A flexible work arrangement (FWA) empowers an employee to choose what time they begin to work, where to work, and when they will stop work. [1] The idea is to help manage work-life balance and benefits of FWA can include reduced employee stress and increased overall job satisfaction. [1] On the contrary, some refrain from using their FWA as they fear the lack of visibility can negatively affect their career. [2] Overall, this type of arrangement has a positive effect on incompatible work/family responsibilities, which can be seen as work affecting family responsibilities or family affecting work responsibilities. [3] FWA is also helpful to those who have a medical condition or an intensive care-giving responsibility, where without FWA, part-time work would be the only option. [4]
The concept was first proposed in 1960 by Christel Kammerer, a German management consultant in West Germany. [5] [6] It was first implemented by the German aerospace firm Messarschmilt-Boklow-Blohm in 1967. [6] It was not until the 1970s that FWA practices were first implemented in Canada, the United Kingdom, and the United States. [6]
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According to gender role theory, society places different roles on women and men simply based on their biological sex (gender-stereotyping). [3] Given the competing forces working-women face between their jobs and home, FWA are made very appealing. [3] FWA also has the ability to encourage men to play a care-giving role as they have equal access to the program. [4] Over the past few years, more women than men using FWA (58% compared with 42%). [9]
FWA tend to favour those in full-time, salaried positions and male-dominated workplaces or industries. While in the male-dominated workplace, there seems to be equitable access, in female-dominated workplaces, both the women and men are less likely to have schedule control. It is argued this is due to female-dominated workplaces having low-paying roles and unfavourable working conditions. [10]
-Based on the access considerations, it is argued that the group whom most needs FWA, may not be able to get access to it.
-FWA is important as it is attributed as a variable to help close the Gender pay gap and can assist in maintaining a women's labour market position after giving birth.
-Further research is being conducted by the European Commission (2017), which seeks to identify why an employer may reject a request for a FWA.
-Flexibility can be seen as a substitute as compensation. [11] [10]
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