ORGANIZATIONAL BEHAVIOR

ALTERNATIVE WORK
ARRANGEMENTS
&
USING REWARDS TO MOTIVATE
EMLOYEES
Presented by:
Group 12
Md. Ayaz Qureshi-119
Nidhi Gupta-138
Mohit Singla-125 (Moderator)
Ojoshwi Bhattacharjee-146
Nandana K-132 (Observer)
 ALTERNATIVE WORK
ARRANGEMENTS
Alternative Work Arrangements are the approaches to motivate
employees working for an organization especially designed for a
diverse workforce of dual-earner couples, single parents, and
employees caring for a sick or aging relative. Such as:
-Flextime
-Job Sharing
-Telecommuting
 FLEXTIME
FLEXTIME IS A SYSTEM WHEREIN EMPLOYEES CHOOSE THEIR
STARTING AND QUITTING TIMES FROM A RANGE OF AVAILABLE
HOURS.
PROS CONS
UNDERMINE GOAL
POSITIVE WORK OUTCOME ACCOMPLISHMENT
REDUCTION IN NOT APPLICABLE TO EVERY
ABSENTEEISM JOB/WORKER
NOT EFFECTIVE FOR TIME BOUND
JOB SATISFACTION JOBS
IMPROVEMENT IN MAY MAKE EMPLOYEE LESS
PRODUCTIVITY PUNCTUAL

SUITABLE FOR
Flextime works best when work is either highly individual or when information technology allows
opportunities for asynchronous collaboration.
JOB PROFILES: Content Writers, SEO, SMO, Data Analysts, Graphics Designers, Video Editors
 JOB SHARING
A TYPE OF WORK ARRANGEMENT WHERE TWO OR MORE
INDIVIDUALS SPLIT WORK/TASK TO PERFORM A JOB NORMALLY
FULFILLED BY ONE PERSON WORKING FULL-TIME.
PROS CONS
REDUCE STRESS AND SCHEDULING CHALLENGES FOR TRAINING
TIREDNESS AND MEETING

INCREASE EFFICIENCY COMMUNICATION PROBLEMS

INCREASE PROFICIENCY POSSIBLE DISRUPTION OF WORK FLOW

BENEFIT OF COMBINED NEED FOR ADDITIONAL SUPERVISORY TIME

INTELLIGENCE

SUITABLE FOR
SKILL AND TALENT BASED JOBS, STAGED AND FRAGMENTABLE TASKS
JOB PROFILES: SALES AND MARKETING, DATA ENTRY, TEACHING
 TELECOMUTING
WORKING FROM HOME ATLEAST 2 DAYS A WEEK
:THROUGH VIRTUAL DEVICES – LINKED TO
EMPLOYER’S OFFICE
PROS CONS
INCREASE PRODUCTIVITY LEADS TO SOCIAL LOAFING

INCREASED EMPLOYEE SATISFACTION MORE WORK-FAMILY CONFLICTS

REDUCED COST ON OFFICE SPACE AND

UTILITIES
MAY UNDERMINE CORPORATE CULTURE

REDUCES ROLE STRESS AND TURNOVER COULD JEOPARDIZE SECURITY FOR THE
INTENTIONS COMPANY

SUITABLE FOR
TASKS THAT REQUIRE CONCENTRATION : DESIGNING/WRITING
JOB PROFILES: WRITER, ATTORNEYS, ANALYSTS, TELEMARKETERS
 USING REWARDS TO MOTIVATE EMPLOYEES

ENSURE OFFERING PROVIDING

REWARD
EMPLOYEES BOTH REWARDS
MUST HAVE CHANGING
VIEW MONETARY IMMEDIATEL
VALUE TO REWARDS
REWARDS AS AND NON- Y AFTER
THE FREQUENTLY
WORTH THE MONETARY ACHIEVEMEN
EMPLOYEE
EFFORTS REWARDS T

WHAT TO PAY: ESTABLISHING A PAY STRUCTURE

HOW TO PAY : THROUGH VARIABLE-PAY PROGRAMS
 PIECE-RATE PAY
NO BASE SALARY AND PAID A FIXED SUM FOR EACH
UNIT OF PRODUCTION COMPLETED.
PROS CONS
NO TIME BOUNDATIONS QUALITY WORK BEING COMPROMISED

