The Work Practices And Having

essay A+
  • Words: 2711
  • Category: Work

  • Pages: 10

Get Full Essay

Get access to this section to get all the help you need with your essay and educational goals.

Get Access

7801

Discuss the benefits to administrations of: 1 ) Adopting flexible work patterns and 2 ) holding a multi-skilled work force.

Introduction

The modern concern and professional clime demands modern solutions to working patterns. In the current planetary and local climes, concerns and administrations must accommodate attacks and patterns to maximize efficiency and productiveness, taking for optimum addition from optimum inputs. This essay will analyze two facets of this which undergo continued scrutiny and argument in the literature, flexible work patterns and multi-skilled work forces.

  1. The benefits of following flexible work patterns.

The usage of flexible working throughout Europe is a good known and documented phenomonenon ( Creagh and Brewster, 1998 ; Papalexandris and Kramar, 1997 ) . It occurs when traditional working forms are altered or adapted to let employees more flexibleness in attack to and bringing of their function and associated undertakings. Flexible on the job patterns include a assortment of agreements such as topographic point of work, parttime work, occupation sharing, flexi-time, fixed-term contracts, farm outing and career/employment interruption strategies ( Papalexandris and Kramar, 1997 ) . There are three general types of flexibleness noted in the literature: contract flexibleness, working clip flexibleness, and undertaking flexibleness ( Creagh and Brewster, 1998 ) . In footings of working clip flexibleness, this includes flexi-time, annualization of hours, a four twenty-four hours hebdomad, compressed on the job clip or indivividual/collective direction of working hours ( Papalexandris and Kramar, 1997 ) .

The debut of flexible work patterns has occurred for a assortment of grounds, including economic factors and the demand to better productiveness and fight, alterations in the composing of the work force, and demands based on the enlisting and keeping of staff ( Papalexandris and Kramar, 1997 ) . However, wider societal issues have besides brought about this invention, particularly economic, technological, societal and household alterations ( Batt and Valcour, 2003 ; Baruch, 2000 ; Papalexandris and Kramar, 1997 ) . Legislative alterations support this and underscore the demand to guarantee those with child care or senior attention duties, who are chiefly adult females, are non discriminated against in the occupation market or the workplace ( Papalexandris and Kramar, 1997 ) .

One of the major drivers is the current focal point on work-life balance ( Dex and Scheibl, 2001 ; Papalexandris and Kramar, 1997 ) . Work-life policies and patterns have the possible to heighten chances for adult females in the workplace and for work forces to be involved in household life ( Lewis, 2001 ) . Therefore there is the possible for employees to concentrate to the full on work when they are working, cognizing that equal value is placed on their household or place life by their employer and society in general. However, flexible working agreements are frequently viewed as fringe benefits by employers and some employees ( Lewis, 2001 ; Golden, 1995 ) . Flexible on the job patterns become debatable if they run counter to general organizational civilization ( Lewis, 2001 ) . Another benefit of the acceptance of flexible on the job patterns is that such policies might move as a driver for organizational and cultural alteration ( Lewis, 2001 ) . There has been a dramatic alteration in the environment in which companies operate, necessitating new schemes for concern success ( Gittleman et al, 1998 ) . Modern tendencies have besides focused on the person and single public presentation, with an resulting focal point on public presentation and development Jorgensen, 2005 ) . Flexible working agreements may back up larning and development of employees, therefore profiting the administration in the long term by supplying a more knowing and skilled work force ( Jorgensen, 2005 ) . This would hold broader consequences by stand foring the administration as a forward-thinking entity which supports employee development.

Another possible benefit of the acceptance of flexible on the job patterns is the addition in organisational societal capital ( Leana and van Buren, 1999 ) . Trust, and the edifice of relationships amongst members, which are connected with societal capital, may be based on perceptual experiences of wagess and benefits ( Leana and van Buren, 1999 ) . Therefore flexible working patterns may heighten trust or be viewed as a wages for employee fidelity to the organisation, possibly because such patterns demonstrate reciprocality ( Leana and van Buren, 1999 ) . Organizational societal capital, with its accent on corporate individuality and action and its trust on generalized trust should non merely ease the acceptance of and effectivity of flexible work patterns, but maximise the effectivity of the work force and the profile of the administration ( Leana and van Buren, 1999 ) . Another benefit from this is the possible for longer occupation term of office and higher trust, potentially understating the effects of abrasion or employee dissatisfaction ( Leana and van Buren, 1999 ) .

