Flexible Working Hours Scope Rationale

¶ … Flexible Working Hours

Scope

Rationale 5-1.4 Background

Literature Review 7 time to Sex Factors in/of FWHs

Flexible Work Options Questionnaire

Attitudes Regarding FWHs

FWHs in Politics

Value of a Worker

To Retain Qualified People

Steps to a Flexible Working Life

The "Right" Kind of Atmosphere

Data Gathering Method

Caring Is Key

FLEXIBLE WORKING HOURS

This research proposal aims to examine the hypothesis: When employers encourage and empower employees to utilize Flexible Work Hours, while simultaneously affording opportunities for employees to progress within the company, employees, as well as, employers most likely gain a predisposition to profit - literally and figuratively. Consideration will also be attributed to the following:

The need for FWHs in today's workplace.

How employers and employees' perceptions regarding FWHs compare with each other.

Whether men's and women's requests for FWHs are given the same consideration by employers.

Example of a questionnaire used in a study related to FWHs.

FWHs' place in the political realm.

Comparison of hours employees work today with hours they worked in the past.

Primary concern most employees express regarding their work hours.

Ultimately, this researcher posits, this study's hypothesis will be confirmed.

FLEXIBLE WORKING HOURS

I. Work - Work - Work

The Need for Flexible Working Hours

Work - work - work,

In the dull December light,

And work - work - work,

When the weather is warm and bright

While underneath the eaves

The brooding swallows cling

As if to show me their sunny backs

And twit me with the spring.

Hood)

Notice to Employers: "You can't say you were not warned!"

In today's global climate of "Work - Work - Work," according to Clark, employers have been notified that: "some form of legislation addressing work-life balance is inevitable. While the Employment Relations (Flexible Working Hours) Amendment Bill has been put aside for a year, the Select Committee considering it found that there is a need for flexible working hours." Employees will not automatically gain the right to flexible working hours (Flexible Work Hours), however, employers will be required to genuinely consider an employee's request, as he/she will obtain a right to request the FWHs. Although the Select Committee confirms the need for flexible working hours, approval for this Bill has been postponed until more research is completed. Numerous employers, however, currently implement work-life balance program in their place of work. "A place of work is defined by the HSE Act as a place where any person is working for gain or reward." When an employee works from home, Clark notes, and the employer must take steps to insure safety for his/her employees while working, no matter the location as an employer is sequentially obligated, just as if the employee worked at a desk in the office. Anytime an employer and employee agree to utilize flexible working practices, the agreement needs to be clear, as well as, clearly confirmed in writing. Components of the agreement need to include:

Process for review of the arrangement

Practices to be employed if flexible working practices do not work as anticipated

Performance issues

Operational requirements.

Method to monitor implementation of practices (Ibid)

Aims and Objectives

Aim

This research proposal aims to explore the subject of Flexible Work Hours (FWHs), gathering relevant data investigate in order to determine the verdict of the hypothesis:

When employers encourage and empower employees to utilize Flexible Work Hours, while simultaneously affording opportunities for employees to progress within the company, employees, as well as, employers profit - literally and figuratively.

Proposed Questions

Answers to the following proposed questions will be also be considered in this research proposal.

Are FWHs needed in today's workplace?

How do employers and employees' perceptions regarding FWHs compare with each other?

Are men's and women's requests for FWHs given the same consideration by employers?

What is an example of a questionnaire used in a study related to FWHs?

Are FWHs a political issue?

How do hours employees work today compare with hours they worked in the past?

What is the primary concern most employees express regarding their work hours?

Objective

Identify current components contributing to employers and employees concepts of Flexible Work Hours.

This research proposal projects that employers and employees concepts regarding FWHs will contradict each other at times, while at other times, compliment each other. This researcher plans to examine numerous reports relating ideas employed by both work constituents.

Objective

Collect data determined to be relevant to Flexible Work Hours.

This research proposal posits to gather information from relevant sources and consequentially assess capsulated data to arrive at determinations regarding Flexible Work Hours.

Objective

Dissect, evaluate and reassemble data retrieved related to Flexible Work Hours.

