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Introduction
Topic
Work-life balance is a critical factor that has an impact on employees motivation, job satisfaction, and performance. However, for nurses working in hospitals, achieving work-life balance can be challenging. This problem causes nurses to experience other job-related issues, such as burnout, stress, deterioration of personal relationships, and exhaustion, which, in turn, could cause them to quit their job (Mullen, 2015). Therefore, the work-life imbalance is also a problem for hospitals, as it leads to high turnover and increased HR expenses while also decreasing the quality of care provided to patients. Flexible work schedules are a practical solution that could promote work-life balance and increase nurses satisfaction with their place of work. The purpose of the paper is to explore the influence of flexible work schedule on employee work-life balance, performance, and satisfaction in order to define the advantages of flexible scheduling for employees and healthcare organizations. The thesis of the paper is that flexible work schedules contribute to performance, and thus employers should use this strategy to achieve success and profitability.
Background
Flexible work schedules refer to working arrangements where employees have the freedom to choose their shifts and working hours. This strategy enables employees to achieve better control of their work, thus promoting autonomy and improving the balance between their duties and personal lives (Shagvaliyeva & Yazdanifard, 2014). Flexible working arrangements have become a common research topic as they can assist employers in addressing the central issues experienced by their employees. In the healthcare sector, flexible work schedules could prove to be a solution to a much more significant problem nurse shortages. As stated by Zhang, Tai, Pforsich, and Lin (2018), the projected growth of nurse shortage could affect the overall function of the healthcare industry in the United States. For nurses, schedule flexibility proved to be an essential factor affecting intentions to leave and job satisfaction (Leineweber et al., 2016). Due to its relation to job satisfaction and work-life balance, flexible scheduling could help to promote the retention of nurses, thus addressing one of the key reasons for nurse shortage in the United States.
Another critical connection that has been studied in research is the positive impact of flexible working arrangements on performance and customer satisfaction. According to Abid and Barech (2017) show that flexible working hours contribute to employee satisfaction and motivation, and thus influence all performance outcomes. For example, improved customer service quality and productivity can be achieved using flexible working hours (Abid & Barech, 2017). Therefore, healthcare organizations, such as hospitals, could use this strategy to address employee concerns while also enhancing customer satisfaction and quality outcomes.
Audience
This project targets policymakers and leaders working in the healthcare sector, who are involved in staffing and human resources management decision-making. For this audience, balancing employees needs with those of the organization is critical to achieving long-lasting success. In addition, the audience would be interested in addressing the issue of staff shortages, high turnover, and low service quality. Overall, this project is of critical importance to the target audience, as it could serve to inform their future HRM decisions and policies.
Problem Analysis
Defining the Problem
The issue of work-life imbalance has been affecting workers in all industries for many years. However, in the 21st century, people have the opportunity to work from home, as well as to choose their preferred working arrangements. Thus, the research on flexible work schedules has sought to gather the key information about this strategy, its potential benefits, and applications. For example, Leineweber et al. (2016) showed that flexible work schedules could be used in hospitals to improve nurses practice environment and improve their job satisfaction, thus decreasing nurses intentions to leave. Abid and Barech (2017), on the other hand, studied the effects of flexible working hours on organizational success and employee performance. Although the vast share of research on flexible working arrangements has led to positive conclusions about the strategy, it is critical to examine multiple viewpoints on the issue. In the context of hospitals and other medical care facilities, it would also be practical to study evidence-based interventions for improving schedule flexibility.
Defining Solutions
Based on the research, flexible work schedules appear to be an effective solution to a variety of organizational problems, including the impaired work-life balance of employees, low productivity, and high turnover. However, to achieve a definitive conclusion on the issue, it is critical to study the application of flexible work hours to nursing practice using evidence-based interventions. In addition, it is necessary to review various perspectives on this strategy in order to define its limitations or key considerations associated with its implementation.
Conclusion
Overall, the project seeks to explain the benefits of flexible work schedules for nurses and healthcare institutions. The information gathered as part of the project will assist hospitals and care facilities in implementing flexible working arrangements and addressing any concerns associated with this practice. There are no significant issues associated with the project, apart from the possible lack of time due to high workload.
References
Abid, S., & Barech, D. K. (2017).The impact of flexible working hours on the employees performance. International Journal of Economics, Commerce and Management, 5(7), 450-467.
Leineweber, C., Chungkham, H. S., Lindqvist, R., Westerlund, H., Runesdotter, S., Smeds Alenius, L., & Tishelman, C. (2016). Nurses practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. International Journal of Nursing Studies, 58, 47-58. Web.
Mullen, K. (2015). Barriers to worklife balance for hospital nurses. Workplace Health & Safety, 63(3), 96-99.
Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of flexible working hours on work-life balance. American Journal of Industrial and Business Management, 4(1), 20-23.
Zhang, X., Tai, D., Pforsich, H., & Lin, V.W. (2018). United States registered nurse workforce report card and shortage forecast: A revisit. American Journal of Medical Quality, 33(3), 229-236.
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