Flexi Timing

8/6/2019 Flexi Timing

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1 PGDM 2010-2012, Section C

BBUUSSIINNEESSSSRREESSEEAARRCCHHRREEPPOORRTT

OOnn

Impact Of Flexi TimeSSuubbmmiitttteeddbbyy::--

Mayank Jain FC10143Akanksha Pandya FC10124

Shavetamani Khurana FC10164Sanjana H Roy FC10159Nidhi Gupta FC10148

UUnnddeerrTThheeGGuuiiddaanncceeooff::--

Ms. Yukti Ahuja(SSuubbmmiitttteeddiinntthheeppaarrttiiaallffuullffiillllmmeennttoofftthheerreeqquuiirreemmeennttffoorrtthhee

AAwwaarrddDDiipplloommaaiinnMMaannaaggeemmeenntt)((PPGGDDMM 22001100--22001122))


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We would like to convey our thanks to Ms. YuktiAhuja, our research project faculty for her help and guidance in thecompletion of our business research project. We would also like tothank most respectable. Dr. Madan Mohan, honorable Dean of JIMS.Without their motivation and guidance its project might not bepossible.

It is only due to their efforts that our project could becompleted successfully. This project is to be submitted as a part ofpractical examination including in PGDM curriculum of JaganInstitute of Management Technology.

PGDM 2010-2012

Section C


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S. No Contents PAGE No.

1) Executive Summary -4-

2) Introduction -5-

a) Kinds of Flexi Time -7-

b) Advantage of Flexi Time -8-

c) "4 'P's" FRAMEWORK FOR FLEXI-TIME -10-

d) Disadvantage of Flexi Time -11-

e) Precautions -12-

3) Literature Review -13-

4) Research Methodology -17-

a) Objective -17-

b) Type of Study -17 -

c) Sample Design -17-

d) Limitation Of research -19-

5) Data Analysis & Discussion -19-

6) Inference -42-

7) Findings -42--

8) Conclusion -43-

9) Suggestions -44-

10) bibliography -45-

11) Annexure -46-


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Executive SummaryThe project deals with impact of flexi-timing in Organisation and Personal development. The approach

of Flexi-timing is gaining importance in organization work-culture. Under this concept, the standard

time limit of 9-5 job is not prevalent but variable time schedules are available for carrying out work.

It is beneficial for both organization and individual, as on the part of organization, there is ease in talent

management which further helps the organization to direct their activity in achieving their prospective

goals and on the part of individual they are benefitted in terms of maintaining appropriate work-lifebalance.

Under the project, thorough research has been carried out regarding individual understanding of the

concept of flexi-timing and how much are they benefitted by this working style. The sample unit for the

project is drawn from population of people who work in company where this concept is followed.

Detailed analysis has been carried out and relationships have been carved out to elucidate and confirm

the existing matter of fact; in terms of visible benefit this concept provide at individual and organization

front.

Appropriate interpretation and findings are chalked out after completing the research process which will

help to assess the impact of flexi timing concept and its benefit over other contemporary and traditional

method that are followed.


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Introduction

Flexi-time, originally derived from the German wordGleitzeitwhich literally means ('sliding time') is avariable work schedule, in contrast to traditional

work arrangements requiring employees to work a

standard 9am to 5pm day. Its invention is usually credited to William Henning.

Under flextime, there is typically a core period (of approximately 50% of total working time/working

day) of the day when employees are expected to be at work (for example, between 11 am and 3pm),while the rest of the working day is "flexitime", in which employees can choose when they work, subject

to achieving total daily, weekly or monthly hours in the region of what the employer expects, andsubject to the necessary work being done.

A flextime policy allows staff to determine when they will work, while a flexplace policy allows staff to

determine where they will work. Its practical realization can mainly be attributed to the entrepreneur

Wilhelm Haller who founded Hengstler Gleitzeit - and later 'Interflex Datensysteme GmbH' in Southern

Germany where today a number of companies offer Flexitime (Gleitzeit) solutions which have grown

out of his initiative.

Under flexi time, there is normally a core period of the day when employees must be at work (eg

between 10 am and 4pm), whilst the rest of the working day is "flexi time", in which staff can choosewhen they work, subject to achieving total daily, weekly or monthly hours. An employee must work

between the basic core hours and has the flexibility to clock in / out between the other hours.

An example of a typical flexi time day is below:

Begin work between 07001000 (flexitime)

Must be there between 10001200 (core time)Lunch break between 12001400 (flexible lunch hour)

Must be there from 14001600 (core time)Leave between 16001900 (flexitime)

The hours you work between these times are credited to your flexi time balance. Most schemes allowyou a credit or debit margin, often of about 8 hours.

Now days every organization is looking out for new ways and efficient and effective workforceplanning mechanisms which can help them increase their productivity, make proper utilization of the

resources (especially human resources) and provide complete employee satisfaction.
http://de.wikipedia.org/wiki/Gleitzeithttp://de.wikipedia.org/wiki/Gleitzeithttp://de.wikipedia.org/wiki/Gleitzeithttp://en.wikipedia.org/wiki/Schedule_(workplace)http://en.wikipedia.org/wiki/Wage_labourhttp://en.wikipedia.org/wiki/Wage_labourhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Working_dayhttp://en.wikipedia.org/wiki/Flexplacehttp://en.wikipedia.org/wiki/Wilhelm_Hallerhttp://en.wikipedia.org/wiki/Wilhelm_Hallerhttp://en.wikipedia.org/wiki/Flexplacehttp://en.wikipedia.org/wiki/Working_dayhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Wage_labourhttp://en.wikipedia.org/wiki/Schedule_(workplace)http://de.wikipedia.org/wiki/Gleitzeit


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Flexi-time working is being accepted by more and more number of organizations now days because it

is highly effective in providing complete employee satisfaction and helps the organizations to increase

its productivity.

