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MBA VI Management & Finance<br />
2009-2011<br />
Implementing Flexible Working in Suriname<br />
By<br />
Rachel J Kolf-Deira<br />
Suriname<br />
December 2011<br />
Supervised by<br />
Dr. Silvio de Bono<br />
This paper was submitted in partial fulfillment of the requirements <strong>for</strong> the Masters of Business<br />
Administration (MBA) degree at the Maastricht School of Management (MSM), Maastricht, the<br />
Netherlands, December 2011<br />
2
Acknowledgement<br />
This thesis would not have been possible if it were not <strong>for</strong> the Grace, Guidance, Inner Strength,<br />
Favor, Inspiration and Dedication endowed upon me by my Lord and Saviour, Jesus Christ. All<br />
glory be to His Name.<br />
I am truly blessed <strong>for</strong> having the devoted support of my parents and my beloved husband, who<br />
have stood behind me every step of the way during this program. I thank them <strong>for</strong> their prayers,<br />
their encouragement and assistance.<br />
I am grateful <strong>for</strong> having received the opportunity to partake in this endeavor and, there<strong>for</strong>e, wish<br />
to thank my previous employer - Telesur, <strong>for</strong> introducing me to F.H.R <strong>Lim</strong> A <strong>Po</strong> institute and<br />
allowing me to participate. I also wish to thank my current employer, by way of my supervisor<br />
Arun Bhagwandin, <strong>for</strong> allowing me time off to work on the completion of this study.<br />
I would also like to express my profound gratitude to Mr. Hans <strong>Lim</strong> A <strong>Po</strong> <strong>for</strong> believing in me<br />
and encouraging me to enroll in the MBA program. Furthermore, I would like to sincerely thank<br />
my supervisor, Dr. Silvio de Bono, <strong>for</strong> his guidance, comments and commitment in helping me<br />
achieve the end result. Another warm „thank you‟ goes out to Dr. Mirdita Elstak, Meredith Plein,<br />
Alida Pengel and all other faculty staff, <strong>for</strong> their support.<br />
Last but not least, I would like to also thank my fellow students, who have teamed up to help me<br />
„carry my load‟ when going through a difficult time in life.<br />
Rachel Kolf-Deira<br />
December, 2011<br />
3
Abstract<br />
Flexible working is a global trend which Suriname cannot escape if it wants to evolve in a 24/7<br />
economy. Although <strong>for</strong>mal flexible working is practically non-existent in Suriname, this type of<br />
working will help improve its competitiveness in international markets. Companies should look<br />
<strong>for</strong> alternative ways of doing business like keeping extended operating hours in order to cope<br />
with diminishing global barriers, and to retain and attract skilled workers, specifically those with<br />
experience from working abroad. Furthermore, the present global economic reality is <strong>for</strong>cing<br />
developing economies to focus on incorporating cost saving strategies like flexible working,<br />
which can help them achieve this. Flexible working includes arrangements such as: flextime,<br />
tele-work, job rotation, job sharing and compressed workweeks. The literature review examines<br />
the definition of flexible working, and highlights the importance of implementing this type of<br />
working. This research is qualitative in nature and follows an inductive approach in examining<br />
the perceptions of employers and employees regarding implementation of flexible working in<br />
Suriname. The main research objective is to identify the perceptions and challenges to<br />
introducing flexible working arrangements in Suriname‟s business environment. It gives an<br />
overview of the perceptions of employers and employees on the definition, types of flexible<br />
working arrangements offered, available and preferred provisions, drivers and benefits as well as<br />
the barriers of implementing flexible working. It compares the perceptions of respondents from<br />
the production and service sectors, and discusses the limitations of this research as well as the<br />
issues that are recommended <strong>for</strong> future scrutiny. The study concludes with a set of<br />
recommendations regarding the types of FWA most suitable <strong>for</strong> Suriname and the steps towards<br />
their implementation. The study seeks to trigger discussions on an organizational level, which<br />
hopefully will lead to adjustments of current HR policy and labor legislation.<br />
4
List of figures<br />
Figure 3.1 …………….pg. 39<br />
Figure 4.1……………. pg. 58<br />
Figure 4.2……………..pg. 59<br />
5
Abbreviations<br />
CFO : Chief Financial Officer<br />
FWAs : Flexible Working Arrangement (s)<br />
HR<br />
ICT :<br />
: Human Resources<br />
In<strong>for</strong>mation and Communications Technology<br />
IT : In<strong>for</strong>mation Technology<br />
VPN : Virtual Private Network<br />
6
Table of Contents<br />
Acknowledgement .......................................................................................................................... 3<br />
Abstract ........................................................................................................................................... 4<br />
List of figures .................................................................................................................................. 5<br />
Abbreviations .................................................................................................................................. 6<br />
Table of Contents ............................................................................................................................ 8<br />
Chapter 1 Introduction .................................................................................................................. 13<br />
General overview ...................................................................................................................... 13<br />
Research Significance ............................................................................................................... 14<br />
Leading Theories Supporting Flexible Work Arrangements. ................................................... 15<br />
Theory of Work Adjustment ................................................................................................. 15<br />
The Institutional Theory Approach ....................................................................................... 16<br />
Person Job-fit Theory ............................................................................................................ 16<br />
Role Theory .......................................................................................................................... 17<br />
Problem Definition.................................................................................................................... 17<br />
Conceptual Framework ............................................................................................................. 18<br />
Research Objectives .................................................................................................................. 19<br />
Research Question .................................................................................................................... 20<br />
Scope and <strong>Lim</strong>itations............................................................................................................... 20<br />
Thesis Outline ........................................................................................................................... 20<br />
Research Methodology ............................................................................................................. 21<br />
Validity ..................................................................................................................................... 21<br />
Chapter 2 Literature review .......................................................................................................... 23<br />
8
Introduction ............................................................................................................................... 23<br />
Definition of Flexible Working ................................................................................................ 23<br />
Importance of Flexible working................................................................................................ 25<br />
Forms of Flexible Working Arrangements ............................................................................... 26<br />
Benefits of Flexible Work Arrangements ................................................................................. 27<br />
General Benefits.................................................................................................................... 27<br />
Specific benefits .................................................................................................................... 29<br />
Drawbacks of Flexible Work Arrangements ............................................................................ 30<br />
General Drawbacks ............................................................................................................... 30<br />
Specific Drawbacks .............................................................................................................. 31<br />
Comments on Flexible Working Research ............................................................................... 32<br />
Flexible Working and Organizational Outcome ................................................................... 32<br />
Flexible Working as a Productivity Measure........................................................................ 34<br />
Flexible Working and Work-life Balance ............................................................................. 34<br />
Factors Associated with Adopting Flexible Working Arrangements ....................................... 36<br />
Summary ................................................................................................................................... 37<br />
Chapter 3 Methodology ................................................................................................................ 38<br />
Research Approach and Strategy .............................................................................................. 38<br />
Sampling Approach .................................................................................................................. 38<br />
Data Collection ......................................................................................................................... 39<br />
Data Analysis ............................................................................................................................ 41<br />
<strong>Lim</strong>itations of the Research Methodology ................................................................................ 42<br />
Chapter 4 Findings ........................................................................................................................ 43<br />
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Definition of Flexible working ................................................................................................. 43<br />
Employees. ........................................................................................................................ 43<br />
Employers. ........................................................................................................................ 46<br />
Flexible Work Arrangements Offered ...................................................................................... 47<br />
Type of Provisions Offered ................................................................................................... 49<br />
Preferred FWAs ........................................................................................................................ 51<br />
Level of Staff that works Flexible ............................................................................................ 53<br />
Drivers and Benefits of Flexible Working ................................................................................ 55<br />
Perceived Barriers of implementing Flexible Working ............................................................ 57<br />
Summary of Key Findings ........................................................................................................ 61<br />
Chapter 5 Discussion .................................................................................................................... 63<br />
Patterns of Perception Differentiation Among Respondents .................................................... 63<br />
Current Demand <strong>for</strong> Flexible Working Arrangements ............................................................. 64<br />
Factors associated with implementing FWA in Suriname ........................................................ 66<br />
Implications <strong>for</strong> theory and research ......................................................................................... 66<br />
Theoretical implications........................................................................................................ 66<br />
Managerial and practical implications .................................................................................. 67<br />
<strong>Lim</strong>itations ................................................................................................................................ 69<br />
Future Research ........................................................................................................................ 70<br />
Conclusions and Recommendations ......................................................................................... 72<br />
Common <strong>for</strong>ms of FWAs to be implemented in Suriname ...................................................... 73<br />
Steps to Implementation ........................................................................................................... 75<br />
References ..................................................................................................................................... 80<br />
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12
Chapter 1 Introduction<br />
General overview<br />
Over the past two decades there has been an increasing interest in flexible <strong>for</strong>ms of work<br />
scheduling all over the world. This increase of interest in flexible work scheduling stems from<br />
the changes resulting from, both, globalization of international markets as well as the recent<br />
economic recession. Organizations are <strong>for</strong>ced to restructure their operations due to mergers,<br />
acquisitions, strategic alliances and privatization which go hand in hand with changes in work<br />
contracts and work time scheduling (Sparks et al 2001). In order to successfully compete in the<br />
increasingly competitive global market, organizations are <strong>for</strong>ced to maintain a more flexible<br />
work environment that consists of new ways of working also known as flexible or alternative<br />
working arrangements. Businesses are pushed to cover extended working and operating hours,<br />
while advances in technology continue to play an important role in moving towards a more<br />
flexible environment (Sparks et al 2001).<br />
Flexible working arrangements (FWAs) can be defined as “organizational policies and<br />
practices that enable employees to vary, at least to some extent, when and/or where they work or<br />
otherwise diverge from traditional working hours” (as cited in Lewis 2003). These FWAs are<br />
also identified as a way to match the employee‟s style or preference of working to that of the<br />
employer. Some <strong>for</strong>ms include: flextime, part-time working, job sharing, family-related and<br />
other leaves, job rotation and tele-working (Lewis 2003). According to Lewis (2003) FWAs are<br />
also identified as having more benefits than drawbacks <strong>for</strong> both employers and employees. This<br />
research, there<strong>for</strong>e, will investigate the use of FWAs in Suriname in light of the country‟s<br />
transitioning from a developing to a developed country. The main focus will be to capture the<br />
overall perceptions of employers and employees on implementing FWAs in Suriname.<br />
13
Another reason <strong>for</strong> organizations to implement flexible working is the fact that<br />
employees often find it difficult to balance work and their personal lives. In this context, flexible<br />
working arrangements are referred to as family-friendly, work–family, or more recently work–<br />
life policies (Lewis 2003). A third reason <strong>for</strong> organizations to implement flexibility is the<br />
importance of facilitating equality of opportunity <strong>for</strong> men and women in the workplace (Bevan et<br />
al., 1999). Female employees possessing critical business skills with domestic caring<br />
responsibilities are an integral part of an ever increasing diversification of the work<strong>for</strong>ce (Sparks<br />
et al 2001, Bevan et al., 1999) and should be able to compete alongside male colleagues seeking<br />
a promotion or a senior staff position in the corporate world. There<strong>for</strong>e family-friendly policies<br />
