Bertrand Duperrin's Library tagged workhours → View Popular, Search in Google

Oct

2011

Revolution in work within next decade?

"Alison Maitland, a Senior Visiting Fellow at Cass Business School says that a revolution in work that will see many employees decide when, where and how they do their jobs could be as little as a decade away. "

www.hrbullets.co.uk/...n-work-within-next-decade.html

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work humanresources productivity flexibility ROWE workingenvironment workhours management leadership casestudies GAP

The book comes off the back of overwhelming evidence that employees are more productive if they have greater autonomy over where, when and how they work
This could see the traditional 9-5 working day disappear and be replaced with a model that rewards people by performance and results, rather than hours worked and presence in the office.
4 more annotation(s)...
- The first is that it requires leadership from the top of the organisation. You also need to treat it as a business strategy. Then you have to measure people on performance and output.
- People are held accountable for what they achieve rather than how much time they spend on a project or where they work
- A study of 24,000 IBM staff worldwide found that those with flexible working could work an extra 19 hours a week before experiencing the same levels of stress and health issues as those without it.
- n the Netherlands, Microsoft has designed its building near Schiphol airport for a world in which work is independent of time and location. It’s primarily made up of different spaces for meeting, with just a few stations for concentrated work.

Sep

2011

Do We Need Defined Work Hours?

"Last week I asked if you were engaged in your work? Another post-Labor question is whether your job should have defined hours. This is the question asked by Mathew Ingram at Gigaom. Many people already do not have defined hours and I am one. However, I do not think there is a blanket answer. For example, many customer facing service jobs require either constant coverage or coverage during defined hours so the staff proving this coverage needs to be scheduled and coordinated. In addition, work that requires synchronous teamwork such as factory production lines need coordinated schedules."

billives.typepad.com/...-need-defined-work-hours-.html

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management humanresources workhours timemanagement productivity flexibility flexiblehours

. Hours used to be a way to determine productivity and for many jobs it is now results, not hours.
I offer these examples to help make the case that for some types of work set hours are counter productive
2 more annotation(s)...
- They place a focus on attendance rather than results.
- The responsibility for making the transition to flexible hours lies with both workers and employees.

Dec

2010

Winning Support for Flexible Work

Management experts have long predicted the demise of the standard 9-to-5 workday. Thanks to internet and mobile technology, we can now work where and when we want, they argue. So, why are so many people still sticking to those traditional hours, or more likely an extended version of them? The reality is that while flexible work arrangements have become more popular, few companies have an official policy or program.

blogs.hbr.org/...ng-support-for-flexible-w.html

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workhours humanresources policies worktime flexibility remotework

Even those bosses who trust their employees worry about appearing to favor certain people or allowing productivity to decline.
Research from Lotte Bailyn, professor of management at MIT's Sloan School of Management and co-author of Beyond Work-Family Balance: Advancing Gender Equity and Workplace Performance has shown that when people are given the flexibility they need, they meet goals more easily, they're absent or tardy less often, and their morale goes up.
5 more annotation(s)...
- Before you make a proposal, be sure to understand the impact your wished-for schedule will have on your boss, your team and your performance.
- You can allay their fears by positioning your proposal as an experiment. "Include a trial period so that the boss doesn't worry that things will fall apart. He or she needs to be able to see the new way of working, and, in our experience, it quickly becomes evident that it is superior,"
- "Lots of our research has shown that flexibility only works when it's done collectively, not one-on-one between employee and employer,"
- Friedman points out that there's a difference between "equality" and "equity" and, in fact, many people prefer a traditional schedule. "You don't give everyone the same thing because they don't want they same thing," he says.
- Your proposal needs to emphasize the organizational benefits over the personal ones.