To Flex or not to Flex

An Argumentative Research Paper

Presented to:

Ms. Aurecel Laplana-Alejandro

Languages Department

Schools of Arts and Sciences

Ateneo de Davao University

In Partial Fulfillment of the Requirements for

English 23 Writing Across Disciplines

2nd Semester, 2016 2017

By:

Concepcion, Jaye Marie

Curada, Jirah
 To Flex or not to Flex

By: Jaye Marie Concepcion & Jirah Curada

Thesis Statement:

Although flexitime working hours have drawbacks, such as lack of supervision on

employees who work non-traditional hours, lack of policies and procedures for

administering flexible work arrangements and loss of employee connection for both

clients and colleagues, the benefits it produ2ce, such as reduced turnover and hiring

costs, happier and more satisfied employees, and more productive workforce are

beyond enough to cover the said disadvantages.

 Outline

1.0 Introduction
2.0 Background
2.1 Flexitime definition
2.2 Flexitime Description
2.3 Flexitime Process and procedures
2.4 Development of flexitime
2.4.1 International setting
2.4.2 Philippine setting
2.5 Laws or standards of flexitime
2.6 Issues
2.6.1 Stress at work
2.6.2 Filipino Time
2.6.3 Family-Orientedness of Filipinos
3.0 Advantages of Flexitime
3.1 Reduced turnover and hiring costs
3.2 Happier and more satisfied employees
3.3 More productive workforce
4.0 Disadvantages of Flexitime
4.1 Lack of supervision on employees who work non-traditional hours
4.1.1 Noncompliance with company policies
4.2 Informal nature of flexitime
4.3 Loss of employee connection
4.3.1 Reduced team efficiency
5.0 Refutation
5.1 Schedule Coordination
5.2 Implementation of clear and definitive flexible working policies
5.3 Administration of staff meetings and assemblies
6.0 Conclusion
 Nowadays, organizations continually search for improvements on how to

motivate their employees. This is because most of the traditional management

strategies are no longer effective due to change of time. The millennial generation

believes that the employees must be treated not as liabilities but as individual with

special needs.

Most companies apply fixed regular working hours wherein the schedule of the

employees are already set by the employers and is commonly from morning up to

afternoon. Consequently, alternative work schedules that are different from fixed

regular working hours are needed so that the principle of the new generation will be

met. Employees want a work time arrangement in which they are more likely to balance

their obligations to their families and their commitments to their work. Because of these

demands, organizations now consider flexible work scheduling or popularly known as

flexitime.

Flexible time is less rigid than fixed schedule. Employers and employees work

hand in hand to determine the number of hours that should be complied. Depending on

the employers policy, employees may be expected to work minimum number of hours

or be at work at a certain daily block of time, but shifts can be often be switched with

other co-workers in order to satisfy the needs of the employer and the busy life of the

employee.
 Although flexi time working hours have drawbacks, such as lack of supervision

on employees who work non-traditional hours, lack of policies and procedures for

administering flexible work arrangements and loss of employee connection for both

clients and colleagues, the benefits it produces, such as reduced turnover and hiring

costs, happier and more satisfied employees, and more productive workforce are

beyond enough to cover the said disadvantages.

According to Staines (1989), flexible work schedules offer the promise of a low-

cost option for helping employees balance their work and family responsibilities. Miller

(2016), gives another definition of flexible time where he explained that, Flexible work

schedule on a daily basis as long as the workweek contains the contracted number of

hours (p.1). In this paper, we give much more agreement to the definition given by

Lucas and Heady (2002) states that, Flexible time is a generic term for work-hours

programs that allow flexible starting and quitting times (p.7).

It is already evident that there are ongoing changes in the composition of labor

workforce in the world that is why; the concept of flexible work schedule was created. In

past years, the husband is expected to be the breadwinner in the family and the wife

assumes all the duties in the house. However, this tradition is somehow diminishing

because of lapse of time. Today, there are an increase numbers of employed wives and

mothers, husbands of these working women, female single parents, older workers, and

workers with physical handicaps and disabilities in the labor force throughout the world.

