Should all organizations consider implementing a compressed workweek?

  

Attracting and Staffing
Work Schedule Alternatives
Different types of work schedules have been developed to promote a
work-life balance. The typical work week for most employees is five days
per week and eight hours per day. Some organizations have implemented
compressed work week schedules such as working 10 hour shifts four days
per week or even 13 hour shifts three days per week. There are many
pluses and minuses to the compressed work week schedule that HR managers
should take into consideration. As practical examples, police officers
and nurses are known to work a compressed work week.
SLP Assignment Expectations
Should all organization consider implementing a compressed workweek? What are the pros and cons?
As an HR Manager, which would you promote for all employees and why:
5 days a week at 8 hours a day4 days a week at 10 hours a day3 days a week at 13 hours a dayJustify your response.
SLP Assignment Expectations (Structure)
Your paper should be 2-4 pages, not including the cover sheet and
reference page.You are expected to deal with these issues in an
integrated fashion, rather than treating them as a series of individual
questions to be answered one by one and left at that.
You will be particularly assessed on:
Your completion of all the steps in the exercise.Your ability to synthesize information and present a concise and meaningful paper.The clarity and quality of your writing.
SLP Assignment Expectations (Structure)
Make sure that you use your ownwords (rather than copying sentences from the article).Your paper will be graded based on the following criteria:
Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and
Application.Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.
Cite your sources: APA Style. You may use the tutorial found on the following link (press view the tutorial): http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382
Required Reading
De Cooman, Rein; Gieter, Sara De; Pepermans, Roland; Hermans,
Sabrina; Bois, Cindy Du; Caers, Ralf; Jegers, Marc. (2009).
Personorganization fit: Testing socialization and
attractionselectionattrition hypotheses. Journal of Vocational
Behavior, ISSN 0001-8791, 2009, Volume 74, Issue 1, pp. 102 107.
Schaubroeck, John; Ganster, Daniel C; Jones, James R (1998).
Organization and Occupation Influences in the
Attraction-Selection-Attrition Process. Journal of Applied Psychology,
ISSN 0021-9010, 12/1998, Volume 83, Issue 6, pp. 869 891.
Ployhart, Robert E; Weekley, Jeff A; Baughman, Kathryn. (2006). The
Structure and Function of Human Capital Emergence: A Multilevel
Examination of the Attraction-Selection-Attrition Model. The Academy of
Management Journal, ISSN 0001-4273, 08/2006, Volume 49, Issue 4, pp. 661
677.
Lonnie Golden; Julia R Henly; Susan Lambert. (2013). Work Schedule
Flexibility: A Contributor to Happiness? Journal of Social Research
& Policy, ISSN 2067-2640, 12/2013, Volume 4, Issue 2, pp. 10-41.

Introduction:

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Balancing work and life has become a concern for many employees. Various organizations around the world have started implementing different types of schedules to promote a work-life balance for their employees. One such schedule is the compressed workweek, which allows employees to work fewer days and longer hours. This paper aims to discuss the advantages and disadvantages of the compressed work week schedule that HR managers should consider before implementing it in their organization.

Description:

This paper focuses on different types of work schedules, mainly the compressed workweek, which is being used by different organizations. The paper discusses whether all organizations should consider implementing a compressed workweek. It also presents the pros and cons of this type of work schedule, and as an HR manager, which type of schedule would be more suitable for employees. Additionally, the article justifies the response given by the HR manager on selecting a specific schedule. The paper also examines the possible effects of work schedule flexibility on employee happiness. The paper concludes by synthesizing the information presented to provide a concise and meaningful paper that would guide HR managers on deciding the most suitable work schedule alternatives to promote work-life balance in their organizations.

Objectives:
1. To understand the different types of work schedules that promote work-life balance.
2. To explore the advantages and disadvantages of compressed work week schedules.
3. To evaluate whether all organizations should consider implementing a compressed work week schedule.
4. To analyze and compare different work schedule alternatives.
5. To develop the ability to justify and promote work schedule alternatives as an HR manager.

