In an era where technology dominates the modern workplace, employees have begun valuing flexible working options as an important aspect of maintaining a positive organisational culture.
Flexibility within the working environment can be classed as both a mindset and a strategy. Incorporating working flexibility within an organisation, covers two essential employee actualities The fact that employees are dynamic and live their own life outside of work, as well as employees with higher levels of well-being are more productive. The business organsaition Hays’ conducted a survey about the importance of managers initiating flexible working options to convey a positive organisational culture. Out of the 951 employers and 1, 253 professionals, 89% of employers claimed flexible working options are highly important or essential in regard to staff retention and attraction.
Of the employees surveyed, 33% stated that initiating flexible working options were critical to their remaining in employment (Hays, 2018). In addition, the 2018 Emerging WorkforceВ® case-study by Spherion found that 41% of employees would only work for mangers/organisations that offered flexible scheduling’s and working options (Spherion 2018).
Considering the evidence-based surveys conducted above, applying a work-life balance within the workplace is crucial to promote a positive organisational culture. Creating a positive organisational culture through flexible working options can be obtained through several options carried out by the top managers including Remote working, Part-time and alternative working schedules.
Several studies worldwide have provided evidence that remote working/telecommunicating promotes employee productivity, motivation and wellbeing. Using an evidence-based study as an example, the travel website Ctrip’ from China, conducted an experiment where call centre employees were given the chance to work from home for Вѕ of the year.
50% of the staff were granted to telecommute whilst the other half stayed in the office as a control group. The result revealed that, in contrast with the office staff, employees working at home were found to be happier and less likely to leave. In addition, the staff working from home completed 13.5% more calls and for the duration of the experiment, the company saved $1, 900 per employee. Recognition and Reward.
Recognition and reward strategies help encourage a positive organisational culture as managers strive to praise and recognise employee efforts to keep them motivated which will increase employee revenue. Recognition and reward strategies that managers can initiate include Financial rewards, bonuses (extrinsic rewards), intrinsic rewards, benefits, and praise (Sofia Liljestrm, 2019). A segment of creating a positive organisational culture is observing employees doing the right thing (Robbins S.P. 2019). Another aspect of creating a positive culture is articulating employee success and praise. The American analytics company, ‘Gallup’ conducted a study in 2004, surveying 4 million employees worldwide about the importance of praise and recognition. Gallup concluded that managers who give regular praise to their employees, create extensive employee loyalty as well as a positive work environment/organisational culture.
In relation to the previous study, the consultancy firm, Towers Watson’ published results of a Global recognition study in 2008. The results concluded that there was a significant correlation between employee engagement and manager recognition. As employee engagement assists in the creation of a positive organisational culture, recognition is an essential aspect that managers must act on to ensure employee revenue and wellbeing. Intrinsic and extrinsic reward strategies are significantly important to integrate a positive organisational culture. The total reward strategy refers to the ‘the critical integration of an organization’s approach to incenting and rewarding its talent.’- Josh Bersin of Bersin by Deloitte. Managers must implement the total reward strategy to ensure employee motivation and satisfaction which will in turn, lead to a positive environment. Extrinsic reward strategies refer to rewards that are outside the firm or organisation, however, still creates motivation and a positive culture through financial rewards.
Examples include Bonuses, sales contest, commission and Benefits. Bonuses are delivered by organisational managers when an employee surpasses a particular performance level. The point of bonuses is to acknowledge employee achievement as well as create employee loyalty. Bonuses as a reward strategy helps create a positive organisational culture because they are used to commend employee success, therefore, implementing a positive culture. In 2019, the Finnish company GoMinerals’ surveyed the benefits of reward systems amongst employees and how it creates a positive organisational culture. Concerning managers implementing bonuses as a reward strategy, respondents were asked to rank rewards that would create increased motivation and a better working culture. The most popular reward chosen by employees, was bonuses at 67% of the respondents choosing it as their top pick.
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