After gathering data, this researcher proposes to examine and compare contributors' perceptions and determinations to more fully understand Flexible Work Hours.

Objective

Determine Findings and Conclusions from assessment of Flexible Work Hours. data.

Following the formulation of perceptions and. determinations for this study, this researcher aims to formulate perceptions and. determinations related to the hypothesis: When employers encourage and empower employees to utilize Flexible Work Hours, while simultaneously affording opportunities for employees to progress within the company, employees, as well as, employers profit - literally and figuratively.

Objective

Present recommendations and/or future Concepts related to Flexible Work Hours

This researcher proposes to ultimately record findings and conclusions from the exploration of Flexible Work Hours with the expectation that efforts from this study will not only increase information regarding Flexible Work Hours, but will also encourage other studies in this area.

Scope

Although the scope for this proposed research project plans to primarily focus on Flexible Work Hours, related arenas such as gender considerations regarding FWHs; employers/employees perceptions of FWHs: studies of FWHs.

Rationale

This proposed study will present contemporary information and ideas to help illuminate current awareness of FWHs. Although many employees have a basic understanding of FWHs, this researcher contends that many do not fully understand the ramifications embodied in FWSs and that this study will prove to be productive in increasing awareness of current issues this practice employs.

Background

Currently, legislation regarding FWHs is "on hold," while more governmental research is being completed and enhances. European businesses, on the other hand, presently utilize FWHs. During the course of gathering information, this research study also plans to compare U.S. plans for FWHs with those already being implemented in Europe.

The Literature Review for this research proposal will incorporate information from a range of books; journals; magazines; newspapers; Web sites.

Methodology, at this point, is intended to be purely literature based, however, as the research process progresses, consideration may be given to creating questionnaires and/or implementing interviews for more personal data

Results will be related during actual research project, determined from the implementation of this proposed study. At this time, the validity of the hypothesis will be presented.

Conclusions and Recommendations will follow the discussion of the findings and results from this research effort.

II: Literature Review time to...

A time to be born and a time to die... "

The New Dictionary...) time to complete a literature review proposal on the subject of Flexible Work Hours is not specifically stated in Ecclesiastes, however, this research proposes that the meaning in the list of "A time to..." is includes this particular "work." Although this statement differs from the language the introductory introduction p hrase from Ecclesiastes, an Old Testament Book, the thought is clearly consistent with the passage which begins, "To everything there is a season, and a time to every purpose under heaven" - that is, there is a right moment for all actions." (Ibid)

Sex Factors in/of FWHs

Just as various comparisons are made in Ecclesiastes, differing determinations can be found regarding whether or not an employee's sex factors into FWHs. From the initial data search, however, it appears to this researcher, that men are not as readily approved for flexible work hours.

One UK research report specifically states, "Men are more likely than women to be turned down if they dare ask their boss if they can adopt more flexible work practices,," ("Flexible Working Is Nothing" 8) Another report in London contends, however: "More women than men are being denied the chance to work from home because of sexist bosses." ("Working mothers denied...")

Research further shows that approximately 10% of fathers of children under the age of six have taken advantage of the right to request flexible working, compared with 19% of mothers. "Only one in 10 working mothers had their request turned down, compared with 14% of men, according to the study of 3,200 people." ("Flexible Working Is Nothing" 8) the contradictory report claims, "More women than men are being denied the chance to work from home because of sexist bosses."("Working mothers denied...) This report claims that figures reveal that 10 per cent more women than men protest that employers refuse to allow them work flexibly. In the study by Elizabeth a. Corrigall and Alison M. Konrad, these researchers determine findings congruent with stereotypes and gender roles related to women's and men's responsibilities as "Men placed a higher value on earnings, promotion, freedom, challenge, leadership, and power than women did." (Corrigall, and Konrad) Women tend to value better hours, an undemanding commute, helping others, interpersonal relationships, along with a diversity of basic job aspects more than the job components men value. These preferences, this researcher contends, could adversely or positively affect determinations related to FWH. As "society prescribes different values, attitudes and activities for women and men that lead to differences in job attribute preferences,... women's and men's job attribute preferences are thought to differ because different opportunities are available to the sexes and different constraints encumber them in the paid work and family domains." (Ibid) Along with these differences, the study Corrigall, and Konrad implemented also considered the influences of cultural context, and ensuing opportunities afforded to men and women.

