APPLICATION OF FLEXITIME SYSTEMS IN PRIVATE SECTOR COMPANIES
1 Introduction This chapter deals with the background of the study which gives an overview of the research topic in the thesis. It has incorporated the statement of the problem which shows the need for the study. It also has objectives, research questions, hypotheses, scope of the study, and purpose of the study and limitations of the study. 2 Background of the Study According to Rau and Hyland (2002), flexitime arrangement of work can be described as an alternative to the normal day working. Internationally, many firms are using this approach to simplify the employee’s schedule. Therefore, work life balance can be described as the satisfactory level of involvement in an individual private life and the work life. This helps people to simultaneously control the many-sided situations of life (Clarke et al 2004).
Flexitime working arrangements enables an organization to benefit in terms of increased efficiency of virtual teams, escalating the production level of the workers, the organizations infrastructure becomes agile, sustainability of the company, enhanced competitive advantage, increase in the number of female workers in top positions, new openings for the firm, workforce retention, reduction of absenteeism cases and diversification of labour to achieve the organizations goals. The benefits of flexitime systems are enjoyed both by the employees and the company at large. Flexitime working time arrangement can be termed as among the current trends in the management of human resources as companies have had a tendency of enhancing the quickness of human assets and the elasticity of operations in regard to certain environmental variables.
3 Statement of the Problem In the recent times, flexitime systems to plan on the workforce have become a major inclination in the business world. Flexible systems and work arrangements are changing each and every year. According to statistics conducted by smarter working hub in 2017, the report shows that 47% of employees do not have flexitime working arrangements in their workplace. The report shows that 67% of many employees wish that they could be offered flexible working hours and around 58% of individuals feel that if they were allowed to work away from the office, their motivation would elevate. In the 2012-2016 statics conducted by statista on workers working on flexi time in United Kingdom, an increase has been noted over the years. Challenges and benefits accrued with flexitime implementation was researched in South Africa and the statistics of the qualitative research design showed that the benefits overwhelmed the challenges both individually and in the company’ level.
Through flexitime work arrangement people can have more ability to control their private lives responsibilities, manage their work, decrease apprehension and trauma and improve their cheerfulness and belongings. For the company’ level, efficient time usage yields to improved productivity levels by attracting more talented workers, (Downesand and Koekener 2011). Researches from Kenya show that benefits of flexitime arrangements of work include the avoidance of rest traffic, periods and reduce the wasted time in traffic. More of the effects of flexitime work arrangement on employees in the banking sector, the descriptive and inferential statistics showed a positive relation among flexitime arrangement and the performance of the employee, (Kadoga and Mwebi 2015). To determine jobs and positions suitable for flexitime systems. iii. To find out if Jordan Private sector is ready to execute flexitime work arrangements.
iv. To evaluate the benefits of implementing flexitime working arrangements. The following alternative hypothesis guided the study: H1: Flexitime work arrangement affects the social life of the employee. H2: In certain jobs and positions the flexitime arrangement is greater than the fixed time arrangement. H3: The private sector companies of Jordan are ready to implement flexitime work arrangement systems. H4: Flexitime work arrangement has significant benefits to both the employee and the organization. H5: Flexitime work arrangement implementation brings about some challenges to both the employee and the organization 1. Company It is an organization or a firm which offers goods and services for profit generation. Employee It refers to an individual who is mandated to perform a certain function for a fee known as salary or wage.
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