QUESTION

What structural issues might arise in managing employees flexible work arrangements? Think
about what you have learned about organizational design. How might that information help a
manager address those issues?

ANSWER

FLEXIBLE WORK ARRANGEMENTS

Adaptable work game plans use force or innovation and use associations adaptability to devise
a work structure which empowers representatives to work from anyplace. Adaptable work
courses of action have suggestions on control (Authority connections), standards for
achievements, dynamic and interchanges.

Adaptable work courses of action think about people individual needs and permit
representatives to all the more likely sync their work hours with their own duties. An
association's work might be done anyplace whenever, arranging stays an imperative
administrative capacity in light of the fact that the work that must be practiced despite
everything must be isolated, gathered, and composed. At the point when associations become
progressively adaptable, control and authority become significant issues.

An association's work may be done anyplace whenever, sorting out stays an imperative
administrative capacity in light of the fact that the work that must be polished despite
everything must be isolated, gathered, and composed. At the point when associations become
progressively adaptable, control and authority become significant issues.

ISSUES

Following are the issues of adaptable work game plans by representatives:

 Difficult for office-based staff to fill in as viably with working from home staff

 Working from home may delude friends and family about your accessibility
 Compressed work weeks may mean customer accessibility endures

 Assessing quality and execution.

 Measuring yield. Administrators need devise an intend to quantify the days yield

Answers FOR UPRISING ISSUES

As associations adjust their basic structures to fit a differing workforce, developing rivalry, client
requests and new innovation, we see a greater amount of them embracing adaptable working
game plans. Such courses of action misuse the intensity of innovation, yet give associations the
adaptability to convey workers when and where required. These arrangements are:

• REMOTE WORKING:

Remote work is totally performed away from office. It very well may be stable situation or
transitory, since he worker doesn't need to come into the workplace by any means, they can
live and work anyplace around the globe.

It may be a decent choice for organizations hoping to widen their candidate pool and for sets of
responsibilities that don't require face to face work. Video conferencing and reliable
correspondences are vital to progress.

• PART-TIME POSITIONS:

Few out of every odd position warrants all day work. Offering low maintenance positions can
help increment profitability. Be that as it may, if a business needs to be sure to continue pulling
in the most excellent representatives, they might need to consider offering similar advantages.
Advantages and support agreement are probably the most well-known reasons why workers
leave or don't seek after a vocation.
• REDUCE BUSINESS TRAVEL:

Adaptable working significantly affects business travel, with related decreases in operational
expenses and carbon outflows. By making a culture that diminishes the reliance on up close and
personal gatherings, adaptable working implements an increasingly light-footed operational
model that unites individuals all the more rapidly and at lower cost. Also, as the credibility of
virtual gatherings expands, the similar advantages of eye to eye communication will keep on
decreasing

• BUILD ON YOUR STRENGTHS:

There are consistently qualities to expand on in existing practices and in the way of life.
Assume, for instance, that your organization has a standard of client situated responsibility.
Workers are happy to go the additional mile for clients when called upon to do as such. They
convey work out of extension or in front of timetable, frequently on the grounds that they
identify with the difficult's client's face. You can cause to notice that conduct by setting up
gatherings to discuss it and strengthen the conduct by remunerating it with progressively
formal motivating forces. That will help spread it all through the organization.