Flexi-time working format also acts as an effective absence management tool. This format was

basically introduced to help individuals with young families to work more comfortably. According to

the provisions of flexi-time working an employee can request for a work from home, shift working,

term-time working, job share, tele-working, self-rostering, staggered hours, annualized hours,

compressed hours etc.

However, flexi-time working is not about working as and when an employee wants. There is a

procedure which needs to be followed and can be availed only by the employees who are in actual need

of it. Flexi-time working format has been developed specially for parents of young kids, who need to

stay with them and are responsible for bringing up the child. An employee with a child below the age of

six, or with a disabled child below eighteen years of age, can request for a flexi-time working. It is also

essential that the employee has been working with the organization for at least 26 weeks continuously.

According to flexi-time working policies an employer need to discuss about an employees application

within the agreed time. The final decision of the management should be provided to the employee in

written. An application can be rejected based on business reasons.

An organization can refuse to accept the flexi-time working application of an employee if it is

expensive for the organization, work and productivity is hampered, no new recruitment etc. Whatever

the reason be, the employee needs to be informed about the same.

KINDS OF FLEXI-TIMING

1. Flexi tourYou select the starting and stopping time for work independently and adhere to these timings

regularly.

2. Flextimeyou must be at work during specified core hours, but can make up the rest of your hours as youwish.

3. Gliding scheduleYou must meet the basic requirement of eight hours a day and 40/ 48 hours a week. Within that,

you can opt to change your arrival and departure time every day.

4. Variable dayYou must meet the basic requirement of 40 or 48 hours (depending on the organization) a weekbut can vary the number of hours you work each day.

5. Maxi flexYou decide: This kind of flexible work schedule contains the least number of core hours and

offers maximum flexibility.


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ADVANTAGES OF FLEXITIME IN MARKETING

Prudential ICICI has introduced a system where the entire sales department's timings have been shifted

from 9 am - 6 pm to 11 am - 8 pm. "There is no point in calling employees at 9 am" says Vasant

Sanzgiri of the Human Resources Department of the organization. "Their work depends on customer

convenience and actually begins only at 11 am. This way a lot more work gets done than by sticking tothe 9 - 6 schedule."

Creating goodwill

Sanzgiri claims that the employee benefits are tremendous too, especially since most of the personnel in

this department are female. "The staggered timing lets them avoid the rush hour and commute in

comfort," he says. "And the late hours give them the flexibility to complete their housework before

coming to work."

Srikanth Karra, general manager, HR & Operations, Aztec Software Technologies and Services Ltd,

encourages flexitime in keeping with the organisation's culture of 'trust and freedom' at work. "By givingleeway to employees, a strong bond is invariably created between employ and employer," he says. "This

helps in retaining our best employees."

In media and advertising

In the world of media and advertising, flexitime has always been the norm rather than the exception. A

large number of public relations firms allow flexitime in India - many of which have nothing contractual

to legitimise the system. One of these is Prahlad Kakker's agency, Genesis which has been following

flexitime for years now. Kakker says that although the official time to start work is 9.30 am, very few of

his employees come in before 11.30 am. "My office has people coming and going at different times ofthe day," he explains. "Each employee has his own individual responsibility to fulfill, for which he/she

chooses his/her own time of working. I attract talent by maintaining flexibility. I have no objection to

their schedules as long as they deliver the goods as and when I want."

In education

Colleges like the SNDT College at Ghatkopar, Mumbai, require teachers to put in six hours every day,

according to their convenience, any time between 8 am and 6 pm, giving a leeway of four hours.

(Naturally, the actual lecture hours form the core hours when they must be around).
http://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.html


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BENEFITS TO ORGANISATION

Introducing flexible working could bring the following benefits to business.

Greater staff morale and job satisfaction. Most employers offering flexitime working reportimprovements in recruitment, absenteeism and productivity.

Reduces stress and fatigue and unfocussed employees

Increases employee satisfaction and production

Greater staff retention and increased ability to attract new staff. Recruitment costs are thusreduced.

Ability to attract a higher level of skills because the business is able to attract and retain a skilledand more diverse workforce.

Work time visits to doctor / dentist are in employees time

Measures employees attendance you only pay or time in attendance (delayed arrival caused bytraffic congestion, delayed trains etc. are at employees expense)

An incentive to complete tasks instead of being carried forward to the next day as extra hoursworked count towards the final target Greater competitiveness, for example being able to reactmore effectively to changing market conditions

Increased customer satisfaction and loyalty as a result of the above.

BENEFITS TO EMPLOYEES

Increased opportunity to fit other commitments and activities in with work, and make better useof their free time.

More in control of their workloads, and manage a better balance between life and work. Allowsyou to schedule your travel; time to avoid congestion

Allows you bank time to be used for leisure / personal activities

Avoid the stress of commuting at peak times if their start and finish times are staggered or if theywork from home

Personal matters can be sorted without having to take time off

Helpful for people caring for children or other dependants, but others may find flexible workinghelpful too.


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"4 'P's" FRAMEWORK FOR FLEXI-TIME

PRODUCT:

A good delineation of the scope of flexi jobs is "consulting, home businesses, projects, retainerships orpart-time assignments". Flexitime could really be of many varieties:

Flexi Clock Time: The incoming/ outgoing hours are up to the employee, as long as full time isserved and deadlines are met. Remuneration and career progression remain on track.

Core Flexi Time: A variation, it requires the employee to work a core period, say 12.00 noon to4.00 pm every day. The timing of the rest is up to the employee.

Flexi week: Compressed work week.