These modern workers should weigh their responsibilities and duties to their work and

to their homes. Because of these, employees tend to have more stress and have no
focus in work and will usually results to decrease of effectiveness and efficiency.

Flexible work schedules offer the promise of a low-cost option for helping to manage

these multiple responsibilities (Staines, 1989).

Many companies here in the Philippines and especially abroad have adapt this

type of work time arrangement. However, how does flexitime works? Normally flexible

plans permit employees to choose when will be their beginning and ending times as

long as the necessary work hours per week (usually 10 am to 3 pm) are have been

complied. However, a number of variations existed. One example of it is employees are

considered full time if they worked twelve-hour night shifts on Friday, Saturday, and

Sunday. Just like the full time employees who worked for 36 hours, flexitime workers will

still be earning full time benefits. Allowing employees to work at home for part of the

week, saving employees on commuting costs while also, making them to function at

their own pace and schedule as long as the work will be accomplish is another schedule

in flexible time. Job sharing, another popular alternative, allowed two employees to

share benefits and job responsibilities, giving them the freedom to schedule themselves

(Miller, 2016).

Hidalgo, V., a reporter from Inquirer News, had an interview to the director of

Regus, the worlds largest provider of workplace solutions, who conducted global

research report, told that nine out of 10 companies in the Philippines are now allowing

flexible working hours to their staff. The director of Regus also added that seventy-five

percent of businesses here in the Philippines are offering flexible working hours have

already reaped benefits. They saw their staffs have a better work-life balance, an
increased satisfaction and motivation. The survey also notes an improvement in staff

productivity. A quarter of flexible working businesses also state that their policy helps

them access a wider talent pool and allows them to employ more people in a various

remote location. Industries that arent customer and client driven can allow workers

to come in a certain number of hours a week. In addition, other industries like

information technology may operate on a 24-hour cycle, and needs staff day and night.

For positions such as these, a flexitime schedule is in everyones best interest.

In the Philippines, Department of Labor and Employment urges companies to

offer flexible time schedules to employees primarily to ease the traffic. Here are the

guides on how to adapt the flexible time working arrangement.

Under the Guidelines on the Adoption of Flexible Work Arrangements, employers

may enter into any of the arrangements with its employees. They may use compressed

workweek which under this arrangement, the normal workweek is reduced to less than

6 days but the total number of working hours per week is still 48 hours. For this to be

possible, each working day may have more than 8 hours but not more than 12 hours,

without incurring overtime pay. Another possible arrangement is the reduction of work

days where the employees may be required only to report for a few days each week for

a maximum of 6 months. Rotation of workers is also an alternative where employees

are rotated or allowed to work alternately within the workweek. Forced leave another

possible alternative where employees may be required to go on leave for several days

or weeks using their leave credits. The broken-time schedule, under this setup, the work

schedule is not continuous but the total work hours within the week remain the same.
Lastly, flexi holidays where employees agree to avail of the holidays at some other days

as long as this arrangement does not result in a diminution of benefits.

Any flexible work arrangement is valid when the employee voluntarily agrees to it or

prior notice of the flexible arrangement is submitted to the Regional Office of the

Department of Labor and Employment.

Stress is the psychological and physical state when the resources of the

individual are not sufficient to cope with the demands and pressures of the situation. It

can undermine the achievement of goals, both for individuals and for organizations

(Michie, 2002). The workplace is an important source of both demands and pressures

causing stress. Increasingly, the demands on the individual in the workplace reach out

into the homes and social lives of employees. When stress persists, it can take a toll on

a persons health and well-being (Coping with stress at work, 2016).

Americans who were displeased by what they considered the inability of Filipinos

to meet schedules put the phrase Filipino time together. Used to a more relaxed rural

life, Filipinos kept getting on the nerves of the officials and employees of the American

Occupation who were trained to observe more timing that is precise. Filipino time was

made as a term of contempt, intended to humiliate the Filipinos (Bernad, 2002).

