Managing People: Pros and Cons of Flexible Working at Morrisons

This report discusses the pros and cons of flexible working at Morrisons, a British retail supermarket industry. It explores the role of human resources in promoting diversity and inclusion through flexible working and analyzes the impact of flexible working on productivity, work-life balance, and employee engagement. The report also highlights the difficulties and hurdles faced by employees when working flexibly and the negative impact it can have on the organization's image in the market.

Managing People

Table of Contents
INTRODUCTION ..........................................................................................................................3
Main Body ......................................................................................................................................3
Make a case in favour of flexible working in relation to diversity and inclusion at work and
analyse the role of Human Resources in promoting diversity and inclusion through flexible
working.......................................................................................................................................3
Make a case against flexible working in relation to inequality at work and analyse the role of
Human Resources in addressing the concerns of inequality that may arise from flexible
working.......................................................................................................................................6
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management can be defined as the resolving and managing the issue arises in the
organisation . It can be widely explained as the hiring and training as well as retaining the talent
in which the functions and directions can be smooth this also has the other name in the
organisation which is known as human resource management . This concept is distinctive from
the performance management(Roy Moulik., 2019). The people management should posses the skills
such as flexibility and solving the conflict and most important the trust and patience is the key .
They should have calmness while talking to a person . This organisation which is undertaken is
Morrisons which is founded by William Morrisons it is the British retail supermarket industry it
stands the fourth largest in Britain. The main headquarter of the company resides in Bradford
west Yorkshire England .
Main Body
Flexible working can be explained when the workers want to work and stop they have the
choice of selecting their place where they choose to work . Their preference matters in the
flexible working . This came into the consideration in which their objective is to achieve and
manage the work life balance also reducing the stress level at certain point moreover with the
objective of achieving the job satisfaction level(Murray., 2020) . This flex timing is done according
to the personal requirement and and fulfilling the operational duties and analysing the work . In
the united kingdom the certain organisation has encompassed this as well there were certain laws
which the organisation has to abide . There was the law passed in which the Parents who has the
child under six years with disabled and dis functional has the right for flexible working . This has
proven beneficial as the number of absence was reduced , the work and personal was balanced
the work pressure was not at peak .
Make a case in favour of flexible working in relation to diversity and inclusion at work and
analyse the role of Human Resources in promoting diversity and inclusion through flexible
working.
The certain profile are flexible regarding the work . In the flexible work the working is
adapted and which caters to your needs . As the pandemic came the work was bit flexible , the

work can differ and in the forma of any it can be of timing between 9 to 6 or the six days of
working . The covid gave the boost to this sort of working . Whereas the growth is rapidly and is
growing exponentially and few organisation has it tools and permits . The Morrisons enterprises
has numerous working benefits and the flexibility in there work as the organisation strongly
believe in flexibly working environment as they have the belief that it will increase the
productivity in the organisation(de Oliveira., 2020) . These are mentioned below.
 The access to world wide top talent pool
 Brand four day of working where people will join and stay in the organisation due to the
benefits of work.
 The commute is highly valued .
 The employment rates will be increased as well as their retention .
There are numerous sorts which are explained briefly
 flexitime : In this the organisation has the right to arrange their working hour according
to them which caters to their need . Through this the per person has the allowance of
working forty hours in a week they can complete these hours according to their own
schedule . They can select any slot in noon or the night instead of going the work by
sitting straight for eight hours (Ngondya., 2022). Moro ever this will not create any
difference . The organisation Morrisons has introduces the four hours working concept by
adding this the business became more flexible and responsive regarding the well being of
people .
 Work from home : this was widely popular an prominent during the rise of covid the
organisation ha to shift their entire work from home it has proven the advantageous for
the people as they have the ample time for their other activities . In the remote working
the technology has been used and the digital work has brought more flexibility and agility
in the businesses.
 Compressed work week: this can defined where the people work extra on the few days
in exchange of the vacation and they do extra hour in order to get holiday without getting
their pay deducted .
 Job sharing : this concept is about where the employees and business both are getting
profit from it as they have flexibility and the power to change their hour and worker in

order to get the work done and work according by considering the terms as the
organisation sometimes encompasses the one full timer with other part time worker .
Advantages of Morrison in diversity and inclusion
The organisation has got the numerous benefits for having the resilient working hours
similarly the worker welfare .
 Work life balance: These days balancing the work and life is bit difficult but the
flexible working has assists in balancing it appropriately . It is often appraised by the
employees than the salary (Trivedi.,2020) . This allows the employees to have the time for
their personal and family .
 The betterment in health and well-being : the worker who has the flexibility and
proper management of the work it gives shows in their mental and physical state .
Whereas the rigidity and less flexibility makes the task difficult and anxious to the
worker this reflect in their state .
 Rise of productivity and job self-satisfaction : In this the remote workers has been
proved beneficial as the do not become less productive or they do not do the work but
they are flexible in terms of choosing their location as they don't have to go to the office
or work in a desk at particular location(Mazoru., 2018). Their preference regarding the
location and it also helped them to increase their productive and interest in doing the
work .
 Increment in employment engagement : The engagement of worker and employee has
been beneficial and in their working schedules . To have the sense of freedom in the
work at their own speed . It increase the gratitude level as well as it also build the trust
between the organisation and worker . They favours the work .
 Recruitment : the image of employee can be improved and established in labour
market . The organisation can establish the recruitment company where they can evaluate
and analyse the job profile of the worker and examine whether they are eligible for the
flexible working or not . Having the flexible working can increase the reputation in the
economy .
 The moral of staff : the morale of employee who are working are boosted a the stress
level is not at peak and it strengthen the loyalty between the two units . This also have the
impact in employee well being(Witkowski., 2018) . The increase in the moral and ethics acts

