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 Widyaiswara's Role in Apparatus Development in the Pandemic and New Normal Era

2021 ◽  
Vol 4 (2) ◽  
pp. 2488-2496
Author(s):  
Ita Hartati ◽  
Azwar Iskandar
Keyword(s):  
Digital Literacy ◽  
Role Model ◽  
New Normal ◽  
Working Space ◽  
Multimedia Teaching ◽  
Flexible Working ◽  
Qualitative Descriptive ◽  
Descriptive Approach ◽  
Ministry Of Finance

This research aims to provide an overview of the challenges and role of Widyaiswara in the Ministry of Finance in improving ASN competence through adaptation and innovation in the pandemic and new normal era. Using a qualitative descriptive approach, this study found that widyaiswara is required to be able to think creatively and innovatively. The challenge is whether widyaiswara is able to make interesting multimedia teaching materials. Widyaiswara was challenged and required to continue to improve and change.  Widyaiswara should be able to utilize technology to open the horizon of thinking and view technology as an opportunity to improve ASN competence in the future. To answer the challenges and demands of change in this pandemic and new normal era, widyaiswara can act as facilitator, motivator, inspiration, innovator, dynamicator and role model through innovation and adaptation in the pandemic era and new normal through its roles in aspects of bureaucracy efficiency, digital literacy, agile organization mindset, public service responsiveness, and integrated and flexible working space.

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.

Control in Flexible Working Arrangements

2015 ◽  
Vol 14 (2) ◽  
pp. 61-69 ◽  
Author(s):  
Cornelia Gerdenitsch ◽  
Bettina Kubicek ◽  
Christian Korunka
Keyword(s):  
Self Determination Theory ◽  
Digital Natives ◽  
Self Determination ◽  
Structured Interviews ◽  
Similar Extent ◽  
Decision Latitude ◽  
Media Technologies ◽  
Exploratory Approach ◽  
Flexible Working ◽  
Temporal And Spatial

Supported by media technologies, today’s employees can increasingly decide when and where to work. The present study examines positive and negative aspects of this temporal and spatial flexibility, and the perceptions of control in these situations based on propositions of self-determination theory. Using an exploratory approach we conducted semi-structured interviews with 45 working digital natives. Participants described positive and negative situations separately for temporal and spatial flexibility, and rated the extent to which they felt autonomous and externally controlled. Situations appraised positively were best described by decision latitude, while negatively evaluated ones were best described by work–nonwork conflict. Positive situations were perceived as autonomous rather than externally controlled; negative situations were rated as autonomously and externally controlled to a similar extent.

scholarly journals PENERAPAN TIPOLOGI KANTOR, ARSITEKTUR DAN PERILAKU MILENIAL PADA PERANCANGAN STUDIO ANTAR-KREATIF DI TEBET

2020 ◽  
Vol 1 (2) ◽  
pp. 883
Author(s):  
Kristel Karina Lestari
Keyword(s):  
Millennial Generation ◽  
Creative Economy ◽  
Creative Work ◽  
Flexible Work ◽  
Life Balance ◽  
Current Generation ◽  
Work Space ◽  
The People ◽  
Individual Needs