can serve a dual purpose of contributing to the needs of the business as well as meeting the needs<br />
of employees with family responsibilities.<br />
Research Significance<br />
The need to adapt to change has become an important element of today‟s corporate<br />
strategy to survive in the world of globalization. Organizations must become flexible in order to<br />
achieve competitive advantage. This also applies to Suriname. Hence, it needs to increase its<br />
overall competitiveness and adapt to the new trend of creating a flexible work environment. An<br />
important strategy to accomplish this is to look at implementing alternative methods such as<br />
Flexible Working Arrangements. This study will try to shed some light on what the current<br />
demand is <strong>for</strong> implementing FWAs in Suriname, and if a favorable environment exists <strong>for</strong><br />
implementing such arrangements. Additionally, the study seeks to trigger discussions on an<br />
organizational level, which hopefully will lead to adjustments of current HR policy.<br />
14
In some Surinamese companies there are certain aspects of FWAs already being<br />
implemented. A major challenge <strong>for</strong> most organizations however, is to ensure that the controls<br />
and input needed <strong>for</strong> successful implementation of flexible working are made available.<br />
Departments such as HR and IT will need to be aligned in such a way that new ways of working<br />
are properly planned and implemented. This paper will operationalize the following concepts:<br />
flexible working hours (flextime), job sharing, tele-working, part-time working and job rotation.<br />
It will also try to assess to what extent FWAs are currently being used by Surinamese companies<br />
and what the perceived challenges are that impede the successful implementation of such<br />
arrangements. The outcome of this study should be considered a starting point <strong>for</strong> effective<br />
implementation of flexible working.<br />
Leading Theories Supporting Flexible Work Arrangements.<br />
Theory of Work Adjustment<br />
The major underlying theory <strong>for</strong> flexible working arrangements can be traced back to<br />
Dawis‟ theory of work adjustment (TWA). The theory of work adjustment relates directly to the<br />
work environment and according to Pierce and Newstrom (1980) comes from a class of theories<br />
classified as P-E theories. P-E theory refers to the relationship or fit between the Person (P) in an<br />
Environment (E) as well as the interaction between P and E. There are different environments<br />
(different Es) involved in this theory such as work, personal, family, home, social and school.<br />
The theory of work adjustment expresses a link between the individual and their job<br />
under two conditions: first is a link between abilities of the individual and the requirements of<br />
the job, and second the needs of the individual and the satisfaction of those needs by the work<br />
environment. Dawis (2000) also argues that the TWA predicts high per<strong>for</strong>mance when the<br />
15
abilities of the individual and the requirements of the job are aligned, and that TWA predicts<br />
employee satisfaction when the work environment meets the needs of the individual.<br />
The Institutional Theory Approach<br />
Research suggests that there is an increasing institutional pressure on employers to<br />
develop flexible working arrangements (Goodstein 1994). This institutional pressure stems from<br />
the institutional theory approach, which considers the processes by which structures, including<br />
schemes, rules, norms, and routines, become established as authoritative guidelines <strong>for</strong> social<br />
behavior (Richard 2004). Lewis (2003) argues that changes in the demographics of the overall<br />
work<strong>for</strong>ce have resulted in an increase of the social issue of work-family conflict. At the same<br />
time, public attention as well as state regulation has increased institutional pressure on employers<br />
to respond to the increasing need of employees to balance work and family life. Researchers<br />
agree that it all depends on the strength of these institutional pressures and the economic as well<br />
as strategic business factors <strong>for</strong> an organization to comply (Goodstein 1994, Lewis 2003). Critics<br />
of this theory find that institutional pressures do not leave much room <strong>for</strong> employers to decide on<br />
their own strategic decisions when it comes to FWA (Lewis 2003). They also state that too much<br />
flexibility can cause difficulties in coordinating and communicating with colleagues (Baltes et al<br />
1999).<br />
Person Job-fit Theory<br />
Behavior is influenced by personal and situational characteristics (e.g., Schneider, 1983;<br />
Terborg, 1981). People tend to choose situations and per<strong>for</strong>m best in situations that are most<br />
compatible to themselves (Emmons & Diener, 1986; Swann, 1983). Person-job fit theory thus<br />
16
states that “People tend to be happier when they are in settings that meet their particular needs or<br />
match their character" (Diener, Larsen, & Emmons, 1984, p. 582). According to this theory,<br />
flexible working arrangements are closely related to employee preferences and needs (Krausz et<br />
al 2000, Martens et al 1999). Martens et al (1999) go even a bit further by concluding that FWAs<br />
had positive outcomes on employee behavior only when employees had the freedom to choose<br />
and control their flexibility.<br />
Role Theory<br />
Research revealed that multiple life roles result in inter-role conflict as individuals<br />
experience difficulty per<strong>for</strong>ming each role successfully, because of conflicting demands (as cited<br />
in Kahn et al, 1995). This notion stems from the Role Theory, which argues that inter-role<br />
conflict allows <strong>for</strong> individuals to experience strain. The role theory also argues that finding the<br />
right resources can help prevent or reduce this strain. The Conservation of Resources (COR)<br />
model proposes that individuals are thus motivated to acquire and maintain resources (Hobfoll,<br />
1989) to reduce strain. One of the more obvious resources is a family-supportive work<br />
environment, which allows individuals to balance work and family roles. Flexible working<br />
arrangements, supportive supervisors, and the overall work environment can serve as employee<br />
resources and improve their job attitudes and behaviors (Thomas & Ganster, 1995).<br />
Problem Definition<br />
Flexible working is practically non-existent in Suriname. This prohibits companies to<br />
respond to the impact that economic globalization, strategic changes in the international business<br />
market, fast technological development and diversification of labor <strong>for</strong>ce have on the way of<br />
17
doing business nowadays. Companies should look <strong>for</strong> alternative ways to do business, which in<br />
this case involves the implementation of strategies to encourage flexible working. According to<br />
pre-research discussions with both employers and employees, there seems to be insufficient<br />
knowledge or exposure to flexible working, which has resulted in the absence of structured<br />
flexible working in Suriname. The business thrust that results from globalization is also <strong>for</strong>cing<br />
developing economies such as Suriname, to cater to a 24/7 environment. Some of the<br />
characteristics of the 24/7 economy are: globalized communication, extended operating hours<br />
due to diminishing global barriers and increasing uncertainty due to high speed of change.<br />
Another growing demand is the need to balance work and family duties. The institutional theory<br />
approach pressures employers worldwide to develop family friendly working arrangements, to<br />
assist employees in balancing work, personal commitments, while meeting business needs and<br />
objectives. Due to the worldwide economic recession, developing economies are more than ever<br />
required to focus on cost savings strategies in various areas. Flexible working can assist in<br />
accomplishing cost savings <strong>for</strong> companies looking to cut down on human resources costs.<br />
The ultimate objective of this research is to initiate a wider discussion on flexible working in<br />
Suriname and increase the awareness of this phenomenon in the corporate world.<br />
Conceptual Framework<br />
Suriname‟s exposure to globalization is becoming an ever increasing fact. This study is<br />
done to assess how much flexible working has infiltrated in the Surinamese labor <strong>for</strong>ce. The<br />
underlying theories will be linked to the benefits of FWA as well as the organizational outcome<br />
of these arrangements. This framework will ultimately result in a proposed combination of<br />
flexible working arrangements to be implemented in Suriname.<br />
18
To conduct this research, prior academic and scholarly research on FWA will be used as<br />
reference, mostly from the schools of organizational behavior and psychology. However, most of<br />
the data will come from field observation. This research is based on the four theories. First, is the<br />
Theory of Work Adjustment by Dawis & Lofquist (1984), which explains the need of personal<br />
fit between the individual‟s needs and the work environment (job description, job design).<br />
Second is the institutional theory approach, which suggests that there is an increasing<br />
institutional pressure on employers to develop flexible working arrangements (Goodstein 1994).<br />
Third, is the person-job fit theory which suggests that individuals are more likely to per<strong>for</strong>m<br />
better in work environments that their personal preferences (krausz et al 2000, Martens et al<br />
1999). Fourth, the role theory which suggests that finding the right resources can help prevent or<br />
reduce inter-role conflict, mainly those that involve work and life roles.<br />
Research Objectives<br />
The main research objective is to identify the perceptions and challenges to introducing<br />
flexible working arrangements in the Surinamese environment.<br />
Other objectives include:<br />
To highlight current employee demand <strong>for</strong> flexible working arrangements.<br />
<br />
<br />
To explore what types of flexible working are currently available in Suriname.<br />
To identify common <strong>for</strong>ms of flexible working arrangements to be implemented<br />
in the Surinamese environment.<br />
19
Research Question<br />
The main research question seeks to identify the perceptions on flexible working<br />
arrangements and reads as follows: How do employers and employees perceive flexible working<br />
arrangements?<br />
The sub-questions are:<br />
<br />
What are the perceived benefits and barriers of implementing flexible working<br />
arrangements in Suriname according to employers and employees?<br />
<br />
<br />
Is there currently a demand <strong>for</strong> flexible working arrangements in Suriname?<br />
Which common <strong>for</strong>ms of FWAs can be implemented in Surinamese companies?<br />
Scope and <strong>Lim</strong>itations<br />
The scope of this research will be to investigate the perception and possible<br />
implementation of FWAs and will be limited to service and production companies. The main<br />
concepts are flexible working arrangements, job satisfaction, work-life balance and<br />
organizational per<strong>for</strong>mance. To further limit the scope of this research, the focus will extend to<br />
flexible working hours (flextime), job sharing, tele-working, part-time working and job rotation.<br />
The limitations involved in this research involve the sampling size and limited data from<br />
employees and employers. Generalization of results will there<strong>for</strong>e also be limited.<br />
Thesis Outline<br />
The research questions will be answered through a careful analysis of the interview<br />
results. Chapter one is the introduction to flexible working and the problem definition. The<br />
literature review will be done in chapter two highlighting the benefits and drawbacks of<br />
20
implementing FWAs. The next chapter will focus on the methodology used to execute the<br />
research. The findings of the research will be analyzed in chapter four, followed by a discussion<br />
in chapter five on the conclusions and recommendations. The recommendations include <strong>for</strong>ms of<br />
FWA that can be mutually implemented in production and service sector organizations.<br />
Research Methodology<br />
A detailed analysis of relevant literature and research will be used to identify conceptual<br />
frameworks and best practice approaches to flexible workplace arrangements and their impact on<br />
employers and employees. An exploratory analysis (field observation) will be made of the<br />
perceptions of employees and employers about what flexibility means to them and the<br />
implementation of these arrangements. Data will be collected using in-depth, semi structured<br />
interviews to capture the individual perception of the participants. Interviews will be uni<strong>for</strong>m and<br />
recorded using a tape recorder and will also have written transcripts. University students will be<br />
used to assist the interviewer in conducting these interviews. The students will be instructed on<br />
how to conduct these interviews. The questions are pre-written in an interview guideline to keep<br />
interviewers focused. The sample size consists of a total of 20 participants consisting of<br />
employees and employers from various service and production sector companies. The amount of<br />
time spent on conducting the interviews will be approximately 3 weeks.<br />
Validity<br />
Due to the nature of this research, the data collected might be prone to researcher bias. To<br />
resolve this issue the interviewer will abstain from revealing personal opinions as well as<br />
avoiding yes/no and leading questions. Because of the sample size, generalization of the results<br />
21
has its limits. The collected data will portray the actual opinions of Surinamese employees and<br />
employers pertaining to their perceptions and the perceived challenges of implementing FWA.<br />
22
Chapter 2 Literature review<br />
Introduction<br />
Globalization and other strategic changes in the international business market have<br />
brought about changes in consumer demands, technology and other business considerations<br />
Lewis 2003). This has resulted in businesses worldwide changing the way they operate to<br />
achieve competitiveness. Flexibility in the workplace is thus becoming a popular way of<br />
responding to the worldwide demands of economic globalization (Lewis, 2003). Flexible<br />
working can be referred to as nonstandard employment relations, alternative work arrangements,<br />
nontraditional employment arrangements, market-mediated arrangements, flexible staffing<br />
arrangements, flexible working practices, atypical employment and contingent work (Kalleberg<br />
et al 2000). These work arrangements are important <strong>for</strong> working towards achieving greater<br />
competitiveness, which includes greater diversity, increased employee focus and HR policies<br />
that address personal needs (Kossek et al 1999). On the contrary, other researchers believe that<br />
the increase in the use of flexible working stems from changes in labor supply as well as the<br />
diversification of the work<strong>for</strong>ce (Wooden and Warren, 2003). The purpose of the literature<br />
review is to provide <strong>for</strong> an adequate understanding of what flexible working is and emphasize its<br />
importance.<br />
Definition of Flexible Working<br />
In order to understand the concept of flexible working, it is appropriate to start off with a<br />
definition of the term itself. Researchers in the field of organizational behavior & psychology<br />
have defined flexible working in a number of ways. Eaton (2001) <strong>for</strong> example, defines flexible<br />
working as „the ability to change the temporal and spatial boundaries of one‟s job.‟ This<br />
definition is very broad and does not give a clear and specific description of what is meant by the<br />
23
term flexible working. Hackman and Oldham (1980) and Moen (1996) argue that „flexibility<br />
includes, but is not limited to, autonomy on the job, but can also include taking days off in return<br />
<strong>for</strong> working at non-standard times, or being able to work part-time temporarily at certain points<br />
in life.‟ This definition gives a better scope of flexible working, because it takes various aspects<br />
of flexible working into consideration.<br />
According to Tam (1997:23) employers define flexible working as „the ability to rapidly<br />
respond to changing market and economic conditions, with labour activity closely matched to<br />
production and service demands.‟ Rosenfeld (2001) in turn, defines flexible working <strong>for</strong>m<br />
employees‟ perspective as „work practices that are accommodating to personal or household<br />
commitments.‟ Tam and Rosenfeld‟s views show that flexible working can be approached from<br />
an employers‟ and employees‟ perspective. Literature further defines flexible working as having<br />
temporal and locational flexibility. Temporal flexibility relates to variations in the number of<br />
