In the following sample essay, it is a Reflection Essay on Flexibility. Read the introduction, body and conclusion of the essay, scroll down.
Is this information useful? Yes, it is accurate and relevant Source 3 Title: The journal of Psychology Author: Christine Cadena Date of publication: 31st March 2010 Publisher: Yahoo! Contributor network Type of information: Secondary information Brief summary of information: Offer flexible work schedule maybe the answer for your company high turnover rate of employee. Is this information useful? Yes it is relevant and reliable.
Q3: list four keywords and two Boolean searches you might use to find relevant information online. Keywords Flexible work * employee turnover * work arrangement * work and life balance Boolean searches * Flexible work practices, reduce employee turnover * Working and life balance, work arrangement Q4: What are appropriate data collection methods for this project? Online research, surveys or questionnaire within the company and interview with individual staff Q5: Design a Survey/Questionnaire form to collect information about flexible work practices and employee turnover.
See last page Q6 Identify three facts and three opinions from your research Facts: In Australia 70% of employed mothers used flexible work arrangement to help care for children * 65% of Australian company offers flexible work hours * Nearly 80% of workers say they would like to have more flexible work options and would use them if there were no negative consequences at work Opinions: * reason for introducing a flexible work environment is employee retention * can have a positive impact on the productivity of employees * Employees should be educated about policies and feel comfortable using them.
Q7: Create a bar graph or pie chart of the data you have collected.
For example, you could create a bar graph that shows the employee turnover rate in organizations that do offer flexible work arrangement compared to organizations that do not. Alternately, you could create a pie chart that shows which types of flexible work arrangement workers want the most. Company offers flexible work arrangement Company doesn’t offer flexible work arrangement Type of flexible work arrangement Q8: Write a report that outlines the information you have gathered and any recommendations you would make as a result.
Businesses should evaluate their flex work arrangement on a regular basis. As the bar graph shows above, company that doesn’t offer flexible work arrangement has higher employee turnover rate than the one does offer the work arrangement. A flexible work program is only worth keeping if it benefits companies financial, strategic, and production goals. A key to making sure that those needs are met is to maintain control of the program. Employees and work teams can be very helpful in shaping flexible work guidelines. Employees should be educated about policies and feel comfortable using them.
This can only happen, if the company actively promotes the program. The pie chart above shows what types of the flexible work arrangement are most popular preferred by staffs. Supporters of flexible work programs hail them as important recognition of the difficulties that many employees have in balancing their family obligations and their work duties, such programs can make a company more attractive to prospective employees. Q9: Also, address and discuss any considerations in relation to: Anti-discrimination legislation A. Ethical principles B. Codes of practice C.
Privacy laws D. Health and safety Flexible work practices should be treated fairly disregarding employee’s sex or races. It is also unlawful for an employer to discriminate against an employee on the ground of the employee’s family responsibilities by dismissing the employee. Employees should also keep in mind the ethical principles, codes of practice and privacy laws. * Employee should act with honesty, sincerity and integrity in their approach to their work; they should also behave with integrity, honesty and fairness in all business professional and personal relationships. Employee should not knowingly or recklessly supply any information which is confidential, or make any statement which they know is misleading, false or deceptive to a colleague, clients of the company, or the general public. * Employee must observe the terms and conditions of their employment; staff cannot be required to be complicit in any illegal act. If advised, instructed or encouraged to engage in unlawful activity, they must decline, and report the matter to the manager. Employee must protect the confidentiality of information acquired in the course of their work. No staff member should use or disclose any confidential information to a colleague, clients of the company or any other party without specific authority. Staff members in receipt of confidential information should not use or appear to use such information to gain personal advantage for themselves or for a third party. * Employee must not allow dishonesty, personal prejudice or bias to influence you in the conduct of your employment.
You should not accept gifts, benefits or hospitality if their nature and value may be seen as compromising your objectivity and influencing you in your official capacity. While a worker’s workplace may include their home, OH&S laws do not require the employer to act on health or safety hazards or risks unless it is reasonably practicable for the employer to do so. Determining whether it is ‘reasonably practicable’ for an employer to uphold OH&S standards in an employee’s home depends on: * The probability that the hazard or risk will harm the worker; * The degree of harm that might result; What the employer knows or ought reasonably to know about the hazard or risk and the ways of eliminating or minimizing the risk; * The availability and suitability of ways to eliminate or minimize the risk; * The cost associated with available ways of eliminating or minimizing the risk, including whether the cost is grossly disproportionate to the risk. It is important that these steps are reviewed to ensure that they also discharge obligations under the proposed OH&S laws.