The study aimed to assess the advantages and disadvantages of flexibility at Harvey Nichols UK and to determine the obstacles to effective implementation of flexibility within the company. Using a purposive sample of 36 employees, the study found that the flexibility options…
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They also have a greater sense of autonomy, well-being, and motivation. It likewise encourages retention. However, respondents are not convinced of its ability to attract key talent and let them feel they are trusted by management. Moreover, they perceive that flexibility options open employees to greater distractions in working away from the office. It also makes it difficult to balance the time allotted for work and for other tasks. The barriers to the flexibility option of Harvey Nichols UK include restructuring within the organisation and increased work demands overshadowing personal needs. Moreover, they also agreed with the company’s inability to achieve flexibility and insufficient involvement of and communication with senior management. There is also failure to evaluate impact of programmes and lack of communication to staff. Ineffective implementation and focus on programmes rather than on culture change were also cited as barriers to effective implementation of the WLB flexibility option within the company. Responding to the following barriers were found to be positively correlated to effective implementation of the flexibility option. These include failure to evaluate impact of programme; lack of communication to staff; involvement of and communication with senior management; increased work demands overshadowing personal needs; and focus on programmes rather than on culture change. In addition, individual performance has been found to be significantly and positively correlated to responding the following barriers to flexibility options: failure to evaluate impact of programmes; and lack of communication to staff. Lastly, organisational efficiency is perceived to be positively correlated with addressing the following: failure to evaluate impact of programmes; lack of communication to staff; insufficient involvement of and communication with senior management; increased work demands overshadowing personal needs;
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This paper explored the work-life balance construct through ethnographic research in order to understand how employees make sense of their work in the broader context of their lives. The data were obtained through observation and the interviews from participants; all of the participants were full time employees of STARBUCKS coffee house located in Bradford.
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