hours worked (Humphreys et al 2000). The most widely implemented <strong>for</strong>ms include part-time<br />
working, flextime (flexible working hours), job sharing, job rotation and family related and other<br />
leaves. Locational flexibility relates to the choice of geographical working location. The most<br />
common <strong>for</strong>m is tele-working or telecommuting (Humphreys et al 2000). An inclusion of<br />
temporal and locational flexibility in the definition given by Hackman and Oldham (1980) and<br />
Moen (1996), provides <strong>for</strong> a more solid definition of flexible working. Perhaps, the definition of<br />
flexible working should sound as followed: “Flexible working includes, but is not limited to,<br />
autonomy on the job through variations in the number of hours worked, working at non-standard<br />
times or from a different geographical location, being able to work part-time temporarily at<br />
certain points in life, and working flexibly to attain company goals.<br />
24
Importance of Flexible working<br />
The changing economic environment due to the globalization of international markets<br />
(Lewis 2003) is the main reason <strong>for</strong> implementing flexible working in an organization. Because<br />
of globalization, businesses can no longer confine themselves to standard operating hours, but<br />
have become a 24/7 operation to accommodate ongoing business. Hence, the need <strong>for</strong> a flexible<br />
work environment. Baxter (1998), Boreham, Watson et al.(2003) find that the increasing use of<br />
flexible working arrangements in Europe and the United States are frequently driven by<br />
employer demands <strong>for</strong> a flexible work<strong>for</strong>ce that will more efficiently match peaks and troughs in<br />
production and customer activity. The standard 40-hour workweek is disappearing in many<br />
occupations worldwide: professionals regularly put in extra hours to meet deadlines, and many<br />
hourly employees are required to work overtime (Golden 2001; Golden and Figart 2000).<br />
Other important factors according to research is the attractiveness of flexible employment to<br />
employers because of lower labor costs ( Carre and Tilly, 1998), and the ability to increase the<br />
labor pool by attracting skilled employees who are otherwise not able to work traditional<br />
working hours (e.g. Baruch, 2000; Lewis,2003).<br />
Moreover, studies have shown that female‟s increasing participation in the work<strong>for</strong>ce has<br />
contributed to the growth of flexible working arrangements, especially part-time employment<br />
and flexible scheduling (Campbell, 2000, Hakim, 2000). These studies show that because women<br />
are participating more in the work<strong>for</strong>ce, they are seeking jobs that offer flexibility in scheduling<br />
and work location (Crompton, 2002). The use of flexible working is there<strong>for</strong>e desirable, because<br />
by implementing these arrangements, organizations are responding to the working preferences of<br />
their employees (Hakim, 1997, Rosenfeld, 2001). In fact, flexible working helps improve gender<br />
25
equality by facilitating working mothers and other individuals who would otherwise not be able<br />
to participate in the labor <strong>for</strong>ce (Watson et al.2003).<br />
Forms of Flexible Working Arrangements<br />
The most widely used <strong>for</strong>ms of flexible working include: part-time working, flextime, job<br />
rotation, job sharing and tele-work. According to literature part-time work is the most common<br />
type of flexible working and is already being used worldwide. Part-time work is usually defined<br />
as „regular wage employment in which the hours of work are less than “normal” (Thurman &<br />
Trah 1990).‟ Thus usually, a part-time worker is someone who works fewer than 30 hours per<br />
week (Kalleberg et al 2000).<br />
Flextime or flexible working hours is another popular <strong>for</strong>m of flexible working.<br />
Humphreys et al (2000) define flextime as „flexible hours that allow employees to vary their start<br />
and finish times at work.‟ The third <strong>for</strong>m of flexible working is job rotation. Edwards (2005)<br />
defines job rotation as „re-assigning employees from job to job within the same company.‟<br />
Rotated employees do not permanently stay in one job, but after an agreed upon time they move<br />
on to another job. Literature also identifies job sharing as another <strong>for</strong>m of flexible working,<br />
which can be defined as „two people sharing responsibilities, salary and all the other benefits of a<br />
full-time job‟ (Data sources and definitions 1991). Tele-work is also identified as a commonly<br />
used <strong>for</strong>m of flexible working. Tele-work can be defined as “working outside the conventional<br />
workplace and communicating with co-workers and supervisors through technological<br />
resources” (Nilles, 1994; Olson & Primps, 1984). An example of a tele-worker is an account<br />
manager whose primary job is to conduct sales visits. Van Horn & Storen define tele-work as in<br />
which all parties involved use the possibilities of modern software environments, to exchange<br />
26
data (e.g. work results) over some distance, and thus – being relatively independent on time and<br />
space respects (Barjis and Shishkov, 2001).Despite the difference in wording, researchers all<br />
agree that tele-work involves working at a different location than the employers place of<br />
business, and the use of modern technology “working at home, away from the workplace, using<br />
modern technology.” Tele-Work is also defined as “a kind of work, in which all parties involved<br />
use the possibilities of modern software environments, to exchange data (e.g. work results) over<br />
some distance, and thus – being relatively independent on time and space respects (Barjis and<br />
Shishkov, 2001).Despite the difference in wording, researchers all agree that tele-work involves<br />
working at a different location than the employers place of business, and the use of modern<br />
technology.<br />
Benefits of Flexible Work Arrangements<br />
General Benefits<br />
According to researchers (e.g. Lewis 2003, Humphreys et al 2000, Kalleberg et al 2000),<br />
Flexible Working Arrangements (FWA) offer a number of benefits, which include a positive<br />
effect on business per<strong>for</strong>mance and a contribution to a well-balanced Work-Life environment.<br />
The positive effect on business per<strong>for</strong>mance comes from: being competitive in the labor market,<br />
reducing overhead costs and thus increasing profitability, improving labor productivity levels,<br />
and enhancing overall employee productivity. A well balanced Work-Life environment is<br />
especially important <strong>for</strong> women who have children and employees with care taker<br />
responsibilities (Watson et al 2003). Reducing overhead costs is probably one of the most<br />
important drivers <strong>for</strong> employers to implement flexible working. Retrenchment is a major<br />
27
component of these overhead costs; Hau and Chew (2006) there<strong>for</strong>e, argue that FWA offers a<br />
good alternative to retrenchment. When faced with economic crises, employers usually respond<br />
by cutting back on costs and employees. In their opinion however, by implementing FWAs,<br />
organizations are able to incorporate, both, cutting back on costs as well as providing flexibility<br />
to employees.<br />
Another benefit according to Hau and Chew (2006) is that implementing FWA can result<br />
in a flexible labor <strong>for</strong>ce and serve as a low cost practice that gives the company a competitive<br />
edge 1 . In their article “The Effect of Alternative Work Schedules on Employee Per<strong>for</strong>mance”,<br />
Hau and Chew (2006) argue that “Flexible working hours can also help organizations meet their<br />
human resource requirements more efficiently, as employees‟ working hours can be matched<br />
more closely with the demands of the organization to enable a win‐win situation.”<br />
Existing studies show that stress affects several aspects of per<strong>for</strong>mance, such as<br />
productivity, absenteeism, turnover, commitment, job involvement and satisfaction (Dalton and<br />
Mesch, 1990; Golembiewski and Proehl, 1979; Narayanan and Nath, 1982b). These researchers<br />
believe that all <strong>for</strong>ms of stress have been found to lead to other problems that affect productivity<br />
and are potentially costly to business. An example of such a study is the study by Sparks et al<br />
2001, which discusses the well-being and occupational health in the 21 st century workplace.<br />
Other benefits stated in literature include reduced casual sickness absence, improved retention,<br />
improved productivity, improved recruitment and improved morale and commitment (Bevan et<br />
al., 1999). FWAs are seen as a contributor to reduced Stress.<br />
1 International Journal of Employment <strong>Studies</strong>, Vol. 14, No.1, April 2006. Irene Hau‐siu Chow and Irene Chew Keng‐Howe.<br />
28
Specific benefits<br />
The different <strong>for</strong>ms of FWAs each have their specific benefits. For starters, part-time<br />
employment has been used as a means of alleviating unemployment and is seen as a major<br />
source of employment growth since the 1980s (Brewster et al 1997). The biggest benefit <strong>for</strong><br />
employers according to Kalleberg et al (2000) using this <strong>for</strong>m of employment is that part-timers<br />
usually cost less in wages and even less in fringe benefits. Part-time is seen as beneficial <strong>for</strong><br />
women with young children and other professionals who prefer these kind of arrangements.<br />
Job rotation is considered beneficial because it promotes employee learning and increases<br />
human capital growth (Campion et al 1994). It gives employees exposure to a variety of work<br />
experiences and thus contributes to their professional development. Ortega (2001) states that job<br />
rotation can also be implemented to reduce work automatism and boredom. This is especially<br />
true <strong>for</strong> employees „that have reached a glass ceiling or plateau‟ (Near 1985, Stout et al 1988). In<br />
this case, job rotation will add stimulation to employees‟ work (Near 1985. However, job<br />
rotation is not easily applied to functions with high levels of confidentiality such as accountancy.<br />
Besides the benefits <strong>for</strong> employees, Jovanovic (1979) argues that job rotation also offers benefits<br />
to the organization by receiving in<strong>for</strong>mation about the quality of different job-employee matches.<br />
The employer can thus observe and examine the available human capital. According to other<br />
studies job rotation is valuable <strong>for</strong> career development, because it offers an increase in work<br />
experience (Mintzberg, 1973).<br />
The next <strong>for</strong>m, job sharing, is used as a means of offering part-time employment in<br />
career-oriented positions that normally require full-time employment (Marshall, 2001). Research<br />
has shown that teaching and nursing are examples of two popular professions that make use of<br />
29
job sharing. Advantages include, an increase in balance between work and family, increased<br />
schedule flexibility and use of a wider range of skills (Marshall 2001).<br />
Tele-work on the other hand, is more used as an option <strong>for</strong> balancing work-family conflict<br />
(Baines & Gelder, 2003, Tremblay, 2002).<br />
Drawbacks of Flexible Work Arrangements<br />
General Drawbacks<br />
Besides knowing the benefits of flexible working, employers and employees should also<br />
be aware of the drawbacks of FWAs. Being aware of the positive and negative impact of flexible<br />
working, offers employers a balanced point of view, which enables them to implement the right<br />
set of FWAs in their company. According to Hau and Chew (2006) flexibility has its drawbacks<br />
<strong>for</strong> management. These drawbacks include loss of control or influence over work, challenges in<br />
work scheduling, communication with colleagues, coordinating meetings, accounting <strong>for</strong><br />
employees‟ time, and possible abuse of the system. Others, like Kelly & Moen (2007) state that<br />
„flexible working arrangements can also be implemented in such a way that it still limits<br />
employees‟ flexibility over when and where they work.‟ More importantly, Lambert & Waxman<br />
(2005) argue that FWAs are sometimes not easily accessible <strong>for</strong> all employees within an<br />
organization and that the decision of who gets access to FWAs is often left to the discretion of<br />
the immediate supervisor, regardless of whether or not <strong>for</strong>mal policies are in place.<br />
Furthermore, research has shown that most managers are not equipped to evaluate<br />
employees using FWAs, which is often caused by the lack of per<strong>for</strong>mance review systems<br />
(Kelly, 2005). According to literature, a company should also consider the costs associated with<br />
implementing flexible working such as: reduced morale of those employees not benefiting (Dex<br />
30
and Scheibl, 1999; Evans,2001), and cost of implementing new work-life balance policy<br />
systems. This may include costs associated with changing processes or culture. And also, costs<br />
of equipment to facilitate working at home (Evans, 2001). In general, researchers remain<br />
skeptical of the ability of flexible working to simultaneously meet employers‟ and employees‟<br />
needs simultaneously. Carre and Tilly (1998), Glass and Estes (1997) argue that flexible<br />
employment practices largely meet employers‟ rather than employees‟ needs.<br />
Specific Drawbacks<br />
Just as there are specific benefits to FWAs, there are also specific drawbacks. A<br />
frequently mentioned drawback <strong>for</strong> part-time jobs is that they usually offer low wages, routine<br />
tasks, and limited or no advancement opportunities. White (1983) there<strong>for</strong>e argues that these<br />
characteristics make it more difficult to balance work and family demands. However, the<br />
difficulty assumed is subject to the priorities of the part-time worker.<br />
Humphreys et. al., (2000) argue that there are certain drawbacks when implementing<br />
flextime such as: defining core working hours (e.g. 9 am-4pm) and organizing the remaining<br />
work hours around those times, having a system <strong>for</strong> recording flextime hours, incorporating a<br />
limit to hours that can be carried over per week or per month. Other disadvantages include<br />
workspace difficulties, less recognition as a career person, difficulty in career advancement,<br />
increased administration and increased control issues (Marshall 2001). One of the risks<br />
associated with tele-work <strong>for</strong> example, according to Taskin & Vendramin (2005) is the increase<br />
of work-family conflict due to the increased amount of time spent working at home. Teleworkers<br />
who work from home sometimes do not leave their “office” (Boden, 1999; Tremblay et<br />
al 2006). Christensen (1987) indicates that tele-work can create more work-family conflict,<br />
31
ecause of the presence of work material in the house as well as family interference with work.<br />
Other critics of tele-work (Menzies 1997, Gurstein 2001) state that there are “blurred<br />
boundaries” when trying to combine work and home activities in the same setting, which could<br />
easily lead to increased stress levels. This means that tele-workers should have a high degree of<br />
self-discipline and make sensible arrangements with other household members regarding privacy<br />
while working.<br />
Comments on Flexible Working Research<br />
<strong>Studies</strong> have outlined the pros and cons of implementing flexible working arrangements,<br />
with the main focus on balancing work and non-work demands, as well as on the increase of<br />
business per<strong>for</strong>mance. The most related theories supporting flexible working arrangements are<br />
highlighted in the next section.<br />
Flexible Working and Organizational Outcome<br />
There are two main types of research on flexible working arrangements; one examines<br />
flexible working as a productivity or efficiency measure (e.g., Brewster et al 1993, Sagie &<br />
Biderman 2000) and the other that stems from the work-life literature which portrays FWA as a<br />
way to reduce work-family conflict (e.g., Barnet & Hall 2001, Friedman & Greenhaus 2000).<br />
There have been several studies and meta-analyses of organizational outcome research<br />
concluding that FWAs can have positive organizational effects (Friedman &Greenhaus 2000,<br />
Baltes et al 1999). In Kossek and Ozeki‟s (1991) meta-analysis, a correlation between workfamily<br />
conflict and organizational outcome is divided into six areas, which include: per<strong>for</strong>mance,<br />
turnover, absenteeism, organizational commitment, job satisfaction and burnout. Their analysis<br />
32
examined two important areas: one relationship between work-family conflict and policies and<br />
organizational outcome, and secondly FWA and organizational outcome. The meta-analysis has<br />
shown that out of all the FWAs, flextime is the one related mostly to phenomena like<br />
absenteeism, turnover, organizational commitment, job satisfaction, and somatic health<br />
