Employee time autonomy refers to the degree of control that employees have over their own work schedules and time management. This can include the liability to set their own hours, take breaks when needed, and work from home or other locations outside of the office.
Employees who have more autonomy over their time tend to be more satisfied with their jobs and experience less stress and burnout. They are also more likely to be engaged and productive in their work.
Relationship between time autonomy and gender.
The relationship between time autonomy and gender is complex. Women often face more challenges in achieving work-life balance due to social expectations and responsibilities related to caregiving and household management. As a result, they may have less flexibility in their work schedules and less control over their time.
According to the European working conditions survey 2010, show that autonomy in working time improves individuals' and firms' performance without promoting overloaded or burnout. However, in work time autonomy is incorporated into a system of family-friendly workplaces firms may benefit from the trade-off between (higher) marginal returns and (lower) wages, but not from increased productivity.
Research has also indicated that the effects of time autonomy on job outcomes may differ depending on an employee's gender. Specifically, women may benefit more from time autonomy than men, as they often have more caregiving responsibilities outside of work and may appreciate the flexibility to manage those responsibilities while still being able to work. Additionally, women may face more rigid gender expectations and biases that limit their access to creating types of work and opportunities for advancement, so having control over their time may provide them with a greater sense of agency and control over their careers.
On the other hand, men may face more pressure to conform to traditional gender roles and expectations that prioritize work over other aspects of life. As a result, men may be less likely to take advantage of time autonomy and may feel guilty or stigmatized for doing so.
Importance of recognizing employees' time autonomy and gender.
Importance for organizations to recognize the role of time autonomy in employees' well-being and work to promote greater flexibility and control over the schedules for all employees, regardless of gender. This can include offering options for flexible work arrangements, such as remote work or flexible hours, and creating a culture that values work-life balance and recognizes the importance of taking time off for personal and family needs.
How to build Autonomy.
Building autonomy involves developing the ability to make independent decisions and taking responsibility for On's actions.
Steps to build autonomy.
Identify
your values and priorities: Know what matters most to you and what you want to
achieve in life. This will help you make decisions that align with your goals
and values.
Start small: Take on small tasks or challenges that
require you to make decisions independently. As you gain more experience,
you can take on bigger challenges.
Learn from your mistakes: Making mistakes is a part of
learning and growing. Don't be afraid to make mistakes, but also take the
time to reflect on them and learn from them.
Seek feedback: Seek feedback from others to help you
learn and grow. Listen to constructive criticism and use it to improve
your decision-making skills.
Take responsibility: Take ownership of your decisions
and actions. This means being accountable for your mistakes and taking
steps to make things right.
Practice self-reflection: Take time to reflect on your
decisions and actions. Ask yourself why you made a certain decision and
what you could have done differently. This will help you learn and grow as
an autonomous individual.
Build confidence: Developing confidence in yourself and
your abilities will help you make decisions independently and take
responsibility for your actions.
Autonomy isn't about doing anything.
However, autonomy doesn't mean that one can do whatever one wants without considering the consequences or the impact on others. Autonomy implies that individuals have the right to make choices that are in line with their values, preferences, and goals but within certain limits. For instance, in a working society with rules and laws employees have to freedom to act in accordance with their own will as long as they don't violate the law or harm others.
Hence, autonomy requires individuals to consider the consequences of their actions and the impact that they have on themselves and others. It also implies that they need to have the ability to make informed decisions based on their knowledge, values and experiences. Autonomy is a crucial aspect of human dignity and fundamental human right, but it comes with responsibilities and limitations.
Conclusion
Time autonomy can be a valuable resource for employees, but the benefits may be greater for women than men due to differences in gender roles and expectations. It is important for organizations to recognize these gender differences and create policies and practices that support all employees in accessing and utilizing time autonomy in ways that are meaningful and effective for them.
References.
Adler, M.A. (2006) Gender Differences in Job Autonomy: The Consequences of Occupational Segregation and Authority Position, The Sociological Quarterly. Wiley on behalf of the Midwest Sociological Society. Available at: http://www.jstor.org/stable/4121107 (Accessed: March 28, 2023).
Beckmann, M. (no date) Working-time autonomy as a management practice, ISA World of Labour. The University of Basel. Available at: https://wol.iza.org/articles/working-time-autonomy-as-management-practice/long (Accessed: March 28, 2023).
Grun, C. and Tilkes, K.R. (2921) Working Time Mismatch and Job Satisfaction – The Role of Employees’ Time Autonomy and Gender, Econstor. IZA Institute of Labour. Available at: https://www.econstor.eu/bitstream/10419/245783/1/dp14732.pdf (Accessed: March 28, 2023).
Jaworek, M. and Dyląg, A.M. (no date) “Perception of work environment among women and men – workload and autonomy in relation to job engagement,” Magdalena Jaworek1, 1(2015), pp. 155–174. Available at: https://doi.org/:10.4467/2450114XJJM.15.012.4469 www.ejournals.eu/jjm.(Accessed: March 27,2023).
Weltman, A. and Piper, M. (eds) (no date) Autonomy Oppression and Gender, Google books. United States of America, New York: Oxford University Press. Available at: https://www.google.lk/books/edition/Autonomy_Oppression_and_Gender/T22gAwAAQBAJ?hl=en&authuser=1&gbpv=0 (Accessed: March 28, 2023).