Part / reduced time: Remuneration gets reduced according to amount of time served.

Job Sharing : A concept not yet popular in India - involves two people doing the same job eitheron rotating shifts or for projects etc. typically goes along with contract type of employment.

PEOPLE:

A look at a cross section of women interested in flexi time work showed that they could be analyzed and

slotted into clear demographic and psychographic segments. The big demographic factor behind a desirefor flexi work is motherhood. But not all flexi timers are mothers. Basis needs, the types that emerged

were:

Mother and More: People who had full time jobs, quit due to the baby, and now want to get backto working. However, do NOT want the old 12 hour routine which a regular corporate jobdemands.

Wannabe DIWKs (Double Income With Kid): Same as above, but the motivation behind gettingback to work is money, and the difficulty of managing the demands of three or more people

within a single salary.

Rubber Bands: Women who are currently trying to do it all - manage a full time job and a kid,with the result that they're stretched tighter than a rubber band. In an almost superhuman fashion,they work at their 9 to 9 jobs, then come back and spend quality time with kid and husband, only

then getting time for themselves - one wonders how long this will last, or even if they will wantit to !

Old Mother Hens: Housewives and mothers all their lives, now they want more! With the kidsgrown up, and an empty nest feeling pervading their lives, they suddenly find time on their hands

- they also want the independence and importance of contributing to the household kitty. With noformal orientation towards a job, this is the genre which is Amway's/ Oriflame's and, in India,

Modicare's foundation - also the cooking class/ boutique owners and other entrepreneurs.

Socrates: These are the mothers who already tread the path of the golden mean - those fortunateswho are currently working flexi time. These women realize that to balance their juggling act,they will have to let their careers take a back seat - and have reconciled to it; also they have

employers savvy enough to want to retain them at any cost.


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The Lucky Have it alls: Very few in number, these are the women who were already intoworking on their own or part time work even before the baby arrived.

The Detached Observers: The singletons or married but not yet mothers. they have the luxury ofbeing totally academic about the whole concept - and by and large, react to the concept basis the

industry they work in, or the skill set they posses. Purely theoretically, the idea is appealing (allof them identify the Full Time Flexi Option as the one for them) as it gives them time to

themselves and allows them to work at their pace.

In summary, a few common reasons run across all the above types for wanting flexi work. These include

allowing people to work when they are most productive and allowing fulfillment of family commitments

(strike a decent work - home balance). Interestingly, one theory -that people opt for flexi time workwhen they are looking for more time to themselves as they reach higher and higher levels of Maslow's

hierarchy.

PLACE:

So in which industries is flexi time feasible, what do employers see as advantages, and how many

actually work out flexi time options? In a survey carried out by a business magazine on Indias mostadmired companies a few years ago, amongst the top 25 organizations, 11 were InfoTech companies,

where work environment is conducive to flexi time work. Infact, among the prime reasons for those 25companies ranking high is employers taking care of personal needs through flexibility in hours.

Flexi time started in IT, when business boomed resulting in shortage of manpower. Even now, much of

the trend is technology driven - it's easy to work ' remote'. Dotcoms gave rise to content providers. Nowit is seen in other knowledge based services e.g. financial sector , garment and textiles, consultancy,

account planning, creative, HR, retailing, insurance, research, media, entertainment, design,

pharmaceuticals, healthcare, travel and tourism, back office ops, medical transcriptions and the biggestone of all - call centers or teleworking.

However, it is not true that all IT companies can afford flexi time for their employees. Wherever jobsrequire continuity and relationships with customers, clients or suppliers, the only variation of flexi time

allowable is Core Flexi

The reasons why employers opt for flexi time are many. Firms get equivalent work at less pay, they

attract and retain talented people who might otherwise leave due to family constraints, they can hirebasis projects or depending on load of work, they get the image of a progressive organization. Flexi time

workers are normally more committed and self motivated, they do not have to be trained, overheads like

space/ real estate and support staff can also be saved.


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PRICE:

Flexi time does have some issues:

No retirement benefits

Timing of assignments is not always in your hands

Often effort required is more, as there is increase in stress due to "compressed" jobs

No established/ legal framework for flexi time work

Career progression wise, one takes the back seat

Attitude of co workers and organization - only an experiment/ doing you a favor

Deadlines in case of non committed people

Makes it complicated to manage / work in a team

Another important factor in making flexi time work well is serious discipline - flexi workers need a highdegree of certainty and commitment; and the corporate need to be highly process oriented to monitor the

administration aspect.

But one can only end with the hope that flexi time prospers more - may its shadow never grow less -after all, much as many of us enjoy writing, for those bitten by the corporate bug, its far more fulfilling

to go back on your own terms.

THE FLEXITIME DISADVANTAGE

It can only work well when there is a large body of creative professionals independent of externalinputs. What will matter is the productive hours. The nature of the IT industry is such that most people

are involved in team work and the flexitime system can break that down.

The success of the system depends on the self-discipline of individuals and as not everyone has thesame level of discipline it can be misused. Further, in the IT services field there is a huge amount of

interaction with clients which entails adjusting to clients time, in this case flexi timing leads to

administrative headache for the project manager.

It promotes a sense of individualism rather than pushing towards collectivism. The pleasure of

working with a team is missed. Other factors like the high cost of keeping an establishment running24/7, security related issues and problems related to administration cannot be ignored.


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Literature Review

1) A Field Test Of Some Attitudinal And Behavioral Consequences Of Flextime

By Narayanan, V. K.; Nath, RaghuJournal of Applied Psychology Apr 1982.

