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Abstract
Flexible working has emerged as a modern concept for managing office resources more effectively, efficiently, and economically. The highest level of flexible working environment, a non‐territorial working environment, can provide the best opportunity to an organization managing its office area more effectively. Moreover, staff can work in the most suitable place and time. However, in the context of public offices like Scottish Local Authorities, the most flexible working concept is not particularly welcomed at present. Cultural change, inadequate support services, including information and communication technology, working schemes, and alternative working policies are the main barriers. To overcome these barriers, the Authorities need to strategically provide adequate support to staff. Moreover, promoting a good perception towards flexible working culture at appropriate levels within an organisation could be the right strategy for preventing cultural change problems.
SANTRUKA
Lankstus darbas atsirado kaip modernus, veiksmingas ir ekonomiškas biuro ištekliu valdymo būdas. Aukščiausio lygio lankstaus darbo aplinka, ne teritorine darbo aplinka, gali suteikti geriausiu galimybiu organizacijoms valdyti savo biurus daug efektyviau. Dar daugiau, biuro darbuotojai gali dirbti tinkamiausiu laiku ir tinkamiausiose jiems vietose. Tačiau valstybines istaigos, pavyzdžiui, Škotijos vietos valdžia, nelabai noriai priima lankstaus darbo koncepcija. Kultūros pokyčiai, neadekvačios aptarnavimo paslaugos, taip pat informacines ir komunikacines technologijos, darbo organizavimo schemos bei alternatyvaus darbo politika yra pagrindiniai lankstaus darbo koncepcijos taikymo barjerai. Norint iveikti šiuos barjerus, valstybines institucijos turi strategiškai adekvačiai remti darbuotojus. Dar daugiau, lankstaus darbo kultūros remimas atitinkamais organizacijos lygmenimis gali būti gera kultūros pokyčiu problemu prevencijos strategija.
