flexi timing
TRANSCRIPT
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1 PGDM 2010-2012, Section C
BBUUSSIINNEESSSSRREESSEEAARRCCHHRREEPPOORRTT
OOnn
Impact Of Flexi TimeSSuubbmmiitttteeddbbyy::--
Mayank Jain FC10143Akanksha Pandya FC10124
Shavetamani Khurana FC10164Sanjana H Roy FC10159Nidhi Gupta FC10148
UUnnddeerrTThheeGGuuiiddaanncceeooff::--
Ms. Yukti Ahuja(SSuubbmmiitttteeddiinntthheeppaarrttiiaallffuullffiillllmmeennttoofftthheerreeqquuiirreemmeennttffoorrtthhee
AAwwaarrddDDiipplloommaaiinnMMaannaaggeemmeenntt)((PPGGDDMM 22001100--22001122))
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We would like to convey our thanks to Ms. YuktiAhuja, our research project faculty for her help and guidance in thecompletion of our business research project. We would also like tothank most respectable. Dr. Madan Mohan, honorable Dean of JIMS.Without their motivation and guidance its project might not bepossible.
It is only due to their efforts that our project could becompleted successfully. This project is to be submitted as a part ofpractical examination including in PGDM curriculum of JaganInstitute of Management Technology.
PGDM 2010-2012
Section C
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S. No Contents PAGE No.
1) Executive Summary -4-
2) Introduction -5-
a) Kinds of Flexi Time -7-
b) Advantage of Flexi Time -8-
c) "4 'P's" FRAMEWORK FOR FLEXI-TIME -10-
d) Disadvantage of Flexi Time -11-
e) Precautions -12-
3) Literature Review -13-
4) Research Methodology -17-
a) Objective -17-
b) Type of Study -17 -
c) Sample Design -17-
d) Limitation Of research -19-
5) Data Analysis & Discussion -19-
6) Inference -42-
7) Findings -42--
8) Conclusion -43-
9) Suggestions -44-
10) bibliography -45-
11) Annexure -46-
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Executive SummaryThe project deals with impact of flexi-timing in Organisation and Personal development. The approach
of Flexi-timing is gaining importance in organization work-culture. Under this concept, the standard
time limit of 9-5 job is not prevalent but variable time schedules are available for carrying out work.
It is beneficial for both organization and individual, as on the part of organization, there is ease in talent
management which further helps the organization to direct their activity in achieving their prospective
goals and on the part of individual they are benefitted in terms of maintaining appropriate work-lifebalance.
Under the project, thorough research has been carried out regarding individual understanding of the
concept of flexi-timing and how much are they benefitted by this working style. The sample unit for the
project is drawn from population of people who work in company where this concept is followed.
Detailed analysis has been carried out and relationships have been carved out to elucidate and confirm
the existing matter of fact; in terms of visible benefit this concept provide at individual and organization
front.
Appropriate interpretation and findings are chalked out after completing the research process which will
help to assess the impact of flexi timing concept and its benefit over other contemporary and traditional
method that are followed.
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Introduction
Flexi-time, originally derived from the German wordGleitzeitwhich literally means ('sliding time') is avariable work schedule, in contrast to traditional
work arrangements requiring employees to work a
standard 9am to 5pm day. Its invention is usually credited to William Henning.
Under flextime, there is typically a core period (of approximately 50% of total working time/working
day) of the day when employees are expected to be at work (for example, between 11 am and 3pm),while the rest of the working day is "flexitime", in which employees can choose when they work, subject
to achieving total daily, weekly or monthly hours in the region of what the employer expects, andsubject to the necessary work being done.
A flextime policy allows staff to determine when they will work, while a flexplace policy allows staff to
determine where they will work. Its practical realization can mainly be attributed to the entrepreneur
Wilhelm Haller who founded Hengstler Gleitzeit - and later 'Interflex Datensysteme GmbH' in Southern
Germany where today a number of companies offer Flexitime (Gleitzeit) solutions which have grown
out of his initiative.
Under flexi time, there is normally a core period of the day when employees must be at work (eg
between 10 am and 4pm), whilst the rest of the working day is "flexi time", in which staff can choosewhen they work, subject to achieving total daily, weekly or monthly hours. An employee must work
between the basic core hours and has the flexibility to clock in / out between the other hours.
An example of a typical flexi time day is below:
Begin work between 07001000 (flexitime)
Must be there between 10001200 (core time)Lunch break between 12001400 (flexible lunch hour)
Must be there from 14001600 (core time)Leave between 16001900 (flexitime)
The hours you work between these times are credited to your flexi time balance. Most schemes allowyou a credit or debit margin, often of about 8 hours.
Now days every organization is looking out for new ways and efficient and effective workforceplanning mechanisms which can help them increase their productivity, make proper utilization of the
resources (especially human resources) and provide complete employee satisfaction.
http://de.wikipedia.org/wiki/Gleitzeithttp://de.wikipedia.org/wiki/Gleitzeithttp://de.wikipedia.org/wiki/Gleitzeithttp://en.wikipedia.org/wiki/Schedule_(workplace)http://en.wikipedia.org/wiki/Wage_labourhttp://en.wikipedia.org/wiki/Wage_labourhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Working_dayhttp://en.wikipedia.org/wiki/Flexplacehttp://en.wikipedia.org/wiki/Wilhelm_Hallerhttp://en.wikipedia.org/wiki/Wilhelm_Hallerhttp://en.wikipedia.org/wiki/Flexplacehttp://en.wikipedia.org/wiki/Working_dayhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Wage_labourhttp://en.wikipedia.org/wiki/Schedule_(workplace)http://de.wikipedia.org/wiki/Gleitzeit -
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Flexi-time working is being accepted by more and more number of organizations now days because it
is highly effective in providing complete employee satisfaction and helps the organizations to increase
its productivity.
