In the recent decade, the workplace environment that many people have become used to is increasingly facing structural changes. With the development of leadership and administration theories, as well as changing trends regarding organizational structure, the employees of today have to work in conditions that are very much unlike any other. The need to bring improvements to the workplace has also become more necessary due to the recent pandemic, prompting a number of organizations to consider changing their approaches.
Business managers and leaders in all manners of workspaces can use this text as a way to understand the need for structural changes in the work organization process. Despite the potential resistance to change, the need to adapt and improve workplaces continues to become more prevalent each year. In this discussion, the idea of a flexible workplace is becoming increasingly prominent. For the sake of this discussion, the term pertains to the ability of workers to perform their duties in a non-standard work environment or work from home.
The topic is intricately connected with business administration, a field in which I am majoring. Therefore, studying the potential effects of remote working practices contributes directly to my professional capacity as a managing agent. A capacity for more diverse and accommodating workplace conditions significantly improves both employee well-being and productivity, allowing for a more fruitful and healthy organizational environment. To further support this assertion, the present paper will attempt a look at the current evidence regarding both the benefits and detriments of flexible workplaces.
Firstly, it should be noted that discussions of varied workplace environments have a long history in business, where particular companies use this method of organization to promote desired outcomes. A source describing the potential impact of flexible workplace conditions outlines that many people in specific conditions can benefit from the introduction of more diverse solutions to workplace organizations. For those that need to care for their children or take their other relatives into consideration, the ability to stay home and work becomes an invaluable tool for both agency and comfort (Koch, 1998).
The capacity of employers to provide their workers with such conditions has further been connected with reduced absenteeism and better performance (Koch, 1998). Additionally, this approach is extremely useful to people with chronic illnesses, those that have to use specialized equipment or find particular accommodations for themselves. As stated by research, flexible workplace conditions have the potential to drastically improve the well-being of more vulnerable employees (Dixon, 2019). In this way, the introduction of remote work and other flexible options becomes an undeniable benefit to the working class.
However, it is also necessary to consider some of the practical and potential flaws of this approach, many of which also have to do with the effect of this practice on workers. Firstly, the research paper discussing the potential benefits of flexible working for employees also notes some of the issues that were unaccounted for. In particular, the workplace demands and the amount of work that people have to perform have been gradually increasing over the years, along with a high-performance culture that values results over the wellness of people.
The combination of these two factors results in an internalized pressure for employees to complete their tasks, even to the detriment of personal health or their chronic conditions. Researchers note that, without proper management, employees are prone to overwork themselves without properly self-managing their home-working experience (Dixon, 2019). Additionally, other research discusses the potential for health and safety problems and other ethical considerations in connection with flexible work (Flexible Workplaces, 2021). Overall, it can be said that the practice demands more refinement before it can be truly called a fully beneficial way to organize a business environment. While its benefits are broadly larger than its detriments, there is still significant room for improvement.
References
Dixon, J., Banwell, C., Strazdins, L., Corr, L., & Burgess, J. (2019). Flexible employment policies, temporal control, and health-promoting practices: A qualitative study in two Australian worksites. PLOS ONE, 14(12). Web.
Flexible Workplaces (2021). Gale Opposing Viewpoints Online Collection.
Koch, K. (1998). Flexible work arrangements. CQ Press.