1. One of the many types of support offered by organisations within call centres is flexible working practices. Flexible working practices refer to how organisations accommodate employee’s preferences and needs in order to better the well-being of the employee and the organisation as a whole (de Menezes & Kelliher, 2011). As a whole flexible working practices can take multiple forms and it is due to this multiple design that organisations have indeed seen significant changes among their employees (de Menezes & Kelliher, 2011). Flexible working practices can be understood in terms of, shift work, telecommuting, remote working and or practices that encourage work-life balance (Bailey & Kurland, 2002, de Menezes & Kelliher, 2011).
The word “Organization Family” has replaced the concept of “Organization Man” due to increasing pressures of work life balance. Work-life balance refers to those practices at workplace that acknowledges and aims to support the needs of employees in achieving a balance between the demands of their family life and work lives. Work life balance can be achieved when an individual 's right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. Work-life balance is an important area of Human Resource Management (HRM) that is receiving increasing attention from government, researchers, and management and employee representatives. It is recognized that work-life balance can lead indirectly to productivity gains through increased retention and helps organizations to respond to customer needs more effectively.
Organisational citizenship includes the behaviors of employees and those employees who are willing to go the extra mile and work longer hours or help other colleagues. All three overlapping components can be the center of employee involvement. Benefits of Employee Involvement If organisations have high level of employee involvement then this could result into these following factors, according to Martin Stairs and Martin Galpin (Stairs and Galpin, 2018); Lower absence and higher employee retention Increased effort and productivity Better quality of work, less error
Now-a-days employee or worker are increasingly interested involves in jobs with flexible work schedule. A flexible work schedule may be implemented for a various of reasons to benefits the employee, the employee units, or both. There are many benefit that may be implemented through flexible work schedule example include can adjusting for a long commute to and from work by starting or ending the work day earlier or call later, avoiding peak traffic to reduce an employee time on the road, matching work schedule to time schedule for mass transit or other commuting alternatives, reducing the number of work days and therefore the number of commutes to and from work each day, can get also matching employee work hours to peak productivity time periods,
Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities.
In the work environment, motivation play a key role in work success. While the obvious motivating work environment for increasing productivity is often believed to be based on salary and promotions, this is not always the same. In addition, a motivating work environment must be the one in which employees are treated impartially. It is essential for a manager to give each employee a sense of playing a vibrant, important role in work performance much larger. Indeed, stimulating consistency is a key element of motivating employees and thereby increasing the overall productivity of organizations.
LO 2.3. – Assess the use of flexible working practices from both the employee and the employer perspective Flexible working practices have advantages and disadvantages. A major argument for using flexible working within an organization is that it plays a very important role in its success and it can be used as strategic tool, because if an employee have the chance of flexible working arrangement, he become more motivated and committed, which means he will be more satisfied with his work, gets more emotionally involved and his opinion about the organization will be better, which increases organization`s prestige. (UK essays, 2015) The advantages and disadvantages for employer are showed in the next table: Applying to Spiru Haret University, the flexible working practices would have the next advantages:
These also adjust with the work and everyday jobs needed for a location. Here are few points listed by LinguaSoft professionals that explain about the importance of personality at work place. Help inspire your workers Financial enticements and bonuses can assist by strengthening a worker’s work morale,
This also gives the employees the courage to speak up about any issues they are having or about any personal goals they are interesting in pursuing. This in turn can benefit the organization because once an employee is allowed to express themselves they feel empowered. The ideas the employees might have can be beneficial to the company’s success as well as their overall image. Management does not get a chance to see the full image that employees see daily with customer’s reactions and expectations because the employees deal with the customers on a day to day basis and therefore management has to make sure that they are happy. They get to see what needs to be improved and are able to take back any concerns the customers might be having.