Home

Results 1 - 10 of 87,392 for flexibility. Search took 0.511 seconds.  
Sort by date/Sort by relevance
“A culture of trust that empowers employees to add flexibility to their  lives.” “Having the leaders realize that work life flexibility is about me too.” (...) Anne Weisberg, Deloitte “Work is what you do, not where you go.” Career Path Flexibility MYTH: Flexibility needs to be limited only to the  organization’s daily or weekly work FACT: Flexibility can be applied equally to longer term  horizons – monthly, seasonal (e.g.  (...) Work-Centric The Case for Flexibility: Surveys and StudiesSurveys of Managers The Case for Flexibility: Surveys and StudiesSurveys of Human Resources Professionals The Case for Flexibility: Surveys and StudiesSurveys of Human Resources Professionals …con’t The Case for Flexibility: Surveys and StudiesSurveys of Human Resources Professionals …con’t The Case for Flexibility: Surveys and StudiesUN OSAGI / DM Survey Results 2009Approximately 2500 Respondents The Case for Flexibility: Surveys and StudiesRelationship with Job Satisfaction, Engagement and Stress Flexibility Business Case – Conclusions Public Sector Work Life Initiatives Some Examples Private Sector Work Life InitiativesSome Examples Private Sector Work Life InitiativesSome Examples …con’t Flexible Work Arrangements at the UN Challenges Identified in 2009 OSAGI Survey Areas of FocusExpert Group Recommendations Organizational CultureRecommendations Organizational CultureRecommendations ..cont’d Organizational CultureQuotes from Experts Organizational CultureQuotes from Experts …con’t Flexible Work Arrangements Flexible Work ArrangementsRecommendationsMove from Accommodation to Integration Flexible Work ArrangementsRecommendations Flexible Work ArrangementsQuotes from Experts Career Path Flexibility Career Path FlexibilityRecommendations Career Path Flexibility Quotes from Experts Flexibility MetricsRecommendations UN Women – the New Gender Entity Role of UN Women Conclusion Resources OFPW Contact Info
Language:English
Score: 629938.3 - https://www.un.org/womenwatch/...Practice%20and%20Potential.pdf
Data Source: un
The panel questioned what exactly the face of flexibility was and how flexibility was being instituted above and beyond telecommuting. (...) She asserted that the best way to make the United Nations more flexible would be to introduce practices that accommodated flexible work environments. (...) Organizations needed to have a clear-cut written policy in place considering that there were many kinds of flexible work arrangements beyond telecommuting and flexible hours.
Language:English
Score: 629542.4 - https://www.un.org/womenwatch/...TERNATIONAL%20WOMEN%202009.pdf
Data Source: un
TABLE OF CONTENTS EXECUTIVE SUMMARY # CHAPTER 1: INTRODUCTION # CHAPTER 2: KNOWLEDGE OF FLEXIBLE WORK POLICIES # CHAPTER 3: ACCESS TO INFORMATION, RESOURCES, AND TOOLS # 3.1 – INTRANET “ISEEK” # 3.2 – OTHER SOURCES OF INFORMATION # 3.3 – APPLICATION PROCEDURES # CHAPTER 4: INTEREST IN FLEXIBLE WORKING ARRANGEMENTS # Flexible Working Arrangements at the United Nations Page 2 4.1 – OPINION ABOUT FLEXIBLE WORK # 4.2 – INTEREST IN FLEXIBLE WORK OPTIONS # CHAPTER 5: REQUEST OF FLEXIBLE WORKING ARRANGEMENTS # 5.1 – FLEXIBLE WORK PROPOSAL # 5.2 – OBSTACLES TO REQUEST # 5.3 – MOTIVATIONS FOR REQUEST # CHAPTER 6: USE OF FLEXIBLE WORKING ARRANGEMENTS # 6.1 – FLEXIBLE WORK APPROVAL # 6.2 – SATISFACTION WITH FLEXIBLE WORK OPTION(S) # 6.3 – OUTCOME OF FLEXIBLE WORK USE # 6.4 – PERCEPTION OF SUPPORT # CHAPTER 7: ADDITIONAL INFORMATION FROM SUPERVISORS # CHAPTER 8: RECOMMENDATIONS # APPENDIXES # Flexible Working Arrangements at the United Nations Page 3 Executive Summary The Office of the Special Adviser on the Advancement of Women and Gender Issues (OSAGI) conducted a survey on the UN Secretariat intranet iSeek in July- August 2009. (...) Flexible Working Arrangements at the United Nations Page 19 Too structured to be considered flexible. (...) INTEREST IN FLEXIBLE WORK OPTIONS Flexible Working Arrangements at the United Nations Page 21 Respondents demonstrated a strong interest in using flexible working arrangements.
