Flexible working literature review

This report summarises existing evidence on flexible working practices in schools. It highlights experiences and perceptions of flexible working , and potential barriers and enablers. This literature review will attempt to appraise and analyse previous works conducted in the field of flexible work practices and work-life balance and its impact on employee ’s.

UK, New Zealan Australia and Northern Ireland. This paper reviews the literature on the link between FWAs and performance‐related outcomes. Taken together, the evidence fails to demonstrate a business case for the use of FWAs. The aim of the literature review was to examine the impact of flexible working across levels , looking at the advantages and disadvantages at individual , team and organisational level.

In our review of the literature on flexible working, we found that much of the literature has focused at either an individual level, or at the organisational level. Literature Review For past many years it has been searched that working life pattern is changing and a new concept of ‘Flexibility ’ is evolving. This new type of system has been searched and argued and now seems to replace the old concepts like Taylorirm, Fordism or we can simply say bureaucracy. Literature Review The impact from changes in economy, technology, social and lifestyle in today’s environments have boosted the awareness of flexible working arrangements in an organisation. Research Our research on flexible working aims to increase understanding of its business benefits and explore blocks in the market.

We share our findings with policy makers, opinion formers and employers, helping to inform the strategic development of public services as well as HR, diversity and recruitment practices. Flexible working can lead to direct and indirect business benefits. The direct business benefits include savings on office space, for example, using technological advances to allow remote working and hot desking. The literature review will examine the concept of employee engagement and the benefits to employees of a flexible working environment.

The introduction to this special issue provides a review of the existing literature on the gendered outcomes of flexible working on work life balance and other work and family outcomes, before presenting the key findings of the articles of this special issue. H1: There is a relationship between flexible working hour schedule and staff motivation level. This is because it is often seen by what it isn’t – not the 9-to- not the daily commute to a central workplace – as opposed to by what it is. This led to greater equality and sharing of family responsibilities within these couples.

While they still jointly experienced regular work-life conflicts, these tended to be more easily, and more satisfactorily, resolved with less associated stress. Area of focus: Flexible Working. LITERATURE REVIEW AND HYPOTHESES Flexible Work Arrangements There is no universal definition of what constitute FWA. FWA can be defined in terms of flexibility about when one works, where one works, or how much one works.

Using FWA, employees are able to have some controls over the choices of time or location in which they work. This arrangement has been widely practiced in order to create balance between. This research paper aims to analyze the role of flexible working (flexitime) in the recruitment and retention of public sector employees. Analysis and Review of Literature on Flexibility in Work According to this literature , in the following work will be given a definition of flexibility in the workplace and there will also be a reference in the past. Then we will analyze the forms of this phenomenon and will give an example of a country in which we observe the flexibility to work.

The article offered a critical review of the literature on flexible work schedules through examining the types of flexible work schedules and supporting theoretical foundations. It also examined the conditions necessary for the success of flexible work schedules and the possible outcomes. This literature review , carried out in conjunction with Bank Workers Charity, explores how work-life integration could help to resolve these types of challenges for employees and employers alike across all industries and sectors.

Flexible Work Arrangements (F WAs) provide organizations and their employees the ability to make choices about when (e.g., flextime, compressed workweeks), where (e.g. telecommuting), and for how long (e.g. part-time, reduced hours) w ork-related activities are accomplished. The Trades Union Congress (TUC) welcomes the opportunity to respond to the BEIS consultation on improving the transparency of employers’ flexible working and parental leave and pay policies. New research from flexible working experts Timewise has revealed that.

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