Gender stereotypes, shared sets of beliefs regarding psychological traits characteristic of women and men, may differ in various countries, however, in the majority of countries, feminine characteristics usually are considered to include "nurturing, deference, affiliation, and passivity," while "autonomy, aggression, dominance, and achievement were associated with masculinity." (Ibid) Three particular hypotheses included in the study by Corrigall, and Konrad particularly relate to this research proposal.

Hypothesis 3: "Married women and women who have children will value flexible work arrangements more than single, childless women." (Ibid)

Hypothesis 5: Women and men who are responsible for housework will show a stronger preference for flexible work hours than those who have no household responsibilities." (Ibid)

Hypothesis 9: Responsibility for providing family income will be positively associated with employment and hours worked." (Ibid)

During the analysis, men's and women's data were analyzed separately, due to association with household labor, the researchers expected the effects on women's and men's work attitudes and behavior could differ. Corrigall, and Konrad report: "To test whether family responsibilities and job attribute preferences predicted paid work hours, we conducted regression analyses separately for women and men.... we included only employed individuals in these analyses." Findings related to women, the authors of this study, argue: "partially support the prediction that responsibility for housework increases the desire for job flexibility and decreases the desire for high earnings." (Ibid)

Results social preferences and positively related to desires for interesting work and flexibility. Working from home was negatively related to the preference for security and positively related to flexibility. In regard to findings relating to men, "Compared to those with a nonworking spouse or partner, having a spouse or partner who is employed full-time or part-time was negatively related to the preference for income and positively related to preferences for interesting and independent work." (Ibid) Additionally results for work hours substantiated that societal gender equality, as expected,.".. was positively associated with women's and negatively associated with men's hours of paid labor." (Ibid) Other findings and determinations from this particular study suggest that "family responsibilities are good predictors of work values;... (that) women who were mothers valued flexibility more than childless women." (Ibid)

Flexible Work Options Questionnaire

In another study, Albion relates details regarding "A short questionnaire, the Flexible Work Options Questionnaire (FWOQ)," developed to measure workers' attitudes related to using flexible work options (FWOs). In the past, Albion notes, the workplace was deemed to be separate domain from home and family, with gender defining roles. Current changes challenge families' structures, as dual-career families increased with more women in the workplace. Alboin's study examines "the use of flexible work options (FWOs) as a means of achieving this balance, and will look at factors that facilitate or hinder their use." The study additionally supplies validation of the Flexible Work Options Questionnaire (FWOQ), "a scale designed to measure attitudes to the use of FWOs." (Albion)

Attitudes Regarding FWHs

Attitudes regarding FWOs vary; however, some organizations may institute the practice to help employees achieve a better life/work balance. They may also consider this to be a good business practice, just as investing time and money into developing staff is considered "good business." Even when advantages are limited for them, employers generally continue the practice, to meet employees' needs, as this also constitutes positive business practices and helps enhance employer/employee relations. (Ibid) the primary barrier that may prevent employees from using FWOs to their best advantage is financial as FWOs may entail reduced hours and subsequent income reduction. Variations that do not include financial penalties, however, may include parental leave; flex; educational pursuits; training; career's leave; telecommuting; etc. Employees, nevertheless, may hesitate to utilize these options if they think doing so will net unfavorable considerations. Lack of support from supervisors, and/or negative judgments or perceptions regarding an employee's work commitment may prevent them from utilizing FWHs.

From a response rate of 45%, with 173 female and 171 male state service department employees (implemented in 7 city and regional locations) in Study 1 by Albion, it was determined that one potential reason for the low relationship between an employee's perceived barriers and use of FWO use was that families utilized.".. three strategies to adjust their work/family balance":

Parents vary and adjust their work methods during times they have parenting responsibilities.

Parents my intentionally limit their career expectations for a period of time.

