Benefits of flextime work arrangements:

Flextime work arrangement has many benefits. They are listed below with more details about each benefit.

Increased productivity:
The work productivity of the employees increases when they are allowed to work according to their own preferred timings. This increase in productivity automatically helps the organization. The Health Science Center at Houston, The University of Texas (www.uthouston.edu) mentions that flextime increases productivity because employees can schedule work according to their "biological" clocks.

Higher employee morale & enthusiasm:
As employees have control over their work timings, they have less reasons to crib. Their traveling troubles reduce and they also get to spend more quality time with their families. Hence stress level reduces. They feel they have more input and control over their work life. All this translates into less hatred and lower hostility towards the workplace and increased enthusiasm in office work.

Better balance between work-life & family-life:
Flextime is a very good option for working parents who can co-ordinate their timings with each other and take care of the child better. As per Tara Weiss (2007, www.forbes.com), "Maternity leave is old news for companies looking to retain talent. Now it's dad's turn. KPMG is among a growing number of companies with programs typically aimed at mothers--like telecommuting from home, working flexible schedules and taking leave when a new baby arrives--who are also focusing on fathers." Such steps taken by companies help their employees to spend quality time with their families. Employees are happier as a result. Laurie Lopez, a manager at Winter, Wyman HR Contract Solutions in Boston says, "The need for a varied work schedule affects both men and women, but caring for the children still falls heavily on the mother. Nearly half of the workforce is now female, and about 85% of working women are, or will become, working mothers. This makes flex-time a key issue for many women" (Scott Reeves, 2006, www.forbes.com).


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