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The Impact of Reduced Work Hours
The Impact on Productivity
Reducing the work hours in an organization must be handled with diligence because it can compromise productivity. It would be essential to approach it progressively so that the employees are not surprised by a new system. However, from an operations point of view, the reduction in work hours will most likely boost productivity because the workers will be in a position to perform optimally. Exhaustion due to putting in many work hours leads to stress and depression. An employee who is stressed cannot compare to one who gets enough sleep, exercise, and social time (Yuang, Wu, Tang, 2018). As the BambooHR case study shows, subjecting employees to long shifts leads to different problems like sleep deprivation and fatigue. Therefore, the employees are not able to maximize their output.
The Impact on Morale and Company Culture
Reducing the work hours to forty weekly will have a positive impact on staff morale and company culture. According to Stettner (2017), there are instances when employees drag their feet so that they can get overtime pay. However, if this is changed and the employees are given specific timelines, they will be conditioned to finish the assigned tasks within the scheduled time. Such a scenario is good for motivating employees to work harder as established from the BambooHR case study. Despite their staff only working for forty hours every week, the company was recognized by Utah Business as a “Best Company to Work For,” meaning that the reduction of work hours motivates employees. In terms of company culture, this step will bring a culture of time-consciousness where everyone will be determined to complete his or her assignments in time, whether working as a group or independently.
The Impact on HR in Recruiting and Retaining Employees
When the number of hours that an employee spends at work per day is reduced, employees develop creative ways to complete assigned tasks. This is because, despite a reduction in work hours, the workload does not change. Therefore, for the recruitment department in the company that intends to implement the BambooHR initiative, the focus should be on creative and competitive talents in the market. This is because competition informs the workings of the current employment sector (Burke, Genn-Bash, & Haines, 2018). When the new employees join the workforce, they will enjoy working in an environment that provides time for rejuvenation because of the forty-hour workweek. Such a work environment provides fulfillment for the employees and improves the retention prospects of the organization because employees will seek long-term engagement.
The Leadership Type Required for this Working Environment
The most fitting leadership for this environment is a leadership style anchored on an organizational culture that combines visionary, affiliative, and coaching leadership. Since the change will be new and unique, it will require a leader who can mobilize employees towards a shared vision. Similarly, it will be imperative for leadership to adopt a coaching model that can influence the existing and new employees to adopt the new organizational culture. Finally, the leadership will need to be affiliative, which refers to a leader’s ability to create emotional bonds and harmony at the workplace. This strategy has worked for BambooHR, where the leadership is emotionally attached to the employees and can identify when the employees have difficulties.
References
Burke, T., Genn-Bash, A., & Haines, B. (2018). Competition in theory and practice. Routledge.
Stettner, A. (2017). How to Protect Work and Wages in America. Challenge, 60(3), 268-278.
Yuan, S., Wu, F., & Tang, G. (2018, July). Work Connectivity, Emotional Exhaustion, Turnover Intention and Work-Life Balance. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 17883). Briarcliff Manor, NY 10510: Academy of Management.
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