Relevant bibliographies by topics / Flexible workplaces

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Flexible workplaces'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Flexible workplaces"

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van der Voordt, Theo J. M. "Productivity and employee satisfaction in flexible workplaces." Journal of Corporate Real Estate 6, no. 2 (April 2004): 133–48. http://dx.doi.org/10.1108/14630010410812306.

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Hassanain, Mohammad A., Ali K. Alnuaimi, and Muizz O. Sanni-Anibire. "Post occupancy evaluation of a flexible workplace facility in Saudi Arabia." Journal of Facilities Management 16, no. 2 (May 8, 2018): 102–18. http://dx.doi.org/10.1108/jfm-05-2017-0021.

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Purpose This paper aims to present an assessment of user satisfaction of an innovative workplace design, otherwise known as flexible workplaces. Design/methodology/approach The study first sought to establish the level of flexibility of the workplace through the identification of flexibility criteria presented in a checklist format. In total, 29 criteria were identified and subsequently assigned weights by ten professionals. These professionals further assessed a case study office building through a walkthrough exercise to determine its level of flexibility. Furthermore, a post occupancy evaluation (POE) was conducted to assess the level of users’ satisfaction with functional performance elements. Questionnaire surveys were administered to 142 users, with a 63 per cent response rate. The feedback was analyzed and presented using the mean satisfaction index approach. Findings The results showed that the total flexibility achieved by the facility is 67.63 per cent, which is considered to be “averagely flexible”. The POE results also showed that users were strongly dissatisfied (SD) with the “adequate number of enclosed offices,” which is one of the corner-stones of flexibility where open-plan offices are strongly encouraged. Users expressed dissatisfaction with other issues, while their overall satisfaction with the facility was noted. Originality/value This study is based on the premise that innovative workplace facilities will only fulfill its intended objectives if designers consider the satisfaction of its users. The study makes a specific contribution in the assessment of workplace flexibility and occupants’ satisfaction of flexible workplaces. This will be of significant value to facility managers, designers and space planners involved in the design and management of workplace facilities.
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Kojo, Inka Vuokko Ilona, and Suvi Nenonen. "Places for multi-locational work – opportunities for facilities management." Facilities 33, no. 1/2 (February 2, 2015): 20–37. http://dx.doi.org/10.1108/f-05-2013-0043.

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Purpose – This research aims to aggregate and categorise distinct places for multi-locational work from the 1960s until today. Based on an understanding of the user needs connected to these locations, the paper aims to identify the service concepts and workplace design solutions by which these needs can be met. Design/methodology/approach – The literature review is based on academic journal papers, reports and books related to the topic. Findings – The paper categorises the main multi-locational workplace locations, namely, organisational offices, home offices, mobile workplaces and flexible offices. The user needs in these locations vary from concept to concept, and therefore, the service offers are distinct. Based on the results, the service provision of organisational offices and flexible offices should focus on providing users with the chance for socialisation using collaborative space solutions and community management policies. In the cases of home offices and mobile workplaces, service provision should instead emphasise ensuring functionalities such as efficient virtual connectivity and accessibility. Additionally, more concept-specific user needs are identified. Research limitations/implications – The paper offers an overview of and framework for future research and concept development. The limitations of cultural differences could have been investigated more. Practical implications – The results provide insight into the purposes of facilities management and workplace design when developing service concepts for multi-locational workplaces. Originality/value – The paper establishes a literature-based framework for the service concepts of places for multi-locational work.
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Ender, Johanna, Jan Cetric Wagner, Georg Kunert, Fang Bin Guo, Roland Larek, and Thorsten Pawletta. "CONCEPT OF A SELF-LEARNING WORKPLACE CELL FOR WORKER ASSISTANCE WHILE COLLABORATION WITH A ROBOT WITHIN THE SELF-ADAPTING-PRODUCTION-PLANNING-SYSTEM." Informatyka, Automatyka, Pomiary w Gospodarce i Ochronie Środowiska 9, no. 4 (December 15, 2019): 4–9. http://dx.doi.org/10.35784/iapgos.36.

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For some time, the focus of past research on industrial workplace designs has been the optimization of processes from the technological point of view. Since human workers have to work within this environment the design process must regard Human Factor needs. The operators are under additional stress due to the range of high dynamic processes and due to the integration of robots and autonomous operating machines. There have been few studies on how Human Factors influence the design of workplaces for Human-Robot Collaboration (HRC). Furthermore, a comprehensive, systematic and human-centred design solution for industrial workplaces particularly considering Human Factor needs within HRC is widely uncertain and a specific application with reference to production workplaces is missing. The research findings described in this paper aim the optimization of workplaces for manual production and maintenance processes with respect to the workers within HRC. In order to increase the acceptance of integration of human-robot teams, the concept of the Assisting-Industrial-Workplace-System (AIWS) was developed. As a flexible hybrid cell for HRC integrated into a Self-Adapting-Production-Planning-System (SAPPS) assists the worker while interaction.
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Chung, Heejung. "‘Women’s work penalty’ in access to flexible working arrangements across Europe." European Journal of Industrial Relations 25, no. 1 (January 22, 2018): 23–40. http://dx.doi.org/10.1177/0959680117752829.

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Many assume that women and workers in female-dominated workplaces will have better access to flexible working arrangements. Some use this as justification for the low wages found in these workplaces. Yet, empirical results are mixed. I explore this question by examining workers’ access to schedule control across 27 European countries, and find no discernible gender differences in access to schedule control when individual and company-level characteristics are taken into account. However, working in female-dominated jobs and/or sectors significantly reduces access to schedule control for both men and women. This ‘women’s work penalty’ in female-dominated sectors varies across Europe but nowhere was the access better compared to sectors where both genders are equally represented. This raises concerns regarding the lack of favourable working conditions, in addition to low pay found in female-dominated workplaces.
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Boge, Knut, Alenka Temeljorov Salaj, Ida Bakken, Magnus Granli, and Silje Mandrup. "Knowledge workers deserve differentiated offices and workplace facilities." Facilities 37, no. 1/2 (February 4, 2019): 38–60. http://dx.doi.org/10.1108/f-01-2018-0002.

