cASE NCIDENT 1 The Pursuit of Happiness: Flexibility ers Edge, an online con. wo

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cASE NCIDENT 1 The Pursuit of Happiness: Flexibility ers Edge, an online con. workers of all ages wanting to work from home online con- The management team at Learner's company, decided to adopt a ROWE occasionally. Eighty percent of the U.S. female labor environment) policy, developed by finds a flexible work schedule very or work-life balance 58 percent rate goal, and flexibility is the single most im that balance for them. Southeast Asian Best Buy employees and summarized in its slogan, "Work r you want, as long as the work gets done." Kyle Pederso n was one of only three Learner's dge employees who showed up the first day of the experi interested in flexibility, whi ment. And the second day, and the third. Europe, and the Australia/New Zealand region place ibility in their top three war For almost a month, everyone cleared out," Pederson said. "It was just me, my co-founder and our executive director all wondering, 'What on earth have we done? Yet research correlates with the nature of the work itself, not where it formed. Thus, while Clearly, they were testing the outer limits of workplace flexibility, from which even Best Buy pulled back re- k when it re ibility, what actually makes us satisfied is often cently canceled the program. But while Best Buy reported else. Then there are the costs of such work arrar continuing financial woes as one reason for canceling their Employers like Yahoo!'s Marissa Mayer are concermed ROWE program, employers like Learner's Edge report "better work, higher productivity" after the initial phase of tion, communicate flexible workers will become detached from the less, be less available, and lose the be the program in their companies. Employees have learned efits of teamwork. Employees have similar concernse ways they work best. In fact, some of Pederson's em out of sight mean out of mind? International research ployees have returned to the office, while others gather at gests that employee and employer happiness depends Starbucks or over dinner .. whatever gets the work done. correctly motivating the individual. For ROWE o Suntell president and chief operating officer, Veronicaible arrangement to work, companies need to creat Wooten, whose risk management software firm adopted job descriptions, set attainable goals, and rely on strong the ROWE program a few years ago, is also a fan of the metrics to indicate productivity. Managers need to foster flexible workplace. "We made the transition, and staried se connections and communicate meaningfully to keep letting go and letting people make their own decisions.xibe workers engaged in the company, its culture Wooten says. Her company's customer base increased ispresses. And employees need to get the work 20 percent, meetings were reduced by 50 percent, and s where and when they do it. expenses decreased 12 percent (Wooten used the saving to give everyone a raise) 3-15. Do vou think only certain individuals are attracted to It seems that everyone should be happy with this degree of job flexibility, from the night-owl employee to the board of directors. But happiness, like job satisfaction, is a com-16. What characteristics of FWAs might contribute to plex construct. flexible work arrangements (FWAs)? Why or why nok increased levels of job satisfaction? Employees worldwide do seem to increasingly value -17. How do you see FWAs affecting a company's flexible work environments, with roughly two of three Soure: "2013 Women's Research Reveals How to Make Women Happy (In the Workplace)," Accen- ture, www.accenture.com/usen/pages/insightwhat-means-have-all.aspx (March 1, 2013); L. Belkin ls ROWE the Futare of Work? Or an Umeorkable Fantasyi The Hffington Post Business ( 15/rowe-future-work n 3084426 htmil: R.R. Hastings, "Full Engagement Lacking Around World." Swcieth for Human Resoces Management (January 3, 2011), www Dison, "Workplace Flexibality, Equiry Important for Millennials," Bewefits Pro (April 19, 2013), www loyeerelations/articles/Pages/FullEngagementlacking.asps cGre L. Pagani, "Workplace Flesibiliagy and Job Satisfaction: Some Evidence from Europe, Istemational Journal fManpower 29 (2008), pP. 539-566

Explanation / Answer

1)Flexible work arrangement is a system in which employee set his own scheduling according to his comfort.I think everyone should be FWA itd has advantages from both perspective (company and employees) company will get highly motivated employees,lack of abscnetism,lack of turnover where as employees can take care of family simultaneously and fulfill thier obligationd as well.

2)FWA allows flexible working hour so people can achieve more targets.

- FWA save employee's travelling energy .He dont has has to run office to home and home to office therefore He is less frustated and physically tired and his saved energy move to work more.

-Employees dont have to dress up formally to come to office therefore he don't have to come out from his comfort zone.

- Motivate employees so employees can work longer hour.

3)Bottom line is the return on productivity,employees involvement,investments -

*It remove excuses for non performance.

*It reduce rate of turnover.

*It enhance level of motivation in employees.

*It increase productivity or employees engagement towards work.

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