The suggestion in the literature is that every bit good as holding a happier, more productive work force, flexible working patterns besides result in improved merchandise or service quality and higher net incomes, taking to better concern results ( Gittleman et al, 1998 ) . Task flexibleness, that is, flexibleness in the administration of work, with its motion off from a traditional, hierarchal construction in which employees have rigid, narrowly defined functions ( Gittleman et al, 1998 ) besides seems to propose improved employee experiences. The focal point is on the employee executing better because their work, their function, and the undertakings associated with these, are contextualised, and that context is valued every bit much as their presence at work ( Roehling et al, 2001 ) . The context in which the person exists is seen as impacting upon productiveness, but the literature has yet to show a concrete cause and consequence between all these patterns and existent concern net income ( Gittleman et al, 1998 ) . Possibly merely cognizing that one is following with societal, legal and ethical criterions, and seeing the smilings on the faces of what you assume is a happy work force, is benefit plenty. However, for any concern seeking to stay competitory within its market place, the most of import benefit must stay productivity growing ( Black and Lynch, 2004 ) . Lloyd ( 1996 ) clearly links flexible working patterns such as annualized hours to simple but frequently extremist cost-cutting steps, and from an impartial position, this is decidedly an advantage.

However, flexible working patterns have besides been described as accommodating to modern conditions ( ie context ) which include emerging societal and demographic tendencies, forecast work force deficits, ongoing and rapid alteration, the growing in complexness and the changing nature of work ( Jorgensen, 2005 ) . As such, benefits include non merely the fact that the administration has adapted and maximised its net incomes, but that it has demonstrated that it has adapted, which increases its profile as an employer, and may increase its ability to pull and retain employees of the highest quality ( Jorgensen, 2005 ) . This may increase its market strength as an administration. Enhancing organizational repute, by and large, and in the market place, can merely positively profit its end products and future growing.

  1. The benefits of holding a multi-skilled work force.

Multi-skilling the work force is another facet of this sort of flexibleness ( Lloyd, 1996 ) . A multi-skilled work force is one in which the workers possess a scope of accomplishments that allow them to take part in more than one work procedure ( Jorge et al, 2002 ) . This is besides known as functional flexibleness Kelliher and Riley, 2003 ) . Functional flexibleness is concerned with the versatility of employees and their ability to manage different undertakings and move between occupations ( Riley and Lockwood, 1997 ) Lloyd ( 1996 ) states that mulit-skilled squads are now a familiar and common portion of the industrial landscape, proposing instantly that there must be some benefits built-in in this sort of work pattern for it to hold spread to something like generalised usage. The parametric quantities of this sort of flexibleness argument include the force per unit areas of fight in the international market economic system, where fight becomes distilled into a focal point on cut downing costs ( Lloyd, 1996 ) . Multi-skilling is believed to be in response to altering competitory conditions which favour decentralized determination devising, smaller concern units and uninterrupted invention ( Scott and Cockrill, 1997 ) . Drivers of this sort of development include increased contact of staff at lower degrees of the organisation with clients, an development towards squad instead than separately based methods of working and the combination of hitherto compartmentalised groups of accomplishments ( Scott and Cockrill, 1997 ) . The equation is relatively simple – multi-skill the work force, which means fewer workers are capable of making a wider assortment of undertakings, ensuing in less head count ( Lloyd, 1996 ) . It may besides assist understate turnover of a nucleus labor force on which some companies find themselves reliant in the current clime ( Lloyd, 1996 ) .

An overview of one model describes multi-skilling as comprising of the followers: horizontal function integrating, where there is the premise of new proficient undertakings usually considered as belong to other businesss at the same skill degree ; upward perpendicular function integrating, which is taking on new undertakings more normally associated with occupational classs of a higher skill degree ; societal enskilling, which involved teamworking, communicating, problem-solving accomplishments and the similar which are added on to bing proficient abilities ; and downward perpendicular function integrating, which is adding proficient undertakings usually considered the state of less skilled occupational classs ( Scott and Cockrill, 1997 ) . Any combination of these forms may represent a multi-skilling strategy within any administration, and may happen at any degree of the administration. For illustration, in assembly line operations, demand variableness can be absorbed by multi-skilling of operators on the line, authorising them to manage a wider mix of work-elements ( Garg et al, 2002 ) .

