Flexible Work Practices and Firm Characteristics Essays -- Business Ma

INTRODUCTIONAn increasing amount of companies are implementing flexible work practices as more US ho expenditureholds have dual incomes, working longer hours, and tire out force participation rates increase (Winder, 2009). Flexible work practices fecal matter enable workers with care giving responsibilities to perform at their peak competency instead of conforming to standard work schedules that stifle their efforts to succeed (Glass, 2004). If, square the productivity of workers should rise with the use of flexible work practices and should be positively correlated with enhanced wage growth over clock. This productivity enhancing instal should particularly lead to higher wage growth among those impeded by rigid work schedules and long hours of work, namely m differents of dependent children (Sharpe, Hermsen & Billings, 2002). However this may not be the case with women. Currently women are not on par dollar for dollar with men. Yet economists think that the gap amongst pa y for women and men is due to different personal choices men and women retrace about personal fulfillment, child rearing and hours at work. Following this further, in the past women would choose to work less hours to allot more time to their children, and there is an increasing number of women who continue to work fulltime end-to-end motherhood with the help of flextime (Glass, 2004). However these women still encounter the same mannequin of wage stagnation (McCrate, 2005). Parents are using flexible work options but mothers appear to be penalized for it. Previously in this paper it was stated that flextime enables workers to fulfill the same or greater productivity levels than standardized schedules. So with other factors being accounted for such as personality, seniority, financial sta... ...em? American Behavioral Scientist, 44(7), 1157-1178.Goldin, C. & Katz, L. (2011). The hail of practiceplace Flexibility for High-Powered Professionals. The ANNALS of the American Aca demy of policy-making and Social Science, 638(1), 1-23.McCrate, E. (2005). Flexible Hours, Workplace Authoirty. and Compensating Wage Differentials in the US. Feminist Economics, 11(1), 11-39.Ralson, D.A. (1989). The Benefits of flextime existent or Imagined? Journal of Organizational Behavior, 10 (4), 369-373Ralston, D. (1990). How flexitime eases work-family tensions. Personnel, 67, 45-48.Sharpe, D. L., Hermsen, J. M., & Billings, J. (2002). Gender differences in use of alternative full-time work arrangements of married workers. Family and Consumer Sciences Research Journal, 31, 78-111.Winder, K. (2009). Flexible Work Arrangements and Wages Do Firm Characteristics Matter.