Parents may take turns to focus on family or career or family. (Ibid)

During Study 2 by Albion, 346 non-academic Queenlsand regional university staff members were asked to complete surveys with return from 212 individuals for analysis (161 females; 49 males, 2 did not identify gender) to constitute a 61.3% rate. The response rate for females (68.5%), rating higher than the male response rate (44.1%), mirrored the contention that FWOs' concerns may represent a more vital issue for female staff. Study 2 supports the concept that barriers to using FWHs are multidimensional. As three distinct types of barriers were examined, it was determined (for this sample) that financial and career costs concerns do not notably impact employees' use of FWOs. Neither do opinions of supervisors and/or other employees significantly impact FWO use. The primary barrier to impact on FWO use, however, stemmed from workers' feelings of commitment and/or involvement to the workplace. Employees who considered FWOs to cause feelings of isolation from the workplace; to miss significant work events; to feel less dedicated to work would not likely use flexible arrangements, without pay loss. (Ibid) Albion notes that Study 2's results denote that some gender differences exist in the relationship between FWH use and attitudes, and also that "family-friendly" are an additional gendered topic. This researcher posits an agreement with Alboin that "Flexibility in the work place will continue to become more important for both men and women." Even though employees originally wanted flexibility between work and family, other commitments may currently accompany family needs in regard to FWHs. Along with other commitments, including health activities; sports; political endeavors; community involvement, other recreational and even personal business pursuits may be completed with FWHs. In turn, employees benefit at all career stages through the ability to implement a more holistic work/life balance.

The following "Flexible Work Options Questionnaire (FWOQ) -- Version 1 "(Ibid) could also be adapted or used as a guide for a smaller scale questionnaire regarding FWHs:

Flexible working arrangements help me balance life commitments.

A cannot afford the loss of pay associated with most flexible work options. (R)

Flexible work options do not suit me because they tend to make me feel disconnected from the workplace. (R)

Working shorter hours would negatively impact on my career progress within the organization (sic) (R)

Working more flexible hours is essential for me in order to attend to family responsibilities.

Flexible working arrangements are essential for me to participate in family and social events.

Flexible working arrangements enable me to focus more on the job when I am in the workplace.

People at my workplace react negatively to people using flexible working arrangements. (R)

People using flexible working arrangements usually have less commitment to their work role. ®

People using flexible working arrangements often miss important work event or communications, such as staff meetings, training sessions, important notices, etc. (R) would not be able to do paid work at all, if I could not use flexible work arrangements.

FWHs in Politics

The issue of FWHs has also become an issue for political debates. Kornbluh argues that employeer's failure to accommodate working parents embraces an unmet demand of American voters. George W. Bush made a direct appeal to working mothers during his last presidential campaign. He claimed "comp-time" would equip Moms to better balance work and family responsibilities, as they could elect time off rather than overtime pay. Under Bush's plan, Kornbluh notes, employees with accrued comp-time would not be allowed to determine when they would use the time, as employers could designate when employees would use FWHs.

The Families and Work Institute reported that during 2002, 45% of employees state that work and family responsibilities regularly conflict each other. A 67% of working parents complain they do not have enough time with their children. During 2004, Anna Greenberg and Bill McInturff (pollsters) reported that more than three-quarters of probable voters think it difficult for parents to earn enough money and still secure time with their families. When their parents have to work long hours, 84% agree, children lose. During 2000, "Work-Life Balance Campaign," was introduced as an initiative to give working parents more flexibility, minus intruding on business competitiveness. The 2003, implements policy conveys that: "Any parent with one or more children under the age of six, who has worked at least 26 consecutive weeks, has the right to file a written request with his or her employer for a change in working hours -- be that in the form of compressed hours, flex-time, telecommuting, job-sharing, shift-working, or staggered hours." Consideration of implementing this policy would include the employer might experience

Employers, in turn, must (within four weeks) meet with any worker who files a request and discuss the employee's proposed plan. They are required to supply as decision to the employee within two weeks of meeting. In British businesses, the "Right to Request" policy is currently considered successful. "After the first year, nearly one-quarter of all eligible employees -- approximately 800,000 parents -- successfully reduced or rearranged their work hours. Out of all of the requests that were filed, 86% were granted either partially or in full." (Ibid) no significant problems evolved from this legislation.