The literature does pull a differentiation between multi-skilled work squads and successful multi-skilling strategies ( Lloyd, 1996 ) . The latter can do a significant part to both bottom line considerations and the morale and committedness of the work force, harmonizing to some theoreticians ( Lloyd, 1996 ) . A survey by Kelliher and Riley ( 2003 ) found grounds of increased occupation satisfaction and in some instances, increased wage and occupation security. As a work force scheme, multiskilling may cut down indirect labor costs, better productiveness and cut down turnover ( Jorge et al, 2002 ) . Kelliher and Riley ( 2003 ) agree with this, and besides found that the benefits of functional flexibleness for employers included improved operational operation and client service, and an enhanced repute in the local labor market. Specific betterments included lower staffing degrees, reduced sums of overtime and the ability to use fewer insouciant staff ( Kelliher and Riley, 2003 ) . However, in order for multi-skilling to be successful, the ability of that work force to larn new accomplishments becomes important ( Kelliher and Riley, 2003 ) .

Cultural alteration and possibly a grade of reactivity to the wider concern scene may hold some nexus to the motive to prosecute in this sort of work administration ( Lloyd, 1996 ) , although administrations must besides turn to ideological and matter-of-fact barriers to this sort of alteration ( Kelliher and Riley, 2003 ) . The execution of multi-skilled squads may besides hold other advantages. For illustration, multi-skilled squads, particularly those that cross antecedently stiff occupation limits and occupation position, may interrupt down societal barriers in the workplace that can historically be the footing for institutionalised non-cooperation ( Lloyd, 1996 ) . Therefore such patterns force the re-forming of workplace relationships and possibly the forging of new truenesss which benefit the employer. However, the possible negative effects are besides evident. Team working, with the development of each squad member through preparation, will besides better the modernness of the concern patterns and contribute to that organisation’s overall repute as an employer. However, those who do non work good in this sort of clime may be lost to the house, and their valuable accomplishments and experience may be missed. Increased trueness to the house may be achieved through back uping employees’ occupation security and occupation satisfaction, achieved through this accent on accomplishment uprating and preparation ( Lloyd, 1996 ) . Such patterns besides tend to travel the tide off from outsourcing ( Lloyd, 1996 ) , which, although at times cost-efficient, may non profit the administrations societal capital ( and therefore its success ) in the longer term. However, the procedure of upskilling in itself may be dearly-won.

Another issue to see in footings of the multi-skilled work force is that of employers seting all their eggs in one basket. Multi-skilled workers who leave the company may go forth a important spread which can non be filled easy, until another worker is trained up to the same accomplishment mix and accomplishment degree. This is something to take into consideration when prosecuting in these patterns. Some research suggests that in some industries, the benefits of multi-skilling become fringy ( in footings of concern results ) after a certain point ( Jorge et al, 2002 ) . Similarly, the benefits to workers themselves become fringy after geting competence in two or three countries ( Jorge et al, 2002 ) . This is merely one illustration, but it underlines the demand to prosecute in such schemes with cautiousness. However, a multi-skilling strategy may work in harmoniousness with the acceptance of the sorts of flexible working patterns described in portion 1 above, supplying a two-edged push into organizational alteration, organizational cultural alteration, and full reactivity to maximize on the benefits of both ( Osterman, 1994 ) .

Decision

It would look from the literature that there are a figure of advantages to following flexible attacks to workplace and organizational patterns, such as flexible working and multi-skilling. These advantages benefit the employees, by supplying them with more interesting, carry throughing working lives which fit better with their overall life style and committednesss, whilst besides profiting employers by supplying them with greater efficiency, better employment results, better concern results, and better reputes. However, the treatment besides suggests that these are non across-the-board benefits, and single differences in organizational individuality, attacks, local civilization and the execution of these strategies must be considered. Execution can non be without cost, and so risk-benefit analyses and projections of cost deductions must be developed, and the worlds of such patterns examined. However, it is besides evident that despite any costs or barriers to such strategies, they are really much portion of the planetary concern landscape, and are viewed by many as a considerable advantage, peculiarly in the employment market place. Therefore, the forward-thinking concern administration is extremely likely to include some or all facets of these attacks into its construction and procedures.

