Background: Offering flexible work arrangements such as working from home or flexible work hours are
\nassociated with higher employee satisfaction, health and commitment. With the COVID-19 pandemic, many
\ncompanies shifted much of their workforce to working from home. Towards the end of this period, employees
\nwould like to remain working from home while many companies prefer them to return to working at the office. In
\norder to maintain productivity and employee commitment, it seems that the solution is a combination of both:
\nworking from home on some days and coming into the office on other days. In order to achieve this compromise,
\ncompanies need a general policy on how to deal with flexible and mobile work.
\nTask: Develop a concept of flexible work which considers working from home and working from the office for an
\norganization you know or imagine (a company you work for, worked for or know, or an NGO). The opportunities
\nand risks of flexible working for employees and employers should be discussed considering its possible locations
\n(company office, working from home, mobile working \u201cfrom anywhere\u201d). Further aspects of consideration are the
\neffects of flexible working for team cohesion, employee commitment and organizational culture. A policy for
\nflexible working could for example include a framework of fixed rules (e.g. fixed weekdays for working at the office
\nor a fixed number of days per week\/month for working from home) and a set of recommendations (e.g. team rules)
\nhow to create a productive and motivating working atmosphere in the team and the organization. Additionally,
\nthe policy draft should consider major steps of the implementation of this policy in the organization. This should
\nalso include risks, that might occur in the implementation process, and stakeholders, which need to be
\nconsidered during the implementation, such as work councils.
\nIntroductory literature:
\nSmith, E. F., Gilmer, D. O., & Stockdale, M. S. (2019). The importance of culture and support for workplace
\nflexibility: An ecological framework for understanding flexibility support structures. Business Horizons, 62(5),
\n557\u2013566.
\nhttps:\/\/doi.org\/10.1016\/j.bushor.2019.04.002 <\/p>\n","protected":false},"excerpt":{"rendered":"
Background: Offering flexible work arrangements such as working from home or flexible work hours are associated with higher employee satisfaction, health and commitment. With the COVID-19 pandemic, many companies shifted much of their workforce to working from home. Towards the end of this period, employees would like to remain working from home while many […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","template":"","meta":[],"disciplines":[47],"paper_types":[],"tagged":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions\/15357"}],"collection":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions"}],"about":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/types\/questions"}],"author":[{"embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/comments?post=15357"}],"version-history":[{"count":0,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions\/15357\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/media?parent=15357"}],"wp:term":[{"taxonomy":"disciplines","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/disciplines?post=15357"},{"taxonomy":"paper_types","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/paper_types?post=15357"},{"taxonomy":"tagged","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/tagged?post=15357"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}