What Individual Freedom to Schedule of Work Means?

Freedom is a universal right. Therefore, it must be applied in every aspect of our lives, including the workplace. Studies show that if a company wants to obtain their employee’s loyalty and engagement, they must provide them with autonomy and freedom. Subsequently, here we will define what individual freedom to schedule of work means.

In this article, we will be talking about individual freedom to schedule of work means. Freedom at work has become crucial as a result of the multigenerational, dynamic, better-trained, and more eager than ever workforce entering the workforce. Employee empowerment and job satisfaction can be in place by having the ability to make their own judgments and taking responsibility for their jobs.

1. Introduction

2. Scenarios

3. Example

4. Further throughts

5. Conclusion

6. How can The Talent Point help you?

1. Introduction

individual freedom to schedule of work means

Dubai recently observed its Independence Day. Being an independent country is wonderful, but it also carries a great deal of obligation and responsibility. Most people are unsure if the rules still apply when we apply the same thinking processes to businesses. Both firms and employees have opinions about what individual freedom to schedule work means to them. But do the two viewpoints coincide? Do they communicate with one another and work together? We hope to be able to provide a response to your query today.

Freedom is not something that is usually established in the employment contract. Thus, let us attempt to comprehend how both the individual and the organization definitions of individual freedom to schedule of work mean.

An employee typically considers their work freedom in light of three factors. These are the freedoms of speech, action, and thought. In light of these factors, they assess both their current organizations and those they hope to join. On the basis of this, they decide whether to stay employed by a company or leave it.

2. Question to ask to find out if your freedom to take own decision is in place

These are some questions you should ask to know individual freedom to schedule of work means is in place.


  • Does the workplace offer an impartial forum and procedure for workers to share their opinions and voice their concerns?
  • Do they find it helpful to express and discuss their thoughts with one another and the leadership?
  • Does it give employees the confidence and freedom to express their thoughts without worrying about being rejected or humiliated?


  • Does the job offer tasks or opportunities that encourage thinking beyond the box?
  • The workplace offers a supportive environment where ideas that are important to the business can be pushed further?
  • Does the company allow every person in the team, regardless of their age, gender, physical abilities, etc., the freedom to think beyond the box?


  • Does an employee have the right to fail when they make a mistake in a work-related action?
  • The workplace permits employees to make decisions that support balancing their professional and personal lives?
  • Does the place of employment provide employees the opportunity to represent it in situations with outside parties, particularly with clients?

3. Individual freedom to schedule work an examples/Instances

Some years ago, a global computer operators provider was named a Great Place to Work, and they explained why. They gave their staff members significant amounts of empowerment and accountability. Each person is responsible for their own area of responsibility, and employee involvement in corporate decisions is likewise very strong.

The aforementioned elements are some examples of how an employee may interpret independence in the workplace. Consequently, some of these may be personal aspects of autonomy for an individual and irrelevant for a business; while others may be desired or have a good impact on the culture of the organization and the well-being of the employees.

Freedom is a potent instrument, especially in the work setting, where there was up until a few decades ago a strong emphasis on hierarchy inside an institution. The ideal organizational structure was vertical and required different levels of approval for every move. Numerous organizations are still in this predicament. That method may have a tendency to lower motivation and inventiveness.

Employees are more likely to come up with an original answer and use their own mental process when they are given the flexibility to work or tackle a challenge on their own, for instance. This is their method of bringing an original answer to the problem, and the more original solutions that are offered, the better it will be for the future. Such ideas result from a diversity of viewpoints, and an organization’s procedures must be conducive for them to flourish.

The ability to work independently has become crucial for businesses with a multigenerational staff. Organizations are finally beginning to understand the importance that many people place on freedom in work. Direct or indirect restriction is not the answer. It is necessary to establish a framework that definers freedom with boundaries.

