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ARTICLES

Flexibility implementation to a global workforce: a case study of Merck and Company, Inc.

Pages 249-256 | Received 09 Jun 2010, Accepted 09 Nov 2010, Published online: 20 May 2011
 

Abstract

Despite the fact that a business case exists for flexible work initiatives and employees consistently rank flexibility as the most important program to their success at work and home, little is known about why organizations adopt such programs and the process of developing a program. Even less is known about potential program outcomes and how these outcomes may differ across cultures. This case will document Merck and Company, Inc.'s (Merck) experience in creating and implementing a global workplace flexibility initiative. The purpose is threefold (1) to identify key catalysts moving Merck to consider such a program; (2) to provide a business example of how a multinational organization can successfully implement a policy to better support its employees worldwide; and (3) to examine both intended and unforeseen consequences of implementing the program. The case will conclude with design and implementation recommendations for practitioners as well as suggestions for future research surrounding workplace flexibility and other work-life programs.

A pesar de que existen motivos de negocio para las iniciativas de flexibilidad (conocidas como ‘business case’) y que los empleados valoran la flexibilidad de manera consistente como el programa más importante para compaginar su éxito laboral y personal, se conoce poco por qué las organizaciones adoptan estos programas y el proceso que siguen para desarrollarlos. Todavía menos conocido son los potenciales resultados de estos programas y cómo varían entre culturas. Este caso documenta la experiencia de Merck and Co (Merck) creando e implementando una iniciativa global de flexibilidad en el trabajo. El propósito es triple: 1/ identificar los motivos principales que impulsaron a Merck a considerar este programa, 2/ proporcionar un ejemplo de negocio de cómo una empresa multinacional puede implantar con éxito una política para apoyar a sus empleados en todo el mundo, y 3/ revisar tanto las consecuencias previstas como las imprevistas de la implantación del programa. El caso finalizará con una serie de recomendaciones de diseño e implantación para profesionales del área así como algunas sugerencias para investigaciones futuras sobre la flexibilidad en el trabajo y otros programas de conciliación de la vida profesional y personal.

Notes

1. Merck process details and information provided by Uxio Malvido Cabrito, Diversity and Inclusion Leader for Europe, Middle East, Africa and Canada; and Cynthia Martinangelo, Director, Global Work Environment.

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