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Flexible work arrangement
A flexible work arrangement (FWA) empowers an employee to choose what time they begin to work, where to work, and when they will stop work. The idea is to help manage work-life balance and benefits of FWA can include reduced employee stress and increased overall job satisfaction. On the contrary, some refrain from using their FWA as they fear the lack of visibility can negatively affect their career. Overall, this type of arrangement has a positive effect on incompatible work/family responsibilities, which can be seen as work affecting family responsibilities or family affecting work responsibilities. FWA is also helpful to those who have a medical condition or an intensive care-giving responsibility, where without FWA, part-time work would be the only option.
The concept was first proposed in 1960 by Christel Kammerer, a German management consultant in West Germany. It was first implemented by the German aerospace firm Messarschmilt-Boklow-Blohm in 1967. It was not until the 1970s that FWA practices were first implemented in Canada, the United Kingdom, and the United States.
Employer:
Employee:
According to gender role theory, society places different roles on women and men simply based on their biological sex (gender stereotyping). Given the competing forces working women face between their jobs and home, flexible working arrangements (FWA) are made very appealing. According to a journalist and Millennial workplace expert Tanya Korobka, FWAs also have the ability to encourage men to play a caregiving role as they have equal access to the programme. Wider access to flexible working could help reduce the gender pay gap by increasing opportunities for women in higher-paid roles. Pay inequality has been linked to the disproportionate number of women working part-time, and traditional workplace cultures that reward long hours rather than results. Changing employer attitudes towards measuring productivity by output rather than time spent at work have been cited as a potential shift in support of greater workplace equality.
FWA tend to favour those in full-time, salaried positions and male-dominated workplaces or industries. While in the male-dominated workplace, there seems to be equitable access, in female-dominated workplaces, both the women and men are less likely to have schedule control. It is argued this is due to female-dominated workplaces having low-paying roles and unfavourable working conditions.
-Based on the access considerations, it is argued that the group whom most needs FWA, may not be able to get access to it.
-FWA is important as it is attributed as a variable to help close the Gender pay gap and can assist in maintaining a women's labour market position after giving birth.
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Flexible work arrangement AI simulator
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Flexible work arrangement
A flexible work arrangement (FWA) empowers an employee to choose what time they begin to work, where to work, and when they will stop work. The idea is to help manage work-life balance and benefits of FWA can include reduced employee stress and increased overall job satisfaction. On the contrary, some refrain from using their FWA as they fear the lack of visibility can negatively affect their career. Overall, this type of arrangement has a positive effect on incompatible work/family responsibilities, which can be seen as work affecting family responsibilities or family affecting work responsibilities. FWA is also helpful to those who have a medical condition or an intensive care-giving responsibility, where without FWA, part-time work would be the only option.
The concept was first proposed in 1960 by Christel Kammerer, a German management consultant in West Germany. It was first implemented by the German aerospace firm Messarschmilt-Boklow-Blohm in 1967. It was not until the 1970s that FWA practices were first implemented in Canada, the United Kingdom, and the United States.
Employer:
Employee:
According to gender role theory, society places different roles on women and men simply based on their biological sex (gender stereotyping). Given the competing forces working women face between their jobs and home, flexible working arrangements (FWA) are made very appealing. According to a journalist and Millennial workplace expert Tanya Korobka, FWAs also have the ability to encourage men to play a caregiving role as they have equal access to the programme. Wider access to flexible working could help reduce the gender pay gap by increasing opportunities for women in higher-paid roles. Pay inequality has been linked to the disproportionate number of women working part-time, and traditional workplace cultures that reward long hours rather than results. Changing employer attitudes towards measuring productivity by output rather than time spent at work have been cited as a potential shift in support of greater workplace equality.
FWA tend to favour those in full-time, salaried positions and male-dominated workplaces or industries. While in the male-dominated workplace, there seems to be equitable access, in female-dominated workplaces, both the women and men are less likely to have schedule control. It is argued this is due to female-dominated workplaces having low-paying roles and unfavourable working conditions.
-Based on the access considerations, it is argued that the group whom most needs FWA, may not be able to get access to it.
-FWA is important as it is attributed as a variable to help close the Gender pay gap and can assist in maintaining a women's labour market position after giving birth.