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PurposeThe purpose of this paper is to investigate factors that influence effective workplace designs for knowledge workers.Design/methodology/approachDuring spring 2016, the employees in a large institution for research and higher education, a large consultancy company and a medium-sized consultancy company (in total 4367 employees) in Norway received invitations to participate in an anonymous online survey about workplaces and facilities. In all, 1,670 employees answered the survey (38.2 per cent response rate). The data have been analyzed with IBM SPSS version 23, among others through use of exploratory factor analysis and two-way ANOVA.FindingsMost respondents at the institution for research and higher education have cell offices. Most respondents in the two consultancy companies have open and flexible offices. This paper indicate the respondents’ preferences or perception of their workstation and the workplace’s fit for their tasks is affected both by the respondents’ type of office and how much time they spend at their workstation during the week. There are also possible age or generation effects.Research limitations/implicationsOne methodical weakness in the present paper is that two-way ANOVA has been applied on survey data. Experiments are usually arranged to provide almost equal numbers of observations in each category. This is usually not possible with survey data. However, despite this weakness, the present paper provides several findings that challenge some of the workplace research’s taken for givens.Practical implicationsThe present paper indicates that facility managers and others responsible for office and workplace design are advised to take the employees’ tasks and work patterns into consideration when designing workplaces and providing offices and workstations to their end-users. The present paper also indicates that employees require different kinds of support facilities and services depending on what kind of offices and workplaces they have.Originality/valueThis is a large N empirical study among knowledge workers in three organizations, one public administration and two private enterprises. The present paper indicate that provision of offices and workstations with supporting facilities should be differentiated according to the end-users’ work tasks and work patterns.
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Gordon, Catherine E. "Flexible Workplace Practices: Employees’ Experiences in Small IT Firms." Articles 69, no. 4 (January 21, 2015): 766–84. http://dx.doi.org/10.7202/1028111ar.

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This paper examines how employees experience flexible workplace practices (FWPs), such as flex-time, in the context of small firms. Past research consistently documents that employees’ experiences vary according to whether or not the workplace culture is supportive of FWPs and work-life balance needs. Studies, however, typically use individual level data or focus on large companies. Little research has focused on the experiences of employees of small firms. Possibly, employees of small firms have somewhat unique experiences of FWPs because of the workplace context. Like past research, this paper considers how gender and age relations structure the workplace. Also taken into account are the control strategies that management employs over the workforce.Data are taken from a Canadian study on small information technology (IT) firms that employed between four and 21 individuals. A multiple case study of 17 firms is conducted using web-surveys, semi-structured interviews, case study reports, field notes, and HR policy documents. Three different workplace contexts emerged among study firms based on their flexibility and workplace culture with respect to time. Some of these workplaces reproduced hegemonic gender, age, and class expectations, whereas others somewhat challenged them. The three firm-types did not vary according to firm-specific characteristics, such as business specialization, but patterns with regard to age and gender characteristics of the owners and employees were evident. Employees’ experiences varied according to where they worked. The findings suggest that similar and different processes occur in small firms compared to the large companies often studied in the literature. Like large firms, small firms are not neutral or based on a consensus. Small firm employees, however, may be considerably more vulnerable.
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Smith, Peter J. "Learners and their workplaces: towards a strategic model of flexible delivery of training in the workplace." Journal of Vocational Education & Training 53, no. 4 (December 2001): 609–28. http://dx.doi.org/10.1080/13636820100200180.

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Rikitake, Ryoko, Satoru Kamitani, Miyako Takahashi, and Takahiro Higashi. "Workplace Support Systems in Small- and Medium-Sized Companies for Employees Receiving Medical Treatment in Japan." Global Journal of Health Science 12, no. 3 (February 15, 2020): 91. http://dx.doi.org/10.5539/gjhs.v12n3p91.

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BACKGROUND: Maintaining one’s current job is important for patients. Few studies have investigated the presence of support systems in small- and medium-sized companies to help balance the therapeutic needs and occupational roles of workers in Japan. AIMS: To understand whether small- and medium-sized companies in Japan have established workplace policies to help employees with chronic disease balance medical treatment and professional life. METHODS: We surveyed a sample of small- and medium-sized companies in Japan identified from a large database of corporate credit and marketing research companies between February and March 2017. A questionnaire addressed workplace policies that supported employees’ medical treatments and professional lives, such as flexible work arrangements and the preparation of manuals and forms to facilitate communication with treating physicians. RESULTS: Of the 4158 companies initially contacted, 1140 companies (27%) responded to the survey. Of the valid respondents, 21% of the workplaces reported having established sufficient office rules to address employee’s necessary medical needs. Approximately half of the workplaces (53%) shared that they had a system in place to provide temporary medical leave for employees with chronic diseases. Few (12%) workplaces had established a process for having a trial return to work after a period of absence due to a medical condition. CONCLUSIONS: Currently, a minority of small- and medium-sized companies in Japan have established workplace policies to address the medical needs of employees with chronic diseases.
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Frieder, Rachel E. "The Rules of Social Exchange: Unchanged but More Important Than Ever." Industrial and Organizational Psychology 11, no. 3 (September 2018): 535–41. http://dx.doi.org/10.1017/iop.2018.108.

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Social exchange theory (SET) is one of the most prominent and well-known theories in the organizational sciences literature (Cropanzano & Mitchell, 2005). In the focal article, Chernyak-Hai and Rabenu (2018) asserted that SET needs to be adjusted to account for changes in the nature of work, workers, and workplace characteristics. Specifically, they identify that workplaces are now more volatile, complex, uncertain, and ambiguous (Bennett & Lemoine, 2014), and work itself has become more flexible, virtual, and technology dependent; accordingly, today's workers are sourced from a global talent pool and more frequently occupy nontraditional employment arrangements (e.g., freelancing). It is undisputable that the workplace landscape is vastly different from that of the workplace landscape during which early forms of SET were originally articulated (Gouldner, 1960; Homans, 1958).
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Dissertations / Theses on the topic "Flexible workplaces"

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Bouvier, Christian, and Jakob Eriksson. "Workplaces of the Future : - Guidelines for an Implementation of Activity Based Workplaces." Thesis, KTH, Fastigheter och byggande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-147660.

