Organizational Behavior

Salido, Maurren F. July 22, 2020

Section 1

Case Study: Flexibility at KMPG

1. The main objective of the managers in an organization is to minimize costs and maximize
profit. And the program that KMPG did is to either make their employees work a four-
day week or four to twelve-week sabbatical with a thirty percent salary based on their
pay. This program is called flexible futures. The aim of this is to reduce the hours of
employees to lessen their pay. They educated employees about flexible futures with the
use of intranets. And in return, there is eighty-five percent of employees signed up with at
least one of the options. This program helped KPMG reduce their payroll up to fifteen
percent and at the same time they are able to enhance the morale of their employees.

2. The Flexible Futures program of KMPG aims to help their employee by enhancing their
job security and at the same time, they are able to drive their own destiny. They were
trained on how will they answer the potential questions. This helped the employees
because it is a life-and-work balance. The employees will be able to have more time with
their family, do what they are passionate about, have time for themselves, have a
vacation, part-time jobs, and a lot more. Volunteering with flexible futures able the
employees to worry less about their jobs and give more attention to their clients.

3. If I were an employee of KMPG, the Flexible Future program will appeal to me. Because
an individual's life should not solely be based on its work. We experience scarcity of time
and as we give all our time to our work we lose the time to spend with the people we
love. So this program would help me to control my own life. And the option I would
choose is having a four-to-twelve week sabbatical and still having a thirty percent salary.
In this way, I could take a break and unwind with my loved ones and friends once and a
while.