scholarly journals FLEXIBLE WORKING SPACE, BUDAYA KERJA BARU UNTUK TINGKATKAN PRODUKTIVITAS DAN KINERJA ORGANISASI

2020 ◽  
Vol 17 (2) ◽  
pp. 206-220
Author(s):  
Erni Driyantini ◽  
Hanisa R Putri Pramukaningtiyas ◽  
Yeni Khoirunnisa Agustiani
Keyword(s):  
Organizational Performance ◽  
Work Culture ◽  
Flexible Work ◽  
Working Space ◽  
Work From Home ◽  
Work Pressure ◽  
Flexible Working ◽  
The World ◽  
Worship Education ◽  
Work Impact

Covid-19, which has added more victims than is owned, has resulted in life in general, ranging from social, worship, education, to the world of work. Impact on the world of work is the application of Work From Home (WFH). WFH has become a new work culture or “New Normal” in Indonesia. The Ministry of Finance issued the WFH concept by releasing Flexible Work Space (FWS). Increased productivity and organizational performance are expected from FWS. The application of FWS is a challenge that can increase work-life conflict and increase work pressure. Human Resource Management must support the experience of fairness with a very flexible work relationship, and a more definite resolution is needed to avoid misled employees.

scholarly journals Long Hours, Uneasy Feelings: Parliamentary Work in Denmark, Finland and Sweden

2021 ◽  
Author(s):  
Mona Mannevuo ◽  
Jenni M Rinne ◽  
Isak Vento
Keyword(s):  
Cultural Studies ◽  
Interdisciplinary Approach ◽  
Nordic Countries ◽  
Political Agency ◽  
Work Culture ◽  
Vicious Cycle ◽  
Structured Interviews ◽  
Psychological Strain ◽  
Work Pressure ◽  
The World

AbstractPoliticians’ work pressure is gaining more attention in parliamentary studies. To participate in the discussion about governing under pressure, this article offers an interdisciplinary approach to investigate how representatives navigate within a flexible, limitless work culture. This article presents a new inquiry to re-examine contemporary political agency by combining cultural studies theories with empirical insights in Nordic countries. By analysing 52 semi-structured interviews with MPs in Denmark, Finland and Sweden, the study finds that politics attracts people who want to change the world, but these attributes may initiate a vicious cycle, taking the form of psychological strain.

scholarly journals Work from Home (Wfh) Arrangements During Covid-19 Pandemic: Comparative Analysis of Practices Among the Universities in Negara Brunei Darussalam

2021 ◽  
pp. 1-8
Author(s):  
Hajah Nur Annisa Haji Sarbini ◽  
Professor Dr Razali Mat Zin
Keyword(s):  
Virus Disease ◽  
Human Interaction ◽  
Health Economy ◽  
Work Culture ◽  
Government Organizations ◽  
Work From Home ◽  
Brunei Darussalam ◽  
The World ◽  
Huge Impact ◽  
The Government

Currently, all countries in the world are shocked by a global pandemic called Corona Virus Disease (COVID-19). This virus attack has had a huge impact on humans in the world and has changed many important aspects of life such as health, economy, politics, and also security. We have seen how COVID-19 has become a major threat to all organizations in the world, which has led to changes in work methods and also human interaction within the organization. The working method shifting in question is a change in the organization in giving tasks and responsibilities to its employees by “prohibiting” its employees to work in the office and gather in a room. This prohibition is not intended to destroy the performance of the organization but rather aims to prevent the spread of COVID-19, which until now continues to add the number of its victims globally. The concept of Work from Home (WFH) has been the subject of discussion and global study theme by researchers in the past 10 years, but this global phenomenon begins to emerge at the coming of the COVID-19 attack and becomes an alternative strategy for many organizations. However, in Brunei, this Working from Home (WFH) initiative or arrangement has not been widely implemented yet and become a work culture in the organization, although there are still a few organizations that have given the flexible arrangement of work for their employees. WFH, which is a phenomenon today in Brunei, is not a work culture found in many organizations, especially government organizations that are very bound by direct supervision, discipline, and also public services. In reality, WFH is not fully understood by the employees, they feel a lot of dilemma conditions such as the mindset that the home is where they rest while work is generally done in the office. This dilemma condition sometimes creates conflicts within the family even though WFH creates flexibility of time and place. Therefore, this paper tries to excavate and compare the different WFH arrangements that have been executed by three higher education institutions in Brunei following the de-escalation plans that have been widely disseminated by the government during the active spread of COVID-19. The findings suggest that different institutions have different ways of interpreting and implementing the WFH arrangements. This paper concludes with preliminary suggestions on managerial perspectives and implementation of flexible working arrangements like WFH and further research to be done in tackling the perceptual attitudes of employees undergoing the WFH initiative.

scholarly journals Flexible Working Space (FWS) Solusi Kerja New Normal di Indonesia