as a driving force for the employee to give the best and work in a systematic structural
ways . The technology usage open the opportunities for worker in many forms .
The organisation reputation and image is highly dependent on their service and
environment and how do they approach their customer and sells their product . The reputation is
enhanced when the customer give the feedback. The Morrisons has wide diversity and friendly
environment which provides the well being to their customer . The also have the inclusion in
environment where they include the various elements for instance gender , religion , political
views and trends and many more(Needham., 2019). In the organisation they strongly belief in
treating the each other fairly without discrimination them in any factor where they also focus on
the employee health and providing the environment where they grow and learn .
Make a case against flexible working in relation to inequality at work and analyse the role of
Human Resources in addressing the concerns of inequality that may arise from flexible
working.
Flexible working comes with a lot of advantages but it have few cons which are
sometimes faced by the employees as the any solution cannot be permanent and appropriate it
has the flaws in which the human resource helps in solving any problem and obstacle faced by
the worker . While the some employee can do their work flexibility while on the other side the
other worker can face the problem in certain situation . Where the certain employee need the full
fledged set of operation to carry out the work and at the edge of working practice . It is vital to
determine the few reasons and possibility to have the flexible working hours . There are the some
pessimist view as well as there are the few negative points which makes downgrades and lower
the organisation image in the market (Schiff., 2021) . There are the few points which are discuss
below :
 Procrastination : This is the one of the major reason in falling of flexible hours as when
there is no body to check upon the worker the Hold-up hits and the motivation to the
work de pelts as it requires the high degree of motivation and the discipline in completion
of work . In this the manger has to take the charge and keep themselves update with all
the works of employee sometimes this hits and the employee is behind form their work so

they has to catchup the extra hours to complete their work and the stress level also
skyrockets when the deadline approaches and the work is not completed .
 Communication barrier : remote working can be beneficial but it has the disadvantage
where the contacting and communicating the fellow employee can be difficult sometimes
the mishap pings and the technology can be fully reliable as it can also acts as a problem .
The time obstacle can be considered as an issue while you might work in a team where
the few employee has the different time zone so getting the task done can be barrier as for
this the people has to be very coordinating and understandings and managing their
schedule and work which is flexible to all the employee and they are comfortable with
that .
 Isolation : It can difficult to work or concentrate for longer hours when there is no one to
communicate and talk as it lead to the isolation. The employee the physical touch as well
a the they lose the creativity and energy to work. The employee looses the creativity and
discussion from other this also leads to stagnant growth as the don't get to learn know the
other things from the other person . All this leads to the knock on effect on themselves as
well on their quality of work .
 Decline in benefits : The flexible working hours take the huge toll on numerous things
which can affect the in various forms as fluctuating and making the amends in your hours
of work it wont have the affect on the pays lip whereas if the working hours are less it
will have automatically affect the earning . The workers will not earn enough sometimes
to sustain their lifestyle where as the pension of a worker will also show the downfall and
the getting the bonus will be pro rated .
The flexible working hours was made to caters the employee and provides the
satisfaction to them but it has the shown the significant cons which made the task difficult. In the
Britain the working flex hour contracts whether zero , or ten and number none of these has
provided the significant living in fact there has been the low level of management. Further the
mangers are of high level of stress and pressure so talking and considering the welfare of a
employee is quite far( Putri., 2019). It is becoming the vicious cycle which is not ending as
inclusion of flexible working hours by the big business has some how affected the employed and
left in stress and instability. The Morrison has also faced the barrier as the the employee

efficiency was not up to the mark. Moreover there were the few worker who was not able to
work effectively and structurally without the supervision so the quality of work was highly
affected . It also created the sense of unfairness a the many workers did not have the chance to
work remotely . The organisation employee has also faced the barrier is balancing their work
even after the flexible working hours as for them it was difficulty to keep their focal point in
work or the household chores as they will be working from home . The Morrison employee was
also affected as the lost touch with their fellow employee and even missed the culture of
company many workers did not get the chance to experience the company culture so it created
the gap between then organisation and employee, as there approach is all about the getting their
work done instead of learning and growing in this then growth of employee has been stopped and
become stagnate sometimes it has also shown the negative graph .
CONCLUSION
From the above report it can be summarised that the objective and aims of a human
resource is to caters the employee and makes the amends in policies which will benefit the
worker as well a the organisation . The flexible working hours and sustainability is valuable and
worth y for creating the brand image in the market and increasing the growth and presence in the
economy(Chakraborty., 2018) . The people management highly focus in improving and enhancing
the people growth and resolving their problems . The report also discussed about the flexibility
and pros of having the resilient and flexible working hours whereas it also tells us about the
difficulties and the hurdles are there when the worker has to work flexibly sometimes the
workers are also caught in the cycle as many organisation does not fully follow the policies of
flexible hours and it increases the stress level of employees. Moreover the largest supermarket
Morrisons has also faced the problem of flexible hours where in order to increase the efficiency
level it has decline the effective level .

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