AbstractExamined the effects of flexi time by comparing an experimental group of 173 and a comparison

group of 66 nonexempt employees in a large multinational corporation. Comparisons were made onthe dimensions of employee flexibility, workgroup relations, and superiorsubordinate relations,

quality of supervision, job satisfaction, absenteeism, and productivity. Results show that employeeflexibility, workgroup relations, and superiorsubordinate relations improved whereas absenteeism

declined. There was no change in quality of supervision, job satisfaction, or productivity. It issuggested that flexi time intervention requires careful management during implementation for

positive gains in productivity and job satisfaction.

2) RESEARCH PROJECT ON FLEXI TIME BY AFRIN SHAIKN YEAR 2008.

3) Article On Flexi Time By Maryanne Hyland, Adelphi University-Human ResourceManagement- 2003.

4) Flextime: A Guide to Good Practice.BY: Clare Ridgley, Jill Scott, Alison Hunt, and Clare Harp

5) Heis With Flexible Working Policies Or Flexi Time Policies -Aston University - www.aston.ac.ukUniversity of York -www.york.ac.uk

6) Effects Of Flextime On Sick Leave, Vacation Leave, Anxiety, Performance, AndSatisfaction In A Library SettingBy: Carol Stoak Saunders and Russell Saunders.

7) Flexible Employment in Higher Education- November-2010

Clare RidgleyProject Leader

Jill ScottResearch Officer, Alison HuntResearch Officer

8) Academic Staff And The Relevance Of Flexible Working- January 2006

An FEO Project report prepared by Alison Hunt

www.staffs.ac.uk/feo
http://www.aston.ac.uk/http://www.aston.ac.uk/http://www.york.ac.uk/http://www.york.ac.uk/http://www.staffs.ac.uk/feohttp://www.staffs.ac.uk/feohttp://www.staffs.ac.uk/feohttp://www.york.ac.uk/http://www.aston.ac.uk/


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Questionnaire used

Flexible Employment Options Project

Organisation

Name

Telephone

E-mail address

1. Approximately how many employees (headcount) do you have in your organization?

(Please include all permanent and temporary staff but not casual workers or part time hourly paid lecturers)

Formal Policies

2. Do you have a formal policy for any of the

following:

(please tick as appropriate)

Yes No

Dont

know

Job Share

Flexi time

Home-working

If yes for any of the above, go to question 3, If no or don't know for all 3, go to question 6

3. How many years has each one been in place?


Less than

2 years 2-4 years

5 years or

more Dont know

Job Share

Flextime

Home-working


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4. Which staff groups does each policy apply to?


Academic

staff

Admin/

support

staff

Management/

Academic

related staff

Manual

staff

Research

staff

Clinical

staff

Job Share

Flextime

Home-working

Definitions of each group of staff can be found at the end of the questionnaire.

5. Approximately how many employees within your organization currently do any of the

Following under a formal policy?

Job share

Use flexi time

Work from home on a regular basis (e.g. once a week/month)

Work from home on an ad hoc basis

Informal Policies

6. Do you have employees who use any of the following on an informal basis:


Yes No

Don't

know

Job Share

Use flextime/Toil (time off in lieu)



If yes for any of the above, go to question 7, If no or don't know for all 4, go to question 8


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7. Approximately how many employees within your organization do any of the following

Under an informal policy?

Job Share

Use flexi time/Toil (time off in lieu)



8. Is there anything unusual about your flexi time scheme, e.g. no core hours, very early start or

finish?

Yes Details

N/A


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METHODOLOGYObjective of the study:-

The primary objective of the study is to find how flexi time helps in personal development of an

employee how it contribute to the organizational goal accomplishment, how many people actually

aware of this policy and able to implement it successfully and last but not the least how many

organization allows their employees to do so.

Type of the Study

Blend ofDescriptive method has been used in this research for the collection of data. As the research

is related to the study of Flexi time about its effects on individual and on organization, which can more

effectively be studied through direct questions, personal interview and informal talks- experimental

research will not much effective. Also, considering the time constraints, descriptive research leading to

conclusive result is the most suitable design for this research as it is related to why anything happening.

It checks the behavior features of the respondent.

Data Collection Method

PRIMARY DATA:- Questionnaire Method

The data has been collected through questionnaire method. The questionnaire was designed in such a

way to cover as many aspects of flexi time as possible. Many questions have been asked in it for

feedback from respondent. In it both close ended questions have been asked for study.

Sample Design Random Sampling

Sample Size 51

Sample Unit Individual

Geographical LocationAll over World


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The questionnaire has been developed on the basis of four major components. These are:

1) Personal details; - It mainly includes the name, gender and name of organization of the

individual.

2) Awareness about the flexi time: At this, it is known whether people aware about the flexi time

or not?

3) Does Org. follow flexi time: - At this, it is known which org. is following flexi time.

4) Effect of Flexi Time: - At this the effects of flexi time on personal development, on organization

is being tried to trace out of it.

Limitation Of research

Availability of time: - Because its a primary research, the time available was very short.

Awareness of people about flexi time: - Most of the people are not aware of what flexi time is

and how it implements in an org.

Small sample: The research is conducted on a sample of 51 respondents which is not enough toknow the attitude of employees towards flexi-time policy at various organizations. so the results

and findings cannot be generalized for whole world.

Respondents error: As the questionnaire have been filled by sending them through e-mail to

the respondents. There is a probability that the respondents might have committed an error

while filling the questionnaire or may be just because of unwillingness he/she could have filled it

in hurry.

Reliability of the data - The value of any research findings depend critically on the accuracy of

the data collected. Data quality can be compromised via a number of potential routes, e.g.,

leading questions, unrepresentative samples, biased interviewers etc.


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Data Analysis & Discussion

Reliability

Case Processing Summary

N %

Cases Valid 51 100.0

Excludeda

0 .0

Total 51 100.0

a. Listwise deletion based on all variables in the

procedure.

