Flexible working time- A factor of motivation or demotivator

Abstract
Human resource specialists can motivate their employees by employing a variety of strategies.
Flexibility in work hours is one tactic. Alternative work schemes are the options provided by the
employer to permit the employee to work outside of the typical workweek. Thanks to these
arrangements, the employee has flexibility regarding where and when they work.

Flexibility in work arrangements demonstrates to the employee that the employer is considerate
of their various demands. Our most recent research, however, indicates that there might be a
secret drawback to flexible work in addition to the advantages. Why would a rule that employees
appear so happy about actually make them feel worse?

The answer lies in social norms, one of the most influential psychological forces in our life.
Despite the increasing acceptance of unconventional work hours, society still has set rules that
define when it is appropriate to work and when it is not. The 9-to-5 standard is still firmly
entrenched in our society. For instance, on weekends, evenings, and holidays, many businesses
and schools are closed, and calendar apps hide weekends and evenings.
 INTRODUCTION

All employees have the legal right to request flexible working once they have been employed by
their business for at least 26 weeks. The issue of achieving a work-life balance may initially
appear to be solved by having the freedom to work, with no clear disadvantages.

Working remotely is not always considered to be flexible working. Individuals with flexible
work schedules are able to work from anywhere, including their homes, coffee shops, and even
during their commutes. Furthermore available are a variety of flexible work schedules, such as
part-time, flextime, annualized hours, compressed hours, and staggered hours, to name a few.

Having a flexible work schedule gives employees the freedom to make their own plans and
establish a work-life balance that suits them. With a flexible schedule, employees can choose
when their workdays start and end in place of the standard 40-hour workweek. It's crucial to keep
in mind that flexible hours don't necessarily mean working fewer hours. In fact, when working
from home, employees put in longer hours. Nevertheless, this kind of schedule still has structure
in that employees must work a set amount of hours or come to an alternative arrangement with
their employer regarding office hours versus remote time.[1]

Several scientific studies have demonstrated the importance of flexible work schedules for
happier, more effective workers as well as a more successful organization overall.

To begin with, flexible working hours don't necessarily indicate that a manager can be a little lax
and let the team depart a little early. Flexible working hours don't equate to laziness or missing
deadlines. Instead, it gives employees the freedom to select their own work schedule, setting, and
location in order to produce their best work.[2]

Employees stand to gain a lot of advantages from flexible work arrangements. The ability to
conveniently balance work, family, and personal duties is one that many employees mention
first. If your schedule is open, you could attend a parent-teacher conference in the morning, go to
a yoga class, or just hang around at home until the washing machine repairman arrives.
The Work World Is Changing

It is entirely likely that the COVID-19 pandemic is the tipping point for flexible employment
given all the ways it has impacted and is continuing affecting the world. Families have
discovered that having flexible work periods can benefit them maintain a strong work-life
balance. Additionally, workers have discovered that working from home has its advantages,
including the capacity for productivity. Employers have also discovered that allowing flexible
work helps them maintain their business in the event of a continuing emergency. Prior to
COVID-19, the flexible work trend was on the rise, but it has since gained even more traction, so
job searchers are now more inclined to pick a position with flexible hours over one without.

There will always be flexible job options. 80% of employees prefer to work for a firm that offers
flexible work schedules, according to a 2019 survey. Sometimes departing from the norm might
seem empowering. But, it might also demotivate us.[3,4]

Flexible work hours—a curse or a boon?

There isn't a perfect response. It won't benefit your team or your business to pretend that working
under flexible conditions has no disadvantages. After all, different situations suit different
personalities better. While some people could operate more effectively in a flexible setting,
others need the rigidity of set working hours to produce at their best.

Even on our best days, procrastination may be a problem, and it affects everyone at some point
during the work week. Concerning yourself as an employer with tardiness at work is nothing
new. But, if you have flexible working arrangements, the problem can get worse. Allowing
employees to claim, "I'll start work in the afternoon," when they get up in the morning might be a
recipe for disaster when it comes to procrastination.[5]

Your employees could find themselves halfway through the week before recognizing they
haven't even scratched the surface of their workload. Stress results from procrastination because
people set more stringent deadlines for themselves when they leave their task to the last minute.
At the beginning of the week, the goals were completely doable, but by the end of the week, they
had become insurmountable. In a flexible workplace, reducing the likelihood of procrastination
is a concern for any manager because it can be the starting point for a variety of other problems
for your team.

In one study, we asked employees how they felt about their jobs both on a regular day of work
and a week later when they were working on a federal holiday. We found that workers'
motivation and happiness were considerably lower when they were working on a holiday, despite
the fact that both days were Mondays and they performed equivalent work-related duties.[6]

We discovered that by purposefully changing their perspectives, people might maintain their
motivation while still taking use of a flexible schedule. The modern workplace benefits from
flexibility yet intrinsic drive shouldn't have to be sacrificed in order to achieve this.

