INTERNATIONAL-SURVEYING-RESEARCH-JOURNAL-ISrj-ISrJ-Vol-11-Year-2022

responsible to oversee all. He also added then, if he is around in the office from 9:00 am to 5:00 pm, he expects
for his employees to be around too so it is easy to monitor and reach his employees when needed.
R4 and R5 both disagree with the challenge. R4 commented that with flexible work schedules, employers
experience benefits as well. Giving up some control of work schedules gives increased employee morale,
engagement, and commitment to the organization. The option also reduces employee turnover, absenteeism,
and tardiness by allowing workers to flex hours around home and family obligations. The flow of projects and
work may increase as employees are able to work when they accomplish more, feel freshest and enjoy
working.
R5 believe with a proper system of Flexitime, employer should not worry too much to allow employees to
work with flexible working hours. In his case, other than trust, WhatsApp application is one of the main channel
of communication in between him and his employees where most of latest update regarding work will be done
using WhatsApp. That is one of the ways he used to make sure that his employees are still carrying out their
tasks despite of wherever they are. Since they allow Flexitime in their company, he always made sure that his
employees always update him their whereabouts, their work progress and attach photos as proved.
Additionally, if there is a meeting or if he requires his employees to be around in the office for that day and
time, he will always inform earlier to make sure that his employees are aware of it.
Distribution of Workload and Reward Women Employees Fairly
Five out of six respondents agree that it would be a challenge for them to distribute work to their women
employees fairly if Flexitime is applied. This is because majority of the respondents have the same opinion
that not every women in the firms need flexible working hours therefore there is going to be two groups of
women who work with different schedules, one that work with standard working hours and another one is
working with Flexitime.
When there are two different groups, they as employers have to put a lot of consideration to distribute
tasks to the women employees such as their flexi and standard working schedules, employees’ current
workloads and job scopes etc. Thus, they do not implement Flexitime. Even so, R3 said that that the challenge
was more of the transparency between an employee and employer.
He stated that as an employer, he will assign jobs as he like therefore if the women employees find their
selves busy and have a heavy workload, they should report to him so that he is acknowledge with the situation
his employees are facing. R1 added that, in terms of rewarding the employees, it does not matter whether they
are working with standard or flexible working hours, rewards or increment is to be done based on their job
performance.
While other respondents agree that distribution of workload to employees fairly is a challenge for them,
R4 finds it not a challenge as he stated that offering flexible work schedules will increase employer ability to
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