Flexible operating schedule: illusion of freedom

Everybody wants to work in convenient facilities. Flexible operating schedule may look attractive because it gives the illusion of the freedom…

 

Tendency, however

Theoretically, the staff’s directors are loyal to the flexible schedule, but in practice they are not delighted with the wish of the employee to plan working day at his will.

On the one hand, development of the new electronic technologies, computers with Internet access, multifunctional phones and faxes make the work at home the reality of modern time.On the other hand, the situation to jacks choose working hours by themselves is inconvenient and unusual for employers.

The progress is unstoppable. Flexible schedule is becoming customary practice in developed countries, but Russia is behind in this aspect. During last 10-15 years good form among Russian executives is to stay day and night (spend all their time) in the offices.

 

Changing…
There are three kinds of flexible operating schedule: individual, by turns and free.

 

Individual operating schedule

It is given according to the agreement with chief.

Include variable and fixed working time.

It is always created to make the employee be on full time (approximately 40 hours per week).

Individual schedule is a good motivator for young specialists, who wants combine work with studies. That’s why accordance of individual operating schedule is a strong competitive advantage to the companies.

 

Schedule in turns

More and more executives want to work in turns. The advantage of this kind of flexible schedule is that workers may exchange the turns due to private conditions.

 

Free schedule

This is a dream for individualists and creative persons. Free schedule is a imprescriptible attribute for a long raw of professions such as journalists, copywriters, designers, artists, coaches and event-managers.

 

Pros and Cons?

 

Here are the reasons why chiefs do not like flexible operating schedule.

First of all, it does not suit to the workers who have no inner discipline. Such kind of employees can achieve their aims only under chief’s control otherwise they prefer to attend to their own business rather than cope with problems of the company. Moreover, there are some difficulties in the sphere of coordination among executives to work in different time.

From the point of view of employers the main advantage of flexible operating schedule is the opportunity to cope with difficult job in convenience time for concrete executive ( it is very important in cases to be needed both creativity and highest possible professional efficiency).

Although, flexible operating schedule has not become very popular in Russia, lots of companies suggest that it is a good motivator. It is useful in companies where the considerable part of work is done individually without cooperation with other workers. Working in such way requires high level of self-orzanisation and skill to authorize the trust.

4.3

No matter the size of your company, having a team of motivated, hard-working employees is crucial to your business success. When people lose their motivation, however, their job performance suffers -- they become less productive, less creative, less of an asset to the company. The bottom line: You pay a heavy price when employees have motivation issues.

We present 10 simple ways to ensure your team is enthused, productive, and ready to give their all.

1. Build a Foundation

It's important to build a solid foundation for your employees so they feel invested in the company.

Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel like part of the team. When any new employee starts, make sure they receive a thorough welcome orientation.

2. Create a Positive Environment

Promote an office atmosphere that makes all employees feel worthwhile and important. Don't play favorites with your staff. Keep office doors open, and let folks know they can always approach you with questions or concerns. After all, a happy office is a productive office.

3. Put People on the Right Path

Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and their future goals. If employees become excited about what's down the road, they will become more engaged in their present work.

4. Educate the Masses

Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend adult education classes paid for by the company. Employees will feel you are investing in them, and this will translate into improved job performance.

5. Don't Forget the Fun

Once in a while, you have put work aside and do something nice for the people who work for you.

Treat the office to a pizza lunch or take everyone to the movies. Reward employees with an unexpected day off or by closing the office early on a random Friday afternoon. These little diversions can go a long way toward improving productivity.

6. Acknowledge Contributions

You can make a huge difference in employee morale by simply taking the time to recognize each employee's contributions and accomplishments, large or small. Don't take it for granted that your workers know they've done well -- be generous with praise.

7. Provide Incentives

Offer people incentives to perform well, either with something small like a gift certificate or something more substantial such as a performance-based bonus or salary increase.

Also, give out " Employee of the Month" awards. Such tokens of appreciation will go far in motivating employees.