Flexi-time working format also acts as an effective absence management tool. This format was
basically introduced to help individuals with young families to work more comfortably. According to
the provisions of flexi-time working an employee can request for a work from home, shift working,
term-time working, job share, tele-working, self-rostering, staggered hours, annualized hours,
compressed hours etc.
However, flexi-time working is not about working as and when an employee wants. There is a
procedure which needs to be followed and can be availed only by the employees who are in actual need
of it. Flexi-time working format has been developed specially for parents of young kids, who need to
stay with them and are responsible for bringing up the child. An employee with a child below the age of
six, or with a disabled child below eighteen years of age, can request for a flexi-time working. It is also
essential that the employee has been working with the organization for at least 26 weeks continuously.
According to flexi-time working policies an employer need to discuss about an employees application
within the agreed time. The final decision of the management should be provided to the employee in
written. An application can be rejected based on business reasons.
An organization can refuse to accept the flexi-time working application of an employee if it is
expensive for the organization, work and productivity is hampered, no new recruitment etc. Whatever
the reason be, the employee needs to be informed about the same.
KINDS OF FLEXI-TIMING
1. Flexi tourYou select the starting and stopping time for work independently and adhere to these timings
regularly.
2. Flextimeyou must be at work during specified core hours, but can make up the rest of your hours as youwish.
3. Gliding scheduleYou must meet the basic requirement of eight hours a day and 40/ 48 hours a week. Within that,
you can opt to change your arrival and departure time every day.
4. Variable dayYou must meet the basic requirement of 40 or 48 hours (depending on the organization) a weekbut can vary the number of hours you work each day.
5. Maxi flexYou decide: This kind of flexible work schedule contains the least number of core hours and
offers maximum flexibility.
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ADVANTAGES OF FLEXITIME IN MARKETING
Prudential ICICI has introduced a system where the entire sales department's timings have been shifted
from 9 am - 6 pm to 11 am - 8 pm. "There is no point in calling employees at 9 am" says Vasant
Sanzgiri of the Human Resources Department of the organization. "Their work depends on customer
convenience and actually begins only at 11 am. This way a lot more work gets done than by sticking tothe 9 - 6 schedule."
Creating goodwill
Sanzgiri claims that the employee benefits are tremendous too, especially since most of the personnel in
this department are female. "The staggered timing lets them avoid the rush hour and commute in
comfort," he says. "And the late hours give them the flexibility to complete their housework before
coming to work."
Srikanth Karra, general manager, HR & Operations, Aztec Software Technologies and Services Ltd,
encourages flexitime in keeping with the organisation's culture of 'trust and freedom' at work. "By givingleeway to employees, a strong bond is invariably created between employ and employer," he says. "This
helps in retaining our best employees."
In media and advertising
In the world of media and advertising, flexitime has always been the norm rather than the exception. A
large number of public relations firms allow flexitime in India - many of which have nothing contractual
to legitimise the system. One of these is Prahlad Kakker's agency, Genesis which has been following
flexitime for years now. Kakker says that although the official time to start work is 9.30 am, very few of
his employees come in before 11.30 am. "My office has people coming and going at different times ofthe day," he explains. "Each employee has his own individual responsibility to fulfill, for which he/she
chooses his/her own time of working. I attract talent by maintaining flexibility. I have no objection to
their schedules as long as they deliver the goods as and when I want."
In education
Colleges like the SNDT College at Ghatkopar, Mumbai, require teachers to put in six hours every day,
according to their convenience, any time between 8 am and 6 pm, giving a leeway of four hours.
(Naturally, the actual lecture hours form the core hours when they must be around).
http://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.htmlhttp://jobs.oneindia.in/careerhub/work-place-watch/a-day-at-work/flexitime.html -
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BENEFITS TO ORGANISATION
Introducing flexible working could bring the following benefits to business.
Greater staff morale and job satisfaction. Most employers offering flexitime working reportimprovements in recruitment, absenteeism and productivity.
Reduces stress and fatigue and unfocussed employees
Increases employee satisfaction and production
Greater staff retention and increased ability to attract new staff. Recruitment costs are thusreduced.
Ability to attract a higher level of skills because the business is able to attract and retain a skilledand more diverse workforce.
Work time visits to doctor / dentist are in employees time
Measures employees attendance you only pay or time in attendance (delayed arrival caused bytraffic congestion, delayed trains etc. are at employees expense)
An incentive to complete tasks instead of being carried forward to the next day as extra hoursworked count towards the final target Greater competitiveness, for example being able to reactmore effectively to changing market conditions
Increased customer satisfaction and loyalty as a result of the above.
BENEFITS TO EMPLOYEES
Increased opportunity to fit other commitments and activities in with work, and make better useof their free time.
More in control of their workloads, and manage a better balance between life and work. Allowsyou to schedule your travel; time to avoid congestion
Allows you bank time to be used for leisure / personal activities
Avoid the stress of commuting at peak times if their start and finish times are staggered or if theywork from home
Personal matters can be sorted without having to take time off
Helpful for people caring for children or other dependants, but others may find flexible workinghelpful too.
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"4 'P's" FRAMEWORK FOR FLEXI-TIME
PRODUCT:
A good delineation of the scope of flexi jobs is "consulting, home businesses, projects, retainerships orpart-time assignments". Flexitime could really be of many varieties:
Flexi Clock Time: The incoming/ outgoing hours are up to the employee, as long as full time isserved and deadlines are met. Remuneration and career progression remain on track.
Core Flexi Time: A variation, it requires the employee to work a core period, say 12.00 noon to4.00 pm every day. The timing of the rest is up to the employee.
Flexi week: Compressed work week.
Part / reduced time: Remuneration gets reduced according to amount of time served.
Job Sharing : A concept not yet popular in India - involves two people doing the same job eitheron rotating shifts or for projects etc. typically goes along with contract type of employment.