complaints (Scandura & Lankau, 1997; Thomas & Ganster, 1995). Other studies found that<br />
flextime was not at all associated with organizational effectiveness or organizational<br />
commitment (e.g. Christensen and Staines (1990). A recent meta-analysis of Baltes et.al (1999)<br />
determined that flextime was associated with employee productivity, job satisfaction, satisfaction<br />
with work schedule, and employee absenteeism, with the largest effect found <strong>for</strong> absenteeism<br />
(Baltes et. Al 1999). The above mentioned researchers study the same phenomena, but come to<br />
opposing conclusions.<br />
According to Meyer and Allen (1997) flexible working arrangements in general, can<br />
reduce absenteeism and turnover. They argue that research has shown that companies offering<br />
such arrangements are more successful at retaining highly skilled employees (Grover and<br />
Crooker 1995; Thompson et al 1997). However, not all scholars agree that flexible working<br />
arrangements are the solution to work-family conflict and job satisfaction. They do not believe<br />
that flexible working arrangements have an impact on morale and there<strong>for</strong>e do not believe that<br />
these policies are related to productivity or job satisfaction (e.g. Robinson and Godbey 1997).<br />
Their research suggests less positive outcomes such as lower job satisfaction and organizational<br />
commitment, less positive relationships with co-workers and greater work-family conflict due to<br />
the tendency to work longer hours while working from home Olsen 1987, Prutchno et al 2000).<br />
Research thus indicates that FWA can have two different outcomes; some positive and some<br />
negative (Sullivan & Lewis 2001, Hill et al 1996).<br />
33
Flexible Working as a Productivity Measure<br />
Greenhaus et al. (1987) per<strong>for</strong>med a quantitative research measuring the correlation of<br />
work-family conflict. They found a negative correlation, which indicates that the more<br />
employee‟s work-family conflict, the lower their per<strong>for</strong>mance. Other researchers such as<br />
Netemeyer et al. (1996) who per<strong>for</strong>med similar research found varying rates of negative<br />
correlation, which could indicate that the level of per<strong>for</strong>mance is highly dependent on the<br />
accompanying factors of work –family conflict such as type of job and the level of conflict. The<br />
literature on flexible working as a productivity measure is not as extensive as that on flexible<br />
working and work-life balance. There is no clarity in which type of measures are used to<br />
quantify productivity; nor is there a clear categorization of the types of conflict that affect<br />
productivity.<br />
Flexible Working and Work-life Balance<br />
<strong>Studies</strong> have shown that today‟s work<strong>for</strong>ce has increasingly diversified as a result of an<br />
increase in dual-career couples, an increase in working mothers with young children, singleparents<br />
and young professionals going back to school. According to Byron (2005), this means<br />
that the responsibilities <strong>for</strong> childcare, work and housework are no longer limited to traditional<br />
gender roles. Others, such as Bond et al (1998), Gilbert et al (1994) state that female and male<br />
employees have considerable responsibilities in addition to their work. As a result, many<br />
organizations have responded by implementing programs or policies designed to help<br />
accommodate the needs of today‟s diverse work<strong>for</strong>ce (Lobel&Kossek, 1996). These policies are<br />
commonly referred to as “work-family” or “family-friendly” and include arrangements such as<br />
flexible work schedules, child-care referrals, and leaves of absence. These arrangements can also<br />
34
e categorized as “flexible working arrangements”. According to Allen (2001), organizations<br />
implement such benefits as a means <strong>for</strong> maintaining a competitive advantage, raising morale, and<br />
attracting and retaining a dedicated work<strong>for</strong>ce. The benefits of these policies <strong>for</strong> employees are<br />
designed to alleviate the difficulty inherent in coordinating and managing multiple life roles,<br />
specifically the work-family roles (Allen, 2001). The inability to balance these roles is called<br />
“work-family conflict” or “family-work conflict” (Willis et al., 2006). Research shows that<br />
work-family conflict has a negative effect on individuals‟ mental health, vitality and general<br />
well-being (Frone 2000, Allen et al 2000, Kristensen 2005).<br />
Kossek and Ozeki (1999) argue that there is no substantial evidence to support the notion<br />
that work-life conflicting with family-life has any effect on productivity, but they suggest that<br />
there is a negative effect on productivity when family-life conflicts with work-life. Anafarta<br />
(2011) states that work-family conflict has an influence on job satisfaction, whereas family-work<br />
conflict does not. O‟Laughlin & Bischoff (2005) support his notion and state that “inability to<br />
cope with the effects of work-family conflict may result in dissatisfaction, absenteeism, poor<br />
personal relationships, and decreased work per<strong>for</strong>mance.” This indicates that work-family<br />
conflict has a negative impact on both the employee and the employer. Despite the benefits of<br />
family-friendly policies, Allen (2001) argues that the availability of these benefits alone does not<br />
address fundamental aspects of the organization that can hinder employees from successfully<br />
balancing career and family.<br />
35
Factors Associated with Adopting Flexible Working Arrangements<br />
Besides possessing knowledge on the benefits and drawbacks of implementing flexible<br />
working, companies should be able to create the right supportive environment. Factors associated<br />
with the adoption of flexible working policies by organizations include organizational size,<br />
sector and economic factors (den Dulk & Lewis 2000, Bardoel et al 1998), and the environment<br />
of the company (Galinksy & Stein 1990). Lewis (2003) identifies additional factors, which<br />
include: institutional pressures, local situational variables, human resource strategies and<br />
strategic business concerns. According to Den Dulk (2001) state legislation is also another factor<br />
that influences organizations to adopt FWAs. Other research has shown that organizations<br />
promoting high-commitment management may also be likely to develop FWAs and other work–<br />
family supports (Auerbach, 1990; Osterman, 1995). Thomas and Ganster (1995) <strong>for</strong> example<br />
argue that family-supportive work environments are also a prerequisite <strong>for</strong> the successful<br />
implementation of FWAs. They also state that in addition to a family-supportive work<br />
environment, the perceptions of employees regarding the extent to which the organization is<br />
family-supportive, is also an important factor. Such perceptions are referred to as familysupportive<br />
organization perceptions (FSOP) (Allan 2001).<br />
The extent to which the workplace environment is family-supportive appears to be<br />
strongly related to employee job attitudes and experiences. <strong>Studies</strong> have shown that familysupportive<br />
work environments are indirectly related to work–family conflict and job attitudes<br />
through family-supportive organization perceptions (Thomas and Ganster 1995). Managers<br />
fulfill a critical role in the implementation of FWAs and should lead by example (Lee 1990) and<br />
are there<strong>for</strong>e encouraged to make use of these arrangements. <strong>Studies</strong> have revealed that some<br />
36
managers are skeptical, because they fear problems arising from lack of supervision,<br />
communication and workload management.<br />
Summary<br />
The objective of this literature review has been to highlight the current debate on the<br />
effects of flexible working in relation to responding to economic globalization and the<br />
diversification of the work<strong>for</strong>ce . The chapter starts with defining flexible working, followed by<br />
highlighting the importance of implementing this method of working. Next, the different <strong>for</strong>ms<br />
of flexible working arrangements are outlined <strong>for</strong> further clarification. Then, benefits and<br />
drawbacks are discussed <strong>for</strong> a balanced view on the subject.<br />
The most relevant theories supporting Flexible Working Arrangements have been considered to<br />
come to a set of determinants necessary to implement flexible working.<br />
37
Chapter 3 Methodology<br />
This chapter explains the methodology applied to gather the data that is being analyzed in<br />
this research. The topics being discussed are the research approach and strategy, data collection<br />
process, sampling approach , data analysis process and the limitations of the research<br />
methodology.<br />
Research Approach and Strategy<br />
The approach used in this study is the inductive approach, which means that the data was<br />
collected first hand and the model was developed as a result of the data analysis. The study is<br />
qualitative in nature due to the fact that the concept of flexible working arrangements is fairly<br />
new to Suriname and thus conducted as an exploratory research. Because of this qualitative<br />
study, the research strategy was to use the grounded theory approach to collect primary data<br />
through semi-structured interviews and secondary data through desk research. The main research<br />
objective is to identify the perceptions and perceived challenges to introducing flexible working<br />
arrangements in Suriname. Because the concept of flexible working is fairly new to Suriname,<br />
interviews were carried out to obtain insights about how much employees and employers really<br />
know about the subject (what flexibility means to them); to what extent flexible working is<br />
already being implemented in Suriname (How, if, and why they were making use of flexible<br />
working); and the perceived challenges to effective implementation of flexible working<br />
arrangements. Finally, the analysis of the data should present possible standard <strong>for</strong>ms of flexible<br />
working arrangements that can be implemented in the Surinamese environment.<br />
Sampling Approach<br />
The sample of this research consists of a judgment sample, because this allows <strong>for</strong> the<br />
most productive and sufficiently representative sample to answer the research question. Three<br />
38
characteristics were identified to qualify the sample population. The first characteristic selected<br />
is: type of work, which gives the researcher a good idea on whether or not the job allows <strong>for</strong><br />
flexible working. Second is business sector: where a distinction was made between service and<br />
production companies, which are the fastest growing sectors in Suriname. This allowed the<br />
researcher to identify industry specific trends and characteristics. The third characteristic was the<br />
size of the organization where the interviewees work. Size in this case, was defined as companies<br />
having more than 200 employees.<br />
In an attempt to reduce researcher bias, the sample population was chosen as diverse as<br />
possible. The selection of the sample was focused on participants from IT departments, HR<br />
departments, Operations departments, Sales (customer service) and Marketing departments. A<br />
total of 20 individuals were interviewed. These were identified based on having access to<br />
important sources of knowledge and were chosen from the: Telecommunications Company<br />
Suriname (Telesur), N.V. Energie Bedrijven Suriname (the national electric power utility<br />
company), IamGold (Rosebel Gold mines), Staatsolie Maatschappij N.V. (the local State Oil<br />
Company), CKC BEM and Vensur (manufacturing companies).<br />
Data Collection<br />
To get a better understanding of flexible working, an extensive literature review was<br />
carried out. Next, primary data was collected through semi-structured interviews with employees<br />
and employers working in service and production sector organizations, to answer the research<br />
questions. These interviews served as the main source of data collection. An interview guide was<br />
used to conduct the interviews; during which audio recorders were used to document responses.<br />
In addition to the use of audio recorders, two observers were appointed to assist the researcher in<br />
39
documenting the interviews. These field notes were subsequently used as a second reference in<br />
the data analysis process. All interviews were also transcribed verbatim to ensure validity of the<br />
data collected.<br />
Each interview started out with a general introduction on the topic of flexible working;<br />
after which respondents were asked to give their definition of flexible working. The interviews<br />
were further divided into separate open-ended questions <strong>for</strong> employers and employees on current<br />
availability of FWAs, other provisions and preferences, perceived benefits and barriers of<br />
implementing flexible working. All respondents were asked the same basic questions in the same<br />
order. The interviews varied in duration; from the shortest being 15 minutes and the longest 45<br />
minutes. Respondents were interviewed in their work environment during regular working hours.<br />
The duration of the interview process was four weeks, because the interviewer was dependent on<br />
the availability of the interviewees. In order to ensure trustworthiness of the data, the following<br />
ground rules were established be<strong>for</strong>ehand <strong>for</strong> conducting the interviews. Firstly, the interviewee<br />
had the right to object to the use of an audio recorder. Secondly, the interviewee had the right to<br />
remain anonymous or participate on a first name bases only. Lastly, the interviewee was<br />
guaranteed a correct and “uncontaminated” representation of their statements.<br />
Figure 3. 1<br />
40
Data Analysis<br />
The grounded theory (inductive) approach was used to generate ideas from the gathered<br />
data. The constant comparative analysis was applied which involves comparing the interviews<br />
that have similar or different characteristics in order to develop possible relationships. The first<br />
step in analyzing the data was to listen to the audio recordings and document the responses word<br />
<strong>for</strong> word. Triangulation was done by comparing oral recordings with field notes, which were also<br />
incorporated into the final transcript. Field notes of the interviews were compared with those<br />
produced by the interview partners and observers who are referred to as “data producers”, to<br />
ensure that the findings were interpreted correctly; differentiating between “first-order data” (<br />
terms, concepts and categories originating from the participants language) and “second order<br />
data” (themes and dimensions originating from the researcher‟s theoretically based<br />
interpretations of the participants‟ responses), as suggested by Corley (2004). An excel sheet was<br />
used to document the responses of respondents to each question in a separate sheet. This is<br />
considered “raw coding”, where initial concepts were identified to reduce the amount of data<br />
gathered. These concepts or “codes” were then grouped into categories through “open coding”.<br />
The next step was to find specific differences among the available categories or codes. These<br />
differences <strong>for</strong>med relationships among the different categories and were then grouped into<br />
“themes” (axial coding). To further eliminate researcher bias and guarantee validity, an<br />
independent assessment of interview transcripts was done by both data producers and a<br />
professional consultant who is specialized in qualitative research. The categorized data was then<br />
used to find similarities and trends (aggregate dimensions) and served as a foundation <strong>for</strong> stating<br />
key findings of the research.<br />
41
<strong>Lim</strong>itations of the Research Methodology<br />
The research methodology carried out has two limitations. Firstly, the outcome of this<br />
research is specific to the Surinamese environment and cannot be applied elsewhere. Secondly,<br />
the judgment sampling approach allows <strong>for</strong> use of own judgment to select what seems like an<br />
appropriate sample. This may allow <strong>for</strong> some degree of bias; however in this case the frame of<br />
the sample was held as identical as possible.<br />
42
Chapter 4 Findings<br />
As the concept of flexible working is considered fairly new to Surinamese companies, a<br />
research study was done to assess the various viewpoints of Surinamese employers and<br />
employees on flexible working. The data collected was analyzed and the results were<br />
subsequently interpreted to arrive at an overview of how flexible working is perceived and of the<br />
types of flexibility currently offered in the Surinamese environment; particularly in the service<br />
and production sector. An overview of the key findings of this research is presented below.<br />
Definition of Flexible working<br />
Both employers and employees were asked to give a definition of their understanding of flexible<br />
