Planning of the FWA will be done in the development of all the scheme and opportunity management are willing to provide.
Establishment of good communication which plays a very important role when implementing an organizational change or introducing a new policy.
Managing FWA employees is a different form of managing employees in the office. It is important to create and implement a different set of rules so that managers and leaders can supervise employees whenever they want so that employees don't fall into poor work productivity. Communication system needs to be used, and to introduce electronic monitoring and adopting a management- by- objective philosophy. Employees should have a telecommuting agreement with the manager so that they can supervise them.
Start with a pilot project. Before the implementation of FWA entirely a pilot project will be considered and implemented within a few key departments for a trial period of about 6-12 months to see the performance and collect data. This pilot will also give us time to manage and gather important and necessary information also it will help in fixing the loo holes in the plan.
Evaluation of the pilot project will be done the stands based on
And with successful and desired results FWA will be implemented on the whole organization.
Benefits of FWA:
Improved productivity: FWA will decrease the rate of absenteeism and improve the rating of supervision and self-assessment (Stroup & Yoon, 2016).
Improved work quality: FWA is linked with a decrease in the number of consumers complaints, as per the report 84% of clients were satisfied by the service provided by the employees with FWA (Stroup & Yoon, 2016).
High level of job satisfaction: Employees reported a high level of satisfaction when they have the option of flexibility (Stroup & Yoon, 2016).
Increase commitment towards organization: Employees with the options of flexibility show s high level of satisfaction then he employees under pressure, burden, or non-flexibility (Stroup & Yoon, 2016).
Higher financial performance: It has been reported that share prices of the firm that announces the FWA increase (Stroup & Yoon, 2016).
This includes cost which will incur during deviation of resources towards familiarization of employees with new rules and regulations. Updating the payment system, administrative materials like handbook which reflects the scheme and rights of changes (Smeaton, Ray, & Knight, 2014).
Procedural bureaucratic cost:
This includes informing employees about the new flexible working arrangement schemes, entitlements, and benefits, guiding staff on how to profess them, making decisions about eligibility, actions about appeals, and plea (Smeaton, Ray, & Knight, 2014).
Flexible working arrangements will notably and directly increase return on employees, and less pressure will increase job satisfaction, which will indirectly decrease staff turnover (Kotey & Sharma, 2019).
Flexible working arrangements are an organizational change that is brought in the organization by the strategy of communicating and testing. FWA has a lot of benefits for the organization like employee satisfaction, less staff turnover. FWA is a cost-effective way, as it will incur a low cost in the long run for the company.
Kotey, B. A., & Sharma, B. (2019). Pathways from flexible work arrangements to financial performance. Personnel Review.
Smeaton, D., Ray, K., Knight, G. (2014). Costs and benefits of business of adopting work life balance working practices: A literature review. Department for business innovation & skills.
Stroup, C., & Yoon, J. (2016). What impact do flexible working arrangements (FWA) have on employee performance and overall business results?.
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