In accordance with the impacts of globalization, grimness of the business competition, adjustment in regulations and others, employers relied on labour allocation via flexibility to meet these challenges for achieving organizational goals and maximizing the performance. Guest (1987) as cited in Legge (2005, p.175) perceived flexibility in his Human Resource Management (HRM) model as “having three components: relating to organizational design, job design and, employee attitudes and motivations”. Nevertheless, to explore the reasons of employers’ need for flexibility in more accurate, the flexible firm model (Atkinson, 1984) and its flexibility will be referred to as the main focus in this essay. Yet, this approach may lead to uncertainty and p...
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...ssion of employers’ flexibility and employees’ WLB, they came into forms because of previous changes of factors. For both parties, there are many advantages of flexible working and it represents a huge opportunity for businesses. By getting up to speed with the legal perspective of flexible working and taking attention of some guidelines, employers can step confidently into heightened business competition via flexible working, enjoying increasing productivity and improving WLB for employees as a result. However, which can be challenging due to the impacts of working culture, the occupational change, the opt-out provision as the loophole to work longer hours, the employers’ practices in workplace to meet current demands, the changes of the nature of paid work and others. Indeed, the flexible working arrangements in reality might be not as ideal as its starting point.
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