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Activity Based Workplaces (ABW) is the latest trend within the office layout for knowledge workers. The design and layout of an activity based workplace is based on the worker's need to carry out different tasks, in the most efficient way. In order to achieve that the office is divided into different zones and the workers doesn't have a private work-station. The biggest advantage with ABW is a space efficient working environment that promotes knowledge- and information sharing within the company’s different departments. The purpose of this master thesis is to investigate how to implement Activity Based Workplaces in an efficient way. In order to do that a literature review on existing research and a qualitative study have been carried out. The qualitative study is based on interviews with key persons at five different companies that have implemented ABW or had the intention to do so. The transition to ABW have been studied in three different blocks; the decision process, the implementation process and the outcome and user perspective. The analysis of the results from the qualitative study shows that the transition includes a lot of different challenges. One of the biggest challenge that the management has to overcome is to assure the co-workers that the implementation of an Activity Based Workplace will bring positive effects to the company. In order to achieve that it is important that the management acquires the right knowledge to successfully handle the implementation and is able to create a clear strategy of how to do so. During the process it is important to involve the co-workers in order to identify their needs. After all it is the co-workers who carry out the activities that the workplace is supposed to support. The involvement of the co-workers will also create a more positive attitude towards the concept of ABW. After the implementation of the Activity Based Workplace the challenge lies within the ability to constantly adapt and develop the office space after the changing needs of the company and its co-workers. The co-workers changing needs are hard to identify in advance, therefore it is important to adapt the workplace when these needs are identified. The demand for space efficient offices will grow in the future and in comparison to a traditional office space layout, we believe the Activity Based Workplace allows for a workplace better suited for the needs of the company and its co-workers.
Aktivitetsbaserade arbetsplatser (förkortas ABW) är den hetaste kontorstrenden för tillfället. Konceptet ABW bygger på att utforma kontoret och dess arbetsplatser utifrån personalens behov. På ett aktivitetsbaserat kontor ska personalens arbetsuppgifter styra valet av arbetsplats och personalen har därför inga fasta arbetsplatser. De stora fördelarna med ABW är en förbättrad och mer yteffektiv arbetsmiljö som främjar informations- och kunskapsutbyte mellan ett företags eller en organisations olika avdelningar. Syftet med detta examensarbete är att undersöka hur aktivitetsbaserade arbetsplatser kan implementeras på ett effektivt sätt. Syftet har besvarats genom en litteraturstudie, bestående av aktuell forskning inom området, samt en kvalitativ empirisk studie av fem stycken företag som antingen har implementerat ABW eller haft för avsikt att göra detta. Hos dessa fem företag har olika nyckelpersoner intervjuats kring konceptet ABW. Övergången till ABW har studerats ur tre block; beslutsprocessen, implementeringsprocessen samt resultat och användarperspektiv. Analysen av resultaten från den empiriska studien visar att utmaningarna vid en implementering av ett aktivitetsbaserat kontor är många. En av de största utmaningarna är att företagets ledning lyckas övertyga personalen om att ett aktivitetsbaserat kontor kommer att gynna verksamheten och skapa en arbetsmiljö som på ett bättre sätt tillgodoser medarbetarnas behov. För att lyckas med detta krävs det att ledningen på företaget tillskansar sig kunskap om vad ABW är för någonting och har en tydlig strategi kring hur implementeringen ska genomföras. Under implementeringsprocessen är det viktigt att låta personalen vara delaktig för att på bästa sätt kunna tillgodose deras behov. Att låta personalen vara delaktig i processen resulterar också i en högre acceptans gentemot det nya aktivitetsbaserade konceptet. Efter implementeringen av det aktivitetsbaserade kontoret ligger utmaningen i att fortsätta utveckla kontoret. Personalens behov förändras med tiden och det kan även vara svårt att på förhand tillgodose samtliga behov vilket innebär att ett kontinuerligt utvärderingsarbete av kontorets layout är viktigt. En implementering av ABW är ingen punktinsats som avslutas efter flytten till det nya kontoret. Efterfrågan på yteffektiva kontor kommer i framtiden att öka och i jämförelse med ett traditionellt öppet kontorslandskap skapar ABW en arbetsmiljö som vi tror på ett bättre sätt tillgodoser företagens och dess personals behov.
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Siu, Yu Kwan. "Flexible labour movement : case studies of Hong Kong University Campuses as flexible production workplaces /." View abstract or full-text, 2006. http://library.ust.hk/cgi/db/thesis.pl?SOSC%202006%20SIU.

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Smith, Peter John Brenchley, and mikewood@deakin edu au. "Preparing for flexible delivery in industry: Learners and their workplaces." Deakin University. School of social and cultural studies in education, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20060623.095632.

