For this non-traditional work models, I chose to focus on flextime and job sharing. Those two are been really popular in nowadays.
So the first option is flextime in workplace. What is flextime? Simply put, flexible work arrangements are alternate arrangements or schedules from the traditional working day and week. Employees may choose a different work schedule to meet personal or family needs. Back in 20th century, all employees they worked for 5 days a week even more than 5 days, arrived at 8 or 9 am each morning, approximately works 40 hours per week. They also did not have that much leisure time with their friends or family, they also did what the schedule says and without any of their own opinion with their flextime. That makes so much …show more content…
When employees are trying to finish up all the tasks on their to-do lists, 40-hour workweeks can easily morph into 45 or 50--and work can begin to impinge on their leisure time. To ease the stress of not having enough free time, some employees look to job sharing-- the process of splitting one full-time job between two people--in order to take back control of their lives and spend it the way they want. The most benefits of employers is , that's usually the case because both employees are so pleased they've found a working situation that fits their needs that they're extremely motivated to make it works. That might help with productivity. Employees who experience work-life balance are less stressed and may more effectively contribute when they are working. But are there any disadvantages in a job-sharing model? The most common detractor is the "Who's in charge?" or who response for this? Without clear and close coordination between the job sharers, neither the employees nor the boss knows exactly who's responsible for what part of the shared job or tasks. This can easily lead to confusion, decreased productivity, and dissatisfied workers and supervisors. The disadvantages for employer is you are dealing with two employees in a job share. If the employees are not compatible, fail to share a work style, keep coworkers and customers uninformed and uncomfortable with two approaches, you are ultimately responsible for dealing with the job share
So the first option is flextime in workplace. What is flextime? Simply put, flexible work arrangements are alternate arrangements or schedules from the traditional working day and week. Employees may choose a different work schedule to meet personal or family needs. Back in 20th century, all employees they worked for 5 days a week even more than 5 days, arrived at 8 or 9 am each morning, approximately works 40 hours per week. They also did not have that much leisure time with their friends or family, they also did what the schedule says and without any of their own opinion with their flextime. That makes so much …show more content…
When employees are trying to finish up all the tasks on their to-do lists, 40-hour workweeks can easily morph into 45 or 50--and work can begin to impinge on their leisure time. To ease the stress of not having enough free time, some employees look to job sharing-- the process of splitting one full-time job between two people--in order to take back control of their lives and spend it the way they want. The most benefits of employers is , that's usually the case because both employees are so pleased they've found a working situation that fits their needs that they're extremely motivated to make it works. That might help with productivity. Employees who experience work-life balance are less stressed and may more effectively contribute when they are working. But are there any disadvantages in a job-sharing model? The most common detractor is the "Who's in charge?" or who response for this? Without clear and close coordination between the job sharers, neither the employees nor the boss knows exactly who's responsible for what part of the shared job or tasks. This can easily lead to confusion, decreased productivity, and dissatisfied workers and supervisors. The disadvantages for employer is you are dealing with two employees in a job share. If the employees are not compatible, fail to share a work style, keep coworkers and customers uninformed and uncomfortable with two approaches, you are ultimately responsible for dealing with the job share