PEOPLE:
A look at a cross section of women interested in flexi time work showed that they could be analyzed and
slotted into clear demographic and psychographic segments. The big demographic factor behind a desirefor flexi work is motherhood. But not all flexi timers are mothers. Basis needs, the types that emerged
were:
Mother and More: People who had full time jobs, quit due to the baby, and now want to get backto working. However, do NOT want the old 12 hour routine which a regular corporate jobdemands.
Wannabe DIWKs (Double Income With Kid): Same as above, but the motivation behind gettingback to work is money, and the difficulty of managing the demands of three or more people
within a single salary.
Rubber Bands: Women who are currently trying to do it all - manage a full time job and a kid,with the result that they're stretched tighter than a rubber band. In an almost superhuman fashion,they work at their 9 to 9 jobs, then come back and spend quality time with kid and husband, only
then getting time for themselves - one wonders how long this will last, or even if they will wantit to !
Old Mother Hens: Housewives and mothers all their lives, now they want more! With the kidsgrown up, and an empty nest feeling pervading their lives, they suddenly find time on their hands
- they also want the independence and importance of contributing to the household kitty. With noformal orientation towards a job, this is the genre which is Amway's/ Oriflame's and, in India,
Modicare's foundation - also the cooking class/ boutique owners and other entrepreneurs.
Socrates: These are the mothers who already tread the path of the golden mean - those fortunateswho are currently working flexi time. These women realize that to balance their juggling act,they will have to let their careers take a back seat - and have reconciled to it; also they have
employers savvy enough to want to retain them at any cost.
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The Lucky Have it alls: Very few in number, these are the women who were already intoworking on their own or part time work even before the baby arrived.
The Detached Observers: The singletons or married but not yet mothers. they have the luxury ofbeing totally academic about the whole concept - and by and large, react to the concept basis the
industry they work in, or the skill set they posses. Purely theoretically, the idea is appealing (allof them identify the Full Time Flexi Option as the one for them) as it gives them time to
themselves and allows them to work at their pace.
In summary, a few common reasons run across all the above types for wanting flexi work. These include
allowing people to work when they are most productive and allowing fulfillment of family commitments
(strike a decent work - home balance). Interestingly, one theory -that people opt for flexi time workwhen they are looking for more time to themselves as they reach higher and higher levels of Maslow's
hierarchy.
PLACE:
So in which industries is flexi time feasible, what do employers see as advantages, and how many
actually work out flexi time options? In a survey carried out by a business magazine on Indias mostadmired companies a few years ago, amongst the top 25 organizations, 11 were InfoTech companies,
where work environment is conducive to flexi time work. Infact, among the prime reasons for those 25companies ranking high is employers taking care of personal needs through flexibility in hours.
Flexi time started in IT, when business boomed resulting in shortage of manpower. Even now, much of
the trend is technology driven - it's easy to work ' remote'. Dotcoms gave rise to content providers. Nowit is seen in other knowledge based services e.g. financial sector , garment and textiles, consultancy,
account planning, creative, HR, retailing, insurance, research, media, entertainment, design,
pharmaceuticals, healthcare, travel and tourism, back office ops, medical transcriptions and the biggestone of all - call centers or teleworking.
However, it is not true that all IT companies can afford flexi time for their employees. Wherever jobsrequire continuity and relationships with customers, clients or suppliers, the only variation of flexi time
allowable is Core Flexi
The reasons why employers opt for flexi time are many. Firms get equivalent work at less pay, they
attract and retain talented people who might otherwise leave due to family constraints, they can hirebasis projects or depending on load of work, they get the image of a progressive organization. Flexi time
workers are normally more committed and self motivated, they do not have to be trained, overheads like
space/ real estate and support staff can also be saved.
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PRICE:
Flexi time does have some issues:
No retirement benefits
Timing of assignments is not always in your hands
Often effort required is more, as there is increase in stress due to "compressed" jobs
No established/ legal framework for flexi time work
Career progression wise, one takes the back seat
Attitude of co workers and organization - only an experiment/ doing you a favor
Deadlines in case of non committed people
Makes it complicated to manage / work in a team
Another important factor in making flexi time work well is serious discipline - flexi workers need a highdegree of certainty and commitment; and the corporate need to be highly process oriented to monitor the
administration aspect.
But one can only end with the hope that flexi time prospers more - may its shadow never grow less -after all, much as many of us enjoy writing, for those bitten by the corporate bug, its far more fulfilling
to go back on your own terms.
THE FLEXITIME DISADVANTAGE
It can only work well when there is a large body of creative professionals independent of externalinputs. What will matter is the productive hours. The nature of the IT industry is such that most people
are involved in team work and the flexitime system can break that down.
The success of the system depends on the self-discipline of individuals and as not everyone has thesame level of discipline it can be misused. Further, in the IT services field there is a huge amount of
interaction with clients which entails adjusting to clients time, in this case flexi timing leads to
administrative headache for the project manager.
It promotes a sense of individualism rather than pushing towards collectivism. The pleasure of
working with a team is missed. Other factors like the high cost of keeping an establishment running24/7, security related issues and problems related to administration cannot be ignored.
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Literature Review
1) A Field Test Of Some Attitudinal And Behavioral Consequences Of Flextime
By Narayanan, V. K.; Nath, RaghuJournal of Applied Psychology Apr 1982.
AbstractExamined the effects of flexi time by comparing an experimental group of 173 and a comparison
group of 66 nonexempt employees in a large multinational corporation. Comparisons were made onthe dimensions of employee flexibility, workgroup relations, and superiorsubordinate relations,
quality of supervision, job satisfaction, absenteeism, and productivity. Results show that employeeflexibility, workgroup relations, and superiorsubordinate relations improved whereas absenteeism
declined. There was no change in quality of supervision, job satisfaction, or productivity. It issuggested that flexi time intervention requires careful management during implementation for
positive gains in productivity and job satisfaction.