working. Their understanding varies depending on the kind of work they do.<br />
Employees.<br />
When defining flexible working, most respondents focused on the deviation of the<br />
conventional <strong>for</strong>ty hours as stated in the labor union regulations. Their responses however, can<br />
be categorized in the following themes: part-time working, outsourcing, standby-employment,<br />
flextime, tele-work, having the right attitude, and output orientation. Respondents who defined<br />
flexible working as part-time work, referring to employees who do not have to work the regular<br />
<strong>for</strong>ty hours as mentioned in labor legislation, believe that flexible work means accommodating<br />
“Mothers who, <strong>for</strong> instance, want to work three days a week; that is, <strong>for</strong> example, twenty four<br />
hours a week, also known as part-time work.” These women are willing to work three days out<br />
of the week or the equivalent number of hours spread over the week, to balance their household<br />
duties with a professional career. Outsourcing and stand-by employment are also defined as<br />
flexible working. Outsourcing in this case involves working with job agencies or contractors<br />
43
whereas stand-by employment involves working with individuals on an ad hoc and need-only<br />
basis with no <strong>for</strong>mal contract in place. The same respondent as be<strong>for</strong>e also states the following:<br />
“ I also understand flexible working as working on contract or on call; if there is work you are<br />
called to come in and work <strong>for</strong> 8 hours.”<br />
A number of employees argued that flexible working means having the freedom to plan their<br />
own work schedule or work alternative hours, which can be categorized as flextime. An<br />
employee working in the service sector stated the following: “Under flexible working I<br />
understand not having defined working hours. No defined arrival and departure times.” Another<br />
respondent working in the production sector argued that: “flexible working means that you<br />
schedule your workday based on the planned workload <strong>for</strong> the day, in accordance to good<br />
concurrence between you and your supervisor. It can thus happen that you have to work late<br />
into the evening, but your presence is not required in the morning hours. I should be able to<br />
work 40 hours per week according to my personal time schedule.” Here, respondents view<br />
flexible working as having flexibility in daily working hours where there is enough flexibility in<br />
start and ending hours. Employees can either start later and leave when they have completed<br />
their full 8 hours or start earlier than the regular start time and leave early as well (e.g. starting at<br />
8.00am and leaving at 16.00pm instead of starting at 7.00am and leaving at 15.00pm). One<br />
respondent even went further by stating that “flexible working is all about time management.<br />
Working based on the available time one has.”<br />
Others perceive flexible working as the ability to work from more than one office<br />
location, from which they travel back and <strong>for</strong>th, or working from home. They felt that the<br />
location where work is being done, is the main characteristic of flexible working. Again, other<br />
employees argued that flexible working means having the right attitude. This means that<br />
44
employees should “do everything work- related that is being asked of them, as effective and<br />
efficient as possible.” More specifically, one respondent states that “individuals should work<br />
proactively, be ready <strong>for</strong> the worst case scenario and incorporate more self-discipline.” Another<br />
employee responded as follows: “ Flexible working means being ready <strong>for</strong> the worst- case<br />
scenario.” He thinks that this attitude is necessary when working in the production sector. At the<br />
same time “ workers should acknowledge that they should work as hard as possible even when<br />
there is no supervision.” Another respondent believes that “ if you have people with the right<br />
core values dedicated to achieve company goals, flexible working should not be an issue.”<br />
Respondents also defined flexible working as working based on output orientation, which<br />
means being able to work based on predetermined targets and workload division. It has to do<br />
more with flexibility in the time-frame given to complete a certain amount of work given. One<br />
respondent argued that “ I should be able to work according to the planned workload <strong>for</strong> the<br />
day.” He states that a prerequisite in this case is a good understanding between employee and<br />
employer. Another respondent argues that “ it should be possible to arrange my work and<br />
working hours according to my work tasks and still work the regular 40 hours.” According to<br />
another respondent, flexible working is “ setting personal targets <strong>for</strong> employees, so that<br />
supervisors manage according to targets and less on the control factor.”<br />
The interviews also revealed perceptions that stood out from the rest. One example of such a<br />
perception is: “creating a pleasant environment as much as possible between employer and<br />
employee in order to respond to and eliminate any shortcomings and other negative<br />
circumstances.”Another perception that stood out is: “Working smooth without any obstacles”.<br />
The guiding principle <strong>for</strong> flexible working according to a number of respondents involved in this<br />
study, is the pre-requisite that employers should focus on targets and results instead of actual<br />
45
hours worked. Additional pre-requisites include the individual flexibility of employees and<br />
employers. One respondent stated that “ flexible working is a win-win situation; both employer<br />
and employee should have a flexible attitude.” Others maintain that the level of flexibility is<br />
dependent upon individual preferences and that the key to overcome discrepancies is to have a<br />
good communications flow between employee and employer.<br />
Employers.<br />
In general, employers defined flexible working as: having flextime, being able to work<br />
alternative hours, tele-work; working from home, and being output orientated. They maintain<br />
that employees should be given autonomy over their work schedule but are expected to deliver<br />
targets on designated deadlines. An employer in the production sector relayed that according to<br />
him, “flexible working means the same as what is meant internationally: being able to work from<br />
home or having flexible hours.” One respondent summed it up by stating that: “Flexible working<br />
I define as delivering the same output that is agreed, but then in alternative hours that are not<br />
strictly set , e.g. o07:00-15:00 hours, but the employee is given the opportunity to work from<br />
home or not to report at 7 <strong>for</strong> duty, but a bit later, as long as the agreed output is delivered.”<br />
His response indicates that working hours should not be strictly organized between certain hours,<br />
but should allow <strong>for</strong> some flexibility. The important pre-requisite here is delivering the output<br />
that is required from the employee. Another pre-requisite is that employees should be able to<br />
work autonomously.<br />
Most managers who are implementing flexible working, either <strong>for</strong>mally or in<strong>for</strong>mally,<br />
are benchmarking their practices against companies in the United States and Europe. Their main<br />
concern remains whether or not employees are disciplined enough to deliver results and manage<br />
their workload within the set time limit. However, some employers strongly believe that in order<br />
46
to retain professionals it is imperative to apply flexible working and compensate based on targets<br />
and output. The CFO of the Surinamese electric power utility company stated the following:<br />
“We believe in what we call output orientation, meaning, that it is important that the<br />
professional achieves his targets based on self-discipline and as such – as far as we are<br />
concerned, has the freedom to determine when he or she executes these duties, because in the<br />
end, he is ultimately being compensated on the achievement of those targets.” Certain<br />
employers prefer to treat their employees as consultants where both employer and employee<br />
benefit from a win-win situation. One respondent even went as far as stating that flexible<br />
working means “ working when it is convenient <strong>for</strong> the employee as long as the continuity of the<br />
organization is not threatened.” This implies a very employee-oriented focus where the<br />
organization helps facilitate the different roles employees fulfill, and thus aims to minimize<br />
work-role conflict.<br />
Flexible Work Arrangements Offered<br />
Formally there are no flexible working arrangements offered in the production or service<br />
sector in Suriname. In<strong>for</strong>mally, the types of FWAs offered include: flextime, tele-work, job<br />
rotation and job sharing in very rare cases. However, <strong>for</strong> the most part, the companies involved<br />
make use of contractors or job agencies. The results revealed that in both, the service and<br />
production sector, flextime or a variation thereof, is the most popular <strong>for</strong>m of FWA being<br />
implemented in<strong>for</strong>mally. Employees have flexibility in arrival and departure time based on<br />
individual arrangements with supervisors. One production sector employee attested to this notion<br />
by saying: “ It is possible <strong>for</strong> me to leave work early due to personal circumstances, or arrive<br />
later at work.” However, flexible working is more likely to be offered in the service sector and<br />
47
less in the production sector and is highly dependent on the type of job. For instance, a manager<br />
from BEM CKC (production company) argued that “ offering flexible working in the production<br />
sector is limited, because you are talking about a production plant where it is not possible <strong>for</strong><br />
employees to bring their work home.” Yet, some respondents argued that employees who work<br />
on a project basis, such as a PMO office, should not be <strong>for</strong>ced to work regular hours as long as<br />
they successfully complete the project. For certain production departments it is not feasible to<br />
implement flexible working, because they are short staffed and are required to work longer hours<br />
to meet targets and deadlines, especially during periods when there are extra orders to be<br />
completed. The kind of flexibility they are allowed is to leave during work hours to tend to an<br />
urgent personal matter.<br />
Front office and customer service employees are less likely to make use of flextime, but<br />
are more likely to make use of job rotation and job sharing. These flexible working arrangements<br />
are not as popular as flextime and are implemented in three out of seven organizations where<br />
interviews were conducted. They are being implemented more out of necessity to avoid<br />
interruptions in business operations and maintain competitiveness, than out of an employeeoriented<br />
focus. This is mainly due to the fact that the core activities of these departments include<br />
transactions and involvement with customers. For front office employees of the electric power<br />
utility company, there is a special arrangement, which entails that employees are allowed to<br />
manage their own flextime amongst themselves, as long as this occurs in agreement and the same<br />
order of departure is maintained as the order of arrival that day. The way job rotation works in<br />
this company, is that when one employee calls in sick or is on leave, a co-worker is required to<br />
per<strong>for</strong>m the absentees‟ duties. This is done to guarantee the continuity of business operations.<br />
48
Some companies, such as the national Telecommunications company, Telesur, are <strong>for</strong>ced<br />
to accommodate tele-working. In their particular case, they have technicians who work on-call<br />
after regular operating hours in case of emergencies or technical failures. To accommodate these<br />
employees, Telesur provides arrangements that make it possible to work from home instead of<br />
coming to the office. These employees are only required to travel to the problem location<br />
depending on the severity of the situation at that moment. Other companies in<strong>for</strong>mally<br />
implement tele-work only when key employees are sick and cannot come to work. However,<br />
employees do not perceive this as flexible working as they see this as being <strong>for</strong>ced to work more<br />
hours; “if you‟re sick, you‟re sick. I am not a supporter of tele-work”, said one respondent.<br />
In the production sector, flextime and tele-work are implemented according to the<br />
discretion of the supervisor. However, this is limited to employees in administrative and other<br />
jobs that are not directly related to production itself. In fact, most of the time tele-working<br />
involves working from a different office location or division during regular working hours. For<br />
example, employees are allowed to work at a location closest to their home. In one of the biggest<br />
production companies, NV Staatsolie Maatschappij (State Oil company), the HR department is<br />
currently working out methods to adjust work scheduling <strong>for</strong> the IT department. This particular<br />
method involves the use of a „duty roster‟ where employees can choose which hours of the day<br />
they would like to work. Employers are more inclined to offer flexibility in arrival and departure<br />
time, but say that they leave room <strong>for</strong> individual arrangements up to the immediate supervisor.<br />
Type of Provisions Offered<br />
Employees were asked which provisions or alternative working arrangements employers<br />
offer to stimulate or accommodate flexible working. The results show that the commonly<br />
available provisions are: Mobile phone with postpaid or prepaid credit , closed user group<br />
49
systems, laptops with or without internet connectivity as well as remote access through virtual<br />
private networks (VPN‟s). One company even offers videoconferencing. Mobile phones<br />
(company phones), calling credit and closed user group systems are usually provided together.<br />
Closed user group systems are incorporated as a cost savings strategy where calls can be made<br />
unlimited <strong>for</strong> a fixed fee, but at the same time are intended to enhance communications between<br />
employer and employee, amongst co-workers and with customers. This usually requires<br />
employees to be available outside of standard operating hours. Laptops are provided to work at<br />
alternative hours from home or a different office location. Some come with internet connection,<br />
while others do not. Laptops and mobile phones are also offered to employees to enable reading<br />
company emails while away from the office. Undoubtedly, the internet plays an important role in<br />
implementing flexible working, because it makes it possible <strong>for</strong> employers and employees to<br />
communicate in real time with each other and their customers regardless of their location. One<br />
employer deliberately states that “internet is one of the main pre-requisites <strong>for</strong> flexible working,<br />
particularly tele-work, because it enables you to send work electronically.” However, not every<br />
company involved in the study offers above mentioned provisions all together. It is usually either<br />
or; there were at least two companies offering no provisions at all.<br />
Remote access in combination with a VPN is another provisions that allows one on one<br />
access to the company network. Employees in general are not allowed to connect remotely to the<br />
company‟s network, however the IT employees are allowed 24/7 remote access to the company<br />
network due to the nature of their work. The study shows that production companies such as the<br />
State Oil company and Rosebel Gold mines offer this provision to top management and suppliers<br />
or employees that are overseas. Telesur is in this case, the only service company that offers this<br />
50
provision to some of its employees (e.g. account managers, network technicians, top<br />
management).<br />
Preferred FWAs<br />
Operational employees working in the production sector would like to see their<br />
employers offer compressed workweeks or at least the option to work every other week ( one<br />
week work, one week off). They argue that due to the hard manual labor and odd working hours,<br />
their work interferes with their home life which causes stress. This stress causes health problems<br />
and reduces job satisfaction. Compressed workweeks is particularly preferred by employees<br />
who are still in school or want to go back to school. Other provisions include:<br />
Ability to work less than 40 hours per week (part-time work). Employees with young<br />
children and other responsibilities including a second job, prefer this kind of work arrangement.<br />
Particularly those who have worked abroad (e.g. the Netherlands or United States) in an<br />
