Unlocking Organizational Success through Flexible Working

Question 1: Who benefits from flexible working; employers, employees and or government? Explain

Flexible working refers to a non-traditional working arrangements, which takes into account an individual’s personal needs and preferences, where the workers can manage their work life balance and perform efficiently by utilising the working hours successfully (Jackson and Swan, 2020). The flexible working are such as job sharing activities, part time jobs, compressed hours, flexible time selection, annualised hours, and working from home. These are beneficial for the employers and employees as well, where the business leader and the employees can cooperate with each other and maximise the organisational values in long run successfully. It is beneficial for the employers, where the employers of the business firm can recruit more employees and retain the long run staff successfully (Jackson and Swan, 2020). They can attract more talent pool in the society and improve diversity in the organisation. Diversity management and recruiting diversely trained people in the organisation further maximises the performance of the employees. Hence, the employers are able to motivate the employees and retain them for long run. Hence, the employers are beneficial to restructure the workplace as a flexible work, where they can increase the productivity of the organisation and maximise the business values (Cannon, 2017). Maximising the productivity and retaining the experienced workers in the workplace are the major benefits of flexible timing in the organisation, where the employers are able to fulfil the vision and aim of the organisation and achieve future success (Jackson and Swan, 2020). It is also advantageous for the employers to increase the employee engagement in the workplace where they can encourage the staff and cooperate with them for achieving the organisational values.

Additionally, the employers are also beneficial for the flexible working activities where it is possible to provide a cost efficient and eco friendly choice to the employees to choose their working time and contribute efficiently to achieve the organisational vision (Jackson and Swan, 2020). On the other hand, the employees are also beneficial of such flexible working practice, where the employees can get flexible time to work and perform better. They can manage work life balance and fulfil the needs and preferences (Wessels, 2017). Hence, personal needs can be fulfilled as well as it further motivates the employees to contribute further in the firm and hence flexible working practice maximises employee morale and motivation leading to improvement of the efficacy and capability of the staff to perform better (Jackson and Swan, 2020). Hence, the flexible working practice is good for the employees as it increases loyalty and create good bonding between the employees and the employer of the business (Wheatley, 2017). The employees can maximise personal needs and cooperate with the employer for creating organisational values. The working time and cooperation further increases the interest of the staff and they try to contribute with their full potential to maximise the organisational vision (Cannon, 2017). Hence, flexible working is beneficial for both the employer and employees to achieve the future organisational objectives and run the business successfully with cooperation and communication.

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Reference List

• Cannon, F., 2017. The Agility Mindset: How reframing flexible working delivers competitive advantage. Berlin: Springer.
• Jackson, S. and Swan, J., 2020. 5 Flexible working and quality of life. Flexible Work: Designing our Healthier Future Lives.
• Wessels, C., 2017. Flexible Working Practices: How Employees Can Reap the Benefits for Engagement and Performance (No. EPS-2017-418-LIS).
• Wheatley, D., 2017. Employee satisfaction and use of flexible working arrangements. Work, employment and society, 31(4), pp.567-585.