Good Example Of Case Study On Alternative Work Schedule

Answer 1. The alternative work schedule proposed by the human resource director is unlikely yet thought-provoking. Its biggest strength from the firms' perspective is 24*7 operations as the organization required. For example, crew C and B would be working day and night respectively on the Sunday falling in the first week. Likewise, D and A would be working day and night respectively on Monday falling in the same week. The 28 days plan reveals that the plant worked both in days and nights. There is no overlapping and one crew works in one shift only. Also, there is a balance between all crews as each crew has seven-day shifts and seven-night shifts in 28 days span. From employees' perspective, the plan is revealing as it involves outstanding overtime and extended holidays for even eight days also.
However, a deep analysis of this job-rotation schedule highlights a few shortcomings. First of all, leaves of eight days after 3 days working seems little bizarre. Eight days are sufficient enough to lose control over things that are going on in the plant. When a particular crew comes after eight days off, some of its members may feel too lethargic to work. However, some may feel rejuvenated. So, it is not a thumb rule that leisure will act as a spoilsport, but this is just a possibility I am indicating. Psychologists have coined the term 'leisure sickness' to connote how leisure creates sickness in high pressurized jobs as in a production plant. The plan could have looked more practical by providing an elongated break after night shift. As night shifts are more tiring than day shifts, a long break should even have come with three-night shifts. One more worry is health implications of the night working. It affects the biological rhythm of the body and may trigger health complications of employees.
Last but not the least, the plan is somewhat difficult to manage. It requires proper monitoring and taking stock of crews' working and holidays patterns. More time and resources are required for this drive.
Answer 2. No, I would not recommend this schedule in the first instance. It is a good proposal but involves high technicality. In substance, each crew, in 28 days, is working for 14 days and has 14 days off. In 14 days working, there are seven-day shifts and seven-night shifts. This simple setting has been made colossally complex. The organization can ponder over something that is easier to implement and track.
For example, rather than divided into four crews, the firm can group members into two crews with the alternative working pattern, i.e. day and night. It will not only simplify things but also keep the workers in the needed work 'rhythm'. As I earlier pinpointed, a prolonged eight days break may prove counterproductive and workers coming after a long off will naturally take some time to come to the terms of working. Moreover, there is just two days off after working four nights. It puts the cart before the horse. Working in night alter the biological setting, and human beings need an elongated break. The plan, therefore, could have a long break after night shifts rather than day shifts.
The only benefit is that it allows 24*7 operations and a balanced rotation schedule. This objective can be met by more simpler rotation schedules.