Employers are finding that if they turn to workplace flexibility options, they might offer that package that fits the employee’s needs for balance between work, family and health. There is a variety of flexibility options available; some examples are flexible work hours, mealtime flexibility, compressed workweek, part-time work, job sharing, and telecommuting. Job flexibility is a way to keep employees happy, healthy, and committed. It is not just an optional benefit anymore, but more of a required means to be an employer of choice. Flextime is a widely accepted and practiced way of balancing work and life.
“Alternative work schedules are an umbrella term that refers to compressed work schedules and flexible work schedules. Compressed work schedule means a fixed work schedule (no flexible time bands) in which an employee can complete the biweekly work requirement in less than 10 working days. Flexible schedule means one of several types of work schedules all of which comprise core hours and flexible time bands” (2011). This paper will analyze the case “The Alternative Work Schedule” and discuss the strengths and weakness of the HR director’s work schedule from the employees’ and firm’s perspective. As well as recommend whether or not the firm should use the new work schedule, and discuss other alternative schedules that could be used.
The use of temporary workers helps the business to maintain staffing flexibility and reduces hiring costs. In my opinion, temporary workers are as important as regular employees and there should be laws assuring them access to the same or similar benefits. Even though it is often believed temporary employees do not want to devote their time and loyalty to any employer and that is why should not get basic benefits such as health insurance or retirement benefits, it seems to me that temporary workers play a significant role to businesses in terms of lowering costs and should not be left on their own without any laws and regulations protecting their privileges. same provisions, employees may be appointed to subsequent temporary appointments in different departments. Benefits for eligible temporary employees include the following: health and life insurance, sick and vacation leave, holiday pay, injury leave, civil leave, and military leave.
My first and foremost motivation in going to work is monetarily driven, meaning if I did not receiving a paycheck I would not go. Otherwise, why would I be motivationally driven to spend eight or more hours in my office, doing what I do on a daily basis? Once I am actually at work and have gotten past the whole having to go to work attitude, I slowly become more driven. Before actually getting to work I am solely
The ability to relate to your co-workers, inspire others to participate, and mitigate conflict with co-workers is essential given the amount of time spent at work each day. Leadership/Management Skills. While there is some debate about whether leadership is something people are born with, these skills deal with your ability to take charge and manage your co-workers. Multicultural Sensitivity/Awareness. There is possibly no bigger issue in the workplace than diversity, and job-seekers must demonstrate a sensitivity and awareness to other people and cultures.
The environment around the workplace needs to be satisfactory. Then moving up one to Security, which is being secure in a job that has a pension or retirement plan. When a person is looking for a job that they will be with for a long time they are going to want a long term affect, such as retirement pay. Next up is Belongingness and this is feeling like you belong by having friends that you work with as well as friends and family outside of work. When people come to work feeling like they are not welcomed or they don’t have any type of friendship they will not be working there long or they will not put their best effort into the job.
Time management is a habit that can be used in the class room, work place, or in everyday life. Being able to manage your time wisely can help you with getting assignments turned in on time or just being on time to class in general. This will also reflect your attitude towards your superiors around you in letting them know you actually care enough about the task at hand that you want to have it turned in or have it done in the time given. Having a good management on time can always help in a future job place when wanting to prove that you are a good employee. Apart from having good work ethic and managing your time with what needs to be done, being responsible is a must.
Because both are satisfied in their positions, the need to increase their wages at this time is not necessary. Positive plans for motivational strategy should focus on maintaining their interest while allowing them the additional freedom to make decisions. Supporting both their growth and development within the organization may allow them to advance into a management position if they so desire. The motivational strategies for them should also be both intrinsic and extrinsic incentives such as supporting their growth and development within the organization and providing recognition where due. Maintaining an interesting work environment for them as well as allowing them some freedom of choice where decisions are concerned will maintain their high level of job satisfaction and motivation.
To ensure the quality of the products being produced at Lincoln, employees were only compensated on products that were not defective and employees had to repair the products on their own time in order to receive payment for them (p.132). The piecework payment system was a process that was received favorably by employees and gave employees the impression that they were their own boss and had complete control over their job. Year end bonuses, another process of Lincoln’s incentive system, relates directly to the piecework payment system. The total year end bonuses were determined by the performance of the company and these bonuses were generally increased as a result of lower production costs. On average, the bonuses
Commitment must come from the appropriate decision-makers in an organization to keep business practices in line with strategic goals. The excuse that individuals (particularly key senior managers) “already attend too many meetings” is nota valid one. Therefore, optimum level of individual involvement is necessary to achieve BSC in the organization(ibid). Keeping the scorecard at the