Tardiness by employees can be a significant concern for the business. Time is

considered wasted if no actions are performed or if no decisions are made during a

period allotted for a particular objective. Whether in the professional or personal setting,

a tardy person disrespects everyone else's effort to be on time (Pulich & Tourigny,

2004).
 Filipino families, as described by Mendez and Jocano (1974), value blood and

marriage relationships. They also pointed out that biological ties are important and

extend even up to distant relatives. Filipinos have been described as family-centered,

and families have been observed to be closely-knit (Tarroja, 2010). In 2001, Medina

pointed out that the family is still the basic building block of most Filipino families. A

person can belong to one's family orientation and family of procreation. Family

involvement may exert a significant influence on the decision-making processes and

performance of employees (Revilla, 2016).

Because of these certain issues, we believe that it should be addressed. Thats

why, we proposed Flexitime working arrangement so that these issues will later be

resolved. Aside from having these issues resolved, the Flexitime offers you variety of

benefits. One concrete example of it is reduced turnover and hiring costs.

As to hiring costs, recruitment of employees is expensive which can cost a

company P34, 500 up to P37, 000 range for managers and professionals based on the

study conducted by Regus Company. It is so costly that the company could not afford to

loss many employees at the same time. Turnover costs include productivity losses

during training, recruiting and lost work while a position is vacant. For all jobs earning

less than $50,000 per year, or more than 40 percent of U.S. jobs, the average cost of

replacing an employee amounts to fully 20 percent of the person's annual salary, the

liberal-leaning think-tank found in a study that looks at 31 corporate case studies

(cbsnews.com,2012).
 Many companies have challenges with retention, particularly with the younger

team members. The new generation is demanding a different type of relationship with

their employer, one that is more focused on their needs, e.g., to contribute socially or

have reduced commute time to work. Understanding and accommodating the needs of

different generations in different life-stages is essential. Presenting employees with

choice also increases retention by providing alternative ways of working to those who

may have considered leaving the company. This has substantial economic benefits

given the cost of turnover and disruption to client experience. Our attrition rate is 4.2%

among traditional workers, whereas it is just 2% among remote workers (Cooke,2012).

Flexible working options in jobs would be beneficial, not only for potential employees but

also for employers as it will save them costs of fixed office work that requires mouth-

watering salaries. According to Henderson, J., in an interview of Manila Times News,

hiring and retaining top talent is an age-old priority for successful businesses, but not all

companies can afford to offer golden bonuses or mouth-watering salaries while

remaining competitive. Flexible working, which is lower cost than fixed office working,

offers the attractive perks of lower stress and better work, life balance to existing and

prospective employees, and provides a low -cost solution to attracting and retaining

those top workers. Its also striking how mainstream the perk of flexible working has

become, with many respondents actually choosing their jobs on the basis of flexibility.

Flexibility provides improved retention for individuals who might otherwise have left the

organisation. In some cases, it can also improve the calibre of talent available for the

job, as providing flexibility broaden the pool available. Flexibility also allows companies

to retain talent throughout times of economic hardship by offering options that can save
money while providing employees with time off or reduced working hours (Cooke,

2012).

Another benefit that is enumerated in this paper is to make the employees

Happier and more satisfied. Adapting Flexible work time schedule creates a happy

culture. To create a happy culture was to leverage mentoring and create a learning

and development environment. Everyone worked hard to meet the needs of their clients

and everyone participated in the fun times when they presented themselves. Allowing

the employees to choose of their own schedule is one way of creating happy culture

that leads to motivation to work. Based on Lawrence, D. (2016), having a happy culture

will result to decrease of employee turnover and employee productivity soared. The

organization became more customer focused and the culture spilled over into the lives

of so manyclients, family members, future employees, and more. The workplace

became a fun place to be as everyone welcomed the opportunity to learn and grow

together.

Hicks and Klimoski (1989) conducted a study about the impact of flexible time on

employees attitude. The results of which was employees working under a flexitime

schedule reported certain other improvements, including easier travel and parking, a

smaller amount of interrole conflict, a greater feeling of being in control in the work

setting; and more opportunity for leisure activities.

