Work
Flexible
In the midst of an economic downturn that has been compared to the 1929 Great Depression, the United States' unemployment figures are far too high. "The unemployment rate rose from 9.8 to 10.2% in October, and nonfarm payroll employment continued to decline (-190,000), the U.S. Bureau of Labor Statistics reported today. The largest job losses over the month were in construction, manufacturing, and retail trade." (Bureau of Labor Statistics) The ten percent mark seems high but it has not matched the Great Depression high at over twenty five percent, yet. Obviously, getting and maintaining a job is very important objective right now. Some management teams around the nation have successfully implemented various solutions to the problem of high levels of layoffs and job elimination during this current financial meltdown. The underlying goal is to try new approaches that will keep workers employed and companies operating in a fiscally responsible way. Keeping people on the payroll even when new orders and productivity are down is no easy undertaking. The objective is to allow for people to fill all of the needs of the company as opposed to outsourcing. For example, one company in Boston on the national news pointed out that it had their employees filling many new roles like mowing lawns, painting the warehouse and doing minor secretarial work, all of which was outsourced prior to the nation's economic problems. The news anchor discussed with the midsized organization's CEO how the company actually made money because of reduced outsourcing costs. The other key point he made was that the employees were all very motivated and that they were also extremely thankful that they were still on the payroll. The CEO pointed out that the entire experiment in social engineering was possible because everyone across the board took a mandatory cut in hours through four day work weeks for all. This organization may or may not be able to maintain this strategy, but the important thing to note is that they were innovative enough to at least try. This paper will look at some potential flexible scheduling approaches that small, midsize and fortune 500 companies can attempt as viable options to forced job cuts while the nation struggles to regain its economic edge.
Flexible work programs are not just used to save companies that are in financial trouble. "In the U.S. specifically, the customary work ethic has always boasted long hours and face time at the office as essential ingredients of the recipe to success." (World at Work) These programs were actually very popular when our economy was booming. The key is that they are used in order to provide both the employee and the employer with more flexible scheduling possibilities and options. These types of arrangement often produce win/win scenarios for both the management of the company and the individual ranks of the employees. The win/win occurs because there are so many additional ways to incorporate freedom and flexibility into how the employment positions are filled as well as how the organizational infrastructure is used. Consider for example a desk, cubicle or office being shared as opposed to one employee tying up that same work area up from 8 to 5 on Monday through Friday, but then it is sitting unoccupied and unused for the remaining parts of each business day or including any weekend.
Some creative entrepreneurial businesses actually use buildings in flexible settings where the entire building can be utilized by different departments or entities at specific times but never claiming a full stake in the building in order to maximize the use of the facility for overall organizational success. Those who support these types of flexible work programs and atmospheres understand that these programs are well rounded and extremely important opportunities. The computer industry has been using this type of platform approach ever since computing power was centralized in mainframe computers.
Like the computing industry meeting the needs of multiple users, flexible work scheduling programs allow employers to meet the multiple needs of their employees that either need or simply choose to add additional points of balance into their lives. These points of reference can often be second jobs: often seen in the nursing industry with 48 work/60pay scheduling options. Nurses are often working in two facilities at the same time and the flexible scheduling rarely if ever overlaps. Other references are simply being better parents or family members as in the case of Hospice scenarios or if a child or senior family member has a chronic illness and needs support. Whatever the case, the bottom line is that employers who use these methods...
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