Hi Tharanga,Eecellant, I will add few things as below, Time autonomy is an individual's ability to control how they spend their time, including when and where they work, how much they work, and how they balance their work and personal responsibilities. In many societies, gender norms and expectations dictate that women prioritize caregiving and household responsibilities over paid work or personal pursuits, resulting in less time to pursue career opportunities, engage in leisure activities, or pursue personal development. Additionally, women may face systemic barriers in the workplace such as unequal pay, limited opportunities for career advancement, and discrimination, which can limit their time autonomy and perpetuate gender disparities. It is important to acknowledge and address these societal factors to promote gender equality and ensure that individuals of all genders have equal opportunities to control their time and pursue their goals.
The article explores the relationship between employees' time autonomy, gender, and their well-being. Employees who have more autonomy over their time are generally more satisfied with their jobs and less stressed. However, women may face challenges in achieving work-life balance due to caregiving responsibilities and societal expectations. The article suggests that organizations should recognize the importance of time autonomy and create policies and practices that support all employees in accessing and utilizing it. Building autonomy involves developing decision-making skills, taking responsibility for one's actions, and considering the consequences and impact on oneself and others. Well done ..!! Tharanga.
The essay can be summed up in three categories; however, evidence suggests that working time mismatch—the discrepancy between real and intended working hours—has a detrimental effect on employees' job satisfaction.
First, individual fixed effects panel estimations confirm the inverse relationship between incompatibility of working hours and job satisfaction as well as the positive relationship between flexibility of working hours. Second, indicate that working-time autonomy has a favorable moderating effect on the relationship between mismatch and job satisfaction. Finally, findings point to gender-specific differences: women appear to benefit more than men from the balancing function of working-time autonomy. Good work !
It is a very interesting article on time autonomy and gender. I also believe that it is important to consider and gender differences of how men and women work and balance their work life and also must look into ways to come up with rules and practices so that it supports employees and will also be effective for them to manage time.
Interesting article on the importance of recognizing employees' time autonomy and gender in the workplace. Giving employees more control over their schedules can lead to increased job satisfaction, productivity, and work-life balance. It's essential to build autonomy in individuals by identifying values, taking responsibility, seeking feedback, and practicing self-reflection. Autonomy comes with responsibilities and limitations, and it's crucial to consider the consequences of our actions on ourselves and others.
The conclusion is that the gender composition of occupations is less important in explaining the gender disparity in job autonomy than the authority position at work an ideal article, well done.
Another interesting article dear ! Giving employees the opportunity to manage themselves allows them to develop vital leadership abilities. Employee autonomy fosters autonomous thinking, problem solving, innovative thinking, and fruitful teamwork. As an example allowing employees to create their own schedules or work remotely is one form of workplace autonomy. This gives individuals more flexibility in terms of when and where they work, which can contribute to better job satisfaction and productivity.
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Hi Tharanga,Eecellant, I will add few things as below,
ReplyDeleteTime autonomy is an individual's ability to control how they spend their time, including when and where they work, how much they work, and how they balance their work and personal responsibilities. In many societies, gender norms and expectations dictate that women prioritize caregiving and household responsibilities over paid work or personal pursuits, resulting in less time to pursue career opportunities, engage in leisure activities, or pursue personal development. Additionally, women may face systemic barriers in the workplace such as unequal pay, limited opportunities for career advancement, and discrimination, which can limit their time autonomy and perpetuate gender disparities. It is important to acknowledge and address these societal factors to promote gender equality and ensure that individuals of all genders have equal opportunities to control their time and pursue their goals.
Thanks for your valuable feedback
DeleteThe article explores the relationship between employees' time autonomy, gender, and their well-being. Employees who have more autonomy over their time are generally more satisfied with their jobs and less stressed. However, women may face challenges in achieving work-life balance due to caregiving responsibilities and societal expectations. The article suggests that organizations should recognize the importance of time autonomy and create policies and practices that support all employees in accessing and utilizing it. Building autonomy involves developing decision-making skills, taking responsibility for one's actions, and considering the consequences and impact on oneself and others. Well done ..!! Tharanga.
ReplyDeleteThe essay can be summed up in three categories; however, evidence suggests that working time mismatch—the discrepancy between real and intended working hours—has a detrimental effect on employees' job satisfaction.
ReplyDeleteFirst, individual fixed effects panel estimations confirm the inverse relationship between incompatibility of working hours and job satisfaction as well as the positive relationship between flexibility of working hours.
Second, indicate that working-time autonomy has a favorable moderating effect on the relationship between mismatch and job satisfaction.
Finally, findings point to gender-specific differences: women appear to benefit more than men from the balancing function of working-time autonomy. Good work !
Highly appreciate for your feedback.
DeleteIt is a very interesting article on time autonomy and gender. I also believe that it is important to consider and gender differences of how men and women work and balance their work life and also must look into ways to come up with rules and practices so that it supports employees and will also be effective for them to manage time.
ReplyDeleteThanks for your value addition.
DeleteInteresting article on the importance of recognizing employees' time autonomy and gender in the workplace. Giving employees more control over their schedules can lead to increased job satisfaction, productivity, and work-life balance. It's essential to build autonomy in individuals by identifying values, taking responsibility, seeking feedback, and practicing self-reflection. Autonomy comes with responsibilities and limitations, and it's crucial to consider the consequences of our actions on ourselves and others.
ReplyDeleteThe conclusion is that the gender composition of occupations is less important in explaining the gender disparity in job autonomy than the authority position at work
ReplyDeletean ideal article, well done.
Another interesting article dear !
ReplyDeleteGiving employees the opportunity to manage themselves allows them to develop vital leadership abilities. Employee autonomy fosters autonomous thinking, problem solving, innovative thinking, and fruitful teamwork.
As an example allowing employees to create their own schedules or work remotely is one form of workplace autonomy. This gives individuals more flexibility in terms of when and where they work, which can contribute to better job satisfaction and productivity.