Technologicaly advancements have facilitated work, both directly and indirectly. This has changed the lifestyle of the people, especially the millennial generation in Jakarta. Not a few generations often changing jobs, which are not closed in the current generation according to their individual needs. Millennial generation approved balance as one of the things seen in the agreement of life. Inter-Creative Studio is a space that provides a more interactive, creative and flexible work space in the creative economy in the multimedia sub-sector to enhance creativity and economy. Inter-Creative Studio is designed with the aim of providing a place to work independently for the millennial generation by paying attention to the life balance of workers. Through trans-programming that combines creative work and entertainment programs as a whole in the design creates the same space with the integration of changing usage times. The existence of the facade concept gives expression to architecture with a combination of melody and rhythm and the concept of height differences in design as creativity and spatial space in architecture with lighting, materials to building form.AbstrakKemajuan teknologi telah mempermudah pekerjaan, baik secara langsung maupun tidak langsung. Hal ini telah merubah gaya hidup masyarakat, khususnya generasi millenial di Jakarta. Tidak sedikit generasi milenial berpindah – pindah pekerjaan, yang tidak menutup kemungkinan bahwa generasi milenial berjalan sesuai dengan kebutuhan masing – masing. Generasi millenial mendefinisikan keseimbangan sebagai salah satu hal yang dilihat dalam menjalani kehidupan. Studio Antar – Kreatif merupakan sebuah wadah yang menyediakan ruang bekerja menjadi lebih interaktif, kreatif dan fleksibel dalam bidang ekonomi kreatif di sub-sektor multimedia untuk meningkatkan kreativitas dan perekonomian. Studio Antar – Kreatif didesain dengan tujuan menyediakan wadah bekerja mandiri bagi generasi milenial dengan memperhatikan keseimbangan hidup kaum pekerja. Melalui trans-programming yang memadukan program bekerja kreatif dan hiburan sebagai satu kesatuan didalam sebuah desain menciptakan sebuah ruang yang sama dengan intensitas waktu penggunaan yang bergantian. Adanya konsep fasad memberikan ekspresi terhadap arsitektur dengan kombinasi melodi dan ritme serta konsep perbedaan ketinggian lantai dalam desain sebagai gambaran kreativitas dan spasialitas ruang dalam arsitektur dengan pencahayaan, material hingga bentuk.

Workplace flexibility as a paradoxical phenomenon: Exploring employee experiences

2018 ◽  
Vol 72 (2) ◽  
pp. 444-470 ◽  
Author(s):  
Almudena Cañibano
Keyword(s):  
Psychological Contract ◽  
Flexible Work ◽  
Workplace Flexibility ◽  
Work Arrangements ◽  
Mental Picture ◽  
Flexible Working ◽  
Consulting Firms ◽  
Professional Environment ◽  
Professional Employees

How do employees of dynamic consulting firms deal with their demanding professional environment, where they must be accessible, responsive and flexible seemingly around the clock? This case study of a large consulting firm explores employee experiences of flexible working through the lens of paradox. It finds that flexible working far exceeds the set of approved flexible work arrangements and practices enshrined in formal HR policies. Rather, individuals develop varied perceptions, expectations and ways of organizing flexible working, which emerge and evolve as they accumulate experience in a context where client-focused responsiveness is key. The article argues that flexible working is part of the deeper psychological contract between professional employees and the firm. This allows us to better understand how the paradoxical tensions that characterize workplace flexibility are experienced as evolving combinations of contributions and inducements. Employees manage these tensions in different ways, including vacillating between polar opposites and integrating contradictory elements, creating an overall mental picture of their flexible working experience.

Flexibility trap – the effects of flexible working on the position of female professionals and managers within a corporate environment

2015 ◽  
Vol 30 (3) ◽  
pp. 225-238 ◽  
Author(s):  
Lenka Formánková ◽  
Alena Křížková
Keyword(s):  
Full Time ◽  
Flexible Work ◽  
Corporate Environment ◽  
Content Type ◽  
Flexible Working ◽  
Time Work ◽  
Part Time ◽  
Managerial Positions ◽  
Female Professionals