Language:English
Score: 627199.7 - https://www.un.org/womenwatch/...s/FWA-survey-report-271009.pdf
Data Source: un
Key Findings: A flexible work culture encompasses, but goes beyond, the provision and use of flexible work practices. (...) Flexibility is about managing talent, about inclusion and about inspiring people to demonstrate their leadership.  Flexibility becomes part of the fabric of the way work gets done Flexibility is realized by adapting the work culture. (...) UK Right to Request Flexible Working Over the past decade, the UK government has taken significant steps in supporting flexibility in the workplace.
Language:English
Score: 626150.54 - https://www.un.org/womenwatch/...r_on_Work_Life_Integration.pdf
Data Source: un
UN Expert Group Meeting Work-Life Framework & Strategy Work‐Life Framework & Strategy Lisa Levey November 9‐11, 2010 The UN is a complex, highly decentralized  organization with a mobile, geographically  dispersed workforce  At present, work‐life support is highly variable  across UN entities 2 The creation of UN Women provides a catalyst for  envisioning a ‘model organization’ that supports  the complexities of the modern workforce Promoting gender equality and women’s  advancement around the globe is a fundamental  goal of the UN’s work 3 A framework enabling each entity within the  UN to choose from a set of options (e.g. core  versus gold standard) A recommended strategy and action plan for  UN Women 4 Use Staff Well Being as the overarching theme Basic Standard Gold Standard • Flex‐time •Mandatory time off after duty travel •Parental, compassionate, home leave •Compensation of OT for General Staff •Access to support services (Staff  Counselor, Ombudsperson, Mediator) •Stress management and staff outreach  support programs •Career development programs •Basic package plus: •PT work •Compressed workweek •Job sharing •Telecommuting •Compensation of OT for  professional / executive staff •Child care and sports  facilities •Dual career and staff  mobility programs 5 Infrastructure and positioning A flexible work culture Work‐life effectiveness  Flexible work practices Career path flexibility 6 Core Leading Edge Clear and relevant business case  customized for major parts of the  organization Positioned within a clearly articulated  and widely communicated strategy Resources are devoted to ongoing  execution of the strategy Linked to key organizational  objectives Mechanisms to collect ongoing  employee feedback •Work‐life support is a core organizational  value – as stated and practiced •Work‐life perspective embedded into  other organizational systems and  practices •Have a robust communications strategy •Measure work‐life progress over time •Use flexibility experiments to measure  impact •Local working groups develop  customized solutions Work‐life support is not a program but a perspective 7 Core Leading Edge Champions at highest levels  of the organization Informal flexibility widely  practiced Metrics tracked for managers  and leaders Opportunities to build  manager comfort and  competence Leaders model use of flexibility Align organizational systems to support flexibility Layered manager training and coaching Realize many stakeholders in successful use of  flexibility Practices/ norms that reinforce work boundaries Use pilot approach to flexibility Working flexibly is for everyone   8 Core Leading Edge Work redesign as a means to challenge ineffective work  practices Explicit focus on managing work overload Use of flexibility at the team or workgroup level Local working groups to identify customized flexibility solutions Benefits accrue to employees and the organization “Using flexibility in tandem with process improvements to support individuals,  teams and businesses.” (Catalyst Beyond Flexibility series) 9 Core Leading Edge Access to full menu of options Reason neutral policy Clear and well understood process System for tracking usage Resources to support mangers and  employees Success profiles Positioned as a tool for managing work,  not an accommodation Ongoing feedback used for continuous  improvement Allows maximum customization of  schedules Approach is iterative and experimental Managers receive skill building training Database of flexibility users Moving from a menu of options to broad and deep usage  10 Core Leading Edge Phased return to