Mentions

Baruch, Y. ( 2000 ) Tleworking: benefits and booby traps as perceived by professionals and directors.New Technology, Work and Employement15 ( 1 ) 34-49.

Batt, R. and Valcour, P.M. ( 2003 ) Human Resources Practices as Forecasters of Work-Family Outcomes and Employee Turnover.Industrial Relations42 ( 2 ) 189-220.

Black, S.E. , Lynch, L.M. ( 2004 ) What’s driving the new economic system? : the benefits of workplace invention.The Economic Journal114 ( 493 ) F97-F116.

Creagh, M. and Brewster, C. ( 1998 ) Identifying good pattern in flexible working.Employee Relationss20 ( 5 ) 490-503.

Dex, S. and Scheibl, F. ( 2001 ) Flexible and Family-Friendly Working Arrangements in UK-Based SMEs: concern Cases.British Journal of Industrial Relations39 ( 3 ) 411-431.

Garg, S. , Vrat, P. , Kanda, A. and Dua, B.B. ( 2003 ) Aspects of flexibleness and quality in Indian fabrication direction patterns: a study.International Journal of Manufacturing Technology and Management5 ( 5-6 ) 443-458.

Garg, S. , Vrat, P. and Kanda, A. ( 2002 ) Trade-offs between multiskilling and stock list in assembly line operations under demand variableness.International Journal of Operations and Production Management22 ( 5 ) 565-583.

Gittleman, M. , Horrigan, M. and Joyce, M. ( 1998 ) ‘Flexible’ Workplace Practices: Evidence from a Nationally Representative Survey.Industrial and Labour Relations Review52 ( 1 ) 99-115.

Golden, L. ( 2001 ) Flexible Work Agendas: Which Workers Get Them?American Behavioural Scientist44 ( 7 ) 1157-1178.

Gomar, J.E. , Haas, C.T. and Morton, D.P. ( 2002 ) Assignment and Allocation Optimization of Partially Multiskilled Workforce.Journal of Construction Engineering and Management128 ( 2 ) 103-109.

Heath, C. , Luff, P. and Sellen, A. ( 1995 ) Reconsidering the practical workplace: flexible support for collaborative activity.Proceedings of the 4th conference on Computer Supported Cooperative Work, Stockholm, Sweden.83-99.

Jorgensen, B. ( 2005 ) Attract, retain and innovate: a work force policy architecture adapted to modern conditions.Foresight7 ( 5 ) 21-31.

Kelliher, C. and Riley, M. ( 2003 ) Beyond efficiency: some byproducts of functional flexibleness.The Service Industries Journal23 ( 4 ) 98-113.

Leana, C.R. , and new wave Buren, H.J. ( 1999 ) Organizational Social Capital and Employment Practices.The Academy of Management Review24 ( 3 ) 538-555.

Lloyd, J. ( 1996 ) Developing mulit-skilled squads for effectual service bringing.Facilities14 ( 3/4 ) 20-22.

Osterman, P. ( 1994 ) How Common is Workplace Transformation and Who Adopts IT?Industrial and Labour Relations Review47 ( 2 ) 173-188.

Papalexandris, N. and Kramar, R. ( 1997 ) Flexible working forms: towards rapprochement of household and work.Employee Relationss19 ( 6 ) 581-595 ) .

Perrons, D. ( 2000 ) Flexible working and equal chances in the United Kingdom: a instance survey from retail.Environment and Planning32 1719-1734.

Riley, M. and Lockwood, A. ( 1997 ) Strategies and measuring for workforce flexibleness: an application of functional flexibleness in a service scene.International Journal of Operations and Production Management17 ( 4 ) 413-419.

Roehling, P.V. , Roehling, M.V. and Moen, P. ( 2001 ) The Relationship Between Work-Life Policies and Practices and Employee Loyalty: a Life Course Perspective.Journal of Family and Economic Issues.22 ( 2 ) 141-170.

Scott, P. and Cockrill, A. ( 1997 ) Multi-skilling in little and moderate-sized technology houses: grounds from Wales and Germany.The International Journal of Human Resource Management8 ( 6 ) 807-824.

Get instant access to
all materials

Become a Member
unlock