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Although flextime is gaining in popularity, it is not without its problems. Let us look at two main types of problems and how they can affect managers in a modern firm.
First, there are issues of having enough staff at any given time. The idea of flextime is that staff are supposed to be able to work when it is convenient for them. This allows them to manage their other obligations better and gives them more of a sense of being their own boss. The problem is that there is no guarantee that the firm will not have problems with too many employees trying to take time off simultaneously. If the firm needs to have a certain number of people on hand at all times, managers will have to mediate between people who want to use their flextime. Managers will have to ensure that enough workers are present while still making sure that all workers are treated fairly.
Second, there are issues of knowing how to evaluate people who take flextime. Recently, there have been problems with managers who equate being present at work with being reliable and productive. They do not see the people who are working flexible hours or who are working from home as reliably and constantly. Therefore, they sometimes downgrade them in evaluations. This is a major limitation on the ability to take flextime while still staying in line for promotions. Managers have to be aware of this possible prejudice on their part.
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