THE Flexible Working Hours (FWH) can be defined as a system of arranging work time that gives employees freedom in choosing the hours they are required to work each day. The FWH not only helps optimum utilisation of manpower but also proves to be highly cost-effective.

In developing economies in general and Pakistan in particular — where most of the organisations are following the system of fixed working hours and quite often with unpaid overtime - one way to reduce the extra stress and strain is to provide employees with flexibility in working time.

As witnessed elsewhere, the FWH system can increase women participation in economic activity in this country. A comparison of male and female participation rates in Pakistan reveals that the labour force participation rates for female have been increasing for the last 10 years and it has increased from 13.72 per cent in FY2000 to 20.2 per cent in fiscal year 2006.

Multiple factors like increased awareness of better educational and employment opportunities, changing social attitude etc., are responsible for increased female participation. But women’s share in labour force is low. On the other hand, male participation rate has generally remained steady since the early 1990s.

The process of women participation is moving at a snail pace. The reasons may be domestic, organisational and societal values or customs. But women participation will improve if especial arrangements are made for better utilisation of existing labour force by promoting gender equity. And the introduction of FWH system would help achieve desired goals and targets effectively.

The rising level of incomes on the one hand and easy availability of the loans on the other has led to a big increase in the number of vehicles on the road. Traffic congestion can be seen on the roads during rush hours in the cities like Karachi, Lahore and Islamabad. So much time is spent by workers during rush hours on commuting between office and residence. This congestion causes environmental problems — air and noise pollution.

A recent study conducted by SPARCO on behalf of City District Government Karachi on the environmental impact of vehicular traffic reveals a shocking picture. It badly affects the health of the city’s dwellers.

The problem of traffic congestion and pollution can be partially resolved if the FWH system is introduced. The decision is a policy matter that must be taken at the highest level to enlist support of line managers. And the top management must make sure its immediate subordinates share its commitment.

The FWH system may not be universally applicable, but where the system does work, success is attributed to trust, mutual confidence, and a shared commitment that grows out of a problem solving effort on behalf of both the management and the employee. It requires a new management style based upon trust, delegation and teamwork. The manager needs to become more of a team leader, promoting innovative cultures and strategies, as well as coordinating and distributing work.

The system works best where hierarchies are flat, bureaucratic procedures are minimised, job descriptions are flexible and workers are encouraged to achieve set targets, which they have negotiated with their managers or team-mates. The best managerial style is nurturing and enabling, rather than autocratic or dictatorial - in which trust plays a crucial role.