Reliability Statistics

Cronbach's

Alpha N of Items

.537 13

Cronbach's (alpha) is a coefficient ofreliability. It was first named alpha by Lee Cronbach in 1951,

as he had intended to continue with further coefficients. Cronbach's alpha is a measure of internal

consistency, that is, how closely related a set of items are as a group. A "high" value of alpha is often

used (along with substantive arguments and possibly other statistical measures) as evidence that the

items measure an underlying (or latent) construct. However, a high alpha does not imply that the

measure is unidimensional. If, in addition to measuring internal consistency, you wish to provide

evidence that the scale in question is unidimensional, additional analyses can be performed. Exploratory

factor analysis is one method of checking dimensionality. Technically speaking, Cronbach's alpha is not

a statistical test - it is a coefficient of reliability (or consistency).

In this reliability statistics we have reliability of 0.537 among the 13 items which are selected for

our research.
http://en.wikipedia.org/wiki/Reliabilityhttp://en.wikipedia.org/wiki/Lee_Cronbachhttp://en.wikipedia.org/wiki/Lee_Cronbachhttp://en.wikipedia.org/wiki/Reliability


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Frequencies

Statistics

Gender of the

respondent

Does your

organization

follow flexi time?

Are you aware

of flexi time

policy?

N Valid 51 51 51

Missing 0 0 0

Mean 1.4118 1.4510 1.3529

Median 1.0000 1.0000 1.0000

Mode 1.00 1.00 1.00

Std. Deviation .49705 .50254 .48264

Minimum 1.00 1.00 1.00

Maximum 2.00 2.00 2.00

St. Deviation - Standard deviation is the square root of the variance. It measures the spread of a set of

observations. The larger the standard deviation is, the more spread out the observations are. According

to the results we can analyze that there is average dispersion of data compare to the central tendency of

the population. i.e. 0.49 in gender, .50 in org. and .48 in policy.


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Descriptive

Descriptive Statistics

N Minimum Maximum Mean Std. Deviation

Flexi time helps in

personal development

51 1.00 5.00 2.1961 .82510

Flexi time helps in

Improving efficiency

51 1.00 5.00 2.1176 .93053

Flexi time helps in having

balance between work

and life.

51 1.00 4.00 1.8627 .84899

Flexi time helps in

organization development

51 1.00 5.00 2.3529 .97619

Flexi time helps in

promoting innovation and

creativity

51 1.00 4.00 2.3333 .68313

Flexi time helps in

meeting personal

responsibilities

51 1.00 4.00 1.9608 .74728

Flexi time helps

employees to be more

focused

51 1.00 4.00 2.4510 .87895

Work might get hampered

due to flexi time

51 1.00 5.00 2.7451 1.09258

It will be difficult to meet

the deadlines due to flexi

time

51 1.00 5.00 2.9804 1.02937

Flexi time applicable to all

departments

51 1.00 5.00 3.1569 1.15538

Valid N (list wise) 51


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In the Descriptive Statistics we are able to trace out the mean, i.e. what the population thinks about the

variable which we have taken for our study

1) Flexi time helps in personal development: - in this variable mean are 2.1961, which implies most

of the population agree that flexi time help in their personal development.

2) Flexi time helps in improving efficiency: - in this variable mean are 2.1176 which implies

responded agrees that it improves the efficiency.

3) Flexi time helps in having balance between work and life. In this most of the population strongly

agrees that it help in maintaining balance.

4) Flexi time helps in organization development in this case most of the population agrees that org.

also develops due to flexi time

5) Flexi time helps in promoting innovation and creativity, in this variable mean is 2.3333 i.e.

people agrees that innovation and creativity is promoted due to flexi time.

6) Flexi time helps in meeting personal responsibilities is strongly agreed by the people.

7) Flexi time helps employees to be more focused. In this case most of the responded are neutraltowards it. They neither agree nor deny to it.

8) Work might get hampered due to flexi time; in this case also as our mean is 2.7451 people are

neutral towards this approach.

9) It will be difficult to meet the deadlines due to flexi time again people neither believes nor

disagree.

10)Flexi time applicable to all departments, in this approach as our mean is 3.1569, so people are

moving towards disagree side i.e. flexi time is not applicable to all the departments of an

organization.


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Correlation

Gender of the

respondent

Flexi time

helps in

personal

development

Flexi time

helps in

Improving

efficiency

Flexi time

helps in

having

balance

between work

and life.

Gender of the respondent Pearson Correlation 1 -.347*

-.020 -.243

Sig. (2-tailed) .013 .887 .086

N 51 51 51 51

Flexi time helps in


Pearson Correlation -.347*

1 .334*

.239

Sig. (2-tailed) .013 .017 .091

N 51 51 51 51

Flexi time helps in


Pearson Correlation -.020 .334*

1 .274

Sig. (2-tailed) .887 .017 .052

N 51 51 51 51



and life.

Pearson Correlation -.243 .239 .274 1

Sig. (2-tailed) .086 .091 .052

N 51 51 51 51

Flexi time helps in

organization

development

Pearson Correlation -.141 .409**

.680**

.180

Sig. (2-tailed) .325 .003 .000 .206

N 51 51 51 51

Flexi time helps in


creativity

Pearson Correlation .118 .308*

.189 .253

Sig. (2-tailed) .410 .028 .185 .073

N 51 51 51 51


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Flexi time helps in

meeting personal

responsibilities

Pearson Correlation -.117 .207 .007 .464**

Sig. (2-tailed) .413 .144 .962 .001

N 51 51 51 51

Flexi time helps


focused

Pearson Correlation -.022 .344* .374** .540**

Sig. (2-tailed) .881 .013 .007 .000

N 51 51 51 51


due to flexi time

Pearson Correlation .050 -.054 -.383**

-.038

Sig. (2-tailed) .728 .705 .006 .789

N 51 51 51 51



time

Pearson Correlation .094 -.042 -.415**

-.118

Sig. (2-tailed) .511 .767 .002 .411

N 51 51 51 51


departments

Pearson Correlation -.219 .429**

.131 .186

Sig. (2-tailed) .122 .002 .358 .192

N 51 51 51 51

Does your organization

follow flexi time?

