JOB FLEXIBILITY

Executive Summary 1. 2. 3. 4. Introduction -200 Job Flexibility and its types -400 Importance of job flexibility -500 Helps in costing cutting related to -1200 4. a. Turnover 4. b. Health care 4. c. Overhead 4. d. Labor 4. e. Quality 4. f. Legal fees 5. Discussion 6. Conclusion 7. References -200 -200

Executive Summary

This essay discusses about flexibility in general and in particular about job flexibility among organizations and how it turns out to be a boon that blesses both the benefactor and the beneficiary in striking a balance between work and life. It further advocates the importance of flexibility with which an organization can win the support of its employees, retain skilled workforce and at the same time help the organization forge ahead with high productivity. The essay then centers on the different types of job flexibilities that would support an organization in creating a healthy rapport with its workforce making them dedicated and accountable in terms of time, leave and quality. It highlights the cost cutting factors that are associated in terms of flexibility which at the same time brings in a lot of cash inflow to the organization. With this birds eye view, the discussion draws its conclusion in favour of job flexibility which is the need of the hour.

Benefits

INTRODUCTION An organization is a place where there is a culmination of strategic plans to be targeted. Each organization adopts different work plans to suit the workplace and the work condition. Adequate care must be taken to make sure that the strategies followed are effective enough to strike a balance between the employer and the employee. The important asset of an organization is its employees. It is the prime duty of the organization to nurture a conducive atmosphere for the employee in order to establish efficiency in work, retain skilled employees, and increase the

productivity and at the same time allowing the employees to maintain a work life balance. One such condition is flexibility at work. By this an organization could decide on how, when and where the target is to be reached and set the time clock to accomplish the task and decide on the man hour and power that is necessary. when there is good match between the rewards offered by a job and the needs of the employee, then positive job attitudes will result[Sara A, 2004]. JOB FLEXIBILITY AND ITS TYPES According to Atkinsons Flexibility Model (1984), flexibility is of five different types based on functional, numerical, financial, temporal and Locational. Functional flexibility- an employee is given flexibility in his task apart from following the traditional limitations. Example, Multi Tasking. Numerical flexibility refers to flexibility in the number of staff such as temporary, permanent, visiting and out sourcing. Financial flexibility is in sequence with performance scale as that of profit sharing and loss of pay. Temporal flexibility focuses on varied working hours as that of full time and part time. Locational flexibility works in terms of flexible workplace as in telecommunicating and work from home.[Atkinson, 2011] Apart from Atkinsons model flexibility can be classified under the following heads 1. Equipment flexibility. 2. Meal flexibility 3. Flex time 4. Part time jobs 5. Compressed work week 6. Flex leaves 7. Flex careers 8. Flex location Equipment flexibility gives an opportunity for the employee to be facilitated with easy handy equipment that support and make his work easy as in the case of telecommuniting. Meal flexibility enables an employee to be confined to his work spot instead of utilizing much time at home and around hunting for his best meal and in the bargain he runs short of his work time. For example subsidized meal.

Flex time enables the an employee to choose his time of entry and exit from the workspot with a stipulated hours of working this may be considered on daily bases as well. Part-time jobs serves handy for those employees who can handle work with in a small period of time based on weeks, months or even annual leave. This gives room for categories like seasonal employees and part-time scholars who indulge both in research and work. Compressed work week corners the number of working hours within a week that may be allotted to an employee and is given a liberty to spread the number of working hours over the week depending upon his convenience Flex leaves creates a comfort for employees to decide on their time of, based on their personal issue this does not tie down an employee to stick to strict rules of leave. For example, leave due to urgent family issue, children and parental care. Flex careers, this gives an opportunity for the employee to have multiple entry points, exit and reentry into the same career as in terms of sabbaticals and so on. Flex location gives an option for an employee to work either from his regular workplace, main location of his workplace through satellite or from home. IMPORTANCE OF FLEXIBILITY Flexibility is the ability of a firm to respond to varies demands from its dynamic competitive environment [Bhattacharya, 2005]. Flexibility is a management tool that can help get the job done, not an employee perk or accommodation[Friedman, 2004] The importance of flexibility is felt to draw the aptitude of the employee. No hard and fast rule can create accountability at work. It is shear interest that can bring about commitment. In order to retain a committed workforce, an organization has to adapt innovative recruitment plans attractive incentives, employee benefit plans and working conditions which would suit a varied generation of workers who have different working styles. It is only a flexible condition that can bring about a union among the work styles to organize a team effort of an organization. Safe guard esteemed workforce. The growing need in technology and outsourcing trends has now created a tuff completion in the global arena of business to retain a skilled set of workforce. Every organization is driven to a situation to keep their team of skilled workers satisfied and well equipped to meet the new challenges. Each field is now interlinked and the organization faces with a brain drain. If it falls short to realize the worth its personnel Elevate spirits and work contentment. The fast moving world is stressful and also leaves behind a psychological impact on the employees of any organization. Most of them often stumble and able to strike a balance between work and life. It is

