The article indicates that many organizations in the USA are increasingly adopting the Flextime intervention. Since its introduction in the 1970s, estimates indicate that over 13% of private organizations have embraced the trend. The figure equates to over three million employees. While there are some variations on the intervention, it shares some basic elements that include the total number of hours in a day, flexible band of hours after and before the core time, banking, and variability of schedule and core time. These variables are designed to ensure that there is the smooth functioning of all operations.

Although there has been extensive use of the flextime program, minimal information exists on its effectiveness.  The argument rests on the fact that most of the information exists in the form of testimonial and anecdotal. On the other hand, an in-depth literature review on flextime program indicates that negligible studies have incorporated statistic information.  There are thus doubts on the validity of the program and the role it plays in streamlining the operations of an organization. Nonetheless, different researchers indicate that the invention has positive impacts on the contribution of the employees.

In the case of the organization performance levels, the program has been seen to have the effect of increasing the performance levels by lowering the absence of employees.  There is a strict evaluation of the number of hours by each employee thus making it possible to assess the productivity of each staff.  Supporters of the flextime intervention argue that allowing the workers to have freedom on the time they arrive and leave for work would positively impact on the organizational culture.  It focuses on the productivity level as opposed to just focusing on the number of hours spent.  The program further allows the workers to adjust their working schedules and settle for plans that boost the productivity levels.

Although these benefits have not wholly been tested, three studies have made efforts to offer statistical information on the impacts of the program. These studies point that organizations using the flextime intervention record a more than 35% decrease in the levels of absents. It implies that there is an equal reduction in operational costs and time. This finding refutes the claim that flextime only has short term benefits but ineffective in the long run period.  Currently, many efforts seek to ensure that the employees and the management have positive relationships. The article indicates that the program is one of the ways that greater commitment and productivity of the employees can be attained.

Boosting the freedom of workers is one of the ways that they may register commitment and engage in activities that contribute to the creation of a positive organizational culture.  There is also the indication that there are many ongoing studies that seek to offer a remedy to the limitations of past research. There is a focus on the parameters that can be used to monitor the performance levels. Such undertaking further contributes to an evaluation of the behaviors of the employees.

The studies are based on control groups thus making it possible to compare the results among different organizations. The article indicates that the study has some limitations as the employees in the control groups were aware that they were taking part in the study. The employees were this not blind to what was happening and may have at times swayed the results. There are thus chances of bias in the study.

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