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This thesis examines the learning preferences and learning strategies of apprentices, and the contexts within which they learn in their workplaces. Since the end of the 1980s Australian vocational education and training (VET) structures and processes have undergone radical change in attempts to develop skills in the workforce that will ensure enterprise, national, and international competitiveness. A major strategy in the national reforms has been the encouragement of flexible delivery as a means through which workplace-based learning can be accessed by a larger number of workers in ways that are cost-efficient, and that reduce the amount of time that workers spend away from their jobs. Although flexible delivery has been championed by governments and industry alike, there has been little attempt to identify the preparedness of either learners or their workplaces for the demands of flexible learning. The thesis examines the economic context for these changes to VET, and also examines the literature available on workplace learning. Additionally, the thesis examines the conceptualisations of flexible delivery that are available in the literature, pointing to the possibility that the wide range of meanings associated with the term ‘flexible delivery’ may result in quite different practices and expectations. The thesis also examines the literature on independent learning and self-directed learning, and explores the concept of ‘client-focused’ flexible delivery. The study of learner preferences uses data collected from apprentices over a period of some years, in the four occupational areas commanding the highest number of apprentices in Australia. These occupational areas are Metals and Machining, Building, Electrical, and Hairdressing. These data on learning preferences are collected using the commercially available Canfield Learning Styles Inventory (CLSI). The data from the sample of 389 apprentices are analysed statistically through analyses of variance, and indicate that variables such as age, gender, and occupational area are related to learning preferences. Apprentices are shown by this analysis to prefer structured programs of instruction that are instructor-led, and to not have a high preference for independent learning or the development of their own learning goals. Additionally, they are shown to have very low preferences for learning through reading, preferring instead to learn through direct hands-on experience. While these characteristics are largely common among the four occupational groups, the Hairdressing apprentices are shown to have a slightly higher preference for independent learning and goal setting. Females are shown to have a higher preference than males for learning qualitative material through reading. Interestingly, the younger apprentices are shown to have a higher preference than the older ones for self-directed learning. Some possibilities for that finding are discussed. The research also shows that the learning preferences displayed by different groups of apprentices in any one program are much the same over time, providing some confidence that data generated from one group of apprentices can be used to make instructional decisions for future groups in the same program. The data are also factor analysed to indicate three major factors underlying apprentice learning preferences. The first factor indicates a Verbal–Non-verbal preference factor, with apprentices clearly preferring to learn through non-verbal means. A second factor is described as Structure–Content, with apprentices showing a preference for learning from structured programs in a structured environment. A third factor, Self-directed–Social preference, indicates apprentices preferring to learn through socially mediated presentations and contexts rather than through more independent forms of learning. Qualitative data are also generated through interviewing eight apprentices, and focusing on the learning strategies they employ while constructing knowledge in the workplace. That component of the research uses a modification of the Marland, Patching and Putt (1992a, 1992b) stimulated recall technique, and a set of learning strategies derived from the work of O’Malley and Chamot (1990) and Billett (1996a). The eight apprentices are drawn from the Metals and Machining, Electrical, and Hairdressing trades. The findings indicate that the learning strategies most often used by apprentices in the workplace are those associated with the construction of knowledge that is structured and provided by the instructor or learning program, and those that include social mediation of learning. Additionally, the strategies associated with demonstration and hands-on practice are most favoured. The qualitative data are confirmatory of the quantitative data. The research also indicates, through the apprentice interviews, that support for apprentice’s learning in their workplace is typically unplanned and haphazard. Their experience was sometimes characterised by a reluctance on the part of the workplace to acknowledge learning needs such as trialling and practice of new knowledge, or pro-actively seeking understanding from other more skilled workers. The learning preferences and learning strategies findings for apprentices, coupled with the findings of typically poor or unplanned support in the workplace, indicate that effective flexible delivery of training to apprentices in the workplace provides a number of challenges. These challenges, it is argued, demand strategies to be developed and implemented to prepare both learners and workplaces for effective engagement with flexible delivery. Using as a theoretical framework Kember’s (1995) two-dimensional model of open learning for adults, the thesis integrates the findings into a proposed two-dimensional model of learner and workplace preparedness for flexible delivery. The model provides for a Learner Development Space, a Workplace Development Space, and a Strategy Space. Within the Learner Development Space, focuses for the development of learner preparedness are identified in terms of self-directed learning, skills developments, and effective participation in a community of practice. Focuses for workplace development identified in the Workplace Development Space are those associated with development of training policies, training structures, and trainer skills and abilities. The Strategy Space then provides detail of seventy-nine specific strategies developed to enhance learner and workplace preparedness within each of the focuses identified.
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Berg, Lina, and Karin Bäck. "Lägre arbetsmotivation och arbetstillfredsställelse bland omsorgspersonal med flexibel arbetsplats." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14891.

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Syftet med studien var att undersöka skillnader i arbetsmotivation och arbetstillfredsställelse bland omsorgspersonal beroende på om de hade en fast eller flexibel arbetsplats. I studien ingick två deltagargrupper där den ena gruppen tillhörde en fast avdelning medan de anställda i den andra gruppen flyttade runt mellan avdelningar beroende på var det för tillfället fanns behov. Studien genomfördes som en enkätundersökning inom omsorgsförvaltningen i en mindre kommun. Totalt besvarade 55 personer på enkäten som var uppdelad i två delar; Basic need satisfaction at work scale som mätte arbetsmotivation med delskalorna autonomi, kompetens och samhörighet och Minnesota job satisfaction som mätte inre och yttre arbetstillfredsställelse. Studien visade att anställda med en flexibel arbetsplats hade lägre arbetsmotivation och arbetstillfredsställelse än anställda med fast arbetsplats. Autonomi, samhörighet och inre arbetstillfredsställelse visade ett signifikant resultat, kompetens och yttre arbetstillfredsställelse hade en tendens till signifikant effekt
The aim of the study was to examine differences in work motivation and job satisfaction among nursing assistants, depending on whether they had a permanent or flexible workplace. The study involved two groups of participants, the one belonging to a permanent ward while the employees of the other group moved around between wards depending on where they were currently needed. The study was conducted as a survey in care administration in a small municipality. A total of 55 people responded to the questionnaire, which was divided into two parts; Basic need satisfaction at work scale measuring the motivation subscales of autonomy, competence and connectedness and Minnesota job satisfaction scale measuring job satisfaction based on intrinsic and extrinsic aspects. The study showed that employees with a flexible workplace had lower motivation and job satisfaction than workers with permanent workplace. Autonomy, connectedness and internal job satisfaction showed a significant result, competence and external job satisfaction tended to significant effect.
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Axford, Beverley, and n/a. "Professional work in the new work order: a sociological study of the shift from professional autonomy based in expertise to professional accountability based in performativity." University of Canberra. Professional & Community Education, 2002. http://erl.canberra.edu.au./public/adt-AUC20061010.111412.

