Flexibility Represents a Win-Win Situation for Employers and Employees

The essay discusses the benefits and disadvantages of flexible win-win situation from the employee and employer point of view. It explains how Australia and European countries manage and handle remote work arrangement in the organization while functioning at international level. The paper further portrays that how remote work arrangement increases productivity and effectiveness with reducing the overhead costs.

Running head: Human resource management
Human resource management
2018

Human resource management
(Essay on ‘Flexibility represents a win-win situation for employers and employees’.
Discuss)
In today’s modern world, flexible or remote work arrangement is ongoing that may affect the
success of the organization and efficiency of the workers. The main motive of this essay is to
discuss about the benefits and disadvantages of flexible win-win situation from the employee and
employer point of view. It explains that how Australia and European countries manage and
handle remote work arrangement in the organization while functioning at international level. The
paper further portrays that how remote work arrangement increases productivity and
effectiveness with reducing the overhead costs.
It is stated that win-win situation is an agreement for everyone who resolve and present the
solution mutually and effectively. With a win-win solution, all the parties feel good about the
effective solution and feel committed to the action plan. A win-win situation or circumstance is
one that is suitable and good for everyone who is occupied. Flexible working hours are a win-
win situation for employees and employers. It has been analyzed that flexible working hour is
effective and unique way for the companies to boost productivity and attract and retain the
excellent talent. Further, flexible working improves and enhances the way workers work and can
it maximize the job satisfaction in the competitive market (Morganson et al, 2010).
The perception of mobile working have moved and transmitted from being a concern and
challenge in need of management to an effective mechanism rendering new business
opportunities and higher freedom for the workers. It is noted that flexibility is the rule and
standard rather than exception, increase flexibility and minimal limitations that empower and
engage employees to select when, where and how they want to work to attain organizational and
individual needs and goals. The objective of the company in adopting and accepting agile and
flexible work are to generate a more effective, efficient and responsive organization, which
enhances and improves business performance and boosts customer satisfaction. By engaging
with workers to work where, how and when they choose, there is a fact or evidence that augment
and enhance their effectiveness and productivity and render service improvements by working in
a way that suits them best. The flexible working is helped in creating win-win situation at the
workplace (Taskin and Bridoux, 2010).
2

Human resource management
The companies offer flexible working hours to the workers for accomplishing the targets and
goals and collaborate remotely. It is stated that flexible working hours provides ample of benefits
to the customers across the world. In Australia, there are severe organizations that provide
flexible working hours to the employees to boost and improve their confidence, loyalty and trust.
Certain and specific employees have the right to request flexible working arrangements in
Australia. The employees can only refuse these requests on reasonable business grounds. The
flexible arrangements include hours of work, locations of work and patterns of work. It has been
noted that there are approx 70% employees get flexible working practices, 56% ongoing learning
and development and 45% progression opportunities (Wilson, 2018). After the various studies it
is analyzed that most flexible working practices managers or employers render flexible working
hours, part-time employment, flex place, compressed weeks to the employees. On the other hand,
flexibility of working time is undoubtedly a topical theme in European countries. The flexibility
and win-win situation is becoming a remarkable issue for collective bargaining in most European
countries. It is elucidated that flexible win-win situation leads higher productivity and efficiency
in the global market. The employees can save transportation cost through the flexible working
hours (West, 2012). They can get time for foreign trips and travelling effectively and easily. The
employers and employees save costs with this win –win situation.
An overwhelming surveys reveals that US$ 11,000 saved per worker p.a. for the company in the
United states, the similar research attributed a saving of US$ 4,000 p.a. for the isolated
employees as well so it is considered win-win situation for employee and employer (Parashar,
2018). The employees who are working remotely lead higher job satisfaction and then the
companies attain loyalty of the workers. The employees who work remotely help in reducing and
eliminating higher attrition rates by approx 25%. HR costs are minimum, employee retention is
high and organizations that permit for remote work, experience more development (Parashar,
2018). Remote work arrangements further helps to attract and retain best and skilled employees
toward the organization. In European countries, remote working arrangement is recently coming
to the force, with varying degrees of integrity and dignity.
It has been portrayed that flexibility or remote working is king when it comes to workplace perks
in Australia. The remote workers are healthier, happier and capable to handle the situations along
with this, remote work arrangement can seriously improve and enhance the company loyalty,
3

