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For instance, the programs should not result to office coverage and availability issues.
Informal policies that result to inequalities and inconsistencies: this causes poor morale, legal action, resentment, and loss of employees. Clearly defined and flexible plans that are clearly stated, detailed and non-discriminatory needs to be adopted as solutions.
Decrease in communication: this arrangement results to the absence of business and social interaction amongst co-workers and supervisors. Staff meetings that incorporate flex staff should be adopted so that some employees do not feel alienated from the work environment.
Failure to keep track and update alternate work arrangement: this programs calls for constant monitoring and updating to meet the changing demands. A solution is to maintain an open line of communication where feedback can be gotten from both managers and employees.
1. Alternate work arrangement boosts the employer’s ability to attract, motivate, and retain experienced and high-performing employees. It also assists in discouraging absenteeism. To the employees, alternate work arrangement assists in managing their responsibilities outside work. Furthermore, it serves to increase job satisfaction, creativity, energy, and ability to manage stress.
2. Employers are likely to lose touch with a considerable number of their employees. This is because the alternate work arrangement may not allow the employer to meet frequently with his or her employees. As such, getting feedback may be a challenge. Employees may end up misusing the program as it may encourage laxity. For instance, an employer chose the program because he or she wants to attend to other personal business. Serving to masters is a formidable challenge and this may result to problems covering the office time (Nelson & Campbell Quick, 2010).
3. Several factors contribute to employer’s decision to adopt alternate work arrangements. First, it is crucial in ensuring that
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