Publisher's Synopsis
Why do employers need to concern flexible working arrangement? Employers need to concern flexible working arrangement if who hope employees can raise productivities and efficiencies to achieve the best work performance. Flexible working describes any types of working arrangement that gives some degree of flexibility on how long, where and when employees work. Because employees need time to learn a familiar phase with workplaces, flexible working arrangements have been an option in many employment sectors for a long time, helping employment meets the changing needs of their customers and staff. The reasons include customers expect to have products and services available outside of the traditional 9 to 5 working hours; employees want to achieve a better balance of between work and home life and organizations want to meet their customers and employees needs in a way that enables them to be as productive as possible. Organizations need to produce any products and services of the right quality and at the right price, under constant pressure. To meet customers' demands, sometimes new ways of working have to be found to make the best use of staff and resources. Flexible patterns of work can help to solve those pressures by maximising the available labor and improving customer service. At employers, organizations also have a duty of care to protect whose staff from risks to their health and safety, e.g. stress caused by working long hours or feeling pressure to need to balance work and home life. However, flexible working can help to improve the health and wellbeing of employees and by extension, reduce absenteeism, increase productivity, and enhance employee engagement and loyalty. Flexible working time includes per time works often used in hotels, restaurants, warehouses etc. flexitime. Mostly used in office based environments for staff below managerial level in public and private sector service organizations; annualised hours often used in manufacturing and agriculture where there can be big variations in demand throughout the year.Thus, I feel the flexible working and work life balance benefits can include a more efficient and productive organization, a more motivated workforce, better retention of valuable employees, a wider pool of applicants can be attracted for vacancies, reduced levels of absence and increased customer loyalty and working hours that the best suit the organization, its employees and its customers applications of knowledge about how people as indicators and groups, act within the total organization, analyzing the external environment's effect on the organization and its human resources, missions, objectives and strategies. So, it concerns how to predict staff psychological feeling to learn how to motivate who to work efficiently. Why does manager need to concern employee's individual diversity need? Also, manager needs to know each person is substantically different from all others in terms of their personalities, needs, demographic factors and past experiences and/or because who are placed in different physical settings, time periods or social surroundings. This diversity needs to be recognized and viewed as a valuable asset to organizations. Selective perceptions may lead be misinterprectation of single event work or create a barrier in the search for new experience. Managers need to recognize the perceptual differences aiming the the employees and manage them accordingly. These whole person effects between the work life and life outside work and management's focus should be in developing not only a better employee but also better person in terms of growth and fuillment. If the whole person can be developed, then benefits will beyond the firm into the larger society in which each employee lives.