Lucas and Heady then support it in 2002 who conducted an experiment to

employees, which is composed of 38 male and 87 female participants. Their ages

ranged from 21 to 62 years, the average age was 36, and the median was 35. The
purpose of the research project was to see if commuters with flexible time had less

driver stress, less time urgency, and more commute satisfaction. During the experiment,

it is already noticeable that commuters with flexible time had lower driver stress and

time urgency than the commuters without flexible time, but they did not report

significantly different levels of commute satisfaction. This might be because most people

view any type of commuting negatively, and that modest changes in their commute are

not sufficient to eliminate its basic negative perception. Therefore, Flexible time lowers

driver stress levels and feelings of time urgency. The reduction in stress, in turn, leads

to several other beneficial results (Lucas, Heady, 2002).

Lastly, Flexible time creates more productive workforce. It is estimated that

happy employees are 12 percent more productive than the average employee, and on

the other way around, unhappy employees are about 10 percent less productive than

the average employee (Lawrence,2016). Research shows that happy employees are

better decision makers, excel at managing their time, and possess other crucial

leadership skills.

In a study conducted by Cooke (2012), one respondent in Lloyds Banking group

said, 66% of line managers and colleagues considered that flexibility improved

efficiency and productivity. Also, other respondent from MTM products said, The vast

majority of employees appreciate the variety of work, and productivity has more than

trebled since the organisation implemented flexible working arrangements in 1996.

Flexibility enables employees to operate in an environment that best suit their personal

working styles and allows companies to respond to fluctuations in workload.

 A testimony also which is coming from Hirst (2016) exclaimed that, Flexible time

program delivers financial gain for us in the form of increased productivity, regardless of

the weather. He also added that even when they experienced record-breaking snowfall,

employees were able to put in full, productive days from their homes, without stress of

driving in the snow or having to take delayed mass transit options.

Regardless of the advantages associated with work-life balance policies such as

flexitime, challenges are inescapable during the organizational implementation and use

thereof (Cooke, 2005). The use of flexitime as a policy, according to Fleetwood (2007),

does not guarantee success.

Flexitime presents a compelling challenge especially for those that are in charge

of ensuring the sustenance of critical functions and optimal workflow (Akyeampong,

1993). A common criticism of the use of flexitime is the loss of direct supervision of

employees who work non-traditional hours especially where work is in teams and

meetings are needed (Akyeampong, 1993; Clutterback, 2003).

Lack of employee supervision could lead to noncompliance with company

policies. It may also create a problem if issues arise without a supervisor to resolve the

problem. There is not enough responsibility for the prevention of problems, mistakes,

and accidents. Poor supervision removes a very important part of employee support,

eliminating the opportunity for reference and learning (Clutterback, 2003).

 Another critical challenge is that while flexitime has its apparent advantages,

informal and ill-conceived programs can have negative impact on businesses. Many

observers argue that businesses launch flexible work plans without adequate

preparation (Peak, 1994). In many cases, employers lack policies and procedures for

administering flexible work arrangements. The informal nature of these alternative work

hours can lead to inconsistency in the management of employees, decision making, and

operational procedures (Downes & Koekemoer, 2011).

An inadequately formed policy will not help clarify functions and responsibilities.

Unclear and inconsistent company policies can be a source of stress. Problems

between employees can arise due to ambiguous standards created by management

(Liechty & Anderson, 2007).

Critics also point out that the probable loss of employee connection for both

clients and colleagues is another threat to flexitime practice. The implications of which,

include reduced team efficiency (Fleetwood, 2007). Scheduling meetings, and getting

prompt answers to calls and emails suffer when employees are on varying work hours.

This could delay the progress on important projects (Skyrme, 1994). In addition,

flexitime could impact your relationship with customers, creating congestions when

employees are out.

Poor communication in business can obstruct the efficiency of the organization

altogether as well as the specific departments. Moreover, if poor communication results

to inadequate handling of important projects, this can cripple the companys capacity to

make positive contributions to society (Fleetwood, 2007).

