Flexible work arrangements (FWAs) evolved from typical fixed-hour, in-office work structures, giving employees more freedom over when, where, and how they work. These arrangements have gained popularity in response to changing workplace dynamics, technological improvements, and employee preferences. This thesis aimed to highlight the potential benefits of FWAs in reducing work pressure, improving work-life balance, and enhancing employee well-being. While some research indicates positive impacts of FWAs on perceived competence, self-assurance, and intrinsic motivation leading to increased output and job satisfaction, conflicting effects on performance measures due to FWA use are still under investigation.The methodology section outlines the research approach, data collection methods, survey development, sampling techniques, data analysis, and ethical considerations. Data was collected through a structured survey and questionnaire to analyse the relationship between FWAs and organisational productivity. The study's theoretical framework incorporates Self Determination Theory (SDT) and Social Exchange Theory (SET) to understand the mechanisms behind the impact of FWAs on employee performance and commitment.The report concludes with recommendations for further research to develop a strong business case for FWAs and address the existing literature gaps. This study provides valuable insights for organisations seeking to enhance productivity through flexible work arrangements in the consulting industry.