| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "FLEXIBLE WORK SCHEDULES": |
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Flexible Work Schedules, 2008.
This paper is a research analysis of how a flexible work schedule can benefiti organizational productivity and a positive work culture.
2,724 words (approx. 10.9 pages), 7 sources, APA, $ 81.95
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Abstract
This paper provides a thorough analysis of flexible work arrangements that will integrate other aspects of organizational development and human resource management so that the benefits and challenges of the process can be reviewed. The paper provides an analysis of the current literature involving flexible work arrangements within an organizational setting. Also, the paper demonstrates methodology by outlining a case study for an organization that has implemented the flexible work schedule and thoroughly outlined the issues or elements that have affected the operations of the human resource model as well as the overall strategic development of the organization. Finally, the paper concludes with the noted recommendations or implications of the research, which will be supported with elements of a literature review and analysis section.
Outline:
Introduction
Literature Review
Analysis
Conclusion
From the Paper
"HP had disappointing profits, especially in wake of the software boom and increased competition from other technology companies catering to business solutions. Divisions had even more disappointing figures and have showed a very low productivity rate. There has also been a high staff turnover and increased absenteeism, (Georgetown Case Study, n.d., p 2). There are some blatant internal issues affecting the HP, which are centered on lack of creativity and flexibility within the technology unit; especially with competition that was innovative and creating more effective products. Similarly, employees were being constantly lured away by our competitor."
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Alternative Work Schedules in a Changing World, 2002.
An analysis of how flexible work arrangements force organizations to redefine their business practices in regards to shift work, flexi-time and other alternatives.
1,265 words (approx. 5.1 pages), 5 sources, MLA, $ 42.95
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Abstract
This paper analyzes how companies that promote flexible working hours allow workers to be more productive and independent. It also looks at organizational problems within the company that can be created if not properly managed.
From the Paper
"Until recently, the patterns of work time in America were essentially predictable across the board; 40 hours of service, approximately 9 to 5, Monday through Friday. However, a new interest has emerged in finding new ways to schedule work. In today?s constantly changing and increasingly diverse society, "off the rack" work schedules are no longer valid. Given the diverse work time needs of both employers and employees, changes must be made to adapt to the unpredictability and stress of modern life."
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Implementing Alternative Work Schedules (AWS) Policy for Immigration Inspectors, 2000.
An investigation of the issue of implementing an AWS-based work arrangement policy for immigration inspectors assigned to international airports in the Washington, DC district of the United States.
7,815 words (approx. 31.3 pages), 36 sources, MLA, $ 169.95
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Abstract
This study focuses on the inconsistent work scheduling process adopted by the Immigration and Naturalization Service (INS), United States Department of Justice, for immigration inspectors assigned to the Washington (DC) District. Immigration Inspectors assigned to international airport duties in this area are not allowed to use AWS, or flexible work schedules. An AWS may mean working a compressed work schedule (CWS) in which a standard 40-hour work week is completed in fewer than five days. Specifically, the author focuses on the feasibility and success of implementing AWS-based work to this group. The author draws conclusions and makes recommendations from the research and data collected on this study, providing charts and graphs to support his findings. The author ultimately recommends that AWS-based work arrangement policy be implemented immediately, and that a CWS work schedule is most compatible with the organization's operational needs.
From the Paper
"A wide variety of problems are reported by workers engaged in shift work (Jamal, 1989). Some researchers argue that these problems are attributable to the fact that shift workers find themselves out of line with established physiological and social rhythms. Nurses engaged in rotating shift work have been found to exhibit less favorable work behavior when compared to nurses on fixed-shifts. Rotating shift nurses also report lower levels of job satisfaction and organizational commitment, and higher frequencies of job absence (Jamal, 1989)."
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The Working Schedule of a Nurse, 2006.
A review of various studies published, discussing the long working hours of a nurse.
1,078 words (approx. 4.3 pages), 8 sources, MLA, $ 37.95
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Abstract
This paper discusses how the proportion of nurses who reported working schedules that actually exceed the Institute of Medicine's recommendations should be a red flag for the industry concerning fatigue and health risks to nurses and patient safety. The paper takes a look at various literary studies reviewing this issue.