Learning Outcomes:
1. After completing this exercise, learners will be able to identify different types of work schedules that promote work-life balance.
2. After analyzing the pros and cons of compressed workweek schedules, learners will develop an understanding of the key factors that HR managers should consider when deciding whether to implement compressed workweek schedules in their organizations.
3. After evaluating the benefits and drawbacks of different work schedule alternatives, learners will be able to justify and recommend work schedule alternatives to employees in different settings.
4. After completing this exercise, learners will have developed the skills required to synthesize and present a concise and meaningful paper.
5. After completing this exercise, learners will be able to demonstrate their understanding of the concepts of Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.
6. After completing this exercise, learners will be able to use APA Style for referencing and citing sources.
7. After completing this exercise, learners will have developed the ability to integrate the different issues and concepts discussed, rather than treating them as individual questions to be answered one by one.

Solution 1: Implementing a Compressed Work Week Schedule

Introduction
As there are different types of work schedules. One of them is a compressed work week schedule that includes 10-hour shifts four days per week or even 13-hour shifts three days per week. HR managers should take different factors into consideration when deciding whether a compressed work week schedule is suitable for the organization.

Advantages of a Compressed Work Week Schedule
A compressed work week schedule has several advantages, such as reducing commute time and saving transportation costs as employees come and leave the workplace fewer times. Besides, it helps employees achieve a better work-life balance and reduces absenteeism rates. Employees would enjoy having more days off during the week, which would lead them to be more motivated and productive when they return to work.

Disadvantages of a Compressed Work Week Schedule
One of the major disadvantages of a compressed work week schedule is forcing employees to work for a more extended period without extended breaks, leading to fatigue and a decline in their productivity levels. This longer working period may also cause employees to experience difficulties in balancing work and family life. Additionally, as workers have to meet their responsibilities within a shorter timeframe, the workload may be heavier, and work changes may not be flexible.

Solution 2: Implementing a Hybrid Work Schedule

Introduction
Aside from the compressed work week schedule, organizations can also implement a hybrid work schedule that includes a combination of remote work, flexible hours, and compressed work weeks. The hybrid model offers flexible hours where employees can work from home or perform remote work, which promotes work-life balance and supports employees in managing personal and professional demands.

Flexibility
Hybrid work schedules provide employees the opportunity to set their work routine according to their preferences which improve overall productivity. Employees would be able to choose working from home, which would affect their commuting times and reduce transportation costs, leading to a positive impact on both work-life balance and organization’s profitability. In addition, it would eliminate geographic barriers and enable the organization to hire talent from anywhere globally.

Challenges
Despite the advantages of a hybrid work schedule, there are some challenges that should be taken into consideration, such as lack of face-to-face interaction and communication. Communication issues should be addressed by appropriate communication technologies, programs, and platforms to support work collaboration. Also, some employees may not have the suitable at-home work environment or lack self-discipline, which may lead them to be less productive and accountable.

Conclusion
HR managers should take various factors into consideration when deciding to implement a particular work schedule, whether it is a compressed work week schedule or hybrid work schedule. They should evaluate each model’s pros and cons, employee work-life balance, organizational goals, and workforce preferences. Providing flexible schedules improves employee well-being and happiness, as research shows that flexibility contributes positively to employees’ happiness while improving productivity.

Suggested Resources/Books:

1. “Flexible Work Arrangements: Conceptualizations and International Empirical Evidence” by Jody Heymann and Alison Earle.

2. “Compressed Workweek: just a day away” by Sherry Dubin.

3. “The 4-Day Workweek: A New Day in Employee Engagement” by Dan Schawbel.

4. “The Future of Work: A Guide to a Changing Society” by Darrell M. West.

5. “Work-Life Balance in the Modern Workplace” by Ofer Sharone.

Similar asked questions:

1. How can a compressed workweek improve employee productivity and happiness compared to the traditional 8-hour work, 5-day workweek?

2. Is it feasible for all types of business to adapt a compressed workweek schedule for their employees? Why or why not?

3. What are the potential downsides of implementing a compressed workweek in an organization, and how can such issues be addressed?

4. Does a compressed workweek increase or decrease employee turnover rates? Are there any specific factors that influence this effect?

5. How can an organization ensure that its employees are not overworked and their health and wellbeing are protected while implementing a compressed workweek schedule?

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