work from  parental or medical leave Support employees reentering  the workforce •Discussion of work‐life issues embedded into  career discussions, developmental planning •Ability to accelerate or decelerate careers  without long‐term career penalties •Provision of spousal support for dual career  families •Option to phase out for retirement •Proactive approach for bringing alumni back to  the organization •Availability of high level job shares Creating career paths that work through multiple life stages 11 Draft UN Work‐Life Strategy 12 Evolving the work culture Emphasize link between work‐life support  internally and UN mission as cornerstone of  communication strategy Conduct leadership briefings focused on  setting tone and personal role modeling Conduct targeted assessment of management  attitudes regarding flexibility 13 Evolving the work culture (continued): Require each UN entity to do the following: Develop customized flexibility plan and business case Convene working group to translate flexibility Require at least 1 flexibility pilot within 12 to 18  months Identify appropriate metrics including performance  metrics for managers and leaders  14 Expanding usage/ improving management of FWAs Develop clear and well understood approach for seeking  flexibility Convene flex forum, use learnings as base for UN flexibility  toolkit Create internal cadre of flexibility experts Publish flexibility profiles illustrating range of needs Develop system‐wide sortable data‐base of flexibility users  Develop ongoing listening systems Require each UN entity to make at least 2 flexible work  options accessible to employees 15 Embedding career path flexibility Create phase in and phase out options Restructure jobs left open by retirees Architect career paths for key developmental  jobs that better fit for dual career families Profile broad range of UN career paths Incorporate discussion of work‐life issues into  career planning process Facilitate the employment of UN spouses Preferential positioning Voluntary UN projects 16 Enhance dependent care supports Collect information on dependent care  support across UN entities Convene discussion/ support groups for UN  caregivers Identify possible opportunities to improve/  expand dependent care through existing UN  activities 17 Slide Number 1 Slide Number 2 Slide Number 3 Slide Number 4 Slide Number 5 Slide Number 6 Slide Number 7 Slide Number 8 Slide Number 9 Slide Number 10 Slide Number 11 Slide Number 12 Slide Number 13 Slide Number 14 Slide Number 15 Slide Number 16 Slide Number 17
Language:English
Score: 624319.24 - https://www.un.org/womenwatch/...k-and-Strategy,-Lisa-Levey.pdf
Data Source: un
Maquetación 1 Why is flexibility in the workplace important? Since the 1990s, several changes have occurred that have dramatically altered the workplace and propelled the need for flexibility forward. (...) Making the Case for the Implementation of Flexible Work Arrangements Flexible Work Arrangements at the UN Secretariat Over the past decade much has happened in the United Nations System to introduce flexible workplace op- tions. (...) Results from a recent survey conducted by OSAGI on flexible work arrangements in the UN Secretariat, for example, demonstrate that flexible arrange- ments have led to positive outcomes for both staff and the organization.
Language:English
Score: 621706.54 - https://www.un.org/womenwatch/...0An%20Institutional%20Case.pdf
Data Source: un
PowerPoint Presentation ICID CONFERENCE SASKATOON, CANADA 12TH-17TH AUGUST, 2018 Expected outcomes of Flexible Water Service approach: Increasing water saving through Flexible Water Service in Uganda Eng. (...) PILOT AREA LOCATION • Share results from flexible water service approach the case of Mubuku irrigation scheme; • Propose prospects of scaling up the results in Uganda. (...) Results / outcomes from flexible water service approach • Scaling up will require installation of 8 broad crested weirs along secondary canals, 82 flumes in tertiary canals & reconstructing 650 field canals; • For effective flexible water service will require masonry lining of tertiary canals, reconstruction of field canals and provision of siphons to furrows; • The existing night storage reservoir evaluated for its potential w.r.t flexible water service and improvements made to connect it to the user farms.