From the Paper
"During the past ten years, there have been dramatic changes within the health care industry, primarily due to an increased emphasis on cost reduction, and nurses, who are the largest segment of the healthcare workforce, have been significantly affected by the changes (Trinkoff; Geiger-Brown; Brandy; Lipscomb; Muntaner 2006).
The elimination of jobs within the industry has resulted in extended work schedules for the nurses who are still employed. The authors of the study explain that "extended work schedule" is defined as one that varies from the standard 8 hours per day, 35-40 hours per week, and includes "long work hours, irregular schedules, on-call requirements, mandatory overtimes, and rotating shifts, or combinations of these" (Trinkoff; Geiger-Brown; Brandy; Lipscomb; Muntaner 2006). Previous research has found that such scheduling practices have been used to address staffing crises and also as a means to accommodate daily staffing requirements. "
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Flexible Budgeting, 2008.
This paper looks at financial terminology and discusses flexible budgeting within healthcare.
750 words (approx. 3.0 pages), 2 sources, APA, $ 26.95
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Abstract
The financial term 'flexible budget' was introduced to the writer during a discussion thread conversation regarding conflict of interest and healthcare financial objectives and goals. The purpose of this paper is to define flexible budgeting, and apply the concepts of flexible budgeting by analyzing various descriptive articles. The writer notes that flexible budgeting can be applied to any industry that provides a service or product. The writer concludes that cost management is becoming a responsibility that is held to an established level of accountability for mid-level managers and a flexible budget tool can be a useful resource in managing the costs associated with providing quality health care.
Outline:
Introduction
Flexible (Variable) Budget
Research Summary
Application of Flexible Budgeting
Conclusion
From the Paper
"The articles discussed the concepts and implementation of flexible budgeting in detail. A common concept that appeared in all articles is the departmental education and training and overall acceptance of the budget plan. The planning stages of the transition from a traditional budget to a flexible budget can often take a year or more. A committee is formed of specialized staff from all departments of the medical facility. The committee is developed to form the activity measures and cost variability relationships. Determining activity measures and applying cost variability measures is not a perfect science and may take time to discover actual relationships based on the trends of the medical facility. Departmental managers will play a crucial role in managing department budgets by monitoring trends by comparing actual numbers to historical numbers to establish a trend. A goal of the finance department is to create and practice a culture of open communication and development of the departmental managers In order for a flexible budgeting to succeed is acceptance of the program. The financial department must communicate to the departments that the system is not designed to cut budgets but to enhance the budget in times of resource need. Most hospitals are currently using a mixed budget of traditional budget factors such as fixed costs and a flexible budget when determining costs for staffing."
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Flexible Working Hours, 2006.
A research proposal regarding flexible working hours (FWH).
4,448 words (approx. 17.8 pages), 19 sources, MLA, $ 116.95
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Abstract
This research proposal aims to examine the following hypothesis: When employers encourage and empower employees to utilize flexible work hours, while simultaneously affording opportunities for employees to progress within the company, employees, as well as employers, most likely gain a predisposition to profit - literally and figuratively.
Table of Contents:
Abstract
II. Work - Work - Work
The Need for Flexible Working Hours
1.1 Aims and Objectives
Proposed Questions
1.2 Scope
1.3 Rationale
1.4 Background
II. Literature Review
A time to . . .
Sex Factors in/of FWHs
Flexible Work Options Questionnaire
Attitudes Regarding FWHs
FWHs in Politics
Value of a Worker
To Retain Qualified People
Steps to a Flexible Working Life
III. Methodology
The "Right" Kind of Atmosphere
3.1 Approach
3.2 Data Gathering Method
3.3 Validity of Data
3.4 Originality & Limitations of Data
3.5 Summary
Caring Is Key
From the Paper
"The primary barrier that may prevent employees from using FWOs to their best advantage is financial as FWOs may entail reduced hours and subsequent income reduction. Variations that do not include financial penalties, however, may include parental leave; flex; educational pursuits; training; career's leave; telecommuting; etc. Employees, nevertheless, may hesitate to utilize these options if they think doing so will net unfavorable considerations. Lack of support from supervisors, and/or negative judgments or perceptions regarding an employee's work commitment may prevent them from utilizing FWHs."