WORKERS NEVER PROCRASTINATE IMMENSE PRESSURE ON EMPLOYEES

PRODUCTIVITY INCREASES FIXING A PIECE COST IS TOUGH

INNOVATIVE WAYS TO GET JOBS DONE NOT FEASIBLE FOR MANY JOBS

SUITABLE FOR
TASKS THAT REQUIRE MORE PRODUCTION
JOB PROFILES: SALES/DAILY WAGE EARNERS/ FARMERS
 MERIT-BASED PAY
A PAY PLAN BASED ON PERFORMANCE APPRAISAL
RATINGS
PROS CONS
INADEQUATE PERFORMANCE APPRAISAL
HIGH PERFORMERS ARE REWARDED SYSTEMS

CREATES HEALTHY COMPETITION DESINTEGRATION OF TEAM UNITY

IDENTIFIES WORKER WHO ARE CONFLICT AMONG EMPLOYEES

UNDERPERFORMING
HELPS COMPANIES TO RETAIN THEIR EMPLOYEES MAY FEEL UNMOTIVATED AND
BEST EMPLOYEES UNIMPORTANT

SUITABLE FOR
LARGE ORGANIZATIONS
JOB PROFILES: FOR ALL TYPES
 BONUSES
A PAY PLAN THAT REWARDS EMPLOYEES FOR RECENT
PERFORMANCE RATHER THAN HISTORICAL PERFORMANCE.

PROS CONS
Increases employee motivation.
Productivity may fluctuate

Creates friendly competition among staff. Reduction or cancellation of bonuses

Increases employee loyalty and attracts new
recruits. Taxation of bonuses

Better teamwork Could result in unethical practices

SUITABLE FOR
All types of jobs and ranking
 SKILL BASED PAY
AN ALTERNATIVE TO JOB BASED PAY THAT BASES PAY LEVELS ON
HOW MANY SKILLS EMPLOYEES HAVE AND HOW MANY JOBS THEY
CAN DO.
PROS CONS
Easier staffing
Redundancies in skills

Better communication across the organisation

Reduced quality of skills

Higher levels of workforce flexibility

Does not address the level of performance

Higher productivity Employees could top out

SUITABLE FOR
Manufacturing businesses
 PROFIT SHARING PLAN
A PROFIT SHARING PLAN DISTRIBUTES COMPENSATION BASED ON
SOME ESTABLISHED FORMULA DESIGNED AROUND A COMPANY'S
PROFITABILITY.
PROS CONS
Employees get a feeling of psychological
Added cost for the employer
ownership
Increases workforce loyalty
May create issues of entitlement

High productivity The plan may not be 100% equal

Atmosphere of accountability Focus of employees may get changed

SUITABLE FOR
For all types of jobs and ranks
 GAIN SHARING
 SYSTEM USED TO INCREASE PROFITABILITY BY
MOTIVATING EMPLOYEES TO IMPROVE THEIR
PERFORMANCE.
PROS CONS

Increases involvement and participation

All the work falls to those who are
most productive
Motivates employee to work smarter in team
than working harder
Some employees feel self-important

Depends on productivity rather than profit Ruin motivation for others

SUITABLE FOR
Manufacturing, health care, distribution, and service, as well as the public sector and non-profit
organizations
 EMPLOYEE STOCK OWNERSHIP PLANS

allow business owners

allows employees to
to reward their Restrain employees
become beneficial
employees and from unethical
owners of the stock in
managers with a stake behavior
their company
in the business

Applicable in companies that have

• reputation for effective leadership
• reputation for nurturing a culture of growth and innovation
• reputation for being employee-centric by rewarding and recognizing staff contributions
 EVALUATION OF VARIABLE PAY

foster unhealthy competition

Employers pay to Rates an employee's most
Helps the company to when employees disclose
employees whose recent job performance
meets its own goals for their pay to and make it
performance meets or instead of job performance
productivity and difficult to re-engage
exceeds company for the entire evaluation
profitability employees in collaborative
expectations period
work groups
THANK YOU!!