Value of a Worker

Along with issues related to FWHs, Friedman questions whether or not "businesses can be trusted to value ordinary workers." In the not so distant past, employees of a large company usually were assured of good wages and benefits. In today's world, however, a job with a large employer in no way guarantees job security, excellent pay, career advances, and/or benefits. Although numerous corporations continue to provide good health and retirement plans for their employees, few provide most desired fringe benefit of contemporary two-income or single parent families: paid child care. Schor, Prasch notes, states that Americans today spend more time, not less, at work. Cultural norms, enhanced by advertising, has heightened the American demand for goods... At the expense of employees' leisure and/or free time.

Some theorize that in the workplace, many Americans feel empowered, and that some of the unresolved problems and challenges in the home ironically stem from too many hours spent at work.

Technology, Bush suggests, rather than freeing employees with more time, instead tightens shackles of work as it permits "anywhere, any time" employer/employee contact. Employees are reportedly expected to be accessible and available 24/7. More intense pressure has become the norm, Bush notes Michael White's and Stephen Hill's research to show. Work demands are increasing consuming more of employees' time, while job satisfaction is cited to be decreasing. In White's and Hill's 2000 study, 27 per cent of employees surveyed reported they "had less time to carry out their family responsibilities than they would have liked, up from 21 per cent eight years earlier." (Bush)

To Retain Qualified People

As a strategy to retain qualified people, enhance productivity and lower overhead costs," employers currently permit employees to customize their work arrangements more than in the past, through alternative work schedules, Rothenberg reports. Alternate work schedules include:

Part-time employment

Telecommuting,

Job sharing

Flextime (Rothenberg)

At this time (2006), "The Fair Labor Standards Act has no special modifications for flexible schedules or full- or part-time status. To be exempt from overtime, employees must meet the duties tests of executives, administrative professionals or outside sales employees; be salaried; and be paid at the salary level required for exempt status under the act." (Ibid) the use of wireless gadgets for remote working is increasing and at the same time raises concerns.".. over lack of formal policies and training to realize work / life balance benefits," ("Ad hoc flexible... ") research shows. New research also highlights a "laissez faire' approach, with some companies failing to provide employees with the right training to ensure that executives benefit from this investment. Without proper guidance, companies cannot guarantee increased staff satisfaction and run the risk that employees might even work longer hours." (Ibid)

Steps to a Flexible Working Life

Rather than receive a raise, Jenkins states a recent UK survey notes: "A third of job hunters would prefer flexible hours." This Department of Trade and Industry survey also notes, nevertheless, that less that 60 out of 100,000 jobs listed on its website offer flexible working. Jenkins contends that a new law will help 375,000 parents use FWHs, and additionally, positively affect nonparents, as employers experience increased pressure to insure flexible working is available for all employees. Although Jenkins's seven following steps are aimed toward UK citizens, this researcher argues they could also be applicable for U.S. citizens:

Take your leave

Reduce your hours

Change your hours

Work from home

Shift your work

Do your research

Make your case

III: Methodology

The "Right" Kind of Atmosphere

Feelings of worth can flourish only in an atmosphere in which individual differences are appreciated, love is shown openly, mistakes are used for learning, communication is open, rules are flexible, responsibility (matching promise with delivery) is modeled and honesty is practiced - the kind of atmosphere found in a nurturing family.

Satir)

Ostroff notes that in regard to the primary considerations employees expect from employers: "caring is key... As the demand for staff quantity declines, the pressure to find and keep quality workers increases proportionally." In addition to corporations increasing amenities such as FWHs; on-site child care; fitness centers; 401-K plans, telecommuting options; etc., employees need to sense their company cares about them as a person. Satisfied employees most frequently report that people in their workplace are "nice," and that work is at times "fun." Dissatisfied employees, albeit, may begin their account with something similar to: "My boss is a real #@*&#!!" (Ostroff)