Implement a flework policy

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Supporting Evidence
Your Analysis of the work presented Make sure to provide a lot of evidence
Your new position as an HRM has provided you with experience in managing a diverse population. For this assignment, you are required to analyze the impact of a flexwork policy within your own organization, a global organization, or an organization of your choice. Once you analyze the flexwork policies, you will design and create your own flexwork policy for your chosen organization, demonstrating the step-by-step process used to develop and design the policy. Your work will be presented during a future workshop for managers. Consider the current human resource management policies within the organization that respond to the changing needs of a global workforce. Your final policy will be proceeded by the design plan.
Be sure to review this week’s resources carefully. You are expected to apply the information from these resources when you prepare your assignments. Your design project and policy should demonstrate thoughtful consideration of the ideas and concepts presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.
Flexwork Policy
Diversity in the global workplace has challenged organizations to seek alternative means to attract employees. A flexwork policy, which is a work plan that differs from the standard work week (Bornstein, 2013), is one of those means. A standard workweek usually consists of five consecutive 8-hour workdays with a consistent start and end time for each workday. Typically, an employee will request a flexwork arrangement. Sometimes this can be a condition of employment.
Many organizations have incorporated the flexwork policy which requires the approval of the supervisor (Almer, Cohen, & Single, 2003). Participating organizations that have incorporated this type of polity are universities, Google, and NASA to name a few. The purpose of the arrangement is intended to benefit the employee without burdening company operations. To help ensure the employee is working effectively and efficiently under a flexwork arrangement, supervisors develop a telework plan (Bornstein, 2013). This plan establishes guidelines of work, while also benefiting the employee and the organization. Flexwork often improves job satisfaction by increasing job flexibility. It also helps recruit and retain employees.
There are two types of flexwork arrangements, alternative and flexible (Richardson, 2009). The alternative work arrangement is considered a regular work schedule, but not consisting of five consecutive 8-hours a day. For example, working four consecutive 10-hour workdays during the week. The flexible work arrangement differs as it has the employee working a consistent number of hours each day. However, the start and end times vary around a fixed set of core hours. For example, an employee can work four consecutive 10-hour workdays during the week. There can also be combinations of flexible and alternative work arrangements. Supervisors make the final decision about an employee’s flexwork request after evaluating its feasibility.
The construction of a flexwork policy can be devised with the assistance of a design process. The purpose of a design process is to assist in developing policies to achieve your desired outcome (Galinsky, Sakai, & Wigton, 2011).
Steps to consider in a policy design process.
Figure 2 displays the steps to consider in a policy design process. A design process supports the development of policy from concept to completion.
Almer, E. D., Cohen, J. R., & Single, L. E. (2003). Factors affecting the choice to participate in flexible work arrangements. Auditing: A Journal of Practice & Theory, 22(1), 69.
Bornstein, S. (2013). The legal and policy implications of the “flexibility stigma.” Journal of Social Issues, 69(2), 389–405.
Durkalski, J. A. (2009). Fixing economic flexibilization: A role for flexible work laws in the workplace policy agenda. Berkeley Journal of Employment & Labor Law, 30(2), 381.
Galinsky, E., Sakai, K., & Wigton, T. (2011). Workplace flexibility: From research to action. Future of Children, 21(2), 141–161.
Holmes, L. M., & Dingle, S. (2007). Let’s talk about flex. Workforce Management, 86(17), 57.
Richardson, J. (2009). The manager and the flexworker: An interpretive interactionist perspective. Management Revue, 20(1), 34–52.
Vyvial-Larson, J., (2015). Recruiting, hiring, and managing a flexible workforce. Flexjobs.
Additional Resources:
Be sure to review this week’s resources carefully. You are expected to apply the information from these resources when you prepare your assignments. You are also required to search the library for additional resources and incorporate them into your assignment.
Chen, Y., & Fulmer, I. S. (2018). Fine‐tuning what we know about employees’ experience with flexible work arrangements and their job attitudes…
Brescoll, V. L., Glass, J., & Sedlovskaya, A. (n.d.). Ask and ye shall receive? The dynamics of employer-provided flexible work options and the…
Diane F., H. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health, (3), 157.
Sweet, S., Pitt-Catsouphes, M., Besen, E., & Golden, L. (2014). Explaining organizational variation in flexible work arrangements: Why the pattern…
Sweet, S., Pitt-Catsouphes, M., & James, J. B. (2017). Manager attitudes concerning flexible work arrangements: fixed or changeable? Community…


Approximately 250 words