Pearson Correlation -.038 .217 .226 -.180

Sig. (2-tailed) .793 .127 .110 .206

N 51 51 51 51

Are you aware of flexi

time policy?

Pearson Correlation -.118 -.027 -.005 -.270

Sig. (2-tailed) .411 .853 .971 .055

N 51 51 51 51


25/50


Correlation

Flexi time

helps in

organization

development

Flexi time

helps in

promoting

innovation and

creativity

Flexi time

helps in

meeting

personal

responsibilities

Flexi time

helps

employees to

be more

focused

Gender of the respondent Pearson Correlation -.141 .118 -.117 -.022

Sig. (2-tailed) .325 .410 .413 .881

N 51 51 51 51

Flexi time helps in


Pearson Correlation .409**

.308*

.207 .344*

Sig. (2-tailed) .003 .028 .144 .013

N 51 51 51 51

Flexi time helps in



.189 .007 .374**

Sig. (2-tailed) .000 .185 .962 .007

N 51 51 51 51



and life.

Pearson Correlation .180 .253 .464**

.540**

Sig. (2-tailed) .206 .073 .001 .000

N 51 51 51 51

Flexi time helps in

organization

development

Pearson Correlation 1 .300*

-.145 .254

Sig. (2-tailed) .033 .310 .072

N 51 51 51 51

Flexi time helps in


creativity

Pearson Correlation .300*

1 .104 .378**

Sig. (2-tailed) .033 .466 .006

N 51 51 51 51


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Flexi time helps in

meeting personal

responsibilities

Pearson Correlation -.145 .104 1 .332*

Sig. (2-tailed) .310 .466 .017

N 51 51 51 51

Flexi time helps


focused

Pearson Correlation .254 .378** .332* 1

Sig. (2-tailed) .072 .006 .017

N 51 51 51 51


due to flexi time


.116 .183 -.107

Sig. (2-tailed) .040 .417 .197 .455

N 51 51 51 51



time

Pearson Correlation -.192 .180 .181 -.167

Sig. (2-tailed) .177 .206 .204 .242

N 51 51 51 51


departments

Pearson Correlation .127 .135 .193 .520**

Sig. (2-tailed) .374 .344 .176 .000

N 51 51 51 51


follows flexi time ?

Pearson Correlation .158 -.097 -.272 -.017

Sig. (2-tailed) .267 .498 .054 .906

N 51 51 51 51

Are you aware of flexi

time policy ?

Pearson Correlation .112 -.121 -.183 -.147

Sig. (2-tailed) .432 .396 .199 .303

N 51 51 51 51


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Correlation

Work might

get hampered

due to flexi

time

It will be

difficult to

meet the

deadlines due

to flexi time

Flexi time

applicable to

all

departments

Does your

organization

follows flexi

time ?

Are you

aware of

flexi time

policy ?

Gender of the respondent Pearson Correlation .050 .094 -.038 -.118 -.219

Sig. (2-tailed) .728 .511 .793 .411 .122

N 51 51 51 51 51

Flexi time helps in personal

development

Pearson Correlation -.054 -.042 .217 -.027 .429**

Sig. (2-tailed) .705 .767 .127 .853 .002

N 51 51 51 51 51

Flexi time helps in Improving

efficiency

Pearson Correlation -.383**

-.415**

.226 -.005 .131

Sig. (2-tailed) .006 .002 .110 .971 .358

N 51 51 51 51 51


balance between work and

life.

Pearson Correlation -.038 -.118 -.180 -.270 .186

Sig. (2-tailed) .789 .411 .206 .055 .192

N 51 51 51 51 51

Flexi time helps in

organization development


-.192 .158 .112 .127

Sig. (2-tailed) .040 .177 .267 .432 .374

N 51 51 51 51 51

Flexi time helps in promoting

innovation and creativity

Pearson Correlation .116 .180 -.097 -.121 .135

Sig. (2-tailed) .417 .206 .498 .396 .344

N 51 51 51 51 51


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Flexi time helps in meeting

personal responsibilities

Pearson Correlation .183 .181 -.272 -.183 .193

Sig. (2-tailed) .197 .204 .054 .199 .176

N 51 51 51 51 51

Flexi time helps employees

to be more focused

Pearson Correlation -.107 -.167 -.017 -.147 .520**

Sig. (2-tailed) .455 .242 .906 .303 .000

N 51 51 51 51 51


due to flexi time

Pearson Correlation 1 .689**

-.151 -.091 -.094

Sig. (2-tailed) .000 .291 .523 .510

N 51 51 51 51 51

It will be difficult to meet the

deadlines due to flexi time


1 -.060 -.107 -.081

Sig. (2-tailed) .000 .676 .457 .570

N 51 51 51 51 51


departments

Pearson Correlation -.094 -.081 .117 -.065 1

Sig. (2-tailed) .510 .570 .414 .648

N 51 51 51 51 51


follows flexi time ?

Pearson Correlation -.151 -.060 1 .155 .117

Sig. (2-tailed) .291 .676 .277 .414

N 51 51 51 51 51

Are you aware of flexi time

policy ?

