Employment Flexibility - Australian Perspective - Essay Example

? Employment flexibility - Australian perspective In order to maintain the free flowing of an organization, flexible working timing is extremely essential. This might help in improvement of the organizational productivity and revenues to a certain extent. Moreover, the advantages and disadvantages of flexible working time are also presented in this paper. Introduction In this age of changing demographics and globalization, the perceptiveness over which the organizations operate is alternating significantly. It is mainly due to the changing economic conditions and business scenario of the entire globe. By doing so, the organization might cope-up with the changing market conditions and requirements of the customers. As a result, the efficiency and effectiveness of the organization enhances resulting in amplification of its brand image and reputation in the market among others. Other than this, the demand and requirements of the products increased to a significant extent resulting in enhancement of its brand equity and profit margin in the entire market among other competitors operating in similar field. However, in order to increase the rate of competitiveness in global perspectives, maximum extent of the organizations desires to implement the concept of flexibility in the employment conditions of the workers. This helps the employees to avail the facility of varied working schedules and timings resulting in improvement of the morale and performance level of the employees. As a result, the level of productivity of the workers and organization enhanced to a considerable extent thereby enhancing its level of sustainability in this competitive scenario among other rival entrants. Thus, this concept proved extremely effective for the organizations and the workers operating in Australian market (Macdonalds, 2003). What Is Flexibility In Employment Mean? According to Reilly (2001), flexibility in working conditions means that getting adjusted to the economic conditions and also the working schedules so as to increase the productivity and efficiency of the organizations in the market among others. Not only this, it might also prove effective for the employees to increase their morale and dedication towards work resulting in amplification of their performance in the organization. Moreover, this concept is appreciated both by the management as well as the employees of the organization as it highlighted the outcomes-oriented approach. This means that time is not the prime constraint, but outcome or productivity is the prime thing. The employee had to offer the amount of work allotted to him or her in his preferred or ideal time so as to improve their level of performance and motivation as well. Thus, the National Qualification Framework (NQF) offered more concentration over outcome-oriented approach rather than time-control approach in Australian organizations (Reilly, 2001). Thus, this approach is highly appreciated by both the employers and the employees of the Australian organization as compared to others. Literature review According to Auer & Cazes (2003), employment flexibility is one of the innovative concept emerged in the recent age. The prime reason for the introduction of this concept is to motivate both the employees and the employer of the organization. The main aim of the employer of any organization in this age is to enhance its range of profit thereby fulfilling both the basic and psychological needs of the employees. Only then, the employees would become satisfied and as a result their level of performance and inner dedication might improve. Due to which, the level of efficiency and devotion towards the responsibilities of the work might enhance resulting in fulfilment of the common objective of the organization. Side by side, by observing the dedication level of the senior employees, the juniors might also adopt the similar working behaviour and culture resulting in enhancement of the total sales and ROI of the Australian organization in the entire globe among other rivals (Government of South Australia, 2011). Apart from this, the level of communication among the members of the organization might also remain in a very lucid manner thereby implementing a positive culture within the organization. It is extremely essential to maintain a healthy culture as this might prove effective in implementing varied types of innovative concepts and ideas within the organization as well as for the employees as well (Mclaughlin, 1994). Not only this, flexible working time also helped in reducing the level of unemployment from the roots of the developed countries like Australia and helped to enhance its gross domestic product and net domestic products (Fairwork. 2013). Other than this, flexible working time also proved extremely effective for the female workers to get involved in varied types of work. By completing all sorts of family responsibilities, they try to devote the remaining time for the responsibilities of the organization resulting in improvement of her living standard as well as the growth of the Australian organizations. Along with this, it also helped to reduce the level of poverty and illiteracy from the country of Australia to a considerable extent as compared to other neighbouring nations. This is mainly because; maximum extent of the females became engaged in varied types of works. This helped in improving the economic condition of the families as well as the organization of Australia to a significant extent due to the implementation of the idea of flexible working schedules (Mclaughlin, 1994). Consequently, flexibility in working time also helped in enhancing the morality of the employee thereby improving the retention rate. It is extremely essential for any organization (Australia) as experienced employees as described as the assets of the association. And if the rate of retention is low then an organization may not survive in this highly competitive scenario resulting in downfall of its total rate of revenues. Similarly new employees would not prove effective as an old employee as he or she might desire numerous types of additional benefits from the management of the organization. Thus, flexibility is essential to retain the older employees as they are described as the gold of an organization (Workplace Gender Equality Agency, 2013). Hence, from the above mentioned points it may be evaluated that employment flexibility is one of the most successful concept of modern age. Therefore from the figure, it is clear the older staffs are the pillars of an organization (Australia) and so their retention is extremely essential to maintain the dominance in the market. So for them, employment flexibility is one of the most booming ideas of recent era (Australian Institute of Management NSW & ACT Training Centre Limited, 2012). Industrial relation theory According to Brewster & Hegewisch, (1994), industrial relation is described as the type of relationship that might be maintained within the employees and the employer of an organization. It is extremely essential for the employer of an organization to maintain a harmonious relationship with its employees as they are the prime assets of an organization. With proper involvement of the employees, an organization might never become successful in the market among others. Side by side, it is employees, who work for the entire time to accomplish the goal of the organization. Only then, the objectives of the employees might become fulfilled to a considerable