2) RESEARCH PROJECT ON FLEXI TIME BY AFRIN SHAIKN YEAR 2008.
3) Article On Flexi Time By Maryanne Hyland, Adelphi University-Human ResourceManagement- 2003.
4) Flextime: A Guide to Good Practice.BY: Clare Ridgley, Jill Scott, Alison Hunt, and Clare Harp
5) Heis With Flexible Working Policies Or Flexi Time Policies -Aston University - www.aston.ac.ukUniversity of York -www.york.ac.uk
6) Effects Of Flextime On Sick Leave, Vacation Leave, Anxiety, Performance, AndSatisfaction In A Library SettingBy: Carol Stoak Saunders and Russell Saunders.
7) Flexible Employment in Higher Education- November-2010
Clare RidgleyProject Leader
Jill ScottResearch Officer, Alison HuntResearch Officer
8) Academic Staff And The Relevance Of Flexible Working- January 2006
An FEO Project report prepared by Alison Hunt
www.staffs.ac.uk/feo
http://www.aston.ac.uk/http://www.aston.ac.uk/http://www.york.ac.uk/http://www.york.ac.uk/http://www.staffs.ac.uk/feohttp://www.staffs.ac.uk/feohttp://www.staffs.ac.uk/feohttp://www.york.ac.uk/http://www.aston.ac.uk/ -
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Questionnaire used
Flexible Employment Options Project
Organisation
Name
Telephone
E-mail address
1. Approximately how many employees (headcount) do you have in your organization?
(Please include all permanent and temporary staff but not casual workers or part time hourly paid lecturers)
Formal Policies
2. Do you have a formal policy for any of the
following:
(please tick as appropriate)
Yes No
Dont
know
Job Share
Flexi time
Home-working
If yes for any of the above, go to question 3, If no or don't know for all 3, go to question 6
3. How many years has each one been in place?
(please tick as appropriate)
Less than
2 years 2-4 years
5 years or
more Dont know
Job Share
Flextime
Home-working
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4. Which staff groups does each policy apply to?
(please tick as appropriate)
Academic
staff
Admin/
support
staff
Management/
Academic
related staff
Manual
staff
Research
staff
Clinical
staff
Job Share
Flextime
Home-working
Definitions of each group of staff can be found at the end of the questionnaire.
5. Approximately how many employees within your organization currently do any of the
Following under a formal policy?
Job share
Use flexi time
Work from home on a regular basis (e.g. once a week/month)
Work from home on an ad hoc basis
Informal Policies
6. Do you have employees who use any of the following on an informal basis:
(please tick as appropriate)
Yes No
Don't
know
Job Share
Use flextime/Toil (time off in lieu)
Work from home on a regular basis (e.g. once a week/month)
Work from home on an ad hoc basis
If yes for any of the above, go to question 7, If no or don't know for all 4, go to question 8
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7. Approximately how many employees within your organization do any of the following
Under an informal policy?
Job Share
Use flexi time/Toil (time off in lieu)
Work from home on a regular basis (e.g. once a week/month)
Work from home on an ad hoc basis
8. Is there anything unusual about your flexi time scheme, e.g. no core hours, very early start or
finish?
Yes Details
N/A
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METHODOLOGYObjective of the study:-
The primary objective of the study is to find how flexi time helps in personal development of an
employee how it contribute to the organizational goal accomplishment, how many people actually
aware of this policy and able to implement it successfully and last but not the least how many
organization allows their employees to do so.
Type of the Study
Blend ofDescriptive method has been used in this research for the collection of data. As the research
is related to the study of Flexi time about its effects on individual and on organization, which can more
effectively be studied through direct questions, personal interview and informal talks- experimental
research will not much effective. Also, considering the time constraints, descriptive research leading to
conclusive result is the most suitable design for this research as it is related to why anything happening.
It checks the behavior features of the respondent.
Data Collection Method
PRIMARY DATA:- Questionnaire Method
The data has been collected through questionnaire method. The questionnaire was designed in such a
way to cover as many aspects of flexi time as possible. Many questions have been asked in it for
feedback from respondent. In it both close ended questions have been asked for study.
Sample Design Random Sampling
Sample Size 51
Sample Unit Individual
Geographical LocationAll over World
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The questionnaire has been developed on the basis of four major components. These are:
1) Personal details; - It mainly includes the name, gender and name of organization of the
individual.
2) Awareness about the flexi time: At this, it is known whether people aware about the flexi time
or not?
3) Does Org. follow flexi time: - At this, it is known which org. is following flexi time.
4) Effect of Flexi Time: - At this the effects of flexi time on personal development, on organization
is being tried to trace out of it.
Limitation Of research
Availability of time: - Because its a primary research, the time available was very short.
Awareness of people about flexi time: - Most of the people are not aware of what flexi time is
and how it implements in an org.
Small sample: The research is conducted on a sample of 51 respondents which is not enough toknow the attitude of employees towards flexi-time policy at various organizations. so the results
and findings cannot be generalized for whole world.
Respondents error: As the questionnaire have been filled by sending them through e-mail to
the respondents. There is a probability that the respondents might have committed an error
while filling the questionnaire or may be just because of unwillingness he/she could have filled it
in hurry.
Reliability of the data - The value of any research findings depend critically on the accuracy of
the data collected. Data quality can be compromised via a number of potential routes, e.g.,
leading questions, unrepresentative samples, biased interviewers etc.
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Data Analysis & Discussion
Reliability
Case Processing Summary
N %
Cases Valid 51 100.0
Excludeda
0 .0
Total 51 100.0
a. Listwise deletion based on all variables in the
procedure.