Pearson Correlation -.091 -.107 .155 1 -.065

Sig. (2-tailed) .523 .457 .277 .648

N 51 51 51 51 51

*Correlation is significant at the 0.05 level (2-tailed).

**Correlation is significant at the 0.01 level (2-tailed).


29/50


Frequency Table

Gender of the respondent

Frequency Percent Valid Percent

Cumulative

Percent

Valid Male 30 58.8 58.8 58.8

Female 21 41.2 41.2 100.0

Total 51 100.0 100.0

In this survey according to this pie chart there are 30 Males and 21 Females. We take this ratio keeping

in mind the male female ratio in India which is around 0.9:1 and in our case its around 0.7:1.


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Does your organization follows flexi time ?


Cumulative

Percent

Valid Yes 28 54.9 54.9 54.9

No 23 45.1 45.1 100.0

Total 51 100.0 100.0

In order to know how many org. follow flexi time we take sample of 51 different org. where we found

around 28 allow there employees to follow flexi time while other org. does not follow flexi time in there

organization.


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Are you aware of flexi time policy ?


Cumulative

Percent

Valid Yes 33 64.7 64.7 64.7

No 18 35.3 35.3 100.0

Total 51 100.0 100.0

In our survey we came to know that most of the population is aware of the flexi time i.e. 64.7% of thepopulation knows what flexi time is and how it is implemented while rest of the population i.e. 35.3%

does not know about it.


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Frequency Table

Flexi time helps in personal development


Cumulative

Percent

Valid strongly Agree 8 15.7 15.7 15.7

Agree 29 56.9 56.9 72.5

Neutral 11 21.6 21.6 94.1

Disagree 2 3.9 3.9 98.0

Strongly Disagree 1 2.0 2.0 100.0

Total 51 100.0 100.0

In our survey we wanted to see whether the respondents believe that flexi-time policy helps in personal

development or not. We found out that 56.9 percent of respondents agree and 15.7 percent of

respondents strongly agree that it helps in personal development.

Therefore if company wants to develop the personality of their employees they can implement flexi-time

policy for that.


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Flexi time helps in Improving efficiency


Cumulative

Percent


Agree 27 52.9 52.9 76.5

Netrual 7 13.7 13.7 90.2

Disagree 4 7.8 7.8 98.0


Total 51 100.0 100.0

When we wanted to know that whether flexi-time policy improves the efficiency of employee or not wefound out that 52.9 percent of respondents agree and 23.5 percent strongly agree and believe that it

improves efficiency of employees.

So we can infer that for improving efficiency of employees an organization can resort to flexi-time

policy.


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Flexi time helps in having balance between work and life


Cumulative

Percent


Agree 23 45.1 45.1 82.4

Netrual 6 11.8 11.8 94.1

Disagree 3 5.9 5.9 100.0

Total 51 100.0 100.0

As we can see that 45.1 percent of respondents agree and 37.3 percent of respondents strongly agree that

flexi time helps in having balance between work and life. So We can easily infer that to promote the

balance between work and life of employee flexi-time policy is good alternative that can be exercised by

the organization


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Flexi time helps in organization development


Cumulative

Percent


Agree 19 37.3 37.3 56.9

Netrual 18 35.3 35.3 92.2

Disagree 2 3.9 3.9 96.1


Total 51 100.0 100.0

As we tried to discover in our survey that what is the opinion of employees about the influence of flexi

time policy on organization development than we find out that 19.6 percent of respondents strongly

agree and 37.3 percent of respondents agree that it helps in organization development.

So according to employees flexi-time policy helps in organization development also.


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Flexi time helps in promoting innovation and creativity


Cumulative

Percent


Agree 28 54.9 54.9 62.7

Netrual 17 33.3 33.3 96.1

Disagree 2 3.9 3.9 100.0

Total 51 100.0 100.0

We also assessed whether flexi-time policy promote innovation and creativity amongst the employees or

not and we found out that 54.9 percent agree that it promotes creaticity and innovation. Therefore in

order to instill the ability of innovating and creating new things and processes an employer must allow

flexi time policy in the organization


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Flexi time helps in meeting personal responsibilities


Cumulative

Percent


Agree 29 56.9 56.9 82.4

Netrual 7 13.7 13.7 96.1

Disagree 2 3.9 3.9 100.0

Total 51 100.0 100.0

As we wanted to discover what employees think about the fact whether flexi-time policy helps him to

meet personal responsibilities or not. We saw a big yes in the results 56.9 percent agree and 25.5 percent

of respondents totally agree that it helps in meeting personal responsibilities hence we can infer that

flexi-time policy helps a lot to meet personal responsibilities by the employees.


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Flexi time helps employees to be more focused


Cumulative

Percent


Agree 20 39.2 39.2 52.9

Netrual 18 35.3 35.3 88.2

Disagree 6 11.8 11.8 100.0

Total 51 100.0 100.0

Every employer and organization wants that their employees remain focused towards their task and goal

which an organization is supposed to achieve. But it leads to a big question mark whether flexi-timepolicy helps employees to be more focused or not. We discovered that in our survey that 39.2 percent

agree and 35.3 percent have neutral approach towards the question.

So we can infer that its not necessary that implementation of flexi-time policy will help in keeping the

employees more focused.


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Work might get hampered due to flexi time


Cumulative

Percent


Agree 13 25.5 25.5 41.2

Netrual 15 29.4 29.4 70.6

Disagree 14 27.5 27.5 98.0


Total 51 100.0 100.0

It will not be acceptable by any employer or an organization that an implementation of a policy acts as a

hamper towards the work and task. But here for flexi-time policy we found mixed results from the

respondents 29.4 percent agree that flexi time policy acts as a hamper towards the work whereas on

other hand 27.5 percent of respondents disagreed to this notion and 25 percent of respondents had

neutral stance.


