Years ago Best Buy Corporate tried an interesting experiment by essentially eliminating work schedules. Employees were allowed to work when, where and how they wanted. I'm not sure if it's same thing Steve's referring to, but it embraced a similar concept that there was no excuse for the work not getting done and done on time. If memory serves, they called it a "results-oriented workplace".

Pesonally I'm in a position something like that because I asked for it. When I was interviewing for my current job, I flat out told my future boss I work best when given a task and a due date. If I need help or have issues I'll ask. I still have a boss, but I've got considerable latitude in how I work. It's a little concept I learned years ago called managing your boss. Jeff's absolutely right that good managers surround themselves with qualified, motivated people they trust to get things done. But on the flip side, there's something to be said for an employee initiating the conversation with their supervisor about how they work best and get results (performance appraisal times are a great opportunity for this kind of conversation). Not all managers may be open to this, but that might be an indication this particular job isn't the best fit.

Much of the American work environment is based on attendance taking if you really think about it. Labor laws reinforce this a fair amount, but that's an entirely different discussion. We all know that a fair chunk if IT work just doesn't fit into that model. Finding new, flexible ways of working would no doubt benefit the workplace as a whole, but particularly IT.