 Sufficient supervision during flexible terms should be maintained. In some

instances, supervisors coordinate their schedules with other supervisors. Some have

found it possible to give advance instructions and delegate more responsibility to

employees (Hedges, 2001). Keep the line of communication open with employees in

terms of encouraging and listening to feedback. Employ alternative styles of supervision

and promote independence among work groups.

Successfully implementing and improving on already existing policies can help

employees in understanding the use of flexitime. In addition, work place policy and its

influencing factors are likely to reduce negative perceptions surrounding the use thereof

(Downes & Koekemoer, 2011). According to CIPD Research Report (2000),

implementing clear and definitive flexible working policies had a positive impact on staff

management and employee engagement. Employers should consider introducing a

formal, legitimate, and objective business standards. It must be clearly articulated for

eligibility. Companies should create guidelines that address business needs and stand

up to tests of fairness and comprehensiveness (Peak, 1994). A policy can help ensure

consistency in how flexible working is discussed and handled. Furthermore, the policy

should be reviewed from time to time to ensure that it is achieving what it is designed for

(Skyrme, 1994).

Staff meetings could be conducted to address the reduction of communication in

the workplace. Companies should conduct conventions and assemblies that include

non-traditional employees so that they are not alienated from co-workers as well as

managers and excluded from information sharing (Narayanan & Nath, 1982). Adequate

communication within the work unit must be maintained. Adjustments can be made to
accommodate the changes brought by flexitime. Establishments have turned a potential

problem into an advantage by keeping quiet hours and come up with good results.

In some cases, establishments that operate in more than one time zone use flexitime to

accommodate time differences with branch offices (Hedges, 2001)

While there are drawbacks to the use of flexitime, positive effects of flexitime

include improvement of the attitude and morale of employees towards work. Flexitime

has given employees a sense of pride that they are important to the company and that

management also looks after their welfare. Another advantage is that flexible work

hours can be an effective tool in reducing turnover and tardiness. Moreover, people are

most successful when they have the everyday flexibility they need to meet the demands

of their professional life and accomplish the things they identify as priorities outside of

their career.

Flexitime will be most applicable in the Philippines where being late is common

and normal. Its called Filipino time. It means being minutes to hours late compared to

standard time and things get done whenever they get done. This problem can be

addressed through the use of flexitime. It minimizes lateness among employees since

they can come any time within the allowable starting time.

In addition, to the Filipino people, ones family is the source of personal identity,

the source of emotional and material support and ones main commitment and

responsibility. This sense of family results in a feeling of belongingness and rootedness.

Flexitime is most helpful to Filipino employees since they will have some measure of
control over their work schedules, thereby making it easier for them to manage non-job-

related responsibilities and maintain work-life balance.

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7307-404f-8ac6-e8d3c2bc0f25%40sessionmgr4009&vid=1&hid=4202
Research Notes

Original Text Paraphrase/summary/Direct Quotatio

Flexible work schedules offer the promise of a low- According to Staines (1989), flexible w

cost option for helping the promise of a low-cost option for

people manage work and family responsibilities. (Staines, balance their work and family responsibi

G., 1989, p.35)

Flexible work schedule on a daily basis as long as the work Miller (2016) gives another definition of

week contains the contracted number of hours. (Miller, T., he explained that, Flexible work sched

2016) as long as the workweek contains the co

hours (p.1).
Flextime is a generic term for work-hours programs that In this paper, we give much more

allow flexible starting and quitting times. (Lucas and Heady, definition given by Lucas and Heady (

2002, p. 7) Flexible time is a generic term for work-h

allow flexible starting and quitting times

Most flexible plans allowed employees to vary their Normally flexible plans permit employe

beginning and ending times as long as they worked the will be their beginning and ending tim

necessary hours per week and were working during core necessary work hours per week (usually

hours (usually 10:00 a.m. to 3:00 p.m.). However, a number have been complied. However, a nu

of variations existed. One example of flex time rewarded existed. One example of it is employees

employees who worked unpopular shifts: Employees were time if they worked twelve-hour nigh
considered full time if they worked twelve-hour night shifts Saturday, and Sunday. Just like the f

on Friday, Saturday, and Sunday. These thirty-six hours who worked for 36 hours, flexitime w

were considered a full week earning full-time benefits. earning full time benefits. Allowing em

