Employees With Flex Time Put in More Hours

Employees With Flex Time Put in More Hours

This article discusses the social exchange theory relative to employees with flexible work hours. The social exchange theory is based on a rewards and punishments response in a cost-benefit analysis such that behavior= rewards of interaction – costs of interaction.

Research from the Cranfield School of Management in the United Kingdom found that if employers offered more flexible hours for their employees, a rise in productivity, job satisfaction, loyalty, and lower stress levels would follow. This is because of the “employee’s willingness to maintain equilibrium between that worker and his or her employer. Since the employer has added a new dimension that benefits the employee — in this case, the freedom of a flexible schedule — the worker is interested in keeping an equal balance and adjusts the scales by working harder in return,” suggests Anderson and Kelliher. These social transactions between employer and employee creates a a strong trust bond.

Although there are many positive outcomes through research, the long-term benefits may be exceeded by costs of employee well-being from increased work intensification.

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3 thoughts on “Employees With Flex Time Put in More Hours”

  1. I think this is an interesting article and it may possibly bring about discussion to change how workers are used in the workforce. A typical 9 to 5 job may beginning to fade, as data shows that workers are more efficient and productive working with flexible hours. I believe that a strictly enforced routine for workers is not an efficient way to work, as employees will waste hours of time if they are not mentally prepared to work the allotted time. However, if you allow employees to work more flexible hours, they can adjust their work schedule accordingly, and work at an efficient rate. I think this article presents valuable information for companies, but I do not think you will see an immediate impact in the work environment.

  2. This was awesome! I hope it catches on. As more jobs offer working from home an option, it may even become a weakly dominant strategy (my hope). They don’t have to pay commuting fees, fees associated with having an office. It seems like employees are more productive and less stressed out, so they would in turn make a greater profit in operating that way. It seems to me the payoff for everyone is much higher

  3. In this situation an assumption can be made based off of the studies found in the article. If the market is competitive and firms have to compete for the best talent then, then firms that adopt this strategy and gain an advantage and will eventually dominate the market or force immediate change from their competitors. If a firm can gain production while others still lose production from forced schedules an advantage will soon be created. The firms with flexible scheduling should out produce those that don’t make the switch.

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