8. Honor Your Promises

Getting people to give their all requires following through on promises. If you tell an employee that they will be considered for a bonus if numbers improve or productivity increases, you'd better put your money where your mouth is. Failure to follow through on promises will result in a loss of trust -- not only that person's trust, but the trust of every employee who hears the story.

9. Provide Career Coaching

Help employees reach the next level professionally by providing on-site coaching. Bring in professionals to provide one-on-one counseling, which can help people learn how to overcome personal or professional obstacles on their career paths.

10. Match Tasks to Talents

You can improve employee motivation by improving employee confidence. Assign individuals with tasks you know they will enjoy or will be particularly good at. An employee who is successful at one thing will have the self-confidence to tackle other projects with renewed energy and excitement.

 

How to improve work efficiency

 5-year work less than people who will complain that the regular work of the task, do not have the time to learn. Is not it time? If you ask the staff for five years of work, they always say, is to work, if work more on so quickly, less so on slowly, where things do not, let's say that leadership. Let us put aside the old staff here, management problems, but from the staff of the old and new dialogue, we can see the obvious, said the new staff did not have time to study, because the efficiency is not high.  In the end those factors that lead to a new low efficiency of the staff, did not have time to do the same? According to the large number of new staff performance, mainly in the following areas. Not enough work skills the new human workplace, as a result of the work of the unfamiliar, even in a period of time to fully grasp the skill level of the work, because of the needs of the job, the other had to re-learn other skills. A few years’ time, due to the uncertainty of future development, and look forward to more Xuediandongxi to enhance their abilities, but also hope that more Xuediandongxi to determine their own career-oriented. This is a direct result of a new staff of the new field of on-the-job skills of the unskilled, naturally led to the slow pace of work, not the performance. The work of the skills shortage, a new humanity, should be established at an early stage of their career-oriented, to a certain number of their ability to increase rapidly, making their own practice in the area of capacity to the maximum in order to save time. The concept of time is not strong. The new workplace humanity, the universality of the concept is not much time left. To see things done on their own working hours there is no specific arrangements, their time is not clear how the loss is in the end, they do not understand the time is reasonable. An account to get the task of leadership is not clear how long they can do, not in the subconscious of the concept of mandatory. The concept of time is not strong, should be from 2 to proceed with regard to deal with.       

1, understand their allocation of time to find out the reasons for the waste, analysis of how to solve this problem a waste of time;

2, to establish and strengthen the concept of time, the use of the records of daily schedule of work, time to make it clear that this hour I do? Lack of coordinating the work of this capability, with a new job in human's in direct proportion to the length of time. This lack of ability to make reasonable arrangements for the new humanity cannot own, cannot be in accordance with the priorities, rational organization of work, often leading to a mission not completed because supervisors urged the other tasks, but quickly backed down from its original mandate to complete the boss Urgent tasks, such as the supervisor of the emergency task completed, their first task to do it because for a long time and had to be re-thinking clean-up resulted in a waste of time. For coordinating the work capacity, need to be addressed in the following areas.  

1, the first time has been identified by the task list, and in accordance with the established arrangements for the other time interval efforts;

  2, and gradually develop their own ability to schedule, according to their own preferences, will be the task in an appropriate time frame;

   3, similar to the work schedule to minimize subjective thinking on the change;

   4, the work should not be too over the row, has always been to retain a certain degree of flexibility in their own time. Lack of ability to break down tasks

   Some of the complexity of the work of the players for many years, will close this complex work of dismantling and gradually classification to be completed in all. However, a new humanity does not have the ability to break down tasks, which led to a lack of ideas cannot gain the upper hand, YueXiangyue complicated, not very good system for completing the work.

  The mission's ability to break down less, this time to retain the human need for a new project management concept, both big and small things small, are in accordance with the project to deal with the case, the issue caught on the break down by category, step by step to the completion of their work to form their own Ability to break down tasks.      

 In fact, they have the capacity; a new human mankind has entered the ranks of the elderly. At this point, if you asked him, he would like to answer the above as a matter of time.

4.4

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