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'Profession' and 'professional' are shifting signifiers that have taken on a range of new meanings in the past two decades as professional occupations have been reshaped by moves to 'flexible' (deregulated and decentred) work processes and work practices. The role of modern professions was significant in terms of the democratic elements of the professionalising project. But how do moves away from the modern bureaucratically-structured professions, and a professional ideal based on the concept of universal service, impact on graduates currently entering professional employment domains in which new 'performativity-based' management regimes are replacing the older control structures? This study draws on a range of sociological literature to explore both the structural and discursive changes in the meaning of profession practice. The study also draws on a number of research projects, including materials from focus group interviews of final year undergraduate students, recruitment brochures, ABS (Australian Bureau of Statistics) statistical analyses and DEST (Australia: Department of Employment, Science and Training) graduate destination studies, and policy documents. These materials are used to argue that the employment destinations of those with professional qualifications and credentials are now more stratified and more diverse and no longer necessarily coupled with a lifelong career. In addtion, the new management regimes that accompany the move to more flexible work processes and work practices are changing how those in professional work locations construct their sense of themselves as professional practitioners. Changes in the nature of professional work, and in the structural and discursive location of professional workers, have implications for education and training institutions. These institutions not only prepare workers for these occupational domains but are the main conduits through which access to work in the restructured labour markets is mediated. The study concludes by drawing attention to the need for educational research to be anchored in a 'sociology of employment' that is able to provide a more critical account of the relationship between education and training and entry into high status/low status employment domains.
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Leung, Lok-man. "Flexible workplace and workplace satisfaction a case study of Cathay Pacific Airways Limited /." Click to view the E-thesis via HKU Scholars Hub, 2005. http://lookup.lib.hku.hk/lookup/bib/B37936207.

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McCartney, John. "Workplace innovations in the republic of Ireland." Thesis, University of Ulster, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342417.

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Blixt, Hedwig, Erika Lantz, and Matilda Svenningsson. "Att främja sociala relationer i arbetslivet : En studie om sociala relationers påverkan på medarbetares hälsa och lärande." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-43073.

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Med anledning av dagens utvecklade kommunikationsteknik har stora förändringar skett i arbetslivet. Det flexibla arbetet är ett fenomen som förändrat arbetslivet och som innebär att medarbetare i större utsträckning kan kontrollera var och när arbetet utförs. Forskning visar att flexibelt arbete tenderar etableras mer kontinuerligt i arbetslivet vilket kommer påverka de sociala relationerna och därmed också experimentera medarbetares hälsa och lärande. Syftet med studien var därför att belysa hur medarbetare på olika organisatoriska nivåer uppfattar att sociala relationer påverkar deras hälsa och lärande på arbetsplatsen. Studien har tagit ett teoretiskt avstamp i hälsoteorin KASAM och Världshälsoorganisationens modell “Healthy workplace” samt den pedagogiska teorin sociokulturellt lärande. För att svara på syftet har tio intervjuer genomförts med medarbetare på ett aktivt företag i byggbranschen. Den insamlade datan analyserades genom en kvalitativ innehållsanalys som resulterade i två kategorier innehållande sammanlagt nio underkategorier. Resultatet visade att sociala relationer i arbetslivet har en direkt påverkan på medarbetares hälsa och lärande. Sociala relationer i arbetet visade sig bland annat generera ökad trivsel, arbetsglädje och meningsfullhet och på så sätt påverka medarbetarnas hälsa. Vidare beskrevs vikten av dialog och diskussion för att kunna utveckla lärandet. Resultatet går i linje med mycket av den tidigare forskning som finns på ämnet och en slutsats som dragits är att sociala relationer i arbetet är en avgörande faktor för medarbetares hälsa och lärande. Då flexibelt arbete visat sig hämma de sociala relationerna går det också att dra slutsatsen att tillväxten av fenomenet tenderar påverka medarbetare negativt ur ett hälso- och lärandeperspektiv.
Due to today's advanced communications technology, major changes have taken place at work. Flexible working is a phenomenon that means that employees can to a greater extent control where and when the work is performed. Research shows that flexible working is increasing which will influence social relationships at work and in turn the effects on employees' health and learning. The aim of the study was to illustrate how employees at different organizational levels perceive that social relationships affect their health and learning in the workplace. The theoretical approach for this study is grounded in the health theory KASAM, the model of the World Health Organization “Healthy workplace” and the pedagogical theory of sociocultural learning. Ten employees were interviewed within the construction industry. The collected data was analyzed through a qualitative content analysis. The result showed that social relationships in working life have a direct impact on employees' health and learning. Social relationships at work were found to generate greater job satisfaction, well-being and meaningfulness and thus affect employees' health. Furthermore, the importance of dialogue and discussion was described in order to develop learning. The result is in line with much of the previous research on the subject and one conclusion is that social relationships at work are a decisive factor for employee health and learning. Since flexible work has proven to inhibit social relationships, it can also be determined that the growth of the phenomenon tends to negatively affect employees’ health and learning.
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Grahm, Emelie, and Anna Knutas. "Förtroende på en aktivitetsbaserad arbetsplats." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65526.

