Veragon has a work schedule that is set on a rotating schedule every week. The shifts are from 7 a.m. to 3 p.m., 3 p.m. to 11 p.m., and 11 p.m. to 7 a.m. This shift schedule rotates each week so employees are never on the same shift. The company constantly shifts employees around based on the organizations poor understanding of staffing. These types of schedules are not new as Americans are working more and more non-standard hours. Reasons include growth in the service economy, increasing employment of women which leads to increased demand for off-hours services, and an aging population that needs round-the-clock medical services (Girard, 2010). While some workers benefit from a nonstandard schedule, many do not. Non consistent work
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Evening and overnight care can be more costly than day care which compounds the conflict. A work life policy that takes into account the need for a more predictable working schedule that also allows for nonstandard work hours that cater to the specific needs of the employee can help to reduce family stress. A policy that takes into account the need for flexible work schedules could also include the institutional use of part time workers, which could cover the gaps in work schedules which would come at no cost to the company. The hard part here is for the organizational leadership and managers to actually understand the needs of their employees and then work to produce a work schedule that facilitates the organizational goals while meeting the needs of the …show more content…
This recommendation has identified and discussed many initiatives that can assist in bring this company back where it needs to be as it protects the most valuable asset it has, which is the employees. The company needs to embraces and manage a multi-faceted work-life portfolio aimed at reducing the work life conflict of their employees with policy that addresses nonstandard work schedules, flexible work plans and work hours, subsidies for child care, work-school facilitation, part-time work, reduced-workloads, and compressed work weeks. Additionally the company needs to address and produce policies that can make for a family-friendly workplace such as managing schedules that revolve around family care or conflict, caregiver leave, creative pay for nonstandard work hours, telecommuting along with implementation of technological tools, paid time off and mandatory forced vacation to reduce work stress.
Another area the company should look at would be to the extent of a proactive approach to health and wellness focused at reduction of performance-inhibiting and morale-draining stressors in the workplace. It is a known fact that the negative impacts of stress-related illness correlates to the eclipse in the combined annual profits of many companies. By focusing on this category of work-life support, the
Evening and overnight care can be more costly than day care which compounds the conflict. A work life policy that takes into account the need for a more predictable working schedule that also allows for nonstandard work hours that cater to the specific needs of the employee can help to reduce family stress. A policy that takes into account the need for flexible work schedules could also include the institutional use of part time workers, which could cover the gaps in work schedules which would come at no cost to the company. The hard part here is for the organizational leadership and managers to actually understand the needs of their employees and then work to produce a work schedule that facilitates the organizational goals while meeting the needs of the …show more content…
This recommendation has identified and discussed many initiatives that can assist in bring this company back where it needs to be as it protects the most valuable asset it has, which is the employees. The company needs to embraces and manage a multi-faceted work-life portfolio aimed at reducing the work life conflict of their employees with policy that addresses nonstandard work schedules, flexible work plans and work hours, subsidies for child care, work-school facilitation, part-time work, reduced-workloads, and compressed work weeks. Additionally the company needs to address and produce policies that can make for a family-friendly workplace such as managing schedules that revolve around family care or conflict, caregiver leave, creative pay for nonstandard work hours, telecommuting along with implementation of technological tools, paid time off and mandatory forced vacation to reduce work stress.
Another area the company should look at would be to the extent of a proactive approach to health and wellness focused at reduction of performance-inhibiting and morale-draining stressors in the workplace. It is a known fact that the negative impacts of stress-related illness correlates to the eclipse in the combined annual profits of many companies. By focusing on this category of work-life support, the