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 Home : Developing a Workplace Program : Employment Matter Solutions : Work Organisation : Section B Return to the previous submenu
Issue 2 - Things That Could Be Going Wrong
  • the informal way in which a performance review is done can disadvantage people utilising family friendly work options;
  • irrespective of company policy, an individual manager who doesn’t support family friendly work arrangements, places pressure on employees to conform to a preferred option;
  • a manager won’t alter personal style, or operate in a way that accommodates different work arrangements, placing pressure on the peers of those utilising family friendly options;
  • a simplistic grasp of equality principles, and their direct application to existing salary base, can result in pay inequities, and subvert the objective performance based system, used previously;
  • the manager holds the view that the full-time person is more committed to the organisation.

Proceed to Issue 2 - Unpacking the human factor
or
Return to Work Organisation Solution Tool Homepage.

 
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Did you know . . .

Women are significantly over-represented in low-paid, low-status work.
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“To provide exemplary service, a company must have good morale. To do this, one must consult with staff, and take a flexible approach.”

... Hollywood Private Hospital Executive Director, Kevin Cass-Ryall