extent. Other than this, the main objective of the employer of an organization is to maintain an efficient relationship with its employees. This may be possible by maintaining an effective human relationship with the employees of the organization. Human relation theory is one of the most important theories of industrial relations. As per this theory, organizational productivity might be maintained or enhanced only if the social and psychological needs of the workers such as friendliness, romantic attachments, social groups, interpersonal communications etc may be fulfilled. Due to which, problems such as loneliness, depression, anxiety and many other might get reduced as the rate of individual satisfaction might be enhanced. Side by side, the employee and employer relationship might get enhanced as well as the rate of bargaining ad negotiations might also get reduced significantly. As a result, industrial peace might be maintained within the organizations of Australia thereby improving its effectiveness. And so the rate of disputes or strikes and lockouts might also get reduced significantly. However, to maintain an effective relationship within the management and employees, flexible working time is one of the most efficient ideas. This is because, management only wants productivity figures and total revenue figures that might be attained through effective dedication of the employees. Thus, if the employee (male or female) tries to work in their preferred time then their working efficiency might be better and within a very small amount of time, the objective might be attained. This is because they are working with full motivation and enthusiasm to attain that goal for the betterment of both the organization and themselves. Hence, it might be depicted that human relation theory of industrial relation is directly related with employment flexibility concept. Advantages and Disadvantages of Flexible Working Time on Management Perspectives Advantages Improved working quality: due to flexible working conditions, the level of productivity f the employees might get increased mainly due to enhanced morale and dedication of the employees. More concentration over work: due to employment flexibility, the Australian workers try to offer more concentration over work, mentally and emotionally resulting in attainment of organizational output. Reduced absents: due to working flexibility, the level of absents also gets reduced which is extremely beneficial for an employer. Reduced turnover: due to flexible working time, the rate of turnover also gets reduced significantly. It is also extremely beneficial for an organization and an employer. Saves huge amount of time: huge amount of time also gets saved due to flexible timing schedules. It is extremely advantageous for an organization. Disadvantages Less teamwork: due to flexible working schedule, the teamwork among the employees may not be observed. As a result, the amount of time required to fulfil a specific task might get enhanced and so the level of morality might get reduced. So, it is quite worse for an employer of an organization of Australia (Odendaal & Roodt, 2002). Less devotion over work: due to low level of balancing power among the activities of home and organization, the level of devotion also might get reduced. It is extremely worse for an organization and an employer (Brewster & Hegewisch, 1994). Advantages and Disadvantages of Flexible Working Time on employee Perspectives Improved morale- as the organization hierarchy presents the facility of flexible working time, the morale of employees gets enhanced significantly (Auer & Cazes, 2003). Improved performance- the level of performance also gets highly increased as the employees gets entirely freed from other types of duties and responsibilities of the family members. And also helps in proper maintenance of personal and professional duties. Enhanced dedication towards work- the level of dedication towards work also gets improved resulting in fulfilment of the expectations of the employer and the other employees. Enhancement of the skills and knowledge- the level of knowledge and skills of the employees might also get improved due to freedom from all sorts of other tensions. And due to engagement in varied types of workshops and training programs, the inner talents also get enhanced. Disadvantages Lack of interpersonal communication –the level of interpersonal relationship gets reduced to a certain extent due to absence of the members or teammates. As a result, the level of friendship among them also gets reduced considerably. Lack of meetings- due to absence of the team mates, the amount of meetings also gets reduced. As a result, the intensity of discussion among them also gets reduced to a certain extent. Conclusion Conclusively, it might be depicted that flexible working time is extremely essential for an organization to improve its effectiveness in the market among other rivals. Side by side, it also helps in retention of the experienced and older employees within the organization for a long run. Thus, employment flexibility proved effective for both employees and employers of the organization. Recommendations In order to improve the environment and brand image of the organization, the concept of flexible working time acts as a boon. It is with the help of this, the brand equity and reputation of the organization in Australian market might get enhanced. Side by side, facility of dinners or lunch for the employees (basic need) might also be implemented to boost their morale and performance rate. References Auer, P. & Cazes, S. (2003). Employment stability in an age of flexibility: evidence from the industrialized countries. Flexibility. London: International Labour Organization. Australian Institute of Management NSW & ACT Training Centre Limited. (2012). Managing in a flexible work environment. Return on investment. Retrieved 24th September, 2013 from: http://sydney.edu.au/business/__data/assets/pdf_file/0003/142626/AIM_Green_Paper_July_2012.pdf. Brewster, C. & Hegewisch, A. (1994). Policy and practice in European human resource management: the price waterhouse cranfield survey. Advantages and disadvantages. London: Routledge. Fairwork. (2013). Flexible working arrangements. How do I ask for flexible working arrangements? Retrieved 24th September, 2013 from: http://www.fairwork.gov.au/employment/flexible-working-arrangements/Pages/default.aspx. Government of South Australia. (2011). Work life balance in the workplace flexible work arrangements. Flexitime. Retrieved 24th September, 2013 from: http://www.safework.sa.gov.au/uploaded_files/Flexible_Work_Arrangement.pdf. Macdonalds, L. A. C. (2003). Managing fixed-term and part-time workers: a practical guide to employing temporary and part-time staff. Flexible working conditions. London: Routledge. Mclaughlin, E. (1994). Flexibility in work and benefits. Flexible working time. London: Institute for Public Policy Research. Odendaal, A. & Roodt, G. (2002). Australian and south african perspectives on the implementation of flexible work practices (fwp): an exploratory study. Sa journal of industrial psychology, vol. 28, no.3, pp:75-82. Reilly, P. A. (2001). Flexibility at work: balancing the interests of employer and employee. Flexibility in working conditions. Burlington: Gower Publishing, Ltd. Workplace Gender Equality Agency. (2013). Engaging men in flexible working arrangements. Business benefits. Retrieved 24th September, 2013 from: http://www.wgea.gov.au/sites/default/files/20130829_PP_engaging_men_flex_work_2.pdf. Read More