Organizational Behavior Paper


Discuss the advantages and disadvantages of the following alternate work arrangements: flextime, job sharing, and telecommuting


Alternative Work Arrangements

Alternative work arrangements are essentially flexible work schedules that defy the traditional routine and sharing of job roles in an organization. These arrangements increase productivity and provide convenient working conditions. This paper will explain three particular work arrangements: flextime, job sharing and telecommuting.


The traditional working schedule begins at 8 am and ends at 4 pm. However, flextime is a creative arrangement that allows employees to choose their start and end times for their daily work. The main aim of this arrangement is to maintain the standard total working duration of eight hours (Shan 104). It typically requires employees to be present at work between 11 am and 3 pm. They are then expected to satisfy the required hours throughout the week. Flextime policy allows workers to determine when they will work. This policy may sometimes be conveniently coupled with flexplace which allows staff to determine where they will work. Flextime is very advantageous because it allows workers to coordinate their work with transport schedules, family and social obligations as well as other personal interests such as education. However, this policy has the potential of derailing productivity and maintenance of organizational goals. Under poor regulation, workers may take extreme advantage of this freedom.

Job sharing allows two people to work part-time at a position that would otherwise be a full-time position for one person (Shan 67). Equally, the basic salary is divided between the two workers. It allows employees to have more free time which they may use for their personal interests. On the flip side, it is extremely difficult to synchronize communication between both employees and their other counterparts. This creates irregularity in the flow of work, especially for other workers.

Telecommuting is a convenient alternative arrangement that allows employees to work using electronic and internet tools at their convenient locations. This may be in public places such as coffee shops and libraries. The main aim of telecommuting is to reduce the distance and time covered during commuting. This policy has helped create a diverse workforce that integrates people who may be limited by geographical factors. A common example is an ability it creates for physically disabled people to work at their own comfort. In the long term, this policy allows for the sourcing of global employees while reducing the costs of daily work for both the employees and the organization. However, the policy may lead to social isolation, reduced teamwork, and motivation.

Overall, alternative work arrangements have allowed the labor force to gain freedom and flexibility in their work. Flextime, telecommuting and job sharing can easily be integrated into employment schedules in different industries. Effective personal management and ethical professionalism are required if these arrangements are to serve their purpose.

Works cited

 Shan, Martin. (1983). Managing Without Managers: Alternative Work Arrangements in Public Organizations. New York, NY: Sage Publications.

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