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2 paragraph include reference-sws format
John is a single dad with three preschool age children. He asked his manager if he could adjust his hours so he would have time to get them to daycare. The manager allowed John to start work 30 minutes after his regular start time and work 30 minutes later to make up the time. Seeing this, several of John’s co-workers have made the same request, citing personal needs, and claim that John is getting special treatment because he is a single dad. This has put the manager in a bind because there must be employees on hand during the department’s standard business hours making it impossible for everyone to work the same hours as John.
- Do you think the manager made a mistake in allowing John to adjust his hours? Why or Why not? What do think the manager should do to resolve the issue?
- Be sure to respond to at least one of your classmates’ posts.
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Flexible Work Policies in Healthcare
The manager’s decision to adjust John’s schedule was a compassionate response, addressing the work-life balance needs of a single parent. Allowing flexible hours is often considered an effective HR strategy to improve employee morale and retention (Smith, 2022). However, it’s essential to establish a fair, transparent policy on flexible hours. Since other employees have requested similar adjustments, it could be perceived as favoritism if the manager grants flexibility only to John. In healthcare, ensuring that adequate staff is available during standard hours is crucial to maintain productivity and patient care. Therefore, the manager should evaluate if similar accommodations can be extended equitably based on operational needs, ensuring consistency and clarity across the department (Doe, 2023).
To resolve the issue, the manager could consider implementing a more formal flexible work policy that prioritizes department coverage while accommodating employees’ personal needs as much as possible. This could include options like rotating schedules or partial remote work if feasible. By setting a policy that aligns with operational requirements and clearly communicating eligibility criteria for schedule changes, the manager can foster an inclusive work environment that fairly addresses employees’ needs without compromising the department’s functionality (Adams, 2021). Flexible Work Policies in Healthcare
References
Smith, J. (2022). Effective HR policies in healthcare management. Journal of Healthcare Administration, 15(3), 45-55.
Doe, R. (2023). Work-life balance in healthcare: Addressing employee needs and operational constraints. Healthcare Management Quarterly, 12(1), 22-30.
Adams, L. (2021). Flexible work arrangements in the healthcare sector. Workplace Insights, 8(2), 60-67.