The Atkinson 1984 ' Flexible Model

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

According to National Falls Prevention for Older People Initiative (2000), patients must be provided with proper education relating to knee and hip injury, in order to make them aware of the sensitivity relating to it. Education can be provided either through post-operation or through on-going basis at the time of hospitalisation. It has been recommended by Standards from the ICSI (2008), education on the subjects which shows how long to survive pain, preventing pain instead of chasing the pain, objective of pain management, treatment in pain management, how to get communicated with the nurse for analgesic when required, pain management planning this includes medication administration schedule. For older patients to instruct for reporting unrelieved pain quickly is important for effective pain management (Gowdy, 2003). After discharging the patients, proper instruction relating to pain management, side

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

After the global financial crisis in the 1970s, British labour market experienced a great shift in the organization and the new distribution of human resources (Hughes and Fergusson, 2004:95). It is undeniable that this economic recession had brought huge challenges to British economic development. The managers of organizations realized the significance of rising to the occasion in order to remain competitive power, which resulted in the emergence of flexible time work systems (ibid: 96). More specifically, zero-hour contracts have been applied. Pardey (2013:6) points out that zero-hour contracts are labour contracts between employers and employees which offer uncertain work and unfixed working hours. According to Tovey (2013), the study from the Chartered Institute of Personnel and Development (CIPD), nearly 3.1% of British labour force has

Amongst reading the material presented in this chapter about the job market trends, I was able to determine that the job market is extremely dynamic and has a great rate of change depending on the company’s needs. These adjustments also affect salaries, if there is a high demand for a position where there is a shortage in qualified candidates the salaries and benefits will be higher. As new technologies grow, the need for employees in these areas do as well, people need to maintain their skills up to date and seek professional growth to be able to keep up with the requirements and challenges of this fast pacing changing job market. However, some of these changes in the job market are being caused by the rapid change in the workforce. Companies are having to adapt some of their philosophy and the way they view employees, because so much has changed in the way the workforce behaves. Let’s examine the

The objective is to use flexible working as a tool and to formalise a strategy to assist with staff retention and enable the company to be more competitive in the employment market.

The disappearance of lifetime employment opportunities has required workers to become more agile and flexible in adapting to changing conditions.

With the decline in manufacturing and its related good-producing jobs in advanced industrialized countries such as U.S, Canada and U.K, much of the make population shifted their attention to the commercial sector jobs (Morissette 2005, 8). The stable and non-flexible jobs in the commercial sector comprised mostly of managerial and professional occupations which typically attracted males rather than females (Morissette 2005, 8).

Flexible work arrangements allow workers opportunity for flexible hours, ability to work from home, job

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

Figure 1 provides the detailed data behind each of these types and which of these provisions have been most and least frequently offered. The statistics behind each of these types (Figure 1) helped me to analyse which flexible working patterns have really been offered and then comparing such data with the uptake of such offerings by the employees (Figure 2Error: Reference source not found), provided a clear view on which provisions actually work.

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

Todd (2012) questions the validity of these sweeping arguments made by employers seeking to challenge the FWA. She draws upon wider research which demonstrates that generalisations linking flexibility and organisational productivity should be treated with caution as the specifics of this within organisations are also correlated to aspects of leadership and organisational culture (Abernathy, 2011). In essence, small flexible

Businesses should evaluate their flex work arrangement on a regular basis. As the bar graph shows above, company that doesn’t offer flexible work arrangement has

In Atkinson and Meager’s model of flexible firm, there are 5 different types of industrial flexibility that a company and the human resources department focus on when deciding to choose if they want to allow their employees a flexible schedule or keep them working their normal 8 hour