environment where part-time work is accommodated, and those with young children who can<br />
only work part of the week, have this as a high priority. Although many respondents would like<br />
to work part-time, one argued that: “working part-time has its downside, because working parttime<br />
equals less hours worked and less hard needed money.”<br />
Ability to work from home (tele-work). Employees in administrative jobs prefer this<br />
type of arrangement. Employers in favor of this type of FWA, argued that by implementing telework<br />
they are able to accommodate employees who have some type of ailment, but are still able<br />
to per<strong>for</strong>m. For example, a temporarily disabled employee e.g a broken leg is not able to come to<br />
work, but can still work from home.<br />
Job rotation. Employees feel that co-workers should be able per<strong>for</strong>m the duties of each<br />
other. Also, they argue that they would like to “do something else once in a while.” Other<br />
51
employees felt that job rotation would help eliminate concentrated knowledge; “ what you<br />
sometimes get is that when one employee is on leave, work gets backed up because he or she is<br />
the only one that has the knowledge or expertise to carry out that particular job.” In one<br />
production company, filling in <strong>for</strong> absent co-workers does not occur. “Everyone is focused on<br />
their own tasks. Job rotation, there<strong>for</strong>e, could be useful.” Another reason why employees favor<br />
job rotation is because it helps to break down „silos‟ or so called „sacred cows‟.<br />
Remote access and internet connection at home. One respondent from the<br />
telecommunications company stated that he would “prefer to work via video conferencing and<br />
come to the office <strong>for</strong> an hour to meet with colleagues if necessary.” This provision is especially<br />
preferred by employees who work in service sector companies and currently have no provisions.<br />
Employers added that when offering such provisions, a stringent network security system is<br />
required. Having a company car available to commute to and from work, was also one of the<br />
preferred provisions. Interestingly, there were a few employees who responded that they would<br />
not like any provisions to work flexibly, as working flexible equals working more. More<br />
specifically, one respondent argued: “the downside is that you take your work home. Taking work<br />
home should be possible, but the company should not expect me to be available 24/7.” Another<br />
argued that : “ If I choose not to take work home, I should not be <strong>for</strong>ced to. Having company<br />
provisions <strong>for</strong>ces you to work from home where I have to work at midnight <strong>for</strong> example to meet a<br />
deadline. My flexibility stops whenever I leave the office. You have to set boundaries to workrelated<br />
stress.” Others stated that “ flexible working <strong>for</strong>ms a threat to business operations and<br />
business continuity.” Because “the affinity with the organization fades away, which in turn has a<br />
negative impact on employee productivity.” This particular respondent believes that if an<br />
employee is not frequently among his or her co-workers, they do not feel connected to the<br />
52
organization. When asked to identify the types of flexible working arrangements they would<br />
most likely offer to their employees, employers suggested: flextime, job rotation, part-time<br />
working and tele-work.<br />
Level of Staff that works Flexible<br />
In the organizations involved in this study, flexible working is mostly designated to top<br />
and middle management, IT employees who work odd hours. Other than that, flexible working<br />
is not offered <strong>for</strong>mally to employees; neither in the service nor production sector.<br />
One employers believes that flexible working could be made possible <strong>for</strong> certain disciplines such<br />
as janitorial departments and what they label as „contractors‟. Contractors in this case, are<br />
individuals who work fulltime <strong>for</strong> the company, but are not entitled to fringe benefits such as<br />
health, pension or other benefits.<br />
Although outsourcing is not recognized as flexible working, the current trend <strong>for</strong> local<br />
companies is to outsource jobs in ICT ,housekeeping, technical engineering and service<br />
maintenance, in order to retain as much of a flexible work<strong>for</strong>ce as possible and to reduce labor<br />
cost. Executive staff are usually allowed to leave during working hours to tend to personal<br />
matters. However, it is expected that they compensate <strong>for</strong> lost time. This indicates that flexibility<br />
is attached to hierarchal positions. However, employers acknowledge the need to accommodate<br />
lower levels of employees so that their work arrangements are more practical and suitable to<br />
individual needs.<br />
Employers offer in<strong>for</strong>mal flexible working arrangements based on the type of job<br />
function, attitude and output produced by the employee, but mostly on an ad hoc basis.<br />
Employers offering flextime do so by incorporating a time window <strong>for</strong> arrival times. One service<br />
53
employer <strong>for</strong> example allows his employees to arrive between 7.00am and 8.30 am with the prerequisite<br />
they still work their full eight hours. He states that: “ what I do is build in a reasonable<br />
margin where core hours are established and employees are allowed to come in between 7.00am<br />
and 8.30am.”<br />
Some organizations do not offer any structured <strong>for</strong>m of flexible working, but do allow<br />
their employees to arrive later or depart earlier due to family or other obligations. Research has<br />
shown that this is particular <strong>for</strong> companies in the production sector. Employees who are allowed<br />
to work from home, are more likely to work as ICT technicians and account managers.<br />
Technicians who are “on call” or work in long or late night shifts are generally provided with<br />
tools to work from home. This is characteristic of both the production and service sector. Most of<br />
these employees have what we call senior positions and are required to be available <strong>for</strong> work at<br />
extended times during the day according to their contract. In some production companies such as<br />
stone or steel manufacturing, flexible working is not an option <strong>for</strong> operational employees. Mostly<br />
HR staff or marketing staff is allowed to make use of in<strong>for</strong>mal flexible working arrangements. In<br />
the service sector you have a mix of operational (sales & marketing) and administration<br />
employees who make use of flexible arrangements. These employees have 24/7 access to the<br />
organizations‟ internal network.<br />
One respondent argued that he would not offer flexible working to managers, because he<br />
feels that they have more responsibilities and that“ they get paid to do a certain job.”<br />
One employer argues that you should distinguish <strong>for</strong> yourself to whom you offer flexible<br />
working. “Flexible working is an important instrument <strong>for</strong> professionals. And I am not denying<br />
that even at lower levels you need to create some space <strong>for</strong> people. At lower levels where work<br />
is more structured, people do not have the need <strong>for</strong> flexible working. They want to come to work<br />
54
at 7 a.m. and leave at 3:15 p.m. and then leave. For the professional who strives <strong>for</strong> autonomy, if<br />
you don‟t offer flexible working it will produce stress. That is qualitative stress, but if you<br />
implement this instrument at a lower level to people who want structure, then it also produces<br />
stress. It‟s not all black and white with me when I say, you cannot apply this at a lower level.<br />
But it depends on the individual you are dealing with. To whom can you give this space?”<br />
Drivers and Benefits of Flexible Working<br />
According to the results, there are four drivers <strong>for</strong> implementing flexible working. These<br />
are: job satisfaction, employee commitment, knowledge distribution and cost reduction.<br />
Employers believe that they should offer employees flexibility in their work so that these<br />
employees will be able to balance their work and family life and thus reduce conflicts that might<br />
arise from inflexibility in their work schedule. This suggests that companies are starting to move<br />
towards a more employee oriented focus. Employers strongly believe that they should move<br />
towards an environment that accommodates family life, because they find that this will increase<br />
employee satisfaction and output altogether. They also argue that employee satisfaction goes<br />
hand in hand with job satisfaction and that an employee oriented focus increases commitment,<br />
productivity and creativity. One employer argued that “ in Suriname there generally is a low<br />
turnover rate <strong>for</strong> employees. This shows employee loyalty and commitment to the company who<br />
should in turn appreciate this loyalty by offering flexibility. Certainly when confronted with<br />
employee sickness and mothers with young children. In doing this, the company supports family<br />
planning which will lead to job satisfaction.”<br />
Another driver <strong>for</strong> offering flexible working is distribution of knowledge. According to<br />
employers this involves knowledge sharing and process control that are imperative to guarantee<br />
55
continuity of business operations. Employers in both the service and production sector admit that<br />
there is too little focus on knowledge sharing and find that job rotation would be a perfect<br />
solution to this shortcoming. As one employer puts it: “ With job rotation you not only aim <strong>for</strong><br />
flexibility as an instrument, but you achieve a distribution of knowledge and assurance of<br />
processes regardless of whether one specific employee is absent from work. This enables you to<br />
work more efficiently and create what we call a „flexible layer‟.”<br />
The results also show that cost reduction is one of the main drivers <strong>for</strong> Surinamese<br />
employers considering flexible working. The global recession has it effects on developing and<br />
less developed economies as well. As a result, employers argued that they are <strong>for</strong>ced to look into<br />
alternative methods to incorporate cost reduction. They find that flexible working is one way to<br />
address this issue. From this perspective, flexible working will result in a flexible work<strong>for</strong>ce if<br />
employees are allowed to work from home and work part-time. Working part-time will also<br />
enable companies to facilitate professionals.<br />
According to the results, employees also believe that flexible working will allow them to<br />
balance their work and family life. They argue that flexible working will allow <strong>for</strong> more time off<br />
to tend to personal affairs as well as create the environment to start their own business on the<br />
side. One contractor working in the IT department stated the following: “I prefer flexible<br />
working, because it allows me to do other things such as scouting and visiting clients <strong>for</strong> my own<br />
consultancy business.”<br />
According to employers, flexible working has the following benefits:<br />
Increased employee per<strong>for</strong>mance. “Employees that are motivated and happy will be better<br />
focused and will per<strong>for</strong>m better.”<br />
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<strong>Po</strong>sitive company image. “ When your employees are happy, they radiate this to each other,<br />
customers and other outsiders. This gives the company a positive image.”<br />
Creating work-family balance <strong>for</strong> employees. “ when employees get the chance and time to<br />
take care of their family responsibilities first, they are at peace when they come to work and are<br />
better focused to get the job done.”<br />
Overall cost reduction by working cost-effective from home. “ certain tasks can be done<br />
from home which allows <strong>for</strong> savings on workspace.” One employer argued that employees who<br />
prefer part-time work <strong>for</strong> example, allow <strong>for</strong> cost savings on salary.<br />
Creativity is another benefit <strong>for</strong> employers. They believe that flexible work can stimulate<br />
creativeness and employee productivity.<br />
Employees perception of the benefits of flexible working do not vary substantially from those of<br />
employers. One employee states that “ the benefits of flexible working <strong>for</strong> me include being able<br />
to implement cost savings, being able to respond quickly to customer and employee needs (in the<br />
case of tele-work) and personal benefits <strong>for</strong> the employee.” Another argues that “ it is all about<br />
efficiency, cost savings and time management.” A substantial amount of employees view having<br />
time off to tend to personal matters a major benefit.<br />
Perceived Barriers of implementing Flexible Working<br />
Both employees and employers agree that the organization‟s culture is undoubtedly the major<br />
stumbling block in implementing flexible working. Flexible working constitutes a mind shift and<br />
change as a whole, which often moves everyone out of their com<strong>for</strong>t zone. One employee<br />
responded by stating that “ there needs to be an attitude change as well as habituation to<br />
accommodate flexible working.” A second barrier is the lack of company policy to accommodate<br />
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flexible working. The study shows that there is only one company in the production sector that is<br />
actively working to incorporate flexible working in their HR policies. Employers argue that there<br />
has to be a clear policy on who is eligible to work flexibly. They also believe that as long as<br />
there is no legislation on this issue, it is not recommended to <strong>for</strong>mally implement flexible<br />
working. Labor union regulations need to be amended as well. Others argue that our social<br />
system in Suriname is not quite ready <strong>for</strong> this type of working. Flexible working involves<br />
making a mind shift.<br />
In many organizations you still have an old fashioned way of thinking: “ if you are not at<br />
work early (7am) you are lazy and unproductive.” This stems from a control oriented attitude.<br />
Some believe that flexible working would not work <strong>for</strong> employees who are considered „young‟.<br />
They argue that „young‟ employees are often immature and do not have the self-discipline to<br />
work flexibly; often employees do not possess enough sense of responsibility to work<br />
autonomously. This involves the attitude of both employees and employers.<br />
One employee working in the HR department of a production company, argues that “flexible<br />
working arrangements are not suitable <strong>for</strong> the type of industry they are in, because the business<br />
operations can be compromised.” This particular respondent spoke from personal experience:<br />
“ I worked part-time in Holland <strong>for</strong> thirty two hours a week, and as a result I had less affinity<br />
with the company and my co-workers, because I was hardly at the office.”<br />
Inadequate tooling is also identified as a significant barrier to implementing flexible working.<br />
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Output<br />
orientation<br />
Defines<br />
Flexible working<br />
Influence/barrier<br />
Culture<br />
Employee<br />
productivity<br />
Stimulates<br />
Drives<br />
In<strong>for</strong>mal<br />
Ad Hoc<br />
Results in<br />
Commonly<br />
available<br />
provisions<br />
Implementation<br />
Model of Flexible Working according to Employers<br />
Figure 4.1<br />
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Culture<br />
Work<br />
scheduling<br />
Defines<br />
Influence / Barrier<br />
Flexible working<br />
Individual Needs<br />
Stimulates<br />
Drives<br />
In<strong>for</strong>mal<br />
Ad Hoc<br />
Results in<br />
Commonly<br />
available<br />
provisions<br />
Implementation<br />
Model of Flexible Working according to Employees<br />
Figure 4.2<br />
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Summary of Key Findings<br />
Flexibility can be applied to employees in a range of jobs and job levels. The results<br />
show that employees in general define flexible working as “having the freedom to plan their own<br />
work schedule as well as being able to work based on predetermined targets and workload.”<br />
This also known as flextime. Employers on the other hand, define flexible working as<br />
“delivering the same output as agreed upon in alternative working hours whereby the employee<br />
is given the opportunity to work from home or plan his/her arrival and departure time.” In<br />
Suriname, flextime or a variation thereof is the most common <strong>for</strong>m of flexible working<br />
arrangement currently being implemented in<strong>for</strong>mally. Flexibility is offered on an individual basis<br />