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It will be difficult to meet the deadlines due to flexi time


Cumulative

Percent


Agree 8 15.7 15.7 27.5

Netrual 19 37.3 37.3 64.7

Disagree 17 33.3 33.3 98.0


Total 51 100.0 100.0

Meeting deadlines and completing task on time is really important for an employee but main question

lies here whether flexi-time policy have any impact on employee that it becomes difficult for him tomeet deadlines. Here also we saw a mixed response from respondents. 33.3 percent respondents

disagree, 37.3 percent have neutral stance towards the notion.

therefore flexi-time does not affect the ability of employees to meet the deadlines.

Flexi time applicable to all departments


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Cumulative

Percent


Agree 11 21.6 21.6 29.4

Netrual 16 31.4 31.4 60.8

Disagree 13 25.5 25.5 86.3


Total 51 100.0 100.0

There is also a big question on the application of flexi-time to all departments. 31.4 percent are neutral,

25.5 percent disagree and 21.6 percent agree that flexi time is applicable to all departments so we can

say that employees have mixed and neutral stance towards this notion.


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InferenceFrom the above analysis of the data collected through market survey we can infer that the employees of

an organization are having a positive approach towards the flexi-time policy when it comes to

employees personal development, promoting innovation &creativity, maintaining balance between

career and personal life of employee, improving efficiency, meeting personal responsibilities and being

more focused. However most of the respondents maintained neutral stance when flexi time policy is

considered as a deterrent in meeting deadlines, work completion and organization development.

Major findingsMost of the respondents believe that flexi-time policy helps in personal development. So in order

to develop the personality of its employees an organization can resort to flexi-time policy.

In order to improve efficiency of its employees an organization should implement flexi-time

policy.

In order to promote the balance between work and career life flexi-time policy should be

promoted.

For organization development flexi-time policy is a good alternative.

Flexi-time policy does not affect the ability of employees to meet the deadlines.

Flexi-time policy cannot be applicable to all departments of organization.

Flexi-time policy may hamper the work or task assigned to the employee.

Flexi-time policy helps in promoting creativity and innovation amongst the employees.


43/50


ConclusionThe aim of this project is to find the impact of flexi time on individual and on organization

development for which descriptive research is conducted in various organizations to find its

impact accordingly.

According to the survey we find that mostly employees and executives are agree that flexi time

impact positively on the personnel development and also help in achieving organizational goals.

Employees strongly believes that there personal responsibility can be effectively meet due to

flexi time policy in an organization which in turn leads to motivating them to work more

effectively and efficiently.

In the survey we found that most of the employees are aware of this policy i.e., around 65% but

only 54% of the organization follow this policy because they think it will affect the work and not

conducive for there org. so it is req. for the org. to implement such policy into there org. as per

the research shows that it will positively help in all around development by taking care which

department is required to do so and which not because people think that it not applicable to all

the departments so organization should do departmental analysis before implementing.

Apart from all, we can draw conclusion in the last that flexi time help in personal development

with work-life balance and help one to think innovative and creatively which untimely leads to

the development of an organization.


44/50


Suggestions

Some of the valuable suggestions made by the respondents while filling

questionnaire:-

Flexi Time must be followed in each n every org. without any time limits to increase the

efficiency of the employees and more productivity

Flexi time is a good technique which can improve employee efficiency but only if used

with intense care. An employee should be made aware with some of the constraints under

this policy as well so as to ensure work is not hampered due to lavish timings followed by

the employee.

It depends on person to person how they take flexi timing...sometime people misused this

facility & work get affected so as the company.

An organization requires group of people to work together, if everyone chooses his/her

own time for work how you can think of even functioning? if u need someone for aspecific job and he/she is not available because he/she thought of taking a break, will the

work progress and will not the other people who are also involved in the same work

waste their time by waiting for that individual to come back to work?

It will help to increase the productivity if complete accountability will taken into

consideration

It does have positive aspect but also effect negatively, because then you can be forced to

stay late and come late as per the other departments or teams requirement


45/50


Bibliography

Decenzo D and Robbin Stephen P., Personnel/ HRM, Prentice Hall of India,

New Delhi.

Cooper, Donald Razor and Schindler Pamelas, Business Research Methods,

Tata McGraw Hill, New Delhi.

http://www.ats.ucla.edu/stat/spss/faq/alpha.html

http://en.wikipedia.org/wiki/Flextime

http://www.staffs.ac.zzuk/feo/documents.php

http://www.ats.ucla.edu/stat/spss/dae/

https://docs.google.com/?tab=mo&authuser=0&pli=1#home
http://www.ats.ucla.edu/stat/spss/faq/alpha.htmlhttp://www.ats.ucla.edu/stat/spss/faq/alpha.htmlhttp://en.wikipedia.org/wiki/Flextimehttp://en.wikipedia.org/wiki/Flextimehttp://www.staffs.ac.zzuk/feo/documents.phphttp://www.staffs.ac.zzuk/feo/documents.phphttp://www.ats.ucla.edu/stat/spss/dae/http://www.ats.ucla.edu/stat/spss/dae/https://docs.google.com/?tab=mo&authuser=0&pli=1#homehttps://docs.google.com/?tab=mo&authuser=0&pli=1#homehttp://www.ats.ucla.edu/stat/spss/dae/http://www.staffs.ac.zzuk/feo/documents.phphttp://en.wikipedia.org/wiki/Flextimehttp://www.ats.ucla.edu/stat/spss/faq/alpha.html


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ANNEXIURE


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Flexi Timing

Documents

Transcript of Flexi Timing