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  • #3828
    Carlotta Rizzo
    Participant

    The current state of flexibility across the United Nations system. The formal
    introduction of a slate of flexible work arrangements, in January 2003, by Secretary-General
    Kofi Annan marked a major step in supporting improved work-life integration.
    We have four flexible work options included: 1) staggered working hours, allowing
    flexibility during the working day, 2) flexibility windows for educational opportunities, 3) a
    19 compressed schedule of nine longer days over a two-week period to allow for a tenth day away
    from work, and 4) the ability to ―telecommute‖.
    Despite the introduction of a menu of flexible work practices, the availability and use of
    flexible work arrangements remains highly variable across the United Nations system .
    A flexible work culture clearly links flexibility with working effectively. Rather than flexibility
    being narrowly construed as a particular schedule, it is perceived as a tool for individuals,
    managers and teams, and larger work groups to work most effectively while simultaneously
    honouring other important priorities in their lives. From this perspective, the goal is to
    minimize and/or remove obstacles and the need for flexibility becomes a catalyst to increase
    efficacy and value for both employees and the organization.

    #4256
    magda.muter
    Participant

    Is it a problem that ‘the goal is to minimize and/or remove obstacles and the need for flexibility becomes a catalyst to increase efficacy and value for both employees and the organization’? If it increases value for both employees and organisation it seems like a good thing, even if it has neoliberal roots?

    However, what you mention earlier that ‘flexible work arrangements remains highly variable across the United Nations system’, this does not seem right. It usually means, that your personal situation is highly dependent on your immediate superior, who holds a lot of power in setting informal ules. This way employees who need flexible arrangement may not be able to claim them, or their perspectives for further employment and promotion may diminish unproportionally when they use them despite resistance.

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