SYNOPSIS ON

“Toward a conceptual clarification of employee responses to flexible working hours: a work adjustment approach”

Submitted by

ABHISHEK SAHU

Under the guidance of

Prof.SD JOSHI

For the award of the degree

Of

PGDM

Introduction:-

Flexitime (or flextime, flexi-time, originally derived from the German word Gleitzeit which literally means "sliding time") is a variable work schedule, in contrast to traditional[citation needed] work arrangements requiring employees to work a standard 9 a.m. to 5 p.m. 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 a.m. and 3 p.m.), 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, and subject 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.[citation needed]

REVIEW OF LITERATURE:-

In the United Kingdom

Haller's employers Hengstler founded a company in the UK in 1971 and registered the trademark "Flextime", the mark remains the property of that company's successor hfx Ltd. In spring 2003, 17.7% of men and 26.7% of women were employed with flexitime arrangements in the United Kingdom, (Office for National Statistics 2003). In the United Kingdom, flexitime working is commonplace in both the private and public sectors. The practice is often found in administrative and back office functions of commercial organisations and local councils.

In 2003, the UK Government introduced legislation that gave parents of children under 6, or the parents of disabled children under 18, the right in law to request a flexible working arrangement from their employer. A survey in 2005 by the National Office of Statistics showed that 71% of female workers and 60% of male workers were aware of the rights created under the 2003 legislation. Between 2003 and 2005 more than 14% of all workers had requested a change to flexible working. From 6 April 2007 the law will extend the right to request flexible working to carers of adults.

Shift workers are generally excluded from flexitime schemes as are senior managers.[citation needed] Other groups of workers for whom flexitime arrangements are rare include those who serve the public during specific opening times.

For employers, flexitime can aid the recruitment and retention of staff. It has been a particularly popular option in 2009 for employers trying to reduce staff costs without having to make redundancies during the recession. It can also help provide staff cover outside normal working hours and reduce the need for overtime. Additionally flexitime can also improve the provision of equal opportunities to staff unable to work standard hours.

Flexitime can give employees greater freedom to organise their working lives to suit personal needs. In addition, travelling can be cheaper and easier if it is out of peak time.

In the United States

In recent years, the term "flextime" has acquired a more controversial definition when used to describe proposals to overhaul the nation's overtime regulations. Under one such proposal by the Bush administration made public on August 5, 2004, employers would not be required to pay non-exempt employees overtime for working more than 40 hours in a week so long as the employee works no more than 80 hours over a two week period. For example, a worker could be

required to work 70 hours one week and receive no overtime compensation as long as they work 10 hours or less the following week. Such arrangements are opposed by trade unions such as the AFL-CIO.

In the U.S., flexitime generally applies only to white collar workers. It is an ongoing part of the work-life balance discussions going on in many companies.

In Australia

Flexitime in Australia is usually referred to accumulated overtime hours that an employee can build up and exchange for the equivalent amount of time off. (Example: Jane works 7am - 3pm Monday to Friday. Over the past month, Jane has worked 8 hours overtime meaning she is eligible for a paid day off.)

If employees accumulates too many flex hours, they are required to perform "flex burndown", as they are burning down the flex. Similarly, taking a flex day off is known as "flexing".

It is implemented formally in the Australian Federal Public Service and is available for staff in most state and territory government departments. With current changes to industrial relations laws (2006), from State to Federal level there are no new published guidelines (online) for flexitime.

Flexitime has also been implemented in the Victorian Public Service.

RATIONAL OF THE STUDY:-

It was a time when people are bound and enjoy to work in the restricted office time mostly 10am to 5pm but now the scenario has been changed and now the people already to work at any point of time with the special reference to the office time (8 hours). Now we can see in manufacturing sector and service sector as well people can see there nearly 24 hours such sectors are specially BPOs, KPOs, call centres , stock market etc. as employees are ready to work at different time so as it is also responsibility employer of the organization to provide the facilities to the employees to work as per their convenience. So it is the base of the research that is conducted to generalize idea whether employees are open up to get flexible working hour or ready to work under the same traditional working hours.

Objectives:-

The objective behind conducting this research is to know whether flexi working hour help the employees to perform better, whether flexi time improve moral of the employees and motivate then towards work, whether this bring loyalty amongst employees.

HYPOTHESIS:-

Ho – employees are positively responding towards flexi time hours.

METHODOLOGY:-

Sample size-50

Sampling method- simple random sampling

Data collection method- questionnaire

Data collection source- primary source

Question format- mixed (likert scale, closed end, multiple choice question, open ended)

Data analysis tool- percentage analysis

DATA COLLECTION:-

The data is collected through primary data source. The collection method is questionnaire, the questionnaire is performed on the basis of likert scale, close ended, open ended and multiple choice question.

CALCULATION:-

The data is analyze on the basis of percentage of the respondents. The base is 100%, which is divided by the total sample size through which individual weighted percentage will be find out.

HYPOTHESIS TESTING:-

The analyzed data is classified on the basis of the positive and negative responses from the respondents.

INTERPRETATION:-

From the tested and classified data we will come to conclusion that wether employees are positively responding towards flexi time hours.

BIBLIOGRAPHY/WEBLIOGRAPHY:-

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

http://www.niesr.ac.uk/research/wers98/SEQ/Employee.pdf

http://www.google.co.in

http://www.decd.sa.gov.au/docs/documents/1/FlexitimeProceduresFreque.pdf