Flexible Working and Employee Engagement

Abstract

The purpose of this thesis is to review flexible working arrangements, for whose benefit they are, and how this could be linked to employee engagement. Previous literature was used to provide a basis for the research to be conducted within a UK manufacturing company. This involved a survey that was distributed electronically to the employees; 335 employees took part. The survey included both quantitative and qualitative data and examined the impact and opinions of those who were offered flexible working arrangements or time autonomy. The findings show that flexible working can be a potential reason for employee engagement by allowing employees to become more absorbed in and dedicated to their tasks. Employees may also feel more trusted, productive and motivated. On the contrary, this can also create more distant or exhausted employees as more freedom and flexibility exists. Allowing flexible working is highly dependent on one’s job role, and on where and how the work should be completed. For the benefits to the organisation and individuals to be realised, support is required from the HRM for the implementation of new ways of working and policies.