2020 ◽  
Vol 4 (2) ◽  
pp. 147-154
Author(s):  
Siti Nur Azizah ◽  
Sri Wahyuningsih
Keyword(s):  
Digital Natives ◽  
Flexible Work ◽  
New Normal ◽  
Work Space ◽  
Working Space ◽  
Flexible Working

Pandemi virus corona dengan Pembatasan Sosial Berskala Besar (PSBB) di sejumlah wilayah telah memaksa masyarakat beradaptasi dengan cepat, termasuk dalam bekerja. Konsep Flexible Work Space (FWS)  kini banyak dipakai untuk menjaga produktivitas optimal di tengah berbagai pembatasan. FWS erat kaitannya dengan bonus demografi, generasi milenial, dan generasi Z di sisi suplai, dan industrial 4.0 di sisi demand pasar tenaga kerja. Milenial dan Gen-Z dalam beberapa literatur teoritis dan empiris dikenal sebagai generasi yang digital natives, pengguna teknologi , yang lebih tinggi team-oriented. Pandemi Covid-19 menjadikan wacana flexible working space yang sebelumnya sudah banyak dibicarakan, perlu ditindaklanjuti lebih serius oleh pemerintah dan juga para pelaku usaha.

scholarly journals Work from home: a boon in the phase of pandemic?

2021 ◽  
Vol 12 (3) ◽  
pp. 3197-3202
Author(s):  
Anand.N. Et.al
Keyword(s):  
Work Environment ◽  
Well Being ◽  
Team Work ◽  
Work Culture ◽  
Digital Platforms ◽  
Work From Home ◽  
Flexible Working ◽  
Organizational Work ◽  
Pros And Cons ◽  
Work And Health

In this phase of pandemic and lockdown, where people are trying to cope up with stress along with their personal and professional responsibilities; do work from home acts as a boon to them? Flexible working arrangement enables the employees to avoid daily commutes and work according to their convenience but in this pandemic situation where people are bound to isolate themselves with their family, is flexible working helping them? Previously, there was a mindset that an efficient workforce can be developed through a proper work environment and team work but after this pandemic, a new mode of working has replaced the traditional one. At present, ‘work smart’ has replaced ‘work hard’ by accepting and incorporating employees’ multiple demands related to work and health, family and responsibilities , time and place. Work from home is one of the Flexible working arrangements provided by the employers to employees; also emerged as the “new normal strategy” after this pandemic. The IOT (Internet of Things) became essential for organizations to pace up the work. However, with digital platforms and up gradation of technology, the firms and organizations stay connected with their employees. This study is descriptive in nature and it focuses on both the pros and cons of flexible working along with its effect on the employees’ well-being and overall organizational work culture and productivity.

Exploring the Link between Flexible Work and Organizational Performance

2009 ◽  
pp. 392-398
Author(s):  
Eva Rimbau-Gilabert
Keyword(s):  
Organizational Performance ◽  
Point Of View ◽  
Full Time ◽  
Flexible Work ◽  
Developed Economies ◽  
Flexible Working ◽  
Wide Range ◽  
Common Term ◽  
Working Practices ◽  
Definition Of

The expansion of flexible work experienced since the 1980s in developed economies is consistent with a more generic trend towards organizational flexibility, which many authors see as essential in order to compete in the dynamic global environment (Volberda, 1998). From this point of view, the changing demands of the environment have forced organizations to seek the ability to adapt rapidly and effectively as a means to be successful or even to survive. In the quest for flexibility, every area of the organization has been scrutinized in order to render it as “agile” as possible. In the human resources arena, this analysis has led to the definition of diverse “flexible working practices” (FWP) that describe a wide range of employment practices, which differ from the traditional full-time job with a fixed salary and a permanent contract. These practices have been described using other terms, such as “alternative” (Polivka, 1996; Powell & Mainiero, 1999), “non-standard” (Kalleberg, 2000), or “atypical” (De Grip, Hoevenberg, &m Willems, 1997), which coincide in denoting their divergence from the most traditional forms of employment. This article will show that quite different practices have been embraced by the common term “flexible working practices.” Subsequently, the results of empirical research regarding the implications for organizational performance of a number of flexible practices will be commented on.

Exploring the Link between Flexible Work and Organizational Performance

2011 ◽  
pp. 1298-1305
Author(s):  
Eva Rimbau-Gilabert
Keyword(s):  
Organizational Performance ◽  
Point Of View ◽  
Full Time ◽  
Flexible Work ◽  
Developed Economies ◽  
Flexible Working ◽  
Wide Range ◽  
Common Term ◽  
Working Practices ◽  
Definition Of

