Is flexibility at work really what you need? How to give your employees flexibility? How does flexibility increase productivity in the workplace? What is flexibility in the workforce really means? Managing the unexpected: In many cases, an unexpected event can require adaptability.
For example, you may need to pick your child up from school early because they are sick.
Here are seven ways that you can achieve this: 1. Focus on Your Core Values. Using your core values and. Develop Your Skill Set.
An example of such flexibility is allowing employees to give input when creating schedules and allotting shifts. Other examples include making exceptions for unforeseen family circumstances and personal needs, or allowing employees to do part of their work at home. Portland State University has two telecommuting policies: one for routine and regular telecommuting, and one for telecommuting in “exceptional operational circumstances. Their general policy for routine telecommuting is very thorough and some specific points stand out: 1.
It has a great overview. The very first paragraphs cover the university’s definition of telecommuting, who approves telecommuting, where telecommuting is allowed (an employee’s home or “another suitable location”) and it mentions the other types of flexibility available (including flextime, compressed workweeks, and job-sharing). It makes communication a priority. Under the General Provisions, “Communication” is at the very top.
Defined communication norms are the cornerstone of any successful flexible work policy. See full list on flexjobs. In order to encourage telecommuting to conserve energy, the Oregon Department of Energy created a Sample Telework Policyfor companies in Oregon to use. Some of the things that stand out: 1. It states the reasons for embracing telework: conserving energy, alleviating traffic congestion, improving air quality, increasing employee productivity, improving morale, reducing costs, and attracting and retaining talented employees.
It quickly eliminates fearsof seeming less committed by stating clearly that an employee’s compensation, benefits, and responsibilities will not change if they telecommute. It mentions a training course that employees AND managers must complete to prepare them for teleworking. One mistake companies might make in crafting a flexible work policy is to focus exclusively on rules and regulations for the employees in the program. But one of the biggest factors in determining whether a program will be successful is the training of managers. Managing telecommuters is not like managing in-office workers in a number of ways.
The San Mateo County Office of Sustainability understands this, and has created an in-depth resourcethat covers a useful range of topics for employees and managers who telework or support teleworking teams. A telework assessmentthat managers can complete to determine if an employee is a good candidate for at-home work 1. A “Planning Your Telework Day” worksheet for employees 1. Flexibility at work is a necessity for employees and employers, alike.
Streamlined workforces, shifts in technology and a changing market are just a few reasons why flexibility is the new norm for many organizations. It’s a valuable trait in any employee and an essential quality in certain occupations and industries, so be sure you can demonstrate it to your interviewer with concrete examples. Allowing employees to work from home when feasible to help balance work with family responsibilities. Analyzing the style and preferences of individual subordinates. Interviewers ask this question to assess your flexibility and adaptability.
Make sure the example you use highlights skills that can be transferred to a work environment. Workplace flexibility A company is said to have workplace flexibility when they acknowledge employees’ needs to deal with unforeseen circumstances in regards to scheduling. Oftentimes, this means they’ll be working from home offices, but in theory, they could really work anywhere, from a beach to a coworking space or even their local coffee house. Telecommuting can be either full-time or part-time, as dictated by the job.
Personal needs – once relegated to weekends alone – can be addressed more easily since we are always connecte in and outside of the office. Being flexible will make you more responsive to change. The shifting dynamics of the workplace means that you need to adapt and respond to change, quickly.
Examples of Different Flexible Work Arrangements. Flex time allows employees to begin and end work at nonstandard times within limits set by management. Staggered hours within a fixed schedule: Employees establish starting and ending times that differ from the department’s norm, but keep the same schedule each day (e.g., Monday‐Friday, (9:30‐or 7‐3:30). The purpose of this book is to present research of the IIRA Flexible Work Patterns Study Group’s members. from doctors on example of flexibility at work. First: Stimulus-response theory relates to pavlovian or classical conditioning (think about the experiments with foo a bell, and salivation).
Behavioral reinforcement is a part of what is called operant conditioning (sometimes called instrumental conditioning). A behavior is strengthened by a reinforcer provided in response to the. Cognitive flexibility — the ability to use different thinking strategies and mental frameworks.
Leaders who have cognitive flexibility are able to incorporate different thinking strategies and mental frameworks into their planning, decision-making, and management of day-to-day work.