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One of the most common office designs is the traditional office. As the technology has developed, it has enabled a new office design to evolve, the activity-based office. The activity-based office is more flexible and the employees get greater freedom in terms of being able to decide where, when and how they want to perform their tasks. As the employees work largely independently and take own responsibility for their tasks, the leader has reduced control compared to the traditional office. To get a well-functioning activity-based workplace, trust must be created between the leader and employees as this is a presumption for good business relationships. The purpose of the study is to get a deeper understanding of how trust is created between a leader and the employees in the activity-based workplace. Trust is something that is created mutually, and our study is based on three trustbuilding qualities, ability, benevolece and integrity. To collect the empirical data two semistructured interviews with Skanska and Vasakronan were performed. The conclusion of our study is that trust in an activity-based workplace is created by the factors; Presence, independence and own responsibility, communication, responsiveness, attention, caring, openness and honesty, competence and respect. Trust does not differ at a traditional office compared to an activity-based, but trust gets a different meaning depending on which office design that is utilized.
Ett traditionellt kontor är en av de vanligaste kontorsutformningarna, där medarbetarna har en fast sittplats och kan utföra sina uppgifter koncentrerat. I takt med att teknologin utvecklats har nya kontorsutformningar växt fram. En av dessa kontorsutformningarna är det aktivitetsbaserade kontoret som är mer flexibelt och öppet än det traditionella kontoret. De anställda har inga fasta sittplatser utan väljer sittplats utifrån vilka uppgifter de har för dagen, det gör således att individerna har en stor frihet att bestämma var, när och hur de ska utföra sitt arbete. I och med denna frihet blir det svårare för ledaren att få samma kontroll och ledaren måste istället förlita sig på att medarbetarna utför sina uppgifter på ett korrekt sätt. Det aktivitetsbaserade arbetssättet innebär således att medarbetarna måste ta ett stort eget ansvar och kunna arbeta självständigt. Syftet med studien är att få fördjupad förståelse för hur förtroende skapas mellan ledare och medarbetare på en aktivitetsbaserad arbetsplats. Förtroende är något som skapas ömsesidigt och definieras som ett attribut för ett förhållande mellan två utbytespartners. Den teoretiska utgångspunkten för hur detta förtroende skapas baseras på begreppen välvilja, integritet och förmåga. Välvilja handlar om lojalitet, att som medarbetare och ledare hjälpa varandra men också visa omtanke. För att kunna göra detta krävs det en närvaro från ledaren och detta underlättas på den aktivitetsbaserade arbetsplatsen då ledaren sitter ute bland medarbetarna. Integritet och andra sidan handlar om att en person gör det som den har sagt att den ska göra. På det aktivitetsbaserade kontoret betyder det att ledaren förväntar sig att medarbetarna utför sina arbetsuppgifter på ett korrekt sätt trots att ledaren har minskad kontroll. Den sista faktorn förmåga behandlar i vilken utsträckning en part uppfattas ha den kompetens som gör det möjligt för personen att ha inflytande inom ett visst område. Ledaren måste förvänta och förlita sig på att medarbetaren har den kompetens som krävs för att utföra sina uppgifter självständigt. Till vår studie har vi haft semistrukturerade intervjuer med två företag, Skanska och Vasakronan. Skanska är ett byggföretag som utvecklar, bygger och underhåller fysiska levnadsmiljöer. Vasakronan är inom fastighetsbranschen och äger, förvaltar och utvecklar kontor och butiksfastigheter. Slutsatsen av vår studie är att förtroende på en aktivitetsbaserad arbetsplats skapas genom närvaro, självständighet och eget ansvar, kommunikation, lyhördhet, uppmärksamhet, omtanke, öppenhet och ärlighet, kompetens och respekt. Förtroendet skiljer sig inte på ett traditionellt jämfört med ett aktivitetsbaserat men förtroendet får en annan innebörd beroende på vilken kontorsutformning som används.
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Fisher, Lisa M. "Flexible Work Arrangements in Context: How Identity, Place and Process Shape Approaches to Flexibility." University of Cincinnati / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1275070770.

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Books on the topic "Flexible workplaces"

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Canada. Human Resources Development Canada. Changing families, changing workplaces. Ottawa: Human Resources Development Canada, 1994.

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Institute, Families and Work. Workflex: The essential guide to effective and flexible workplaces. Alexandria, VA: Families and Work Institute and Society for Human Resource Management (SHRM ), 2012.

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Marshall, Nancy L. Family-friendly workplaces, work-family interface and worker health. Wellesley, MA: Center for Research on Women, 1993.

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Marshall, Nancy L. Family-friendly workplaces, work-family interface and worker health. Wellesley, MA: Center for Research on Women, 1993.

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Marshall, Nancy L. Family-friendly workplaces, work-family interface and worker health. Wellesley, MA: Center for Research on Women, 1993.

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Marshall, Nancy L. Family-friendly workplaces, work-family interface and worker health. Wellesley, MA: Center for Research on Women, 1993.

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Orel, Marko, Ondřej Dvouletý, and Vanessa Ratten, eds. The Flexible Workplace. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-62167-4.

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Olmsted, Barney. Managing in a flexible workplace. New York: Amacom, 1997.

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Brown, Bettina Lankard. The mobile worker in the flexible workplace. Columbus, OH: ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University, 1999.

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Fisher, H. Introducing family-friendly initiatives in the workplace. Dublin: Employment Equality Agency, 1996.

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Book chapters on the topic "Flexible workplaces"

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Akhavan, Mina, Stefano Di Vita, and Ilaria Mariotti. "Introducing the Worldwide Phenomenon of Flexible Workplaces." In New Workplaces—Location Patterns, Urban Effects and Development Trajectories, 1–9. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-63443-8_1.

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Warmuth, Anne Dorothee, and Ilke GlockentGlockentöger. "Effects of Digitalized and Flexible Workplaces on Parenthood: New Concepts in Gender Relations or a Return to Traditional Gender Roles?" In The Impact of Digitalization in the Workplace, 71–86. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63257-5_6.

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Ng, Ricky Yuk-Kwan, Rechell Yee-Shun Lam, Kwan Keung Ng, and Ivan Ka Wai Lai. "Identifying the Needs of Flexible and Technology Enhanced Learning in Vocational and Professional Education and Training’s (VPET) Workplaces." In New Ecology for Education — Communication X Learning, 107–17. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-4346-8_9.

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Annapurna, A. Guruprasad, and Y. Satyanarayana Murty. "Technology-Driven Workplace Transformation." In Flexible Systems Management, 163–75. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-9640-3_9.

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Bamel, Umesh K., Happy Paul, and Nisha Bamel. "Managing Workplace Diversity Through Organizational Climate." In Flexible Systems Management, 87–97. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-4888-3_6.

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Khari, Chitra, and Shuchi Sinha. "Impact of Workplace Spirituality on Learning Commitment." In Flexible Systems Management, 99–110. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-4888-3_7.

