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Flextirement is a flexible work arrangement designed to ease the transition between full-time employment and retirement with flexible hours, reduced workloads, and phased approaches to leaving the ...
A flexible work arrangement (FWA) empowers an employee to choose what time they begin to work, where to work, and when they will stop work. [1] The idea is to help manage work-life balance and benefits of FWA can include reduced employee stress and increased overall job satisfaction. [ 1 ]
Workforce flexibility: From an organizational perspective, job rotation promotes a more flexible workforce by allowing employees to gain experience across multiple areas. [6] [7] Organizations benefit from this cross-functional experience because having a more flexible, multi-skilled workforce enables employees that can be redeployed as needed.
Walmart's decision comes as many companies grapple with whether to make a return to the office mandatory for employees who transitioned to remote work early in the pandemic.
For example, if a leader is considerate, the employees will tend to develop a positive attitude towards management and thus, work more effectively. [ 54 ] Feelings, including happiness, are often hidden by employees and should be identified [ 55 ] for effective communication in the workplace.
For example, trust is a non-verbal behavior which is often reflected by a verbal communication at a work place. It represents your attitude towards your team and colleagues. A positive and good work behavior of an individual leads to higher performance, productivity and great outputs by the team or an individual.
An illustrative example of this theory in action is when an organization provides a conducive work environment (hygiene factor) along with regular employee recognition programs (motivator). This combination can significantly contribute to a motivated workforce, more inclined towards engaging in OCB.
Much of the literature on the relationship between commitment and satisfaction with one's job indicates that if employees are satisfied they develop stronger commitment to their work. Kalleberg (1990) studied work attitudes of workers in the US and Japan and found a correlation of 0.73 between job satisfaction and organizational commitment of ...