Flexible Work Practices and Firm Characteristics Essays -- Business Ma

INTRODUCTIONAn increasing amount of companies are imple menting flexible range practices as to a greater extent US households have dual incomes, forgeing yearner hours, and labor force participation rates increase (Winder, 2009). compromising progress to practices can enable bestowers with care giving responsibilities to perform at their treetop capacity instead of conforming to standard work schedules that stifle their efforts to espouse (Glass, 2004). If, true the productivity of workers should rise with the use of flexible work practices and should be positively correlated with enhanced wage growth over time. This productivity enhancing effect should particularly lead to higher wage growth among those keep by rigid work schedules and long hours of work, namely mothers of dependent children (Sharpe, Hermsen & Billings, 2002). all the aforementioned(prenominal) this may not be the case with women. Currently women are not on par dollar for dollar with men. Yet economists think that the time out between pay for women and men is due to different personal choices men and women make about personal fulfillment, child rearing and hours at work. side by side(p) this further, in the past women would choose to work less hours to allot more time to their children, but there is an increasing number of women who continue to work fulltime throughout motherhood with the help of flextime (Glass, 2004). However these women still encounter the same pattern 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 tell that flextime enables workers to achieve the same or greater productivity levels than standardized schedules. So with other factors being accounted for such as personality, seniority, financial sta... ...em? American behavioural Scientist, 44(7), 1157-1178.Goldin, C. & Katz, L. (2011). The Cost of Workplace Flexibility for High-Powered Professionals. The ANNALS of the American academy of Political and Social Science, 638(1), 1-23.McCrate, E. (2005). Flexible Hours, Workplace Authoirty. and Compensating Wage Differentials in the US. womens rightist Economics, 11(1), 11-39.Ralson, D.A. (1989). The Benefits of flextimeReal 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.