Human resource management
means staff turnover is minimized and requirement and selection are become easier. It has been
found that remote work arrangements promote and improve the result based work, which puts
direct impact on the outcomes and productivity. It further improves employee’s performance,
engagement and encouragement while reducing the overhead costs. It is studied that American
express saved $ 10 to $ 15 million annually in real estate costs after initiating the remote working
arrangement (Hearn, 2017). Moreover, remote work arrangements indeed a success and
dynamic team and further lead higher trust and motivation. The win-win situation would work
best if the employees concentrate on objectives and goals completion rather than working hours.
This would cause less of a headache and stress for team and management while exercising real
outcomes and results (Hearn, 2017). The remote working hours further help in attaining the
needs, wants and expectations of new generation in the organization.
In European countries like United Kingdom, employees have the ability to work remotely from
home, they reduce costs and save time on transportation. Conscious of the requirements and
needs to prove they may work effectively and efficiently from home along with this, moral can
be attained by improving and enhancing their work life balance as it further helps in boosting
employee’s outputs and efficiency. The motivated workers, who are grateful for the option to
work remotely, might be more inclined to engage and commit with their companies and make a
watchful contribution. Working through various ways may promote professionals to think
outside the box and be more creative and innovative. Most of the workers can become more
actively involved when they come into the company and are more wish to render creative and
innovative ideas and thoughts. These might relate to work processes, innovative working culture
and ongoing projects. The remote work arrangement is needed to conduct business activities and
operations successfully. In Australia, worker well being and health are major issue for many
companies as it put direct impacts on the retention of key workers. Rendering flexible working to
the workers can maximize morale and improve their mental and physical well being. When
employee work from home, they are likely to be better rested and less tired, minimizing the risks
of fatigue, stress, burnout that could be the result of a adverse working culture. The flexible work
arrangement further reduces consumption of worker commuting fuels and time costs (Population,
2016).
4

Human resource management
On the other hand, European countries also prefer remote work arrangements to run the business
activities and operations in a hassle free manner. In European countries, some experts actively
seek for employment that would permit them to work flexibility and actively. It can be that they
have voluntary commitments and childcare responsibilities and are seeking to attain an excellent
work life balance. Providing remote work arrangement opportunities could permit the managers
to hire talented and skilled applicants who would otherwise they can go out their reach (Half,
2018). The remote work arrangement practices have usually been implemented to help the
workers match the demands of their work, and non-work lives more efficiently and to attain a
more satisfactory work life balance. In today’s globalization world, most of the organizations in
European countries provide flexible working to direct and guide the working parents and to
maximize and enhance the diversity of the workforce, in contemporary companies remote work
arrangements are generally offered to all the workers. The current overwhelming research
indicates that wide range of workers take benefits of some form of remote work arrangements.
There is ample of benefits for the managers too from employees working in various ways and
that mutual advantage can be attained. For example, by rendering flexible or remote working,
employers are able to select from a large pool of talent in the competitive market. The remote
work arrangement further works as a retention tool in European countries (Heathfield, 2018).
It is evaluated from the various studies that remote working arrangement provides ample of
benefits to the employers internationally. The employers could able to reduce tardiness and
absenteeism with the help of remote work arrangements in the organization. It increases ability
of the employers and managers to recruit outstanding workers for performing tasks and duties
smoothly (The European financial review, 2018). It is stated that flexible working increased
outputs and minimizes turnover of the valued staff. By offering remote work arrangements, the
employers can get more opportunities for the business to grow and survive in the competitive
market (Fitzsimmons, 2018). It is studied that all the employers want a productive and motivated
employees and flexible working arrangements can encourage this. It is evident that remote work
arrangement means that workforce is happier and healthy this means employers do not have
much stress and sickness absence to manage with. By implementing this remote work
arrangement, the employers further could able to make a dynamic and favorable working
environment and culture that fits for the company. It also increases diversity at the workplace.
5

Human resource management
The employees who willing to work a remote work arrangement could manage and handle the
customers queries and complaints effectively that fit both the parties. This makes for happier
customers and workers as well (Euractiv, 2018).
Remote work arrangements give employee a feeling of having more supervision and control over
their work time and free time. This means ample of employees are more willing to perform roles
and responsibilities under their own actions and are often more prepared to go the extra mile for
them. The employees are willing to handle tasks and roles with more motivation through remote
work arrangements (Onrec, 2018). The conflicts and disputes which are raised between
employee and employer can be reduced through flexible work arrangements. Flexible working
also improves and enhances the open and strong communication among the workers at the
workplace. The employees feel that management are trying to attain their needs, requirements,
wants and are listening to their requests. If this is handled and managed effectively, this means
employer have a healthier and happier workforce (Recruiter, 2016).
On the other hand, some studies show that flexible working is not suitable for employee and
employer as well. It creates various conflicts and issues between employee and manager. There
is no clear and specific delineation between home and work due to flexible work arrangement.
When employee use flexible schedules and approach that means people have work all the time.
Along with this, the workers who flourish in an office environment could find it complex to
work when their colleagues do not hold the same time and schedule. That is why most of the
employers need core hours and days during which everyone is in the company. Remote work
arrangement can make client and customers handovers complicated, client and customer expects
5 days service in a week and it can be picky when a worker is in office on Friday. It may hamper
the image and financial position of the firm adversely (Allen et al, 2013). Moreover, employers
struggle and strive with fairness when only specific workers can work remotely and actively. It
also increases resistance to change at the workplace which can affect the long term profitability
and goodwill adversely. Due to remote work arrangements, the employers sometimes are failed
to share important information and skills to the workers at home as it is not suitable for the
organization. If a company exercises flexible working arrangement then it has to invest huge
amount on training, development and administration. Due to remote work arrangements, the
employees could able to maintain direct contact with clients and customers as well. In this way,
sometimes remote work arrangements may become serious issues for the employees and
6

