and work life and personal success. For the majority of employees motivation comes from within. The desire and
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The "Information Superhighway"‚ or Internet‚ is a powerful medium for today ’s information driven society. From it ’s humble beginnings as a series of networks established to help the military and government share resources‚ it has become a place for people to engage in commerce and also for people to interact socially in both business and personal faculties. Along with the excellent opportunities for meaningful communication in this new atmosphere‚ the Internet has evolved as an open‚ democratic
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the situation‚ a recommended solution with details‚ and the results. This paper also addresses the organizational psychology concepts addressed in the simulation by covering the following topics; theories of employee motivation used to increase productivity‚ knowledge of human behavior‚ cognition‚ and affect used to enhance workplace relationships‚ and how can organizations reduce workplace stressors for employees. Four Phases in the Simulation In the first phase of the simulation
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hours when all workers are required to be present. Workers can arrange their own starting and stopping hours before and after the core period. Positive effects on employee productivity‚ job satisfaction‚ satisfaction with work schedule‚ and employee absenteeism. Positive effect on absenteeism was much greater than on productivity. Compressed workweek * Non-conventional 5-day‚ 40-hour workweek Example – pilots‚ doctors‚ nurses etc * Job sharing * Allowing two or more people to share
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rational organizations and initiated discussion of charismatic leadership. Soon after‚ Frederick Winslow Taylor introduced the systematic use of goal setting and rewards to motivate employees. In the 1920s‚ Elton Mayo and his colleagues conducted productivity studies at Western Electric’s Hawthorne plant. They reported that an informal organization; employees casually interacting with others; operated alongside the formal organization. Organizational behavior has been around for a long time; it just
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