Work Life Flexibility Will Replace Work Life Balance

Question: Write about the Work Life Flexibility Will Replace Work Life Balance. Answer: Introduction The report will discuss in detail about the significant consideration provided especially when the employers of all kinds actually consider or sometimes reconsiders working practices flexible by nature. There is also a consideration from managers who are also focus on flexible working arrangements. The concept of flexible working defines any kind of working arrangement that provides a certain degree of flexibility on how long and where the employee can function. The present stator right is based on request which is also based on flexible working that can assist flexible working environment with familiar kind of workplace along with arrangements with right options in employment sector for a very long time and it also assist managers to meet the varied needs of the customers as well as the staff (Demerouti et al., 2014). It is important to understand that the different stakeholders have different expectations like customers expect to have goods as well as services that are present outs ide the traditional working time. Then there are employees who want to accomplish a good balance between the home and work life. Employees also want to accomplish a good balance between the work as well as the home life. Body Implications for Employees There are so many kinds of employees that have the right to actually ask for flexible working time and under new policies it is mandatory for everyone who previously was only available for people who have small children or people with special needs. It is also advisable that present set of new rules will also assist the management to properly handle the present flexible working requests in a right manner and the employees also manage the specific set of life situations (Allen et al., 2014). According to many authors the flexible working helps in keeping more people in long term employment and it also helps the organization to retain more staff. It is important to understand that it is now time to bring more working practices that are updated as per the needs as well as choices of youth and modern families. It is also expected to have a flexible working specifically which is interesting for old workforce since the approach is based on retirement and to people who are young or the peop le who may need to study while working. The practices based on flexible working can do more amount of harm and it is not good to workers since it also encages a culture which promotes always on and to varied young people who require studying while working. In reality, the concept of flexible working can be more harmful since the concept motivates an always on culture that can have a heavy psychological toll on the mind of the people (Kulik et al., 2014). Working from or away from the organization can also sometimes isolates the employees from social network and many career options while looking or grazing for an instinct that is actually quite dangerous and secrete stress hormones at a very high level. Flexible working based policies can also raise the amount of risk for poor working culture and also create a lot of resent among the co-workers while it also blurs the line that exist between the work and home life. Companies as well as the government will have to respond by motivating the concept of working and also working from home along with flexible hours and part-time contract and time off to look after the family and recently with experiments in shutting down the emails at the working time. There is a specific issue cropped up where people were grazing through proper work by refreshing emails and also taking some right kind of calls external of the office hours with recent work found on somebody who have performed a work in high stress. If there is constant stress on the work with worrying about the system as well as the systems that never really get appreciation from the baseline so people are unable to recover in right manner (Kossek et al., 2014). The studies also suggest that people might want a quick method to properly relax as well as they also tend to depend on wrong substance like alcohol. There is time for many personal hobbies and exercise along with right kind of eating habits that are squeezed out by the work as well. Another important concern is the influence of the new base for technologies that make flexible working possible for the workers and also found that an adult spend more time using the right technology than sleeping every day. The nature of the work has become more intense with the advent of new technology and also forces people to function in a faster manner and also multi-task (Kossek et al., 2014). The research is also based on finding or rising the level of presentation for instance when people are working while being ill. It is always important to understand that more amounts of control as well as autonomy is an effective process which helps in reducing the level of stress however not every working practice have the proper solution. Good level of management is also seen as very significant. At the same time, there are concerns related to work life balance which is prevalent the average working hours are completely declined in a consistent manner for last one decade. At the same time there are number of working based couples that are growing or have a piling pressure on the household in order to retain time for caring different obligation as well as domestic time (Johns and Gratton, 2013). The conclusions changes on the scale of overall issue in finding the right kind work life balance and the office of National Statistics found more than half of the worker from British background that actually meet the balance of work as well as leisure time and there are more than a quarter of people who are not sati sfied. The HRM Implications How Might HR Have to Operate Differently? Companies are always under a lot of stress as well as pressure to produce right goods and services of the right kind of quality and that too at the right prices and when customers actually require them and in order meet the rising demands, there are times where new methods of working have to be based on making best utilization of resources as well as staff. The flexible patterns of work can also assist to deal with pressure by increasing the present labor along with improvement in customer services. A manager, organization is all about the