Reliability Statistics
Cronbach's
Alpha N of Items
.537 13
Cronbach's (alpha) is a coefficient ofreliability. It was first named alpha by Lee Cronbach in 1951,
as he had intended to continue with further coefficients. Cronbach's alpha is a measure of internal
consistency, that is, how closely related a set of items are as a group. A "high" value of alpha is often
used (along with substantive arguments and possibly other statistical measures) as evidence that the
items measure an underlying (or latent) construct. However, a high alpha does not imply that the
measure is unidimensional. If, in addition to measuring internal consistency, you wish to provide
evidence that the scale in question is unidimensional, additional analyses can be performed. Exploratory
factor analysis is one method of checking dimensionality. Technically speaking, Cronbach's alpha is not
a statistical test - it is a coefficient of reliability (or consistency).
In this reliability statistics we have reliability of 0.537 among the 13 items which are selected for
our research.
http://en.wikipedia.org/wiki/Reliabilityhttp://en.wikipedia.org/wiki/Lee_Cronbachhttp://en.wikipedia.org/wiki/Lee_Cronbachhttp://en.wikipedia.org/wiki/Reliability -
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Frequencies
Statistics
Gender of the
respondent
Does your
organization
follow flexi time?
Are you aware
of flexi time
policy?
N Valid 51 51 51
Missing 0 0 0
Mean 1.4118 1.4510 1.3529
Median 1.0000 1.0000 1.0000
Mode 1.00 1.00 1.00
Std. Deviation .49705 .50254 .48264
Minimum 1.00 1.00 1.00
Maximum 2.00 2.00 2.00
St. Deviation - Standard deviation is the square root of the variance. It measures the spread of a set of
observations. The larger the standard deviation is, the more spread out the observations are. According
to the results we can analyze that there is average dispersion of data compare to the central tendency of
the population. i.e. 0.49 in gender, .50 in org. and .48 in policy.
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Descriptive
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Flexi time helps in
personal development
51 1.00 5.00 2.1961 .82510
Flexi time helps in
Improving efficiency
51 1.00 5.00 2.1176 .93053
Flexi time helps in having
balance between work
and life.
51 1.00 4.00 1.8627 .84899
Flexi time helps in
organization development
51 1.00 5.00 2.3529 .97619
Flexi time helps in
promoting innovation and
creativity
51 1.00 4.00 2.3333 .68313
Flexi time helps in
meeting personal
responsibilities
51 1.00 4.00 1.9608 .74728
Flexi time helps
employees to be more
focused
51 1.00 4.00 2.4510 .87895
Work might get hampered
due to flexi time
51 1.00 5.00 2.7451 1.09258
It will be difficult to meet
the deadlines due to flexi
time
51 1.00 5.00 2.9804 1.02937
Flexi time applicable to all
departments
51 1.00 5.00 3.1569 1.15538
Valid N (list wise) 51
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22 PGDM 2010-2012, Section C
In the Descriptive Statistics we are able to trace out the mean, i.e. what the population thinks about the
variable which we have taken for our study
1) Flexi time helps in personal development: - in this variable mean are 2.1961, which implies most
of the population agree that flexi time help in their personal development.
2) Flexi time helps in improving efficiency: - in this variable mean are 2.1176 which implies
responded agrees that it improves the efficiency.
3) Flexi time helps in having balance between work and life. In this most of the population strongly
agrees that it help in maintaining balance.
4) Flexi time helps in organization development in this case most of the population agrees that org.
also develops due to flexi time
5) Flexi time helps in promoting innovation and creativity, in this variable mean is 2.3333 i.e.
people agrees that innovation and creativity is promoted due to flexi time.
6) Flexi time helps in meeting personal responsibilities is strongly agreed by the people.
7) Flexi time helps employees to be more focused. In this case most of the responded are neutraltowards it. They neither agree nor deny to it.
8) Work might get hampered due to flexi time; in this case also as our mean is 2.7451 people are
neutral towards this approach.
9) It will be difficult to meet the deadlines due to flexi time again people neither believes nor
disagree.
10)Flexi time applicable to all departments, in this approach as our mean is 3.1569, so people are
moving towards disagree side i.e. flexi time is not applicable to all the departments of an
organization.
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Correlation
Gender of the
respondent
Flexi time
helps in
personal
development
Flexi time
helps in
Improving
efficiency
Flexi time
helps in
having
balance
between work
and life.
Gender of the respondent Pearson Correlation 1 -.347*
-.020 -.243
Sig. (2-tailed) .013 .887 .086
N 51 51 51 51
Flexi time helps in
personal development
Pearson Correlation -.347*
1 .334*
.239
Sig. (2-tailed) .013 .017 .091
N 51 51 51 51
Flexi time helps in
Improving efficiency
Pearson Correlation -.020 .334*
1 .274
Sig. (2-tailed) .887 .017 .052
N 51 51 51 51
Flexi time helps in having
balance between work
and life.
Pearson Correlation -.243 .239 .274 1
Sig. (2-tailed) .086 .091 .052
N 51 51 51 51
Flexi time helps in
organization
development
Pearson Correlation -.141 .409**
.680**
.180
Sig. (2-tailed) .325 .003 .000 .206
N 51 51 51 51
Flexi time helps in
promoting innovation and
creativity
Pearson Correlation .118 .308*
.189 .253
Sig. (2-tailed) .410 .028 .185 .073
N 51 51 51 51
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Flexi time helps in
meeting personal
responsibilities
Pearson Correlation -.117 .207 .007 .464**
Sig. (2-tailed) .413 .144 .962 .001
N 51 51 51 51
Flexi time helps
employees to be more
focused
Pearson Correlation -.022 .344* .374** .540**
Sig. (2-tailed) .881 .013 .007 .000
N 51 51 51 51
Work might get hampered
due to flexi time
Pearson Correlation .050 -.054 -.383**
-.038
Sig. (2-tailed) .728 .705 .006 .789
N 51 51 51 51
It will be difficult to meet
the deadlines due to flexi
time
Pearson Correlation .094 -.042 -.415**
-.118
Sig. (2-tailed) .511 .767 .002 .411
N 51 51 51 51
Flexi time applicable to all
departments
Pearson Correlation -.219 .429**
.131 .186
Sig. (2-tailed) .122 .002 .358 .192
N 51 51 51 51
Does your organization
follow flexi time?