Another schedule allowed employees to work at home for home for part of the week, saving emplo

part of the week, saving employees on commuting costs costs while also, making them to functio

while allowing them to function at their own pace and and schedule as long as the work wi

schedule as long as the work was accomplished. Job another schedule in flexible time. Jo

sharing, another popular alternative, allowed two popular alternative, allowed two em

employees to share benefits and job responsibilities, giving benefits and job responsibilities, giving t

them the freedom to schedule themselves. (Miller, 2016). schedule themselves (Miller, 2016).

Based on a global research report from Regusthe worlds Hidalgo, V., a reporter from Inquirer New

largest provider of workplace solutionsnine of 10 to the director of Regus, the worlds

companies in the Philippines are now offering flexible workplace solutions, who conducted glo

working hours to their staff. Companies are attesting that told that nine out of 10 companies in

they are now reaping the benefits of flexi time. now allowing flexible working hours

Among the benefits are improved self-productivity, reduced director of Regus also added that sev

overhead expenses and an improvement in work-life businesses here in the Philippines a

balance. A little more than half of local firms point out that working hours have already reaped ben

flexible working hours cost less than fixed office working staffs have a better work-life balan

hours. satisfaction and motivation. The surv

The research also discusses that flexible work brings about improvement in staff productivity. A

benefits not only from employer to employee but also to working businesses also state that thei

families to wider society and even to the environment. access a wider talent pool and allows th
Seventy five percent of businesses offering flexible working people in a various remote location. In

hours report that their staffs have a better work-life balance, customer and client driven can allow

an increased satisfaction and motivation. The survey also a certain number of hours a week.

notes an improvement in staff productivity. A quarter of industries like information technology m

flexible working businesses also state that their policy helps hour cycle, and needs staff day and

them access a wider talent pool and allows them to employ such as these, a flexitime schedule is

more people in a various remote locations. interest.

(Business.inquirer net Retrieved from: (Business.inquirer net Re

http://business.inquirer.net/1527/more-ph-offices-offer-flexi- http://business.inquirer.net/1527/more-p

time-to-staffs) time-to-staffs)

Under the Guidelines on the Adoption of Flexible Work Under the Guidelines on the Adoptio

Arrangements (Dept. Advisory No. 2, Series of 2009), Arrangements, employers may enter

employers may enter into any of the following arrangements arrangements with its employees.

with its employees: compressed workweek which under th

1. Compressed workweek: Under this arrangement, normal workweek is reduced to less th

the normal workweek is reduced to less than 6 days total number of working hours per week

but the total number of working hours per week is this to be possible, each working day m

still 48 hours. For this to be possible, each working 8 hours but not more than 12 hours

day may have more than 8 hours but not more than overtime pay. Another possible ar

12 hours, without incurring overtime pay. reduction of work days where the e

2. Reduction of work days: The employees may be required only to report for a few day

required only to report for a few days each week for maximum of 6 months. Rotation of w
 a maximum of 6 months. alternative where employees are rotated

3. Rotation of workers: Here, employees are rotated or alternately within the workweek. Force

allowed to work alternately within the workweek. possible alternative where employees

4. Forced leave: Employees may be required to go on go on leave for several days or week

leave for several days or weeks using their leave credits. The broken-time schedule, un

credits. work schedule is not continuous but th

5. Broken-time schedule: Under this setup, the work within the week remain the same. L

schedule is not continuous but the total work hours where employees agree to avail of the

within the week remain the same. other days as long as this arrangement

6. Flexi holidays: Employees agree to avail of the diminution of benefits.

holidays at some other days as long as this Any flexible work arrangement is valid

arrangement does not result in a diminution of voluntarily agrees to it or prior not

benefits. arrangement is submitted to the Reg

(Department of Labor and Employment. (2009). Guidelines Department of Labor and Employment.