motto based on duty of care in order to save the employees from the risks to the health as well as safety. The risk can also be based on stress which is because of the working for long time to health and safety of the workforce (Johns and Gratton, 2013). Such risks might also be based on the stress caused by working for long hours or struggle to create a balance in work as well as home life. Flexible work culture can actually assist to improve the level of health as well as well-being of employees and at the same time it is based on the extension which in reality reduced the absenteeism rate with increased level of productivity and increase engagement of employees along with high level of loyalty. Flexible working and many attached arrangement are already utilized in many sectors of employment like part time work which is used in restaurants, warehouses, shops and many other kind of places (Coenen and Kok, 2014). The concept of flextime is usually used in offices which based on culture for the staff below the level in public as well as private sector and service based organization along with annualized time period and which is often utilized in manufacturing as well as agriculture based big variations in demand all across the year. With any kind of modification in perspective along with working practices, there can be a challenge that requires basing on actions taken before anything else (Sandberg, 2013). The issues that management can implement on flexible working practices are discussed below: - Potential and operational level challenges in making suggested modification Additional pressure places on other workers who are not requesting flexible working Negative influence on customer services as well as overall quality of work Resistance to change from managers Challenge in scheduling the work with many work arrangement to be based on considering the additional costs Expected challenges in interaction with the workforces Reduction in flexibility of employees While such limitation may actually infer that it is impossible or not right to change the original proposed because of right consideration and there are many times ways to solve the challenges faced by the company and managers. Implications for Leaders and Managers The main role of the employers or the manager is based on striking the right balance which is recognized as being a critical process with majority of respondent reporting about the overall attitude of the manager that works like a obstacle in order to attain right balance. With any support from management, the requirement for right balance can modified with employee based phoning as well as also agrees that the child is not well and requires some amount of care. This is also perceived as the need to hide other accountabilities as well which is mainly driven by lack of principles or policies introduced by the company (Csikszentmihalyi, 2014). Polices are to cover many unplanned situations but in many cases it is also related with to fear of reprisals if there are any commitment issues. People in workforce who feel more about this are able to be more forthright and honest about the absence. A lot of attention is given to role and significance of communication with considerable number o f management that highlights the significance on being more open and honest discussion with employees and which also enable them to be more engaged with the members of the team on a more personal as well as work basis. This is why, respondents also reports about the active discussion on challenges and about the work life balance with the tram and were also kept in the loop specifically when the team members are facing challenges at home. Employees also suggest that there must be very open as well as flexible work arrangement with so many people being happy for the staff to work from home and other people actually adopting a calculation by solutions based approach rather than calculating the attendance. There is also a limited number of referred associated with role that play with setting the tone right for what can be acceptable and also active management of the work-life balance and with one respondent understanding that the refusal to surrender to the pressure specifically for selves and also making sure that that it can be evident (Csikszentmihalyi, 2014). People who actually faced challenges are heavily centered on the fact that the overall pressure of workloads is usually made it challenging for people to work in working hours and which make sure the right balance. There is a respondent who noted that people actually sometimes have right deliverable that is based on a team along with impossible delivery related dates and the result of the same are based on additional time at work. There is other highlighted dilemma as well and flexibility to assist one member of the staff it is important to ask or sometimes expect other people to work for long period of time specifically if there is any kind of pressure in order to meet the deadlines (Ammerman and Roof, 2014). Conclusions and Recommendations In the current world it is very common for the workforce to have so many competing accountabilities in the life of people. There are certain examples related to responsibilities that are away from the work that can be based on: Commitment as well as care that consist of children or elder people Education based commitment that can restrict the presence at times of the week or month or year. Duties as well as interest which is outside of the present work Need to be present for the religious base of observances Employees wanting for a great sense of well being with decreased level of stress and a poor balance that exist between an work commitment of employees and their other accountabilities that can lead to stress and high absence and low level of productivity (Todd and Binns, 2013). Staffs that have better work life balance usually have a great sense of accountability along with ownership and control of the present work life. If a manager assists the employees to strike a right balance with the work as well as home life, it can be rewarded by rise in loyalty as well as commitment (Todd and Binns, 2013). Reference Allen, T.D., Cho, E. and Meier, L.L., 2014. Workfamily boundary dynamics.Annu. Rev. Organ. Psychol. Organ. Behav.,1(1), pp.99-121. Ammerman, N.T. and Roof, W.C., 2014.Work, Family and Religion in Contemporary Society: Remaking Our Lives. Routledge. 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