Question

search and describe the pros and cons of different flexible work alternatives and what type of employees they would most likely be successful with.

Answer 1

Employees are faced with a good number of benefits with flexible work schedules. One that most employees point to first is the versatility to adapt conveniently to family needs, personal responsibilities, and life responsibilities. You can go to a parent-teacher conference during the day if you have a flexible schedule, take a yoga class, or be home when the person to repair the washing machine comes in. Flexible work configurations make it possible for employees to work when they do most, feel fresh and enjoy working. Many managers feel hard-working early birds and slackers are night owls. There's no proof that this is the case it's just cultural.

Flexible scheduling includes the ability to change the office's days and hours and also enables remote work for employees. Naturally, employees avoid traffic and the stresses of commuting during rush hours with the commute to a home workspace. If you can drive to the office at 10:00 instead of 8:00, you might be amazed at how much faster a commute can be. Employees save money by reducing the cost of travel time and fuel. In some areas, it is not uncommon to travel for more than an hour each way. If these employees are allowed to work from home, gas and wear and tear on the road will save two hours.

Employees have a greater sense of personal control over schedule and work environment. One reason people like to work on their own is the question of power. You appeal to the entrepreneurial spirit which can be good for your employees by allowing employees to determine their own schedule and work environment. Flexibility built-in also reduces the burnout of employees due to overload. Flexibility means that when employees need it, they can take a break without a boss's wrath. Employers can benefit from flexible work schedules. Giving up some work schedule control gives the organization increased morale, commitment and commitment to the employee. The choice also decreases employee turnover, absenteeism, and tardiness by allowing employees to flex hours around the commitments of home and family. Task and job flows will improve because workers can work when they do best, feel fresh and enjoy working.

Often, remote workers can make neighbors and friends think you're not actually working, causing relationship problems. Family and friends may get upset when you say you can't watch their kid or let the repairman go into their homes because you're home all day after all. Working from home is still a foreign concept for many people, while becoming more common.

Many managers, who are used to seeing when workers come to work, seeing what employees do all day at work, and understanding when people go home, have difficulty adjusting to the new style of management that needs confidence. Often, teams still have to work in team-oriented offices, which includes set guidelines and schedule juggling.