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Khari, Chitra, and Shuchi Sinha. "Facilitating Workplace Spirituality: A Study of Organizational Values and Practices." In Flexible Systems Management, 89–102. New Delhi: Springer India, 2016. http://dx.doi.org/10.1007/978-81-322-2834-9_6.

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Wu, Ning. "Flexible Working: Are We Ready for This?" In Hidden Inequalities in the Workplace, 127–54. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-59686-0_6.

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Neerland, Henning. "Workplace Organization in Flexible Automated Assembly Systems." In Toward the Factory of the Future, 448–52. Berlin, Heidelberg: Springer Berlin Heidelberg, 1985. http://dx.doi.org/10.1007/978-3-642-82580-4_75.

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de Freitas Armstrong, Nicola José. "Flexible Work in the Virtual Workplace: Discourses and Implications of Teleworking." In Global Trends in Flexible Labour, 43–61. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27396-6_3.

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Conference papers on the topic "Flexible workplaces"

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Kazaz, Emriye. "Learning from Traditional House Architecture During the Covid-19 Pandemic Process." In 4th International Conference of Contemporary Affairs in Architecture and Urbanism – Full book proceedings of ICCAUA2020, 20-21 May 2021. Alanya Hamdullah Emin Paşa University, 2021. http://dx.doi.org/10.38027/iccaua2021305n8.

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The Covid-19 pandemic has brought many areas of life to a halt, from basic service areas such as education and health to social and cultural life and it caused people to isolate themselves from the outside world and to be locked in their homes for more than a year. In the dynamism of modern life, the houses used like hotels have become spaces such as workplaces, schools, sports halls and also isolation for individuals with infections in addition to the usual needs. Unfortunately, modern houses designed for certain basic needs of nuclear families have been insufficient to meet all these needs in pandemic conditions that suddenly emerged unexpectedly. However, traditional houses, with their spaces that allow different functions and flexible plan layouts, contain many design phenomena that are needed today. In this study, traditional Anatolian residential architecture will be examined in terms of plan solutions and spatial features, and inferences and evaluations will be made for the flexibility phenomenon and transformable spaces required by modern housing.
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Ellis, Christina, Tori Hollas, Mae Lane, and Jaime Coyne. "Technologies for Teaching in an Online Environment." In InSITE 2021: Informing Science + IT Education Conferences. Informing Science Institute, 2021. http://dx.doi.org/10.28945/4777.

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Aim/Purpose: The authors provide different technology applications useful in online instruction in addition to providing effective strategies for use in a virtual environment. Background: Last year, educators were forced to move their instruction online almost overnight. Many were not prepared to teach effectively in a virtual environment. Contribution: This paper serves as a resource to educators who are unfamiliar with teaching online as well as for those who would like to enhance their current practice. Recommendations for Practitioners: Be flexible when teaching in a virtual environment. Remain open to using new and unfamiliar technologies. Be consistent in providing feedback to students and communicate frequently with them. Impact on Society: The abrupt transition for educators, as well as for most workplaces, to an exclusively online environment in response to COVID has long-lasting effects in how business as usual will be conducted. Being proficient and comfortable in navigating a virtual environment is essential. Future Research: As we continue to work virtually, ongoing research that informs our practice is critical for remaining effective educators. Additionally, it is important to remain knowledgeable about current and new technologies available to us. *** NOTE: This Proceedings paper was revised and published in the journal Issues in Informing Science and Information Technology, 18, 31-30. At the bottom of this page, click DOWNLOAD PDF to download the published paper. ***
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Tubaishat, Abdallah. "Can E-Portfolio Improve Students’ Readiness to Find an IT Career?" In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2136.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] An E-Portfolio Assessment Management System (EAMS) can be an innovative tool that provides students with flexible opportunities to demonstrate the acquisition of skills and abilities in an outcome-based institution. The system has been developed and used for the past ten years to create, reflect, revise, and structure students’ work. It is a repository management system that facilitates collecting, sharing, and presenting artifacts of student learning outcomes via a digital medium. Therefore, it provides students with flexible opportunities to demonstrate the acquisition of skills and abilities to demonstrate growth of achieving learning outcomes. The rationale of the EAMS is to allow students to demonstrate competences and reflect upon experiences to improve their learning and career readiness; hence, they are accountable for their learning. The system was built around two defined set of learning outcomes: institutionally agreed upon set of learning outcomes, and learning objectives that are related to major requirements. The purpose of this study is to analyze students’ perceptions and attitudes when using an e-portfolio to support their employment opportunities. The participants were 217 students in the College of Technological Innovation. The students reported that the developing of e-portfolios was extremely helpful. The results showed that students have positive opinions about using e-portfolios as a beneficial tool to support their readiness for employment; they believe an e-portfolio increases their confidence to find a job in the IT field because it can allow them to showcase artifacts that demonstrate competencies and reflect upon experiences, and they can provide their supervisors during their industrial training with an e-resume that includes views of their actual work of what they have learned and are able to do when they complete their degree. Employers then can review e-portfolios to select prospective employees work readiness skills; hence, graduates are more likely to obtain a job in their workplaces. In conclusion, students do like the idea of e-portfolios when it is presented to them as a career showcase rather than a process for documenting learning. A career center can use e-portfolios as a tool to help students find a job. Furthermore, our analysis and evaluation uncovered learning issues involved in moving from the traditional approach of learning toward an integrated learning system that can be used after graduation.
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Butler, M. D. "A flexible laboratory tutor for control systems." In IEE Colloquium on `Mechatronics in Education: Delivery of a New Engineering Discipline into the Workplace'. IEE, 1996. http://dx.doi.org/10.1049/ic:19960483.

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Nitschke, Clara, Helena Vallo Hult, and Fernanda Bigolin. "Shared Workspaces of the Digital Workplace: From Design for Coordination to Coordination for Flexible Design." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2020. http://dx.doi.org/10.24251/hicss.2020.056.

