What is WF?
According to Aequus Partners (2010), WF is the alterations of the when (time), where (location) and how (manner) in an employee carry out tasks for the benefits of individual and organization. Thus flexibility should be mutually beneficial to both the employer and employee and result in superior outcomes. In this way, flexibility can be formal and informal.
John Atkinson model of the flexible firm
In the 1980’s, after debates were dedicated to flexibility, Atkinson (1984) proposed the model of the flexible firm. This model highlighted the functions of the concept of flexibility. The model is illustrated in figure .
According to Atkinson’s model, the most distinctive feature was the suggestion of the division of workforce
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They can be categorized into different groups namely self-employed, agency temporaries, sub-contracting, and increased outsourcing. For instance, staffs as home workers in areas of computing or networking, can accomplish their tasks through long distances. By means of these external workers, businesses are able to muddle through foreseeable alterations; ensuing financially flexibility instead of numerically flexible.
The above conditions reflect the subtlety of the topic and as such defining WF can be complex. For that reason, four main types of flexibility, suggested by Atkinson (1984) are examined underneath.
What are the types of WF?
Formal Flexibility denotes the policies of HR along with any official policies that contribute to discretion of supervisors to provide flexibility. Alternatively informal flexibility refers to the unofficial and unwritten policies that are available to some employees, even on a discretionary basis.
Atkinson (1984) described flexibility into four main types namely: Functional, Numerical, Temporal and Financial
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.
that are relevant to the practice of management. They describe two contrasting models of workforce
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
4.) Flexibility - Being a common theme within Ahren’s and Chapman’s work simply being the discretion each organizational member is able to apply within control systems. (p.11)
Although these home workers/independent contractors allowed the company flexibility in meeting heavy demand as mentioned earlier which allowed them in scheduling their hours of work, home workers were free to reject or accept any work offered by the company which might make the company vulnerable to failure in meeting its customers heavy demand especially in high season sales.
Flexible work arrangements allow workers opportunity for flexible hours, ability to work from home, job
Incorporating flexibility is required in all work plans as many occurrences could happen that derails you from your work/project [7]. An example of this, was whilst working in the procurement department, I had a project which consisted me researching into a new travel management system and to write a strategy for which company could offer Tarmac a competitive package. It heavily involved me communicating with other travel management companies, other departments to get data and then writing a detailed report of my finding of the most beneficial package to key stakeholders.
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
Flexibility is the ability to alter the course when a situation calls for such action. To develop this ability, you must first understand the scope of your situation and the various ways to deal with it. A number of remedial approaches, such as training in role-playing, communication and problem solving are effective in building
Brief summary of information: Provides suggestions and options for employer on developing and managing equitable flexible work practices.
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
Flexibility leads to being a reliable and responsibility. You want to be a able to rely and
Flexibility means change what you do. It means according different requirements or things to fast handle with, making change or decisions , flexibility arranging and coordinating operations’ work.