The desk has been tidied and to do lists have been checked off because tomorrow begins my first ever sabbatical. For the next six months I will not be showing up at Maynooth’s School of Business to ply my trade.That … Continue reading →
Yahoo boss Marissa Mayer has come under attack in recent months after she made changes to Yahoo employees' work-from-home arrangements. Women and parental rights advocates hotly contested the imposition to have to come into the office to work. Teleworking (working from home) policies and practices have been taken up by many organisations in the public and private sector, and for many employees it has has led to a better work/life balance. Why waste time on a long commute to work if you can get the job done from home and connect with work via computer, internet and mobile devices? However, on the other hand, Marissa Mayer may be on to something. In practice working from home often means no fixed end time to the working day, with home and work chores overlapping and blurring throughout the Continue reading here [...]
Against the backdrop of the economic downturn and the apparent increasing financial requirement for some organisations to track performance and increase productivity, advances made to instilling an organisational cuture of flexibility and trust may be slowing in some work situations. Margaret Heffernan however http://www.inc.com/margaret-heffernan/why-flexible-hours-inspire-achievement.html argues against tracking employees' hours. She believes that introducing tracking systems only wastes effective time where the employees are actually being productive and working rather than filling in timesheets and forms.
Heffernan's argumentation is in keeping with studies from the Great Place to Work organisation http://www.greatplacetowork.ie/ which advocate a culture of trust in organisations. Continue reading here [...]
While figures suggest more female participation in the workplace, the proportion of women on boards and in senior positions remains notably lower than their male counterparts. Preference theory suggests women have three 'preferences': career, mother (childcare), and a 'balance' between career focus and motherhood (childcare). This theory fails to address the voluntary (and involuntary) context of the 'preferences' and emphasises the requirement to differentiate between preferences and choices.
For instance, some women would 'prefer' to stay at home with their children, but due to financial constraints, may choose to 'balance' or even focus on 'career'. Similarly for women that may like to maintain or return to a paid working career after having children, they may not find employment or Continue reading here [...]