on adoption of flexible work (Department of Labor and Employment

arrangements. Department Advisory No. 2. Retrieved from: on adoption of flexible work

http://www.dole.gov.ph/fndr/bong/files/DA%2002-09.pdf) Arrangements. Department Advisory No

http://www.dole.gov.ph/fndr/bong/files/DA

Stress
Filipino time
Family oriented
According to Regus, recruitment is expensive which can As to hiring costs, recruitment of empl

cost a company P34,509 up to P37,000 range for managers which can cost a company P34, 500 up

and professionals. (Manila Times Net. Retrieved From: for managers and professionals bas
http://www.manilatimes.net/filipino-workers-start-favoring- conducted by Regus Company. (M

flexible-options/70147/) Retrieved From: http://www.man

workers-start-favoring-flexible-options/70
For all jobs earning less than $50,000 per year, or more For all jobs earning less than $50,000

than 40 percent of U.S. jobs, the average cost of replacing than 40 percent of U.S. jobs, the avera

an employee amounts to fully 20 percent of the person's an employee amounts to fully 20 perc

annual salary, the liberal-leaning think-tank found in a study annual salary, the liberal-leaning think-ta

that looks at 31 corporate case studies that looks at 31 corporate

(cbsnews.com,2012). (cbsnews.com,2012).

Our attrition rate is 4.2% among traditional workers, Our attrition rate is 4.2% among

whereas it is just 2% among remote workers whereas it is just 2% among

(Cooke,2012). (Cooke,2012).
Hiring and retaining top talent is an age-old priority for According to Henderson, J., in an interv

successful businesses, but not all companies can afford to News, explained that, hiring and retain

offer golden bonuses or mouth-watering salaries while age-old priority for successful busin

remaining competitive, Henderson said. (ManilaTimes.net) companies can afford to offer golden

watering salaries while remaining compe

The leader began to see a change in her employees and Based on Lawrence, D. (2016), having

the workplace. Employee turnover diminished and result to decrease of employee turno

employee productivity soared. The organization became productivity soared. The organizatio

more customer focused and the culture spilled over into the customers focused and the culture spille

lives of so manyclients, family members, future of so manyclients, family members,

employees, and more. The organization became a place and more. The workplace became a

that people desired to work for (Lawrence,2016) everyone welcomed the opportunity
 together.
A summary of the results of the Research by Hicks and Hicks and Klimoski (1989) conducted

Klimoski (1989). It is about 3 paragraphs. impact of flexible time on employees att

which was employees working under a

reported certain other improvements, in

and parking, a smaller amount of interro

feeling of being in control in the work

opportunity for leisure activities.

The same with the study conducted by Lucas and Lucas and Heady then support it in 2002

Heady(2002) wherein, we just collected key points of the experiment to employees, which is com

results of the experiment. and 87 female participants. Their ages

62 years, the average age was 36, and

The purpose of the research proje

commuters with flexible time had less

time urgency, and more commute satis

experiment, it is already noticeable th

flexible time had lower driver stress and

the commuters without flexible time, bu

significantly different levels of commut

might be because most people view any

negatively, and that modest changes in

not sufficient to eliminate its basic n

Therefore, Flexible time lowers driver

 feelings of time urgency. The reduction

leads to several other beneficial resu

2002).

While happy employees are approximately 12 percent more It is estimated that happy employees a

productive than the average employee, unhappy employees productive than the average employee

are about 10 percent less productive than the average way around, unhappy employees are ab

employee(Lawrence,2016) productive than the average employee (

The results are just summarized. In a study conducted by Cooke (2012)

Lloyds Banking group said, 66% of

colleagues considered that flexibility

and productivity. Also, other respo

products said, The vast majority of em

the variety of work, and productivity ha

since the organisation implemented

arrangements in 1996. Flexibility ena

operate in an environment that best

working styles and allows compani

fluctuations in workload.

The results are just summarized. A testimony also which is coming

exclaimed that, Flexible time program

gain for us in the form of increased pro

of the weather. He also added tha

experienced record-breaking snowfall

able to put in full, productive days from t

stress of driving in the snow or having to

transit options.