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The Cuban Missile Crisis and Flexible Response, 2004.
This paper shows how the Cuban Missile Crisis validated President Kennedy's strategy of flexible response.
2,016 words (approx. 8.1 pages), 19 sources, MLA, $ 63.95
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Abstract
The paper describes John F. Kennedy's strategy of flexible response as the means of settling disputes with the least amount of force required and with the goal of nuclear detente. The paper discusses the Cuban Missile Crisis, which was one of the most dangerous confrontations of the Cold war. The paper shows how the peaceful resolution to this crisis confirmed the validity of Kennedy's strategy of flexible response.
From the Paper
"John F. Kennedy's strategy of "flexible response" is best described as the means of settling disputes with the least amount of force required, and with the goal of nuclear detente. It also requires that the United States have a large military backing so as to impose the detente and a settlement when it is not willingly accepted. The theory of flexible response is very broad and was created as opposition to states that create nuclear threats. The use of flexible response is very well utilised in the Cuban Missile Crisis as it avoids nuclear war and creates a peaceful resolution. "
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Flexible Manufacturing Systems, 2007.
This paper evaluates the introduction of the flexible manufacturing system in the Ford company's Oakville plant.
775 words (approx. 3.1 pages), 5 sources, MLA, $ 27.95
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Abstract
The paper explains that flexible manufacturing systems (FMS) was formulated to cope with competition, calling for companies to adapt to the environment in which they operate and to be more flexible in their operations so as to satisfy different market segments. The paper focuses on Ford's Oakville plant and how Ford has implemented the FMS approach at this plant. The paper relates that projections suggest the company will save money with the FMS approach.
From the Paper
"As one website explains the issue, "the innovation of FMS became related to the effort of gaining competitive advantage" (Flexible Manufacturing Systems [FMS] para. 4). FMS is a manufacturing technology and is also described as a philosophy, adopting a new way of viewing manufacturing, requiring careful management to be successful."
"The element of flexibility can be defined as producing a reasonably priced product that has been customized and that is of high quality for delivery to customers. The FMS approach is related to the supply chain method and to just-in-time delivery. The technology involved is one major element of the system."
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Dowling Flexible Metals Company, 2005.
An analysis of the Dowling Flexible Metals Company diversification strategy.
900 words (approx. 3.6 pages), 0 sources, $ 35.95
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Abstract
This paper discusses the Dowling Flexible Metals Company case in which the Dowling company developed with relative rapidity from its beginnings in a small garage. The paper describes how they started out as a company fabricating dyes for making minor component metal parts for automobiles. When it was decided that diversification was necessary, so as not to be tied so closely to the automobile, the company started to expand into new markets with new metal products. The paper examines how the company now has problems that need to be addressed.
From the Paper
"The Dowling Flexible Metals Company developed with relative rapidity from its beginnings in a small garage. What started out as a company fabricating dies for making minor component metal parts for automobiles. When it was decided that diversification was necessary so as not to be tied so closely to the automobile, the company started to expand into new markets with new metal products. The company grew rapidly after that and in 1980 found itself with greater size, more debt, and a number of problems that had not been addressed during the period of growth. The immediate issue is to examine the company and to recommend how to make things run better."
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Flexible Budgets, 1997.
Asseses benefits of flexible over static budgets & describes budget development process.
1,350 words (approx. 5.4 pages), 5 sources, $ 47.95
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From the Paper
"Introduction
The budget process is one way in which companies determine how they are performing in relation to how they expect to perform. Calculating the variances of planned (budgeted) expenses against actual expenses and the variances of planned revenue toward actual revenue can help companies decide whether cutbacks need to be made or whether expansion plans are in order. Individual managers often devote a significant amount of their effort toward the budget process, and managers may well find their own performance (and compensation) tied to how well their projections match how their organization actually performs. Because of the importance of the budget process to an organization, companies must have accurate budgets which provide them with timely and useful information. Two types of budgets, static and flexible, have.."
