Autonomy

Autonomy is defined as the degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures used in completing it. The article entitled Creative Management Practices for Making Work Work embodies the true definition of autonomy. The article talks about the trend that companies are taking to increase employee’s morale by helping them to manage their work life balance not only to benefit the employees but “because it makes good business sense” (Galinsky, Wigton, & Backon, 2009). Many companies are taking the extra step in managing employees’ performance by giving them the freedom and independence of how they feel at work. The article discusses how the approaches of taking an interest in the employees work life balance “create effective and flexible workplaces, where work “works” for both the employer and employees” (Galinsky, Wigton, & Backon, 2009). The article highlights many organizations that have taken this approach in the welfare of the employee and the success it brings to the company. In summary, giving the employees more freedom in the workplace and not just playing by the policy rule book encourages development and growth both personally and professionally that not only benefits the employee, but the company.

Empowered Employees = Productive Work Environment is not a difficult concept to grasp, however it is not implemented into the day to day work place. Autonomy played a major role in the job satisfaction and personal life of many of the employees who worked for organizations that take this approach. Many of the practices that companies are taking detailed in the article that aided in the success of the employees and the bottom line the business are; voluntary reduced hours; allowing employees to work at home one or two days a week to save on commuting costs; allowing employees greater scheduling flexibility if their spouses have lost a job or seen their hours reduced and the family needs to make changes; and reassigning responsibilities when no hiring is possible. (Galinsky, Wigton, & Backon, 2009)

Employers like Rice University are focusing on the health and wellness of their employees utilizing “the notion of "employees helping employees," often assisted by screenings, healthy lifestyle programs, and "coaches." For example, Rice University in Houston has an on-campus subsidized Weight Watchers program open to its 2,700 employees. Collectively, employees have lost more than 2,000 pounds. They also have access to lifestyle screenings and yoga classes, and they can shop for healthy foods at a weekly farmers' market on the campus.”

“Beyond the basics—employers have expanded the use of flexibility to ensure that all employees have access and they are providing coaches to ensure their offerings will be used. RSM McGladrey, an accounting, tax, and business consulting firm in New York, has introduced FlexYear, a program that provides a schedule similar to a teacher's. FlexCareer, another option, lets employees take up to five years off for personal reasons and provides resources, such as subsidized training, to keep participants connected with the organization and industry so they can come back to work with greater ease. Coach-on-Call gives employees free access to a professional coach offering advice and support on work-life issues. And the New Parent Coach provides resources, support, and information to help new parents navigate through pregnancy, leave, and the transition back to work.”

References

Galinsky, E., Wigton, T., & Backon, L. (2009). Creative Management Practices for Making Work Work. Bloomberg Business Week , 1-2.

McShane, S. L., & Von Glinow, M. A. (2008). Organizational Behavior: Emerging Realities For The Workplace. New York: McGraw Hill.