Human resource management
employers as well. To handle these issues, the company should focus on the planning, policies,
and strategies effectively. It will help to handle and reduce various issues related to remote work
arrangement in Australia and European countries (Lindkedin, 2017).
Conclusion
It is concluded from the above study that in terms of remote working hours, the potential and
innovative benefits for workers are well known and significant including higher autonomy,
enhanced morale and improved work life balance. But it is more significant for the managers and
employers to identify and analyze the benefits of remote work arrangement programs and
sessions too. It is not just employees who stand to attain such activities and benefits, as the
company could also minimize costs, enhance outcomes, and boost loyalty when schemes are
initiated in the effective and right way. When remote work arrangement is implemented
effectively and appropriately with essential level of buy in from the employees and employers, it
could be to everyone’s benefit.
7

Human resource management
References
Allen, T.D., Johnson, R.C., Kiburz, K.M. and Shockley, K.M., 2013. Work–family conflict and
flexible work arrangements: Deconstructing flexibility. Personnel psychology, 66(2), pp.345-
376.
Euractiv.2018. Multilevel Europe: A win-win for EU and Ukraine [Online]. Available from
https://www.euractiv.com/section/global-europe/opinion/multilevel-europe-a-win-win-for-eu-
and-ukraine/ [Accessed as on 22nd October 2018].
Fitzsimmons.C.2018. Flexible working becoming the norm [Online]. Available from
https://www.smh.com.au/business/workplace/flexible-working-becoming-the-norm-20180807-
p4zw2b.html [Accessed as on 22nd October 2018].
Half.R.2018. Flexible working hours: 7 benefits your business is missing out on [Online].
Available from https://www.roberthalf.com.sg/blog/employers/flexible-working-hours-7-
benefits-your-business-missing-out [Accessed as on 22nd October 2018].
Hearn.S.2017. Flexible working is a win-win for employees and companies alike [Online].
Available from https://www.helpscout.net/blog/flexible-working/ [Accessed as on 22nd October
2018].
Heathfield.S.M.2018. The advantages and disadvantages of flexible work schedules [Online].
Available from https://www.thebalancecareers.com/advantages-and-disadvantages-of-flexible-
work-schedules-1917964 [Accessed as on 22nd October 2018].
Lindkedin.2017. Flexible benefits plans: Advantages and disadvantages [Online]. Available from
https://www.linkedin.com/pulse/flexible-benefit-plans-advantages-disadvantages-brent-wallace
[Accessed as on 22nd October 2018.
8

Human resource management
Morganson, V.J., Major, D.A., Oborn, K.L., Verive, J.M. and Heelan, M.P., 2010. Comparing
telework locations and traditional work arrangements: Differences in work-life balance support,
job satisfaction, and inclusion. Journal of Managerial Psychology, 25(6), pp.578-595.
Onrec.2018. Flexible working: A win-win for both employers and employees [Online]. Available
from http://www.onrec.com/news/news-archive/flexible-working-a-win-win-for-both-
employers-and-employees [Accessed as on 22nd October 2018].
Onrec.2018. Flexible working: A win-win for both the employees and employers [Online].
Available from http://www.onrec.com/news/news-archive/flexible-working-a-win-win-for-both-
employers-and-employees [Accessed as on 21st October 2018].
Parashar.R.2018. Remote work: A win-win for employer and employees [Online]. Available
from https://www.upgrad.com/blog/remote-work-a-win-win-for-employer-and-employees/
[Accessed as on 21th October 2018].
Parashar.R.2018. Remote work: A win-win for employer and employees [Online]. Available
from https://www.upgrad.com/blog/remote-work-a-win-win-for-employer-and-employees/
[Accessed as on 22nd October 2018].
Population.2016. Workplace flexibility a win-win for bosses & employees [Online]. Available
from https://www.population.sg/articles/workplace-flexibility-a-winwin-for-bosses-and-
employees [Accessed as on 22nd October 2018].
Recruiter.2016. Benefits of flexible working hours for employers [Online]. Available from
https://recruiter.e4s.co.uk/2016/11/28/benefits-flexible-working-employers/
Taskin, L. and Bridoux, F., 2010. Telework: a challenge to knowledge transfer in
organizations. The International Journal of Human Resource Management, 21(13), pp.2503-
2520.
The European financial review.2018. Can flexibility be win-win?[Online]. Available from
http://www.europeanfinancialreview.com/?p=10756 [Accessed as on 22nd October 2018].
West, M.A., 2012. Effective teamwork: Practical lessons from organizational research. John
Wiley & Sons.
9

Human resource management
Wilson.R.2018. 73% of Australian employees value flexible working, hays reveals [Online].
Available from https://www.recruitment-international.com.au/blog/2018/06/73-percent-of-
australian-employees-value-flexible-working-hays-reveals [Accessed as on 22nd October 2018].
10