Introduction
Flextime is a scheduling concept in which employees choose the hours they will work. It is considered comfortable for the employees, resulting in better work-life balance, increased commitment, and lower attrition rates (Beno, 2021). This paper will summarize the atherosclerotic evidence supporting such claims, list the pros and cons of flexible scheduling, and highlight the employer’s concerns.
Flextime: Pros and Cons
The article by Beňo (2021) reviewed the application of flextime principles in e-working. Comfortable scheduling, reduced commuting time, and greater job satisfaction are cited as major pros of the method (Beňo, 2021). Reduced control and workforce atomization are stated as negative trends (Beňo, 2021). Findings by Amirul and Shaari (2021) show that while the application of flextime seems to benefit the employees, it also invites abuse by employers. Finally, Chen and Zheng (2023) identify blurred work-life lines, schedule inconsistencies, and communication barriers.
For employees, the pros include the ability to choose when to work, saving time and money on commuting, and enjoying greater personal freedom (Chen & Zheng, 2023). The cons include constant intrusions into one’s free time by employers and a lack of a stable schedule. For employers, the main challenge is ensuring the company always has enough people at work (Beno, 2021). On the other hand, the workforce itself is easier to find and is more motivated.
When designing a flextime work schedule, the employer has to take into account the fluid nature of workforce availability. During holidays, it is hard to find employees. HR managers can mitigate these risks by building strong relationships with employees and offering additional rewards for choosing schedules that benefit the company (Amirul & Shaari, 2021). Still, consistently doing so will be a long-term challenge.
Conclusion
To conclude, flextime is a novel concept that offers distinct benefits to both employees and employers. It also has several distinct disadvantages that make it less desirable for certain organizations that require day-to-day commitment. Objective-oriented businesses that do not require an office would benefit the most from this type of scheduling. The HR department should take a more direct role in mediating tensions between employees and management to create schedules that suit both parties.
References
Amirul, S. R., & Shaari, S. C. (2021). An overview: Twenty years of flexible working arrangements. Advances in Business Research International Journal, 7(2), 27-41.
Beňo, M. (2021). The advantages and disadvantages of E-working: An examination using an ALDINE analysis. Emerging Science Journal, 5(1), 11-20.
Chen, X., & Zheng, Z. (2023). Analysis of the pros and cons of implementing flexible working arrangements and optimization of strategies. Academic Journal of Business & Management, 5(27), 68-72.