Language:English
Score: 618879.2 - https://www.fao.org/fileadmin/...saskatoon/11_ICID_FAO_WUEU.pdf
Data Source: un
Updating Economic Cooperation: Rethinking flexibility tools in light of modern evidence Introduction Prices Flexibility Rules Policy Implications Updating Economic Cooperation: Rethinking flexibility tools in light of modern evidence Meredith Crowley∗ ∗University of Cambridge, Cambridge-INET, and CEPR 12 December 2018 World Trade Organization 1 / 23 Introduction Prices Flexibility Rules Policy Implications Part 1: Price-setting by firms in the global economy • A tale of two countries – China and the United Kingdom Part 2: Trade policy flexibility in the WTO • Antidumping, safeguards, and anti-subsidy measures in action Part 3: The path forward • Contingent protection for temporary shocks • Long term growth and permanent shocks 2 / 23 Introduction Prices Flexibility Rules Policy Implications Global firms and local markets New insights from Big Data from China and the UK To consider what kinds of flexibilities the WTO should offer to member states, start by examining the actions and behaviour of global firms – companies that sell their output in foreign markets. 3 / 23 Introduction Prices Flexibility Rules Policy Implications Global firms and local markets New insights from Big Data from China and the UK How do firms set prices for their exports to different countries? (...) Some of the economic criteria in the Agreement on Antidumping appear to penalize firms for “normal” profit-maximizing behaviour. 12 / 23 Introduction Prices Flexibility Rules Policy Implications Flexibilities as part of a liberal trading system Today, trade policy in many countries is characterized by low or zero tariff rates on most products and high tariffs or other import restrictions on a small subset of products. (...) High- and middle-income countries use product level trade barriers to mitigate adverse aggregate shocks (Bown and Crowley, JIE, 2013 and JDE, 2014). 17 / 23 Introduction Prices Flexibility Rules Policy Implications Temporary Trade Barriers and Macro Shocks High-Income WTO members, 1988-2008 Source: Bown and Crowley (2013) 18 / 23 Introduction Prices Flexibility Rules Policy Implications Temporary Trade Barriers and Macro Shocks Emerging Economy WTO members, 1995-2010 High and middle-income countries use more temporary trade barriers when: • the domestic currency appreciates • domestic real GDP growth falls • foreign trading partner’s real GDP growth falls 19 / 23 Introduction Prices Flexibility Rules Policy Implications Lessons from empirical evidence for future policy design Can we design short-term flexibility tools to improve overall welfare?
Language:English
Score: 618258.15 - https://www.wto.org/english/re...ession2_1_meredith_crowley.pdf
Data Source: un
v=moMcbWUrpEk FAO’s Flexible Multi-Partner Mechanism (FMM): Digital Field Trip 2021 - Tanzania On 9 December 2021, the Flexible Multi-Partner Mechanism (FMM) launched FAO’s first-ever digital field trip... https://www.youtube.com/watch?v=SlKDiW7p2Zk FAO’s Flexible Multi-Partner Mechanism (FMM): Digital Field Trip 2021 - Niger On 9 December 2021, the Flexible Multi-Partner Mechanism (FMM) launched FAO’s first-ever digital field trip... https://www.youtube.com/watch?v=-BJ92YDHfxE FAO’s Flexible Multi-Partner Mechanism (FMM): Digital Field Trip 2021 - Kenya On 9 December 2021, the Flexible Multi-Partner Mechanism (FMM) launched FAO’s first-ever digital field trip... https://www.youtube.com/watch?
Language:English
Score: 617398.2 - https://www.fao.org/flexible-m...-mechanism/resources/video/en/
Data Source: un
v=moMcbWUrpEk FAO’s Flexible Multi-Partner Mechanism (FMM): Digital Field Trip 2021 - Tanzania On 9 December 2021, the Flexible Multi-Partner Mechanism (FMM) launched FAO’s first-ever digital field trip... https://www.youtube.com/watch?v=SlKDiW7p2Zk FAO’s Flexible Multi-Partner Mechanism (FMM): Digital Field Trip 2021 - Niger On 9 December 2021, the Flexible Multi-Partner Mechanism (FMM) launched FAO’s first-ever digital field trip... https://www.youtube.com/watch?v=-BJ92YDHfxE FAO’s Flexible Multi-Partner Mechanism (FMM): Digital Field Trip 2021 - Kenya On 9 December 2021, the Flexible Multi-Partner Mechanism (FMM) launched FAO’s first-ever digital field trip... https://www.youtube.com/watch?
Language:English
Score: 617398.2 - https://www.fao.org/flexible-m...-mechanism/resources/video/ru/
Data Source: un