Flexible Work Practices and Business Characteristics participation in the labor market increases (Winder, 2009). Flexible work practices can allow workers with caregiving responsibilities to perform at their peak capabilities instead of conforming to standard work schedules that stifle their efforts to succeed (Glass, 2004). If so, worker productivity should increase through the use of flexible work practices and should be positively correlated with increased wage growth over time. This productivity-enhancing effect should particularly lead to higher wage growth among those constrained by inflexible work schedules and long working hours, namely mothers of dependent children (Sharpe, Hermsen and Billings, 2002). However, this may not be the case for women. Currently, women are not equal to men. Yet economists believe that the gender pay gap is due to the different personal choices men and women make regarding personal fulfillment, child-rearing and work schedules. Similarly, in the past, women chose to work fewer hours to spend more time with their children, but a growing number of women continue to work full time throughout motherhood thanks to flexible hours (Glass, 2004). However, these women still face the same pattern of wage stagnation (McCrate, 2005). Parents are using flexible work options, but mothers seem to be penalized. It has already been stated in this article that flextime allows workers to achieve the same or higher levels of productivity than standardized schedules. So with other factors taken into account such as personality, seniority, financial situation...... middle of paper......em? American Behavioral Scientist, 44(7), 1157-1178. Goldin, C. and Katz, L. (2011). The cost of workplace flexibility for high-level professionals. The ANNALS of the American Academy of Political and Social Science, 638(1), 1-23.McCrate, E. (2005). Flexible hours, authority in the workplace. and Compensating wage gaps in the United States. Feminist Economics, 11(1), 11-39. Ralson, D.A. (1989). The advantages of flexible hours: real or imaginary? Journal of Organizational Behavior, 10 (4), 369-373 Ralston, D. (1990). How flexible schedules ease work-family tensions. Staff, 67, 45-48. Sharpe, D.L., Hermsen, J.M., & Billings, J. (2002). Gender differences in the use of other full-time work arrangements for married workers. Journal of Family and Consumer Sciences Research, 31, 78-111. Winder, K. (2009). Flexible working arrangements and salaries: do company characteristics matter?.

Essay / Flexible Work Practices and Business Characteristics participation in the labor market increases (Winder, 2009). Flexible work practices can allow workers with caregiving responsibilities to perform at their peak capabilities instead of conforming to standard work schedules that stifle their efforts to succeed (Glass, 2004). If so, worker productivity should increase through the use of flexible work practices and should be positively correlated with increased wage growth over time. This productivity-enhancing effect should particularly lead to higher wage growth among those constrained by inflexible work schedules and long working hours, namely mothers of dependent children (Sharpe, Hermsen and Billings, 2002). However, this may not be the case for women. Currently, women are not equal to men. Yet economists believe that the gender pay gap is due to the different personal choices men and women make regarding personal fulfillment, child-rearing and work schedules. Similarly, in the past, women chose to work fewer hours to spend more time with their children, but a growing number of women continue to work full time throughout motherhood thanks to flexible hours (Glass, 2004). However, these women still face the same pattern of wage stagnation (McCrate, 2005). Parents are using flexible work options, but mothers seem to be penalized. It has already been stated in this article that flextime allows workers to achieve the same or higher levels of productivity than standardized schedules. So with other factors taken into account such as personality, seniority, financial situation...... middle of paper......em? American Behavioral Scientist, 44(7), 1157-1178. Goldin, C. and Katz, L. (2011). The cost of workplace flexibility for high-level professionals. The ANNALS of the American Academy of Political and Social Science, 638(1), 1-23.McCrate, E. (2005). Flexible hours, authority in the workplace. and Compensating wage gaps in the United States. Feminist Economics, 11(1), 11-39. Ralson, D.A. (1989). The advantages of flexible hours: real or imaginary? Journal of Organizational Behavior, 10 (4), 369-373 Ralston, D. (1990). How flexible schedules ease work-family tensions. Staff, 67, 45-48. Sharpe, D.L., Hermsen, J.M., & Billings, J. (2002). Gender differences in the use of other full-time work arrangements for married workers. Journal of Family and Consumer Sciences Research, 31, 78-111. Winder, K. (2009). Flexible working arrangements and salaries: do company characteristics matter?.

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