BEIT 336 (Formal report part 1, part 2 and part 3)
Modern households also have increased number of care responsibilities. The latter, coupled with the need for dual-income has prompted many organizations to realize that they must create flexible work scheduling. It is this re-evaluation of prevailing conditions that bore Flextime, with companies hoping to utilize this scheduling technique to guarantee workers a more convenient and comfortable work program than before. Flextime scheduling refers to a job programming technique, which allows workers to choose when to start or end their work days. The chosen work hours must, however, be within the limits stipulated by the respective company’s management. According to Kelliher and Riley (2003), flexible scheduling of work serves a dual function for organizations, as it acts as both a benefit for employees and a tool for enhancing their morale and productivity. Recent statistics garnered by the bureau of labor statistics show that about 43% of employers provide some, if not all, of their workers with at least some form of a flexible work schedule. Given the growing popularity of flexible work times, this proportion is perhaps higher and likely to grow even further. Flexible programming of work tends to address employees not just as workers, but also as persons who yearn for balance between their work and real life, while deriving satisfaction by effectively meeting their numerous roles.