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Peñalvo-López, Elisa, Javier Cárcel-Carrasco, Jaime Llinares-Millán, and Manuel Valcuende-Payá. "Digital skills for workplace mentors in construction sector apprenticeships (CONDAP)." In INNODOCT 2019. Valencia: Universitat Politècnica de València, 2019. http://dx.doi.org/10.4995/inn2019.2019.10221.

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Employers in the construction industry are regularly and increasingly reporting hiring difficulties, since the sector is experiencing a skills shortage in spite of numerous apprenticeship schemes. According to the European Construction Sector Observatory, the main reason of this skills shortage is two-fold: a) the inadequacy of VET provision, and b) the low attractiveness of the sector to young people, further hindered by the perception of its limited capacity for innovation. Correspondingly, modernising construction apprenticeships is crucial for the development of key skills and the improvement of the employability of young construction workers. Training the trainers and mentors to become more engaged and involved in the design of apprenticeships and to introduce new methods, digital tools, and innovative content during their teaching practices is essential to make training more flexible and effective. Such an approach could effectively address the misalignment between VET offerings and the demand for skills and innovation in the construction sector. This article shows the focus of the European project CONDAP, whose purpose is to improve learning in the construction sector.
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Danielson, Scott, Mark Henderson, C. Y. Kuo, Chell Roberts, Darryl Morrell, Robert Grondin, Robert Hinks, and Thomas Sugar. "A Clean Slate: Designing a Mechanical Systems Concentration Within a New Engineering Program." In ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-81674.

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In July of 2003, a feasibility assessment and preliminary planning process began for creation of a new engineering program at Arizona State University’s Polytechnic campus. The process began with a blank slate and gave the founding faculty team, composed of civil, electrical, industrial and mechanical engineers, unprecedented freedom and flexibility in the design. The team adapted an engineering design process to develop the program’s curricular structure and content. A novel, flexible curriculum addressing the needs of engineering graduates in the modern, global workplace resulted. In this paper, we describe briefly the design process, the resulting curriculum structure, and, in more depth, the program’s mechanical systems concentration.
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Partridge, Helen, and Gillian Hallam. "Technology and the Human Dimension: Using Web-Based Technology to Develop and Record Generic Capabilities. A Library and Information Studies Case Study." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2659.

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The Queensland University of Technology (QUT) is committed to ensuring that its students are not only discipline savvy but also skilled in generic capabilities. To facilitate the development of generic capabilities within its educational programs QUT has supported a project, which involved the creation of a web based tool known as the Student Capability Profile (SCP). The SCP aims to be a dynamic and flexible vehicle for documenting individual student’s personal development and growth within the broad spectrum of workplace skills. The SCP will be an invaluable tool, especially in the recruitment process, as it will allow students to inform potential employers of their achievement and growth within generic capabilities. This paper will explore a case study of how the system is being used in teaching generic capabilities such as teamwork and communication skills within library and information studies. The paper discusses the practical implications of using technology to facilitate student development of generic capabilities and how it impacts on the teaching and learning process.
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Jing, Youyin, and Guozhong Zheng. "Airflow Distribution and Microenvironment Evaluation of CMP Task Conditioning System." In ASME 2006 International Solar Energy Conference. ASMEDC, 2006. http://dx.doi.org/10.1115/isec2006-99019.

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Microenvironment of a typical office workplace consisting computer monitor panel (CMP) task conditioning systems was studied by numerical simulation. Two CMP task conditioning systems were operated while a conventional HVAC system supplied air through a diffuser located in the ceiling. Air was exhausted through a ducted ceiling-level grill. Numerical simulation by k-ε 3-D turbulent model was conducted to study the influence of supply velocity on microenvironment of CMP task conditioning system. Three task conditioning velocities, 0.8, 1.0 and 1.2 m/s were studied Temperature and velocity distribution, Draught Rating (DR) and Predicted Percentage of Dissatisfied (PPD) of the room and workstation were studied. Results showed that room temperature was distributed by region, and occupant was exactly in supplying area. Temperature around occupant was apparently lower than surrounding temperature. So task conditioning had high air-supplying efficiency. Results also showed that task conditioning can provide excellent working environment when supply velocity were well designed. Task conditioning may cause draught according to conventional thermal comfort standard. When supply velocity is 1.0 or 1.2 m/s, DR around head reached 25 or 30 and PPD reached 12 or 15, so it may be uncomfortable to occupant. However occupant can control supply velocity and air blowing distance of task conditioning system to maintain acceptable thermal comfort. To summarize, flexible control of task conditioning system can create a more comfortable indoor environment.
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Forgács-Fábián, Sára. "etention of Millennials in the Voluntary Sector: How Can Organizations Not Only Engage but Also Retain This Emerging Generation?" In New Horizons in Business and Management Studies. Conference Proceedings. Corvinus University of Budapest, 2021. http://dx.doi.org/10.14267/978-963-503-867-1_08.

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Why do emerging generations stay active in a voluntary organization? The number of volunteers is increasing in Hungary, one reason is the obligatory community service in secondary schools. There is an emerging generation who has experience in volunteering, however there is a little knowledge about why they sustain voluntary work. Although previous studies elaborate on the retention of volunteers from a general perspective, further research is needed in this specific area. This study aims to examine younger generations’ (Millennials, GenY) retention in nonprofit voluntary organizations by conducting a single case study at Amigos for Children Foundation, in Hungary. Adopting a grounded theory approach, the study aims to build theory on the topic by combining two streams of literature with primary data: sustained volunteerism and expectations of younger generations towards their workplace. Based on prior literature review and qualitative research, findings suggest that organizations should focus on two main areas to keep younger generations motivated. (1) Organizational factors in which volunteering happens are flexible framework for daily operations, flat organization, involvement in decision making and opportunity for shaping the organization. (2) What the volunteer gets in exchange for the prosocial activity: positive feedback, recognition, strong community, opportunity for social and professional development, autonomy, responsibility, mutual trust. An important finding of the study is that younger generations are conscious about the values and the organization itself they work or volunteer at. Further, one of the most important factors for them is the community they do prosocial activity with. Overall, the current study develops propositions on organizational factors to retain younger generations in voluntary organizations.
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