Many Examples Such as

  1. Plan their work schedule.
  2. Allowing the employees to work on their own time & terms
  3. Recognizing their work and surprise them with bonus.
  4. Providing freedom to take their own Decisions.
  5. providing emotional support with counseling services.
  6. creating conducive atmosphere for make effective communication

4. Further thoughts about which type of organisation provides autonomy to the employees

Here, we are answering the question “what is individual freedom to schedule work means?”. Companies like Google and Facebook are renowned for giving their staff a high degree of autonomy. This in turn promotes a joyful workplace where staff members feel appreciated. Finding the ideal ratio of autonomy to accountability is crucial. Employee empowerment is another term used by many organizations to describe freedom in the workplace. Theoretically, according to Newstrom and Davis (1998), employee empowerment is any method that increases autonomy by disclosing pertinent information and the variables that influence and regulate an employee’s performance on the work.

When we look more closely at this, it suggests that while it is crucial to provide employees independence at work, it is just as important to teach them how to best utilize that freedom. Companies must define “freedom at work” and the behaviors that define it, and they must concentrate on communicating what constitutes behavior that is inappropriate while claiming to be free.

Words, Thoughts, and Actions, which the organization expects from its employees, can also be categorized as the organization’s concept of freedom.

4.1 Words

  • People should not use freedom of expression to advocate divisive, insulting, racist, or sexist ideas.
  • Freedom does not include talking about one’s personal life or the lives of one’s coworkers.
  • Using language or words that are improper or inappropriate at work.

4.2 Thoughts

  • Lack of honesty and consideration when it comes to communicating the correct information to stakeholders.
  • Lack of tact or comprehension when discussing private or sensitive information pertaining to the business.

4.3 Actions

  • inability to adjust schedules when workload demands are severe. Taking risky decisions that have an impact on business requires empowered decision-making.

Therefore, the company has a concept of freedom at work that, while in some aspects similar to the employee’s, also differs in other respects. For an organization, freedom-related rules in the workplace also transform into giving its employees flexibility and lowering its own fixed expenses. Giving them the freedom to make decisions regarding their own jobs and careers within certain constraints translates into the same thing.

5. Conclusion of what is individual freedom to schedule work means

individual freedom to schedule of work means

Any organization would not want to pursue complete freedom of expression. In order to maintain a welcoming and positive workplace atmosphere, free expression is also important. Although employees have the freedom to voice their opinions, most firms have a set of guidelines that govern how they can do so. Certain sets of information nevertheless fall under this even if the employee is not on corporate property. He or she is not permitted to speak freely about the business’s financial information, internal problems, or client information.

Employees have less reservations as a result of the social media boom, and they are willing to criticize, discuss events linked to their jobs, and even name their employers. Because it shows a lack of ethics or etiquette, this sort of freedom might present difficulties for the employees as well. A person may face severe legal ramifications if they criticize their current employer in the wrong online forums or on the wrong virtual platforms.

It is crucial to realize that workplace independence is not a fad. It is a continuous process that calls for equal effort from the employer and the employee. Organizations must create cultures where employees feel empowered, but they must also model responsible behavior. Companies must allow employees to make their own decisions, but they can only keep that autonomy if they do so ethically.

6. How can The Talent Point help you?

A company who says freedom is a basic element of life is a business that can keep its employees happy and engaged. Therefore, if you are looking for a place like this, The Talent Point is the perfect place to find it. Our company can help you find the perfect job in no time. Also, if you are a fresher or already have experience as a worker and want to change jobs, you can work make the most of what we offer:

On the other hand, if you are an employer, you can also sign up and search for candidates quickly. In addition, we will give you the tools to access to the region’s widest talent pool or post a job and wait for them to come to you.

If you already know what individual freedom to schedule of work means and want to search for a job in the UAE, contact us now! You can call us at +971 43 316 688 or email us at [email protected]. We will make sure to answer every single one of your queries. Allow us to be your support in the region!

Kate Williams

Kate Williams
Kate is the Global Strategy Director at Connect Group. She is specialized in company formation, international business expansion and employee relocation. She studied in Southampton (United Kingdom) and moved to the UAE in 2014.