and left to the discretion of the immediate supervisor. Most employers give their middle<br />
management and supervisors the freedom to decide whether or not they implement flexible<br />
working on an in<strong>for</strong>mal basis. Remarkably, results reveal that there can be different perceptions<br />
and experiences within the same company. Flexible working or a variation thereof is more likely<br />
to be offered in the service sector than in the production sector and is highly dependent on the<br />
type of job. However, flexible working is not offered <strong>for</strong>mally to employees in either sector. On<br />
the flipside, not all employees are looking <strong>for</strong> flexible arrangements, because they fear it may<br />
isolate them or affect their company affinity. However, the study shows that women are more<br />
prone to flexible working than men.<br />
Most employers have a positive attitude towards implementing flexible working. But at<br />
the same time they mention some concerns that involve establishing boundaries between work<br />
time (core hours) and face to face availability; and finding a balance in the benefits <strong>for</strong> both<br />
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employers and employees. Some employers view provisions as perks instead of tools, which<br />
stems from a relationship of distrust. Employers should realize that employees can be guided<br />
using output control instead of dominating control.<br />
The provisions currently offered to accommodate flexible working are: Mobile phone,<br />
calling credit and closed user group system, laptops with or without internet connectivity as well<br />
as remote access through VPN‟s. In spite of the list seeming extensive, not every company<br />
involved in this study offers these provisions all together. It is usually either or. There were at<br />
least two that offered no provisions at all.<br />
According to the results, employers have four main reason to implement flexible<br />
working. These are: job satisfaction, employee commitment, knowledge distribution and cost<br />
reduction. The benefits involved in implementing flexible working in their opinion include:<br />
increased employee per<strong>for</strong>mance, positive company image, creating work-family balance <strong>for</strong><br />
employees, creativity and cost reduction. The positive image is being accomplished by<br />
accommodating working mothers, disabled employees and employees who are care takers of<br />
elderly parents or family members.<br />
Both employees and employers agree that the organization‟s culture is undoubtedly the<br />
major stumbling block in implementing flexible working. There are currently no <strong>for</strong>mal policies<br />
and structures in place to accommodate flexible working. Hence, the need <strong>for</strong> regulating the<br />
in<strong>for</strong>mal use of FWA. Another major issue is that employers believe that the social system in<br />
Suriname is not quite ready <strong>for</strong> this type of working.<br />
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Chapter 5 Discussion<br />
The main goal of this research was to gain insight in the perception of employers and<br />
employees about flexible working. The important question here is whether or not Suriname is<br />
ready <strong>for</strong> <strong>for</strong>mal implementation of flexible working. Women with young children are becoming<br />
one of the fastest growing segments of the work <strong>for</strong>ce. Furthermore, employees are increasingly<br />
showing interest in advance studies and there<strong>for</strong>e are in need of flexible work scheduling. This<br />
makes flexible working a growing need in our society. In this section, the perception and current<br />
demand are discussed in search <strong>for</strong> an answer to the be<strong>for</strong>e mentioned need. As mentioned in the<br />
introduction chapter, the ultimate objective of this research is to initiate a wider discussion on<br />
flexible working in Suriname and increase the awareness of this phenomenon in the corporate<br />
world.<br />
Patterns of Perception Differentiation Among Respondents<br />
In general, the perception of employers and employees regarding flexible working is in<br />
accordance with what literature tells us about the subject. However, there are some deviations in<br />
employees‟ and employers‟ perception regarding FWAs. The results revealed that employers‟<br />
perception of flexible working leans more towards a productivity (output oriented) focus,<br />
whereas employees‟ perception is more motivated by personal convenience (work scheduling<br />
factor). A few employees <strong>for</strong> example, argued that flexible working equals longer working hours<br />
and that flexible working benefits the employer more than it does employees. Once they leave<br />
the workplace, they do not wish to bring work home. Others perceived flexibility as having a<br />
negative impact on the continuity of business operations. They believe that alternative working<br />
arrangements that include being away from the office, creates estrangement among co-workers<br />
and less commitment to the organization in general.<br />
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According to the data, employers perceive flexible working as facilitating employees by<br />
introducing flexible or alternative working hours to achieve the highest possible outcome.<br />
Employees on the other hand, perceive flexible working as having more time to cater to their<br />
personal life and obligations, and there<strong>for</strong>e would like to work when it suites them best. In fact,<br />
they prefer compressed work weeks and working from home in order to reduce face time at the<br />
office. Employers however, want their employees to have remote access and internet at home in<br />
order to work when away from the office regardless if such an employee has already worked<br />
their full eight hours at the office.<br />
From the results we can conclude that in employers‟ perception, flexible working has the<br />
following benefits: increased employee per<strong>for</strong>mance, positive company image, creating workfamily<br />
balance <strong>for</strong> employees, overall cost reduction by working cost-effective from home and<br />
creativity. Responses revealed that employers have four main reason to implement flexible<br />
working. These are: job satisfaction, employee commitment, knowledge spread and cost<br />
reduction. Employees‟ perception on the other hand, identifies work-life balance as the major<br />
and most important benefit of flexible working. The barriers perceived were: organizational<br />
culture, attitude towards flexible working, lack of policies and regulation, and the readiness of<br />
our social system.<br />
Current Demand <strong>for</strong> Flexible Working Arrangements<br />
Results show that there are a significant amount of companies offering flexible working<br />
arrangements in<strong>for</strong>mally. Nevertheless, it is important to reiterate that flexible working is not<br />
offered <strong>for</strong>mally to employees in Suriname and the way it is being implemented deviates from<br />
flexible working as described in literature. This implies that employers in Suriname have their<br />
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own interpretation to what flexible working entails and how flexible working arrangements<br />
should be implemented; particularly in the service and production sector which were studied in<br />
this case. And even in cases where flexible working is offered, it is mostly on an ad hoc basis.<br />
The study revealed that every company has their own set of rules and guidelines they follow<br />
based on their own views and perceptions of flexible working. Some organizations do not offer<br />
any <strong>for</strong>m of flexible working but do allow their employees to arrive later or depart earlier due to<br />
family or other obligations. This is particularly so in the production sector. The <strong>for</strong>ms of flexible<br />
working that are currently offered in<strong>for</strong>mally include: Flextime, part-time working, job rotation,<br />
job sharing and tele-work; at least, a variation thereof. Flexible working is more likely to be<br />
offered in the service sector and less in the production sector and is highly dependent on the type<br />
of job. Flextime is the most popular <strong>for</strong>m of flexible working arrangement being implemented<br />
in<strong>for</strong>mally. Job rotation and job sharing are not as popular and are implemented far less than<br />
flextime.<br />
Although outsourcing is not recognized as flexible working according to literature, the<br />
current trend <strong>for</strong> local companies is to outsource jobs in ICT ,housekeeping, technical engineers<br />
and service maintenance in to reduce labor cost. Based on the results, we can conclude that there<br />
is a growing demand <strong>for</strong> flexible working in Suriname; both from an employer‟s and employee‟s<br />
standpoint. Employees currently demand flextime and tele-work mostly, because they allow <strong>for</strong><br />
the highest level of freedom to schedule their working hours. Employers, on the other hand,<br />
demand job rotation, flextime and part-time work because of the benefits they have <strong>for</strong> the<br />
organization. Job rotation has proven to be a powerful tool <strong>for</strong> those employers that currently<br />
implement this type of flexible working. Job rotation has thus far contributed to distribution of<br />
knowledge ( knowledge sharing), which helps guarantee the continuity of business operations.<br />
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Factors associated with implementing FWA in Suriname<br />
There are several factors to be considered when implementing flexible working in<br />
Suriname. The first is organizational size. Hogarth et.al (2000) <strong>for</strong> example, suggests that large<br />
organizations are more likely to adopt <strong>for</strong>mal FWAs and that small sized organizations are more<br />
likely to implement in<strong>for</strong>mal FWAs. This research was limited to medium and large<br />
organizations and can thus not produce an adequate answer to this question. The second factor is<br />
sector; data collected implies that flexible working is more likely to be offered in the service<br />
sector and less likely in the production sector. Thirdly, there are economic factors to be<br />
considered in relation to the demand and supply <strong>for</strong> labor. In an economic boom, there is usually<br />
a short supply of skilled workers and flexible working would provide <strong>for</strong> an alternative to retain<br />
or attract these skilled workers. In an economic downturn on the other hand, there is a surplus of<br />
skilled workers on the market. Flexible working will be less attractive in this case.<br />
Another interesting factor is institutional pressure. The results did not reveal significant evidence<br />
to state that there is sufficient institutional pressure present <strong>for</strong> Suriname organizations.<br />
Implications <strong>for</strong> theory and research<br />
Theoretical implications<br />
The overall goal of this study is to contribute to the introduction of flexible working in<br />
Suriname. The findings of this study do not diverge from the two main traditions of research on<br />
flexible working literature, which are the work-life tradition and the productivity and efficiency<br />
tradition ( Dalton & Mesch, 1990; Krausz et al 2000; Barnett & Hall 2001;Friedman &<br />
Greenhaus, 2000). They are merely a confirmation of what literature tells us. This research<br />
66
implies that the theory on flexible working is universal and thus also applicable in the Suriname<br />
context. The main lesson learned is that the perception of the employees supports the work-life<br />
integration theory. However, employers are more inclined to favor flexible working, because it<br />
can lead to increased productivity and efficiency of business operations. These findings also shed<br />
light on the current level of knowledge and perception of flexible working in the Surinamese<br />
context as well as the current demand <strong>for</strong> flexible working arrangements.<br />
The overall implications of this study <strong>for</strong> literature on flexible working however, is the<br />
production of a set of interesting questions, which will be further discussed in the section on<br />
future research.<br />
Managerial and practical implications<br />
There are a few managerial and practical implications that can be deducted from the<br />
results. Firstly, on organizational level, employers need to decide whether or not they want to<br />
implement flexible working in their organization. This will require some strategizing on their<br />
part of how flexible working will fit into the future of their company. Albeit, employers cannot<br />
continue to neglect the fact that there is a growing employee demand <strong>for</strong> adopting FWAs which<br />
will soon <strong>for</strong>ce organizations to revise their HR policies and <strong>for</strong>mulate flexible working policies.<br />
Labor unions will have to work with employers to incorporate FWAS in their regulations. The<br />
ultimate goal of policy in this area is to find flexibility arrangements with some <strong>for</strong>m of shared<br />
control that serve the interests of both groups. Employers will also be challenged to provide<br />
guidelines on eligibility. Secondly, a complete organizational restructuring is inevitable to create<br />
an accommodating culture of change. Managers and subordinates will have to undergo a change<br />
process (mind shift), which involves shifting from a control orientation where physical face-to-<br />
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face presence is required, to an output guided control orientation where target setting and<br />
achievement are leading.<br />
To facilitate the change process, managers need to be given the right tools and control<br />
mechanisms such as employee assessment systems to exercise high per<strong>for</strong>mance management as<br />
well as undergo training on how to exercise trust management. Initially, implementing flexible<br />
working will require a high investment, because of equipment and facilities that need to be put in<br />
place to accommodate FWAs. Tools to accommodate tele-work, job sharing and job rotation will<br />
require additional software, hardware and other telecom infrastructure to work effectively.<br />
Furthermore, schedule control of those employees working flexibly will require additional<br />
coordination.<br />
Although most of the employers that participated in the study are positive towards the<br />
implementation of flexible working, there are some concerns mentioned. These include concerns<br />
regarding the way flexible scheduling would affect productivity; and the limited experience they<br />
have with subordinates‟ use of FWAs. In regards to general implications to the service and<br />
production sector in Suriname, longer operating hours to facilitate customers and increased<br />
productivity levels are two very important factors. Employee control over work scheduling is a<br />
managerial issue that needs to be dealt with when implementing FWA. Employees having a high<br />
degree of control over their work schedule requires a very high degree of trust between employer<br />
and employee, because the employee determines his or her work schedule most of the time. Key<br />
here is to make good working arrangements regarding required face time and core hours at the<br />
office, as well as <strong>for</strong> delivery of assignments and targets.<br />
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<strong>Lim</strong>itations<br />
There were a few limitations while conducting this study. The first one is sample size.<br />
The sample consists of 20 respondents from 7 different companies and was based on judgment<br />
sampling. Due to the allotted time frame <strong>for</strong> conducting research, the interviews could only be<br />
done during a period of the year (August thru September) where most Surinamese families are<br />
vacationing. As a result many of the initial respondents identified were not available to<br />
participate. This has resulted in a smaller sample size. The study group may not be representative<br />
of the larger population and it was there<strong>for</strong>e difficult to make quantitative predictions. However,<br />
the participating respondents were carefully chosen to represent a diverse as possible sample<br />
from both the production and service sector companies. The companies involved in the study<br />
have more than 200 employees and can be considered medium to large in size. Furthermore,<br />
because this research is exploratory in nature it is tailored to the needs of production and service<br />
sector population.<br />
Another limitation is the fact that respondents do not always provide the “correct” or<br />
“true” answer either intentionally or unintentionally out of fear that they would expose company<br />
weaknesses. Because the subject of flexible working was fairly new to some respondents,<br />
certain answers were inadequate. This has limited the researcher, because follow up questions<br />
were based on the participants‟ responses to an earlier question.<br />
