Flexible Work Arrangements Pay Off For Employees And For Employers

Today’s best managers know the importance of providing flexible work arrangements to increase employee productivity. More and more managers around the world are helping their employees rearrange their work schedule, and in return are getting happier and more productive employees. Although the Family and Medical Leave Act in the United States helps employees take time off to take care of a child or parent, there are no laws in the US requiring employers to provide flexible working hours. Today’s best managers are taking the lead and offering flexible working hours that meet the needs of both the company and the employee.

Source: What U.S. employers can learn about flexible work in other nations. HRfocus. 2008, August. Page 8.

Today’s Best Managers Help Employees Make Important Job Transitions

Work is an important part of society. At an early age, children are asked what they want to be when they grow up. Adults get-to-know each other by asking what someone does for a living. Having a satisfying and fulfilling job can help employees have better mental and physical health. On the other hand, not having a job, or being underemployed, can lead to poor mental and physical health. Today’s best managers know that employees make many decisions about their work, both voluntarily and involuntarily, and they help employees transition successfully from one job opportunity to another.

Source: Fouad, N. A., & Bynner, J. 2008, May-June. Work transitions. American Psychologist, 63, 241-251.

Motivate Employees By Helping Them Fulfill Four Drives

Today’s best managers know that employees have four main drives and employees rely on their managers to help them fulfill those drives. First, rewards should differentiate levels of employee performance from one another. Second, the culture should help create collaborative and sharing relationships and teamwork. Third, jobs should be meaningful and enable employees to contribute to the organization. Fourth, be fair in your processes and outcomes, and be transparent in your decisions. Employees will tend to rate a manager poorly if that manager does not help fulfill all four of the drives, even if three of the drives are fulfilled.

Source: Nohria, N., Groysberg, B., & Lee, L.-E. 2008. Employee motivation: A powerful new model. Harvard Business Review, 78-84.

Find Out How Your Employees View Work And Help Them Stay Motivated

Today’s best managers know that employees can think about work in three different ways. Some employees see work as just a job. These employees are motivated by what they get out of a job, such as pay and benefits. Some employees see work as a career. These employees are motivated by rewards that come from professional advancements. Some employees see work as a calling. These employees are motivated by the personal fulfillment that doing their job gives them. Today’s best managers find out how their employees view their jobs and help provide them with what motivates their view of work.


Source: Wright, T. A., & Goodstein, J. 2008, December. Character is not “dead” in management research: A review of individual character and organization-level virtue. Journal of Management, 33, 928-958.