The benefits typically outweigh the drawbacks in the end, and a skilled manager can manage the
drawbacks. A full employee benefits package now includes flexible scheduling, which is
something that employees are seeking for.[7]

Remote work- a new era

Flexibility is no longer a luxury, but rather a need. Flexibility in work schedules led to
improvements in employees' attitudes and productivity as a whole.

The myth that our peak productivity hours are between 9 am and 5 pm is one that is promoted by
the typical office culture. There is growing evidence that at least half of us operate on an entirely
different productivity schedule, most of which is influenced by our daily rhythms. This schedule
may be successful for some people, but it is clear that at least half of us do not.

With companies like Nike and Google, workers can plan their work hours to match their
circadian cycles. Several companies even provide "nap pods" around corporate buildings to
encourage employees to take cat naps while at work.[8]

There isn't much room for the unexpected on a typical weekday. Because the 9 a.m. punch-in
doesn't account for a sick child at home or a restless night of sleep, your staff may decide to call
in sick. Your workers will feel free to arrive later, sleep in a little longer, or take care of a sick
child at home if your schedule is flexible. Workers don't have to miss a whole day; they can start
whenever is convenient for them. Work schedules that are rigid lead to additional stress, and
stress weakens our immune systems.
You may make it much easier for your workers to combine work and life by allowing them to
include personal tasks like picking up the kids, attending classes, or exercising by offering a
working arrangement that is fashioned after the Finns. They will feel more in control, generate
more, and be less stressed.[9]

Workflow management software has seen widespread use as a result of the pandemic. Although
these programs were already in place before the pandemic, the demands for working from home
made them even more crucial for maintaining projects and teamwork. Flexible and remote
workers are much more likely than those who are in the office on a strict schedule to utilize these
platforms to engage with coworkers. By utilizing such platforms, team communication becomes
much more streamlined and effective, saving time and energy for everyone.

The Covid-19 outbreak necessitated this level of workplace adaptability. It then continued to
grow quite quickly after that. The fact that we have all the required tools and technology is the
most important component.[10]

Flexible work is a permanent trend. According to a 2019 survey, 80% of workers want to work
for an organization that allows for flexible work hours. The epidemic has only accelerated this
trend, with workers in every sector embracing the freedom to work when and when they choose.
Many people have benefited greatly from this, especially those juggling job with caring
obligations, side businesses, or even just a demanding personal life. Yet, our recent research
indicates that in addition to the advantages of flexible work, there can also be a secret
disadvantage.[11]

Flexibility is advantageous in the modern workplace, but it shouldn't have to be at the expense of
intrinsic motivation. When workers feel their occupations are satisfying and enjoyable, they
work more, perform better, are more creative, and are more helpful and philanthropic. It is also
said that overall wellbeing and the work-life balance have both improved.

For those who can be flexible with their work schedules, employee engagement is higher. They
are thankful for the flexibility to work at their own pace, which is evident in their expression of
thankfulness. When given the option to choose their own schedules, workers often repay this
"favors" by becoming more engaged and effective.
Most recent research has focused on how much flexibility in a work environment is a crucial
tactic for boosting motivation. Hence, flexibility at work serves as an inducement, or a technique
to pique someone's interest in joining and contributing to the organization.[12]

Flexible working hours have several advantages for both the company and the employee. And
while adopting flexible scheduling now will help you achieve in the future, it may represent a
significant change from how you have previously conducted yourself.

Flexible work arrangements may offer their staff members a better work-life balance, more
autonomy, and improved morale, among other potential advantages.

It's not like remote workers spend their days lounging around in their pyjamas. Contrary to
common opinion, remote workers are frequently unable to unplug and disengage, resulting in
longer workdays. The paradox is that you learn to love your job and work even harder as soon as
you have independence.

However, it's crucial that businesses also understand the financial advantages of flexible working
arrangements. Employees are not the only ones who stand to benefit from such initiatives; when
programs are handled correctly, businesses can lower expenses, increase productivity, and foster
employee devotion.

Everyone may benefit when flexible working is done properly and with the requisite level of
support from both businesses and employees.[13]
 Conclusion and Discussion
Concepts that capture the notion that allowing employees some flexibility in their work
schedules helps them to perform at high levels have only recently begun to surface. The notion
was inspired by the complexity and diversity of worker needs at modern companies. The degree
of flexibility in the workplace is a significant component in enhancing motivation, according to
more recent study.

Flexibility in the workplace is essentially an enticement, which is a tactic for getting potential
employees to want to join and be a part of the business. According to a study by Lee, Liu,
Rousseau, Hui, and Cen (2011), if an employee thinks that an inducement is the same as the
employer supporting them personally, they are more likely to feel compelled and loyal to the
organization.[14]

A study on the connection between motivation and alternative work arrangements found that
allowing for work flexibility increased job satisfaction, which in turn reduced intentions to leave
the company. It is not a situation where management sets the timing. Instead, it focuses on the
results from the perspective that workers finish the assigned tasks entirely.

This result has important implications for human resource professionals since it highlights how
important it is to interact with each employee to identify the motivating factors that best suit their
needs. Knowing how much other elements, like culture, affect motivation and autonomy in the
workplace is crucial, thus it is important to do your research.[15]
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