Pearson Correlation -.038 .217 .226 -.180
Sig. (2-tailed) .793 .127 .110 .206
N 51 51 51 51
Are you aware of flexi
time policy?
Pearson Correlation -.118 -.027 -.005 -.270
Sig. (2-tailed) .411 .853 .971 .055
N 51 51 51 51
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Correlation
Flexi time
helps in
organization
development
Flexi time
helps in
promoting
innovation and
creativity
Flexi time
helps in
meeting
personal
responsibilities
Flexi time
helps
employees to
be more
focused
Gender of the respondent Pearson Correlation -.141 .118 -.117 -.022
Sig. (2-tailed) .325 .410 .413 .881
N 51 51 51 51
Flexi time helps in
personal development
Pearson Correlation .409**
.308*
.207 .344*
Sig. (2-tailed) .003 .028 .144 .013
N 51 51 51 51
Flexi time helps in
Improving efficiency
Pearson Correlation .680**
.189 .007 .374**
Sig. (2-tailed) .000 .185 .962 .007
N 51 51 51 51
Flexi time helps in having
balance between work
and life.
Pearson Correlation .180 .253 .464**
.540**
Sig. (2-tailed) .206 .073 .001 .000
N 51 51 51 51
Flexi time helps in
organization
development
Pearson Correlation 1 .300*
-.145 .254
Sig. (2-tailed) .033 .310 .072
N 51 51 51 51
Flexi time helps in
promoting innovation and
creativity
Pearson Correlation .300*
1 .104 .378**
Sig. (2-tailed) .033 .466 .006
N 51 51 51 51
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Flexi time helps in
meeting personal
responsibilities
Pearson Correlation -.145 .104 1 .332*
Sig. (2-tailed) .310 .466 .017
N 51 51 51 51
Flexi time helps
employees to be more
focused
Pearson Correlation .254 .378** .332* 1
Sig. (2-tailed) .072 .006 .017
N 51 51 51 51
Work might get hampered
due to flexi time
Pearson Correlation -.289*
.116 .183 -.107
Sig. (2-tailed) .040 .417 .197 .455
N 51 51 51 51
It will be difficult to meet
the deadlines due to flexi
time
Pearson Correlation -.192 .180 .181 -.167
Sig. (2-tailed) .177 .206 .204 .242
N 51 51 51 51
Flexi time applicable to all
departments
Pearson Correlation .127 .135 .193 .520**
Sig. (2-tailed) .374 .344 .176 .000
N 51 51 51 51
Does your organization
follows flexi time ?
Pearson Correlation .158 -.097 -.272 -.017
Sig. (2-tailed) .267 .498 .054 .906
N 51 51 51 51
Are you aware of flexi
time policy ?
Pearson Correlation .112 -.121 -.183 -.147
Sig. (2-tailed) .432 .396 .199 .303
N 51 51 51 51
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Correlation
Work might
get hampered
due to flexi
time
It will be
difficult to
meet the
deadlines due
to flexi time
Flexi time
applicable to
all
departments
Does your
organization
follows flexi
time ?
Are you
aware of
flexi time
policy ?
Gender of the respondent Pearson Correlation .050 .094 -.038 -.118 -.219
Sig. (2-tailed) .728 .511 .793 .411 .122
N 51 51 51 51 51
Flexi time helps in personal
development
Pearson Correlation -.054 -.042 .217 -.027 .429**
Sig. (2-tailed) .705 .767 .127 .853 .002
N 51 51 51 51 51
Flexi time helps in Improving
efficiency
Pearson Correlation -.383**
-.415**
.226 -.005 .131
Sig. (2-tailed) .006 .002 .110 .971 .358
N 51 51 51 51 51
Flexi time helps in having
balance between work and
life.
Pearson Correlation -.038 -.118 -.180 -.270 .186
Sig. (2-tailed) .789 .411 .206 .055 .192
N 51 51 51 51 51
Flexi time helps in
organization development
Pearson Correlation -.289*
-.192 .158 .112 .127
Sig. (2-tailed) .040 .177 .267 .432 .374
N 51 51 51 51 51
Flexi time helps in promoting
innovation and creativity
Pearson Correlation .116 .180 -.097 -.121 .135
Sig. (2-tailed) .417 .206 .498 .396 .344
N 51 51 51 51 51
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Flexi time helps in meeting
personal responsibilities
Pearson Correlation .183 .181 -.272 -.183 .193
Sig. (2-tailed) .197 .204 .054 .199 .176
N 51 51 51 51 51
Flexi time helps employees
to be more focused
Pearson Correlation -.107 -.167 -.017 -.147 .520**
Sig. (2-tailed) .455 .242 .906 .303 .000
N 51 51 51 51 51
Work might get hampered
due to flexi time
Pearson Correlation 1 .689**
-.151 -.091 -.094
Sig. (2-tailed) .000 .291 .523 .510
N 51 51 51 51 51
It will be difficult to meet the
deadlines due to flexi time
Pearson Correlation .689**
1 -.060 -.107 -.081
Sig. (2-tailed) .000 .676 .457 .570
N 51 51 51 51 51
Flexi time applicable to all
departments
Pearson Correlation -.094 -.081 .117 -.065 1
Sig. (2-tailed) .510 .570 .414 .648
N 51 51 51 51 51
Does your organization
follows flexi time ?
Pearson Correlation -.151 -.060 1 .155 .117
Sig. (2-tailed) .291 .676 .277 .414
N 51 51 51 51 51
Are you aware of flexi time
policy ?