The expansion of flexible work experienced since the 1980s in developed economies is consistent with a more generic trend towards organizational flexibility, which many authors see as essential in order to compete in the dynamic global environment (Volberda, 1998). From this point of view, the changing demands of the environment have forced organizations to seek the ability to adapt rapidly and effectively as a means to be successful or even to survive. In the quest for flexibility, every area of the organization has been scrutinized in order to render it as “agile” as possible. In the human resources arena, this analysis has led to the definition of diverse “flexible working practices” (FWP) that describe a wide range of employment practices, which differ from the traditional full-time job with a fixed salary and a permanent contract. These practices have been described using other terms, such as “alternative” (Polivka, 1996; Powell & Mainiero, 1999), “non-standard” (Kalleberg, 2000), or “atypical” (De Grip, Hoevenberg, &m Willems, 1997), which coincide in denoting their divergence from the most traditional forms of employment. This article will show that quite different practices have been embraced by the common term “flexible working practices.” Subsequently, the results of empirical research regarding the implications for organizational performance of a number of flexible practices will be commented on.

Flexible working could improve retention

2019 ◽  
Vol 28 (9) ◽  
pp. 601-601 ◽  
Author(s):  
Sam Foster
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Work Culture ◽  
Staff Turnover ◽  
Flexible Work ◽  
University Hospitals ◽  
Life Balance ◽  
Job Roles ◽  
Oxford University ◽  
Flexible Working

Sam Foster, Chief Nurse, Oxford University Hospitals, suggests that redesigning job roles and fostering a flexible work culture would offer staff a better work-life balance and reduce NHS staff turnover

scholarly journals Has the Economic Lockdown Following the Covid-19 Pandemic Changed the Gender Division of Labor in Israel?

2021 ◽  
pp. 089124322110012
Author(s):  
Meir Yaish ◽  
Hadas Mandel ◽  
Tali Kristal
Keyword(s):  
Gender Inequality ◽  
Unpaid Work ◽  
Paid Work ◽  
Flexible Work ◽  
Work Arrangements ◽  
Work From Home ◽  
The Family ◽  
Allocation Of Time ◽  
Using Data ◽  
Families With Children

The economic shutdown and national lockdown following the outbreak of COVID-19 have increased demand for unpaid work at home, particularly among families with children, and reduced demand for paid work. Concurrently, the share of the workforce that has relocated its workplace to home has also increased. In this article, we examine the consequences of these processes for the allocation of time among paid work, housework, and care work for men and women in Israel. Using data on 2,027 Israeli adults whom we followed since the first week of March (before the spread of COVID-19), we focus on the effect of the second lockdown in Israel (in September) on the gender division of both paid and unpaid work. We find that as demand for housework caused by the lockdown increases, women—especially with children—increase their housework much more than men do, particularly when they work from home. The consequences of work from home and other flexible work arrangements for gender inequality within the family are discussed.

scholarly journals Who will Bear the Brunt of Lockdown Policies? Evidence from Tele-workability Measures Across Countries

2020 ◽  
Vol 20 (88) ◽  
Author(s):  
Mariya Brussevich ◽  
Era Dabla-Norris ◽  
Salma Khalid
Keyword(s):  
Economic Activity ◽  
College Education ◽  
Emerging Countries ◽  
Market Selection ◽  
Differential Impact ◽  
Ability To Work ◽  
Earnings Distribution ◽  
Work From Home ◽  
Use Of Technology ◽  
The World

Lockdowns imposed around the world to contain the spread of the COVID-19 pandemic are having a differential impact on economic activity and jobs. This paper presents a new index of the feasibility to work from home to investigate what types of jobs are most at risk. We estimate that over 97.3 million workers, equivalent to about 15 percent of the workforce, are at high risk of layoffs and furlough across the 35 advanced and emerging countries in our sample. Workers least likely to work remotely tend to be young, without a college education, working for non-standard contracts, employed in smaller firms, and those at the bottom of the earnings distribution, suggesting that the pandemic could exacerbate inequality. Crosscountry heterogeneity in the ability to work remotely reflects differential access to and use of technology, sectoral mix, and labor market selection. Policies should account for demographic and distributional considerations both during the crisis and in its aftermath.

scholarly journals The Influence of COVID-19 on Indonesian Investment

2020 ◽  
Vol 1 (1) ◽  
pp. 1-6
Author(s):  
Jeliastiva Jeliastiva ◽  
Farid Fachrurazi
Keyword(s):  
Economic System ◽  
Large Scale ◽  
Domestic Investment ◽  
Social Distancing ◽  
Work From Home ◽  
The Social ◽  
The World ◽  
Almost All

The COVID-19 outbreak has had a serious impact on almost all countries in the world, including Indonesia. In response to this case, various policies began to emerge. Starting from the implementation of work from home, social distancing and physical distancing, until the implementation of large-scale social restrictions (PSBB). overseas investors are busy focusing their finances on the needs of their respective countries to fight the virus. Domestic investment (PMDN) is also predicted to experience a slowdown. The social distancing policy resulted in the community not being able to run the economic system well, especially in the Indonesian investment sector so that the perokoniman namely investment in Indonesia decreased and there were some delays in investment by other countries in Indonesia.

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