the prime duty of an organization to look after its employees basic needs. This in return will create a commitment on the other hand and will force the employee to work with accountability. Develop yield and to lessen pressure or exhaustion. Steady progress and joint efforts are the magic spells that can be shared among teams this will enable to reduce the anxiety among the working conditions and work towards a better yield. An organization can be benefitted to the maximum using the talents of the employees protecting the work force with a job satisfaction and elevating their spirits this will in turn increase the productivity and enable the employees to work stress free through flexibility. Upholding a sturdy understanding of the work life balance, an organization must incorporate thoughts of plans incorporating work life and personal life as well as create a wide range of choice and opportunities in work culture. HELPS IN COST CUTTING Any organization works for a good cash inflow which is one of the key performance indicator that the organization targets. Cost cutting is one of the major issues that all organizations look forward to be benefitted. In order to achieve this at the world business level, many of the organizations follow the trends of outsourcing, part time jobs, seasonal workers and so on. This creates flexibility in the organization to fish out for a skilled workforce at a low cost outsourcing employment from any part of the world this is one of the major ways that MNCs make cutting edge in the global scenario. Flexibility is one of the major constraints on costing cutting related issues. An organization which has adopted a flexible policy can enjoy the full benefits of employee contributions by providing a choice for its workforce in terms of: 4. a. Turnover An organizations yield depends on the 100 % dedication shown by its workforce. This is possible when the employer gives leverage to the employees to complete the task, setting flexibility at work. Further this would create a congenial atmosphere among the employees and keep them duty bound to accomplish the targeted work. Flexibility yields a better turnover for the company at the same time satisfies the employees and reduces absenteeism due to commitment. The following quote clearly tells about the important role handed by the employee towards Turnover, The cost of turnover formula also does not consider lost relational capital, i.e. relationships held by the employee within and outside of the organization, or the cost of errors, internal inefficiencies, lost ground in customer satisfaction, and lack of progress on continuous improvements while a new person is learning the ropes. For the key employees, this difference can be significant.[Cadoret, 2008]

4. b. Health care A stress free atmosphere is what is expected by every employee. It is the vital duty of the organization to protect its employees. Health care Insurance is of the medical flexibilities offered to the employees to balance the unexpected life conflicts. Health gyms and yoga is also advocated by certain organization as a sign of good gesture towards their workforce. This in fact reduces the work stress among employees who in turn are made to express their loyalty to the organization. Several researches support this view point, Stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. [Ghafoor Khan, 2011] 4. c. Overhead Tele communicating favors the cost cutting factor of flexibility of an organization as well as its employees. An employee can stay back at home and yet carry out his work undisturbed and leisurely. In other words the overhead cost is also reduced when the office equipments are not put to full use due to the absence of the employee like that of air conditions, lights, computers, printers, telephones and so on. 4. d. Labor costs Flexible human principal line of attack can reduce labour cost for the same expected output by avoiding poor concentration and lending an option for those interested in overtime. This in other words helps the organization to identify those skilled employees, recognize and respect their patronage for the organization. Several companies have opted this for eg, Merck reduced overtime in the payroll division by 50% by expanding use of flexible work arrangements. [Casner-Lotto, 2000] 4. e. Quality Quality of work of an organization is credited by its workforce. The banner of a branded company is stamped by its innovative and trend setting employee who produces quality work. Such employees need to be kept abreast of the goal settings of the organization and retain the confidence of the workforce. 4. f. Legal fees Those organizations that plan for human capital strategies may have to adopt flexible policies that relate to gender differences that induce legal issues. Leave rules and biased decisions and employee harassments and in humane

treatment may incur legal issues that would affect the employees association with the organization.

Discussion Its incumbent on the federal government to lead by example. Organization must offer workplace flexibility not just to be benevolent, but commit to doing it because its actually good for business