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Model Of The Flexible Firm, 1999.
Critiques this human resource management model. Examines definitions, function, competing models, effect on workers, decision-making, team aspects and leadership.
2,700 words (approx. 10.8 pages), 26 sources, $ 95.95
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From the Paper
"THE FLEXIBLE FIRM: COMPATIBLE WITH THE AIMS OF HUMAN RESOURCE MANAGEMENT?
Introduction
This research addresses the question: "Is the model of the 'flexible firm' compatible with the aims of human resource management?" To assess this question, the evolving character of human resource management will be reviewed, and this review will be followed by a review of the model of the flexible firm. Conclusions related to the question addressed then will be drawn in the final section of this essay. The thesis of this research is that the model of the flexible firm is not compatible with the aims of human resource management when the function of human resource management is defined within the context of the social model as opposed to the market model."
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Flexible Work Options, 1997.
History since 1970s, government & corporate efforts and types. Looks at advantages, productivity, telecommuting, laws and implementation.
3,375 words (approx. 13.5 pages), 9 sources, $ 119.95
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From the Paper
"This paper is an examination of an important new trend in the workplace, the use of flexible working options that allow both employees and supervisors the opportunity to customize work schedules, work arrangements, and responsibilities to accommodate family, employer, and other needs. Flexible work arrangements are an important response to the changing face of the American workforce, as the majority of families become, by necessity, two-income households and as individuals increasingly find themselves having to deal with complicated child care arrangements, the guardianship of aging parents, and other demands outside the workplace. In addition, flexibility has become an important option for employers seeking more economical solutions to downsizing the workforce while confronting needs such as increasing productivity, decreasing turnover, and providing.."
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The Work-Life Balance, 2004.
This paper discusses the concept of work-life balance and its relationship to the success and happiness of employees.
990 words (approx. 4.0 pages), 2 sources, MLA, $ 35.95
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Abstract
This paper discusses that a company can attain and maintain a high productivity level by ensuring their employees maintain a healthy work-life balance. The author points out that separating one?s personal life from one?s professional life has been the mantra of generations, but as the family has changed over the decades, this often has become unrealistic. The paper states that flexible work schedules, extended maternity leave, time management training, wellness programs, and telecommuting options may at first seem like more headache than they are worth, and yet, the happier, more motivated employees these types of policies produce more than pay for themselves.
From the Paper
"The benefits of work-life balance policies are numerous. Happier employees are more productive and more loyal. More productivity adds to a healthier bottom line. These policies can lead a company to attract and retain the best candidates for their open positions, increasing productivity even further. In general, work-life balance can help a company be more competitive in an increasingly competitive marketplace."
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Work Family Conflict, 2002.
A study into the conflicts faced by working parents.
5,073 words (approx. 20.3 pages), 7 sources, APA, $ 127.95
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Abstract
This paper explores the issue of working parents and the conflicts they face between juggling their family responsibilities with their work schedules. Specifically, the paper makes reference to a large number of studies conducted into this issue, including Chow and Berheide, Voydanoff, Frone, Russell and Cooper, Bronneberg, Hammer, Allen and Grigsby and Frone, Yardley, and Markel in 1997. The paper looks at working mothers and the effects on their own and their children's lives.
From the Paper
"Research has been conducted in the field of work-family conflict for a number of years. Initially studies on family and work were being conducted as being two separate areas of research. But later research has focused to be dealing with the interrelationship between family and work and between work and family. Based on quantitative survey research, present research aims to promote a relationship between work, family and community."
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Effects of Shift Work, 2004.
Examines the effects of shift work at a USMC Command Center in Japan.
2,760 words (approx. 11.0 pages), 8 sources, APA, $ 95.95
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Abstract
This paper examines the effects of shift work on staff personnel at a USMC (Marine Expeditionary Force) Command Center in Japan. It looks at the critical functions of the command center, the problem of lack of sleep for staff assigned to command center duty and proposes an action plan to alter the work schedule.
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