Pearson Correlation -.091 -.107 .155 1 -.065
Sig. (2-tailed) .523 .457 .277 .648
N 51 51 51 51 51
*Correlation is significant at the 0.05 level (2-tailed).
**Correlation is significant at the 0.01 level (2-tailed).
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Frequency Table
Gender of the respondent
Frequency Percent Valid Percent
Cumulative
Percent
Valid Male 30 58.8 58.8 58.8
Female 21 41.2 41.2 100.0
Total 51 100.0 100.0
In this survey according to this pie chart there are 30 Males and 21 Females. We take this ratio keeping
in mind the male female ratio in India which is around 0.9:1 and in our case its around 0.7:1.
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Does your organization follows flexi time ?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 28 54.9 54.9 54.9
No 23 45.1 45.1 100.0
Total 51 100.0 100.0
In order to know how many org. follow flexi time we take sample of 51 different org. where we found
around 28 allow there employees to follow flexi time while other org. does not follow flexi time in there
organization.
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Are you aware of flexi time policy ?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 33 64.7 64.7 64.7
No 18 35.3 35.3 100.0
Total 51 100.0 100.0
In our survey we came to know that most of the population is aware of the flexi time i.e. 64.7% of thepopulation knows what flexi time is and how it is implemented while rest of the population i.e. 35.3%
does not know about it.
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Frequency Table
Flexi time helps in personal development
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 8 15.7 15.7 15.7
Agree 29 56.9 56.9 72.5
Neutral 11 21.6 21.6 94.1
Disagree 2 3.9 3.9 98.0
Strongly Disagree 1 2.0 2.0 100.0
Total 51 100.0 100.0
In our survey we wanted to see whether the respondents believe that flexi-time policy helps in personal
development or not. We found out that 56.9 percent of respondents agree and 15.7 percent of
respondents strongly agree that it helps in personal development.
Therefore if company wants to develop the personality of their employees they can implement flexi-time
policy for that.
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Flexi time helps in Improving efficiency
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 12 23.5 23.5 23.5
Agree 27 52.9 52.9 76.5
Netrual 7 13.7 13.7 90.2
Disagree 4 7.8 7.8 98.0
Strongly Disagree 1 2.0 2.0 100.0
Total 51 100.0 100.0
When we wanted to know that whether flexi-time policy improves the efficiency of employee or not wefound out that 52.9 percent of respondents agree and 23.5 percent strongly agree and believe that it
improves efficiency of employees.
So we can infer that for improving efficiency of employees an organization can resort to flexi-time
policy.
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Flexi time helps in having balance between work and life
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 19 37.3 37.3 37.3
Agree 23 45.1 45.1 82.4
Netrual 6 11.8 11.8 94.1
Disagree 3 5.9 5.9 100.0
Total 51 100.0 100.0
As we can see that 45.1 percent of respondents agree and 37.3 percent of respondents strongly agree that
flexi time helps in having balance between work and life. So We can easily infer that to promote the
balance between work and life of employee flexi-time policy is good alternative that can be exercised by
the organization
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Flexi time helps in organization development
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 10 19.6 19.6 19.6
Agree 19 37.3 37.3 56.9
Netrual 18 35.3 35.3 92.2
Disagree 2 3.9 3.9 96.1
Strongly Disagree 2 3.9 3.9 100.0
Total 51 100.0 100.0
As we tried to discover in our survey that what is the opinion of employees about the influence of flexi
time policy on organization development than we find out that 19.6 percent of respondents strongly
agree and 37.3 percent of respondents agree that it helps in organization development.
So according to employees flexi-time policy helps in organization development also.
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Flexi time helps in promoting innovation and creativity
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 4 7.8 7.8 7.8
Agree 28 54.9 54.9 62.7
Netrual 17 33.3 33.3 96.1
Disagree 2 3.9 3.9 100.0
Total 51 100.0 100.0
We also assessed whether flexi-time policy promote innovation and creativity amongst the employees or
not and we found out that 54.9 percent agree that it promotes creaticity and innovation. Therefore in
order to instill the ability of innovating and creating new things and processes an employer must allow
flexi time policy in the organization
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Flexi time helps in meeting personal responsibilities
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 13 25.5 25.5 25.5
Agree 29 56.9 56.9 82.4
Netrual 7 13.7 13.7 96.1
Disagree 2 3.9 3.9 100.0
Total 51 100.0 100.0
As we wanted to discover what employees think about the fact whether flexi-time policy helps him to
meet personal responsibilities or not. We saw a big yes in the results 56.9 percent agree and 25.5 percent
of respondents totally agree that it helps in meeting personal responsibilities hence we can infer that
flexi-time policy helps a lot to meet personal responsibilities by the employees.
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Flexi time helps employees to be more focused
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 7 13.7 13.7 13.7
Agree 20 39.2 39.2 52.9
Netrual 18 35.3 35.3 88.2
Disagree 6 11.8 11.8 100.0
Total 51 100.0 100.0
Every employer and organization wants that their employees remain focused towards their task and goal
which an organization is supposed to achieve. But it leads to a big question mark whether flexi-timepolicy helps employees to be more focused or not. We discovered that in our survey that 39.2 percent
agree and 35.3 percent have neutral approach towards the question.
So we can infer that its not necessary that implementation of flexi-time policy will help in keeping the
employees more focused.
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Work might get hampered due to flexi time
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 8 15.7 15.7 15.7
Agree 13 25.5 25.5 41.2
Netrual 15 29.4 29.4 70.6
Disagree 14 27.5 27.5 98.0
Strongly Disagree 1 2.0 2.0 100.0
Total 51 100.0 100.0
It will not be acceptable by any employer or an organization that an implementation of a policy acts as a
hamper towards the work and task. But here for flexi-time policy we found mixed results from the
respondents 29.4 percent agree that flexi time policy acts as a hamper towards the work whereas on
other hand 27.5 percent of respondents disagreed to this notion and 25 percent of respondents had
neutral stance.