Purpose – The aim of this paper is to analyse the experience of female part-time professionals with employee and managerial positions with the utilisation of flexible work arrangements in a corporate environment in the country with a full-time dominated work culture. The data represent a rare case study of the work environment in a Czech branch of one multinational company. This paper focusses on the position of female employees working part-time in professional and managerial positions. The reason for such an arrangement is their attempt to combine career and care for pre-school children. This paper evaluates the effects of flexible work policies in an environment where part-time work for female professionals is rarely available and, therefore, precious. In particular, this paper discusses conditions under which these arrangements are available and its impact on gender equality. Design/methodology/approach – The paper represents a rare case-study of an organisational environment. The seven analysed interviews derive from a larger study on the corporate environment which included 35 interviews and a series of participatory observations. In the analysis, the following questions are discussed: What is the position of employees working within flexible working arrangements in a specific corporate culture? Which aspects of flexible working arrangements affect the professional recognition and evaluation of the employees? To what extent and how do flexible working arrangements affect employee satisfaction with their working and private lives? Findings – The data reveal the diverse and often subtle forms of discrimination and exploitation of working mothers, who use the flexible working arrangement as a work-family reconciliation strategy. Female employees working with alternative working arrangements do not have equal bargaining power in comparison to other employees, regardless of whether they are professionals, and sometimes in managerial positions. At the formal level, the part-time professionals are restricted in pay and in access to the company benefits. In the informal relations within the workplace, their work lacks of sufficient recognition of colleagues and superiors. Overall, part-time work for female professionals and managers leads to an entrapment between the needs of their family and the expectations of their employer. Practical implications – The research reveals the practical limitation in introducing policies the work-life reconciliation policies. The results show the need to focus on promoting better conditions for employees working part-time. Also, it shows that managerial and highly demanding professional positions can be executed on a part-time basis if the work environment is open towards accepting this arrangement. Moreover, the findings outline the possibilities of developing workplace practices in the Czech Republic in a woman-friendly direction. Social implications – Specific legislative arrangements should be enacted, providing better protection for employees in non-standard employment. At the same time, the incentives for employers to enable part-time working arrangements should be provided. Originality/value – The amount of research on female professionals working part-time or from home is rather limited in context of the post-communist countries. The paper discusses the “double” tokenism of the women working in the leadership positions and at the same time in flexible working arrangements in the full-time working culture.

scholarly journals Flexible working for all? How collective constructions by Austrian employers and employees perpetuate gendered inequalities

2021 ◽  
Author(s):  
Eva-Maria Schmidt
Keyword(s):  
Cultural Context ◽  
Full Time ◽  
Flexible Work ◽  
Structured Interviews ◽  
Family Responsibilities ◽  
Family Work ◽  
Flexible Working ◽  
Strongly Connected ◽  
Part Time ◽  
Reconstructive Analysis

Objective: This paper pursues the question as to how extended flexible working possibilities in the labor market are legitimized among employers and employees and whether they have potential to mitigate inequalities. Background: Persistent and increasing gendered inequalities in Austria are reflected in the unequal division of unpaid family work in parental couples and in men’s stable full-time employment while women increasingly work part-time. In recent years, employers have expanded flexible working possibilities for all employees, regardless of their gender, also in leading positions and especially for those with family responsibilities. Method: We conducted six focus groups and 16 semi-structured interviews with employers (n=30) and employees (n=25) from 29 contrasting companies across Austria. An in-depth reconstructive analysis facilitated our exploration of collective notions and concepts associated with flexible work and career opportunities. Results: The respondents constructed part-time and flexible work as a new norm strongly connected to women with (potential) children. At the same time, employers and employees legitimized that these women must be protected from penalties resulting from the ideal worker norm still in force and must be variously supported by employers. However, men – the partners of women they could support by making use of these options and taking over childcare – are not constructed as a target group. Conclusion: In a cultural context such as Austria, family-friendly flexible working opportunities perpetuate rather than level gendered inequalities, as men’s need for those opportunities do not emerge in the constructions. The lack thereof is neither explicitly addressed nor challenged.

scholarly journals PENGARUH PENERAPAN FLEXIBLE WORKING ARRANGEMENT, WORKLIFE BALANCE TERHADAP DIGITAL TRANSFORMASI SERTA IMPLIKASINYA TERHADAP PRODUKTIVITAS KERJA

Perspektif ◽  
2022 ◽  
Vol 1 (3) ◽  
pp. 216-224
Author(s):  
Sholihat
Keyword(s):  
Goodness Of Fit ◽  
Work Productivity ◽  
Digital Transformation ◽  
Work Life ◽  
P Value ◽  
Flexible Work ◽  
Life Balance ◽  
Work System ◽  
Flexible Working ◽  
Confirmatory Factor