A third limitation is the fact that the data analysis was done manually without the help of a<br />
computer software program. This resulted in extensive and a long period of analysis and<br />
researcher bias is there<strong>for</strong>e not entirely excluded.<br />
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Future Research<br />
To further study the impact of implementing flexible working in Suriname, future<br />
researchers should focus on the impact of labor legislation, the financial implications <strong>for</strong><br />
organizations and the tooling and control mechanisms needed to facilitate flexible working.<br />
Eligibility and implementation procedures are other topics that also require looking into.<br />
Although there is much research done on an international level regarding the above mentioned<br />
topics, future researchers should carefully analyze whether or not the same findings can be<br />
applied to Suriname. When it comes to labor legislation, one of the main questions to be<br />
answered when looking at flexible working involves regulations and policies needed to facilitate<br />
and regulate flexible working. Both on national and organizational levels it is observed that<br />
legislation is somewhat outdated. Future researchers should advise on the type of legislation to<br />
be adopted, and if current international legislation such as the Fair Work Act 2009 and the<br />
Flexible Working Act <strong>for</strong> example, are applicable to Suriname. Financial implications, as to<br />
financial benefits and costs of implementing flexible working, are also subject to further<br />
research. This should be done from an organizational perspective as well as from a governmental<br />
perspective.<br />
The relationship between flexible working and organizational time demands is also<br />
another relevant subject <strong>for</strong> future research. As part of the company‟s culture, employees are<br />
often expected to take work home during the week and/or on weekends. As such, in some<br />
organizations employees are expected to work more than 40 hours a week to be perceived as<br />
committed and productive. How will flexible working manage these organizational demands?<br />
Based on the interviews, a few interesting questions <strong>for</strong> future research emerged:<br />
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What is the relationship between flexible working and the affinity with the organization?<br />
What level of employees should be allowed to work flexibly?<br />
What is the impact of tele-work on work life balance?<br />
What is the relationship between flexible working and the concept of outsourcing?<br />
What role does the attitude of employees and employers play in the implementation of<br />
flexible working? Specifically the employers‟ awareness and attitudes to flexible working<br />
as well as the attitudes from co-workers.<br />
<br />
How does workplace culture relate to flexible working? What types of workplace culture<br />
facilitate the use of flexible working practices?<br />
<br />
What is the role of HR in relation to the implementation process; e.g. training of flexible<br />
employees and guidance and support of management<br />
In order <strong>for</strong> future researchers to adequately answer these questions, the sampling size<br />
should be expanded and further diversified. Alternative methods to analyze data should also be<br />
taken into consideration, such as the use of software programs to code data. A combination of<br />
qualitative and quantitative analysis might also enrich the findings.<br />
During the execution of the literature review there were three main shortcomings that stood out,<br />
which could serve as topics of future research. These involved: the use of <strong>for</strong>mal policies versus<br />
the use of in<strong>for</strong>mal policies within organizations, lack in research on the organizational effects of<br />
FWA on co-workers who do not participate in flexible working, and the lack of research on the<br />
impact of FWA on organizational change (structure, strategy etc.).<br />
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Conclusions and Recommendations<br />
In general, employers and employees have congruent views regarding the definition of<br />
flexible working. However, their perception of FWAs are not in alignment with each other. The<br />
cause of this could be the absence of sufficient knowledge and in<strong>for</strong>mation regarding the<br />
implementation and regulation of flexible working in Suriname. Currently, there are no<br />
institutions committed to educate on, or professionally guide business organizations with<br />
implementing FWAs. From the government‟s side, there are also no official policies or programs<br />
in place to facilitate the business sector in this matter. This indicates that there is opportunity<br />
and need to <strong>for</strong>mulate policies <strong>for</strong> structuring flexible working in Suriname. Regulating the<br />
observed use of in<strong>for</strong>mal flexible working is a good starting point, considering the demand <strong>for</strong><br />
flexible working in Suriname. Formalizing flexible working will help eliminate discrimination<br />
against women, working mothers, and employees who are care takers of elderly parents or family<br />
members, and disabled employees.<br />
Flexibility should be considered a management tool to improve productivity and<br />
efficiency rather than an employee perk or accommodation. <strong>Po</strong>ssible reduction of overtime<br />
costs, matching staff to organizational demand profiles, flexible and diverse work<strong>for</strong>ce are<br />
among the most important benefits. On the other hand, there are a few important factors to<br />
consider. These include the additional cost of implementing FWAs, ability to meet customer<br />
demands, ability to reorganize work among flexible staff, impact on quality and per<strong>for</strong>mance.<br />
However, flexible working should support the organization's goals in order <strong>for</strong> it to be effective.<br />
The perceived benefits as reported by respondents include: increased employee per<strong>for</strong>mance,<br />
positive company image, work-family balance, cost reduction and improved creativity. The<br />
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arriers perceived were: organizational culture, attitude towards flexible working, lack of<br />
policies and regulation, and the readiness of our social system.<br />
Important considerations whether or not organizational size and business sector are<br />
deciding factors in implementing FWAs. Besides, data collected implies that flexible working is<br />
more likely to be offered in the service sector and less likely in the production sector. The verdict<br />
whether flexible working can be applied to production sector companies is still pending.<br />
Implementing flexible working currently does not appear to be of high priority in the Suriname<br />
business environment. However, with the increasing influence of globalization the business<br />
community will soon be confronted with this need. There<strong>for</strong>e, it is recommendable to<br />
immediately start the discussion on the usefulness of flexible working in Suriname and ways to<br />
implement it. The proposed <strong>for</strong>ms of FWAs and the steps to implement these are described<br />
below.<br />
Common <strong>for</strong>ms of FWAs to be implemented in Suriname<br />
The following FWAS are recommended <strong>for</strong> implementation in Suriname:<br />
First, Flextime: according to the findings, flextime is the most commonly used FWA. Because it<br />
is easiest to manage, the least costly, and workable <strong>for</strong> both parties, it is highly recommended.<br />
Participants of this research viewed flextime as corresponding mostly with Work-Life balance. It<br />
allows <strong>for</strong> individualized start and end times that could vary daily. However, the same number of<br />
hours are expected to be worked every day. Important in implementation of flextime is the<br />
incorporation of “core hours”. Core hours encourage face time between co-workers and allow<br />
<strong>for</strong> group meetings and communications.<br />
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The second recommendation is Tele-work. It is predicted as “a likely direction <strong>for</strong><br />
organizational development” (Pieperl and Baruch, 1997; Chesborough and Teece, 1996),<br />
because it is viewed as the FWA offering the most cost savings when it comes to office space.<br />
Tele-work allows <strong>for</strong> a portion of the job to be per<strong>for</strong>med away from the office, usually at home.<br />
It is most suitable <strong>for</strong> work that has clearly defined tasks and targets, work activity that can be<br />
measured and does not require daily face to face interaction. Important in the implementation, is<br />
the use of tele-work agreements between employer and employee that specifies the number of<br />
hours to be worked at the tele-work location and the specific time in which this will occur (e.g.,<br />
every Monday or Wednesday, the last Friday of the month, etc.). Additionally, it is important to<br />
provide appropriate tooling such as hardware (computer or laptop), software, and internet<br />
connectivity . Providing technical support is also an important consideration <strong>for</strong> this type of<br />
FWA.<br />
Third is Compressed Work Schedules. This is a traditional 35-40 hour work week<br />
condensed into fewer than five work days. This is a good alternative to flextime as it offers<br />
similar benefits.<br />
Common examples of Compressed Work Schedules <strong>for</strong> traditional 35-40 hour work weeks are:<br />
Four 8.75-hour days (35 hours) , Four 10-hour days (40 hours) , Four varied days; Three 10-hour<br />
days, and one 7.5-hour day (37.5 hours), etc.<br />
Fourth is part- time work. This is usually defined as “regular wage employment in which the<br />
hours of work are less than “normal” (Thurman & Trah 1990). This involves a work week<br />
schedule between 20 and 34.5 hours per week. The most significant benefit <strong>for</strong> employers<br />
according to Kalleberg et al (2000) using this <strong>for</strong>m of employment is that part-timers usually cost<br />
less in wages and even less in fringe benefits. Part-time working can also be applied to women<br />
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with young children and other professionals who are not able to work 40 hours due to personal<br />
circumstances. This provides businesses with an opportunity to attract talented professionals who<br />
would otherwise be overlooked.<br />
Finally, job rotation. Job rotation is defined as re-assigning employees from job to job<br />
within the same company (Edwards, 2005). According to the findings, job rotation offers<br />
employees increased knowledge ; and employers with knowledge distribution and crossfunctionality<br />
of its work<strong>for</strong>ce. The major benefit in this case is continuity of business operations.<br />
Steps to Implementation<br />
To improve competitiveness, companies could use operating hours and working time as a<br />
strategic resource to increase efficiency. In doing so, employers and labor unions should<br />
negotiate certain types of FWAs as part of work reorganization that gives employees greater<br />
autonomy.<br />
The first step is to revise labor legislation and develop the business case. One of the<br />
main issues to be addressed prior to implementing flexible working involves regulations and<br />
policies needed to facilitate and regulate flexible working. The first step is to identify all the<br />
stakeholders that have to partake in the process. On a national level, the parties involved in the<br />
regulation process include governmental institutions such as the Ministry of Commerce &<br />
Trade, the Chamber of commerce, Suriname Trade and Industry Association(VSB), Suriname<br />
Business Forum, Manufacturers Association Suriname (ASFA) and the National Parliament.<br />
The first step is <strong>for</strong> legislators and other stakeholders to per<strong>for</strong>m a legal assessment analyzing the<br />
current labor legislation and indicating which amendments or supplements need to be made to<br />
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facilitate flexible working. Law makers should approve legislation such as the Flexible Working<br />
Act 2009, which allows employees to request changes in the number of hours they work,<br />
changes in work scheduling (when they are required to work) and working from home. The<br />
biggest concern however lies with the eligibility criteria. Who is allowed to work flexibly? Other<br />
legislation worth looking into involves the Equality Act 2010 and the Disability Discrimination<br />
Act, which are geared towards protection of disabled employees. Provisions of the law should<br />
stipulate types of FWA to be implemented. Eligibility of flexible working cannot be legislated,<br />
because this is always a matter between employer and employee in the context of organizational<br />
demands and needs. The same goes <strong>for</strong> the application process including provisions <strong>for</strong> requests<br />
and refusals.<br />
On an organizational level, the Human Resources department should revise its HR policy<br />
to include the facilitation of flexible working arrangements. Prior to revising, organizations must<br />
develop the business case <strong>for</strong> implementing FWAs and identify which problems they hope to<br />
address by implementing flexible working. One method of developing the business case is to<br />
review any existing <strong>for</strong>ms of FWAs that are currently implemented in<strong>for</strong>mally in terms of how<br />
well they are working and what needs improvement. Based on the business case, organizations<br />
should define policies and practices as to determine which FWAs will be created/implemented.<br />
For starters, on organizational level employers could exercise control over flexible working<br />
hours via individual flexibility agreements (IFAs), which allow <strong>for</strong> variation of terms with<br />
employees.<br />
The next step is communication of the change process. Communication and<br />
involvement are key to success in the change process. Organizations need to make sure<br />
supervisors and all employees are familiar with the company‟s stance on flexibility and the<br />
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implementation process, to ensure its introduction will work. All inconsistencies need to be<br />
addressed as soon as possible.<br />
The last step is to provide tooling and control mechanisms. Once the business case<br />
has been made and accepted, organizations should provide tools and resources to accommodate<br />
employees. Equipment (hardware), software and other applicable tools should be available<br />
during non-traditional hours or outside of the workplace, whenever required. Most importantly,<br />
supervisors need to be empowered and provided with the right tools to manage the process. They<br />
should be able to manage flexible workers in an efficient manner to guarantee employee<br />
productivity and continuity of business operations. The role the organization plays in this<br />
instance, is to help supervisors learn to manage flexibly.<br />
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APPENDIX I INTERVIEW QUESTIONS<br />
Dear (name of respondent),<br />
I am doing research on implementing flexible working arrangements in Suriname. The concept<br />
of flexible working is fairly new to Suriname and this interview is intended to give some insight<br />
of the perceptions of employers and employees regarding the implementation of flexible working<br />
arrangements. I will ask you a few questions, which I would like you to answer as elaborate as<br />
possible. Be<strong>for</strong>e we continue, I would like to establish the following ground rules:<br />
1. This interview will be recorded to guarantee an accurate representation of your<br />
statements. You have the right to object to the use of an audio recorder, however your<br />
statements will be written on paper.<br />
2. If you do not wish to be called or recorded using your full name, we will record you<br />
using a first name only.<br />
Interview questions employees:<br />
1. In your own words, what do you define as flexible working?<br />
2. What type of flexible working does your employer offer?<br />
3. What provisions to assist flexible working have been made available at your company?<br />
4. What other provisions would you like to see made available?<br />
5. What type of flexible working do you prefer?<br />
6. Why do you prefer flexible working? (perceived benefits and drivers)<br />
78
Interview questions employers:<br />
1. In your own words, what do you define as flexible working?<br />
2. What type of flexible working arrangements do you offer to your employees?<br />
3. What are the main drivers <strong>for</strong> offering flexible working in your company?<br />
4. Which benefits could flexible working have <strong>for</strong> your company?<br />
5. Of those who work flexibly, what level of staff are they?<br />
6. In your opinion, what are the main barriers to implementing flexibility in your company?<br />
79
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