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It will be difficult to meet the deadlines due to flexi time
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 6 11.8 11.8 11.8
Agree 8 15.7 15.7 27.5
Netrual 19 37.3 37.3 64.7
Disagree 17 33.3 33.3 98.0
Strongly Disagree 1 2.0 2.0 100.0
Total 51 100.0 100.0
Meeting deadlines and completing task on time is really important for an employee but main question
lies here whether flexi-time policy have any impact on employee that it becomes difficult for him tomeet deadlines. Here also we saw a mixed response from respondents. 33.3 percent respondents
disagree, 37.3 percent have neutral stance towards the notion.
therefore flexi-time does not affect the ability of employees to meet the deadlines.
Flexi time applicable to all departments
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Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly Agree 4 7.8 7.8 7.8
Agree 11 21.6 21.6 29.4
Netrual 16 31.4 31.4 60.8
Disagree 13 25.5 25.5 86.3
Strongly Disagree 7 13.7 13.7 100.0
Total 51 100.0 100.0
There is also a big question on the application of flexi-time to all departments. 31.4 percent are neutral,
25.5 percent disagree and 21.6 percent agree that flexi time is applicable to all departments so we can
say that employees have mixed and neutral stance towards this notion.
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InferenceFrom the above analysis of the data collected through market survey we can infer that the employees of
an organization are having a positive approach towards the flexi-time policy when it comes to
employees personal development, promoting innovation &creativity, maintaining balance between
career and personal life of employee, improving efficiency, meeting personal responsibilities and being
more focused. However most of the respondents maintained neutral stance when flexi time policy is
considered as a deterrent in meeting deadlines, work completion and organization development.
Major findingsMost of the respondents believe that flexi-time policy helps in personal development. So in order
to develop the personality of its employees an organization can resort to flexi-time policy.
In order to improve efficiency of its employees an organization should implement flexi-time
policy.
In order to promote the balance between work and career life flexi-time policy should be
promoted.
For organization development flexi-time policy is a good alternative.
Flexi-time policy does not affect the ability of employees to meet the deadlines.
Flexi-time policy cannot be applicable to all departments of organization.
Flexi-time policy may hamper the work or task assigned to the employee.
Flexi-time policy helps in promoting creativity and innovation amongst the employees.
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ConclusionThe aim of this project is to find the impact of flexi time on individual and on organization
development for which descriptive research is conducted in various organizations to find its
impact accordingly.
According to the survey we find that mostly employees and executives are agree that flexi time
impact positively on the personnel development and also help in achieving organizational goals.
Employees strongly believes that there personal responsibility can be effectively meet due to
flexi time policy in an organization which in turn leads to motivating them to work more
effectively and efficiently.
In the survey we found that most of the employees are aware of this policy i.e., around 65% but
only 54% of the organization follow this policy because they think it will affect the work and not
conducive for there org. so it is req. for the org. to implement such policy into there org. as per
the research shows that it will positively help in all around development by taking care which
department is required to do so and which not because people think that it not applicable to all
the departments so organization should do departmental analysis before implementing.
Apart from all, we can draw conclusion in the last that flexi time help in personal development
with work-life balance and help one to think innovative and creatively which untimely leads to
the development of an organization.
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Suggestions
Some of the valuable suggestions made by the respondents while filling
questionnaire:-
Flexi Time must be followed in each n every org. without any time limits to increase the
efficiency of the employees and more productivity
Flexi time is a good technique which can improve employee efficiency but only if used
with intense care. An employee should be made aware with some of the constraints under
this policy as well so as to ensure work is not hampered due to lavish timings followed by
the employee.
It depends on person to person how they take flexi timing...sometime people misused this
facility & work get affected so as the company.
An organization requires group of people to work together, if everyone chooses his/her
own time for work how you can think of even functioning? if u need someone for aspecific job and he/she is not available because he/she thought of taking a break, will the
work progress and will not the other people who are also involved in the same work
waste their time by waiting for that individual to come back to work?
It will help to increase the productivity if complete accountability will taken into
consideration
It does have positive aspect but also effect negatively, because then you can be forced to
stay late and come late as per the other departments or teams requirement
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Bibliography
Decenzo D and Robbin Stephen P., Personnel/ HRM, Prentice Hall of India,
New Delhi.
Cooper, Donald Razor and Schindler Pamelas, Business Research Methods,
Tata McGraw Hill, New Delhi.
http://www.ats.ucla.edu/stat/spss/faq/alpha.html
http://en.wikipedia.org/wiki/Flextime
http://www.staffs.ac.zzuk/feo/documents.php
http://www.ats.ucla.edu/stat/spss/dae/
https://docs.google.com/?tab=mo&authuser=0&pli=1#home
http://www.ats.ucla.edu/stat/spss/faq/alpha.htmlhttp://www.ats.ucla.edu/stat/spss/faq/alpha.htmlhttp://en.wikipedia.org/wiki/Flextimehttp://en.wikipedia.org/wiki/Flextimehttp://www.staffs.ac.zzuk/feo/documents.phphttp://www.staffs.ac.zzuk/feo/documents.phphttp://www.ats.ucla.edu/stat/spss/dae/http://www.ats.ucla.edu/stat/spss/dae/https://docs.google.com/?tab=mo&authuser=0&pli=1#homehttps://docs.google.com/?tab=mo&authuser=0&pli=1#homehttp://www.ats.ucla.edu/stat/spss/dae/http://www.staffs.ac.zzuk/feo/documents.phphttp://en.wikipedia.org/wiki/Flextimehttp://www.ats.ucla.edu/stat/spss/faq/alpha.html -
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ANNEXIURE
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