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh flexible working arrangement, worklife balance terhadap digital transformasi serta implikasinya terhadap produktivitas kerja. Saat ini dan mungkin perusahaan terpaksa karena pandemi covid-19 untuk menerapkan sistem kerja yang fleksibel. System kerja yang fleksibel sudah banyak diterapkan di perusahaan asing/multinasional sebelum terjadinya pandemi covid-19 dengan sistem kerja yang fleksibel perusahaan juga mengharapkan worklife balance karyawannya tetap terjaga dan peningkatan kemampuan pada digitalisasi/teknologi. Dengan pendekatan kuantitatif penelitian ini dilakukan berbasis explanatory research. Sampel yang diambil sebanyak 200 responden dari berbagai jenis perusahaan dengan menggunakan pendekatan analisis SEM berbasis aplikasi AMOS versi 23.0. Berdasarkan hasil analisis menunjukkan bahwa flexible working arrangement, worklife balance berpengaruh signifikan terhadap digital transformasi serta berimplikasi signifikan terhadap produktivitas kerja dilihat dari hasil uji Goodness of Fit (GoF), Reliabilitas dengan Uji Construct Reliability (CR) yaitu menguji keandalan dan konsistensi data, dimana kriteria Construct Reliability (CR) nya adalah > 0,7 dan nilai Variant Extracted nya (AVE) > 0,5, serta hasil uji Confirmatory Factor Analysis (CFA) untuk CR ≥ 1,96 dan p-value ≤ 0.05. Abstract This study aims to determine the effect of flexible working arrangements, work-life balance on digital transformation and their implications for work productivity. Currently and perhaps companies are forced due to the covid-19 pandemic to implement a flexible work system. A flexible work system has been widely applied in foreign/multinational companies prior to the COVID-19 pandemic. With a flexible work system, the company also expects the work-life balance of its employees to be maintained and their ability to increase in digitalization/technology. With a quantitative approach this research was conducted based on explanatory research. Samples were taken as many as 200 respondents from various types of companies using SEM analysis approach based on AMOS application version 23.0. Based on the analysis results show that flexible working arrangement, worklife balance have a significant effect on digital transformation and have significant implications for work productivity seen from the results of the Goodness of Fit (GoF) test, Reliability with the Construct Reliability (CR) test, namely testing the reliability and consistency of the data, where the criteria The Construct Reliability (CR) is > 0.7 and the Variant Extracted value (AVE) is > 0.5, and the results of the Confirmatory Factor Analysis (CFA) test for CR 1.96 and p-value 0.05.

Access to Flexible Work Arrangements for People With Disabilities

2021 ◽  
pp. 134-161
Author(s):  
Rachelle Bosua ◽  
Marianne Gloet
Keyword(s):  
Qualitative Study ◽  
Social Isolation ◽  
People With Disabilities ◽  
Digital Inclusion ◽  
Flexible Work ◽  
Work Arrangements ◽  
Supportive Environment ◽  
Flexible Working ◽  
It Support ◽  
Disabled Workers

People with disabilities face unique challenges accessing and participating in work. From a digital inclusion perspective, an uptake of anywhere working arrangements may hold significant promise for people with disabilities. This qualitative study explored barriers of flexible work for people with disabilities in Australia. The study focused on manager and worker perspectives and findings indicate that both parties face unique challenges to accommodate people with disabilities in flexible work. Barriers encountered by disabled workers seeking access to flexible working arrangements include management attitudes, physical and infrastructure problems, social isolation misconceptions, insufficient flexible work opportunities, and inadequate management knowledge of IT support and reasonable adjustment for people with disabilities. Management issues involve cultural intolerance towards diversity and disability in general, as well as lack of policies and processes that create a supportive environment for people with disabilities who wish to engage in flexible working arrangements.

Negotiating the new normal: flexible working

2021 ◽  
Vol 29 (10) ◽  
pp. 545-545
Author(s):  
Suzannah Allkins
Keyword(s):  
New Normal ◽  
Flexible Working
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