Ibm- Overcome the Stress of Can’t Take Off

How might IBM go about improving its flexible pass policy to admirer alleviate some(prenominal) of the stress experience by employees who feel like they foott engender time off? The flexible vacation policy is aim to sign through employees the option to take limitless days off creates a break out work environment. Employees have the autonomy to hump their own workload and take vacation, inauspicious or personal days whenever they need to and for as long as they need. There is no jobless time at the end of the year, there is no throng forward into the next year, and there is no payout of accrued days when the employment relationship ends.Flexible vacation policy empennage increase the productivity since the employee can choose the where the location they doing their job and when they are doing, these can lead employees more willing to contribute to the organization if they felt their working environment is comfortable. Otherwise, the traditional vacation policy allocates a specific number of vacation, sickness, and personal days to each employee depending on length of time at the company. Sometimes employees are able to carry over a certain portion of unused vacation time into a fresh year or they can sell back their unused days to the company.To tracking these days off use costly and time consuming accounting and administration methods. Now there are legion(predicate) companies using flexible vacation policy, such as Netflix, IBM, or Morningstar. Since 2003, IBM had flexible vacation time for every employee. People who work for the company simply give their executive programs a heads up, but otherwise, take time off when they want it. Instead of tracking the hours of employees work, the electronics company has implemented what it calls a results only work environment, where workers are measured on achievement alone.Although flexibility vacation policy can be benefits to the organization, supervisor and employee, flexible work arrangements but it also pose a series of challenges and disadvantages. The stresses undergo by employees who feel like they cant take time off mostly due to the ongoing project which in on hand, and many colleague taking time off all the same time. These are the two reasons always caused discontented happened in an organization. To deal with these problems IBM trying out a new vacation policy, in which fixed vacation rules are replaced by informal agreements mingled with employees and their immediate supervisor.The guiding principle is that the work must conquer done. As long as this is the case, employees can take as much vacation as they want, even on short notice. Avoid ruining the dishy vacation by being call back during the vacation it is better to hand over or replace the job to someone or adjudge sure the task is fully completed before the holiday tune is on. To rent this policy going on effectively that is needed the cooperation of all employees because supervisor concerns about equity. Supervisors worry about being fair to employees when they know everyone cant have flexibility. The key is making sure that the process is the same that every employees request is fairly considered, even though the outcome may vary. The present of technology in flexible vacation policy may help IBM to overcome the problem of having many colleagues taking vacation at the same time. IBM can create a page for all IBMs workers-the management instruction system, to up term the newest training and the vacation date employees wanted or planning to take off.Management of information system is any organized of people, hardware, software, communication networks, selective information resources and policies and procedures that store, retrieves, transforms and disseminates information in an organization. The system can reduce the chance of error occur, such as forgot to inform their head or supervisor, clash date with colleagues vacation date and so on. To manage this page is needed a person t o in charge, to allocate employees leave or vacation based on the system data which updated by employees. Even there is flexible vacation policy but still need some workforce to carry on the organization activities.Besides that, the communications between organization, supervisor and employee also can reduce the imbalance emotion of the workforce because of they cant take time off. Annual or semi-annually clashing or a gathering for all workers should be maintain even because of the technologys reach can provide non specific location for workers to tactual sensation with their supervisor or head via computer or cell phone by using video conference, e-mail, mms and so on, but a face-to-face opposition can brings a lot of advantages sometimes. It can avoid conflict happened by using text conversation, it can shows the sincerity and so on.No matter how flexible the vacation policy is, the contraction between all stages of workforce should be maintain and fix in a time. Example, a ge neral meeting of every segment in held on every second week of the month, it is the chance for each department head to meet their workforce and share the newest information in between them. Other than that, company should organize two or more person work in a team so that if one of the member who take day off, there is another person who will replace the position, it can reduce the cases of calling back the worker who is on vacation.Synergy always can make task to be more efficiency and done with more effectively. If use this way, it brings a lot of advantages. First of all, colleague of the member who is on vacation can response on the continuing job which can save more time and money. Second, it can increase the satisfaction of workers inside the company because they can get their happiness vacation without the obstruction of the job. Grouping work can also increase the effectiveness and efficiency. Resisting change.Whether its the labor shortage, or labor mismatch, the brain dr ain, the traffic, the new demographics, or technology, there are many profound and reasonable reasons to change the way we work. Being proactive in the face of change is much better than being reactive in this fast-paced business environment. Fears of abuse. There are some employees who may take advantage of their work situation, no matter what the policy. As one supervisor put it, There are always a few bad apples. They have to be dealt with.Its much better to manage for the good apples. If employees are well managed, abuses will be kept to a minimum whether the employee works on a flexible arrangement or not. Skeletons in the closet. Just because flexibility was tried with one employee in the past and didnt work doesnt mean that the same outcome is inevitable if it is tried once moreespecially if the individual is well matched with the flexible arrangement. Mistakes can be used as important tools in making improvements. It takes more time to manage. Interviews with managers at J PMorgan rut who supervise employees using some flexible work arrangement reveal far fewer problems than managers anticipated 95 percent of managers say it does not posit more time to manage people on flexible arrangements 88 percent of managers who are managing employees on flexible work arrangements report no prejudicial impact on their ability to supervise and 66 percent say managing flexible work arrangements enhanced their management skills.