Family Friendly Workplace

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In order to recruit and retain a workforce that will provide a high quality of service to the people the executive branch must be more accommodating to employees with families; this can be done by implementing certain work arrangement to create a family-friendly workplace.(Byars & Rue, 2004. According to DuBrin (2011 the expansion of family friendly policies in the workplace will make it easier for workers to take care of family needs and to enable more people to find and keep jobs. Broad use of flexible work arrangements and childcare/parental leave will enable employees to have a better balance between their work and family responsibility which will increase employees’ effectiveness and job satisfaction while decreasing absenteeism.(Benjamin,Gottlieb,Kelloway…show more content…
This increases the quality and quantity of work done by reducing the number of interuptions. (Berman,Bowman,West and Van Wart, 2006. Telecommuting provides managers with the opportunity to manage by results and to further empower employees to do their jobs. Supervisors who are used to managing by observation need to learn to manage by results, this can be a major barrier for a successful telecommuting process because traditional supervisors want to see people working at their desks if not they assume that people are not working. Telecommuting enhances recruitment in two ways: by making the job more attractive to qualified employees especially in tight labour markets and by expanding the pool of potential candidates. Many benefits can accrue from telecommuting employees and their families. It offers flexibility in hours, allows an employee to work at their own peak hours this result to a reduction of the amount of sick and vacation leave used for personal situations that arise and require their attention at home. Potential disadvantages of telecommuting are insurance concerns relating to the health and safety of employees working at home. Some state and local laws have restrictions to what work can be done at home this can cause a major drawback in the implementation process . (Byars &Rue, 2004. Supervisors should consider certain critical areas when designing telecommuting program. (Riley and Mc Closkey,1997. Telecommuters may receive less career support due to isolation, dissatisfaction and limited career development prospects. Organizations should be cautious when selecting employees to telecommuting, not everyone may be successful in a flexible work environment. This option is best for high performing employees. With careful design and implementation telecommuting programs allows the organization and employees to reap the rewards while minimizing

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