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Types of Flexibility in Organisation Assignment

   

Added on  2020-01-07

3 Pages1605 Words179 ViewsType: 179
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2.2Types of flexibilityThere are various types of flexibility which can be observed within the organisation. Theyinclude numerical flexibility which relates to managers being capable of changing the number ofthe working staff and adjusting it when necessary. During the holidays, supermarkets such asTesco have a lot of customers as opposed to other times when they do not experience an influxof customers. During that time, the managers should be flexible to increase the number ofemployees but employ them under contract so as to let them go when the season is over. Functional flexibility is yet another form of organisational flexibility. It implies that managersshould encourage their employees to learn how to do different tasks within the organisation.Doing so means that in case a staff member is absent, someone else can do their job withoutthe organisation having to make a loss. For instance, if the person that operates the CCTVcameras is absent, a gap is left that is necessary to fill since it is crucial for the organisation tokeep watch of what is happening. Another employee should have skills to operate them inabsentia of the other employee. Temporary flexibility, on the other hand, indicates that managers should have flexible workinghours for their employees. Doing so allows them to work according to their personal scheduleswhich in return increases productivity. For instance, they could allow employees to choose theirbest working time and from that develop a working schedule which ensures that theorganisation is fully staffed at all times. The other type of flexibility is financial flexibility and it implies that mangers should have thecapability to adjust payment method for individuals. For instance, they could process paymentdepending on the amount of work done, depending on performance and productivity of theemployees, or even depending on the number of hours each one of them works. 3.2Equal opportunities legislation practical implicationsCompanies are required to avoid discrimination and thus provide equal employmentopportunities to all community members. They should also provide employees equal trainingother than favouring some over others. Some of the practical implications of equalopportunities legislation include poor performance among members who have beendiscriminated against since they feel side-lined and possible loose of operation license. Loss ofcustomers is yet another implication. Some customers hate discrimination and when they hearthat Tesco is discriminating against employees for things like age, race, skin colour, they may bemove to competitors. Organizations must also respect religion, Equality Act of 2010, and notsack employees without valid reasons. Positive implications include great communication and collaboration among employees inorganisations where legislature has been implemented. They do not feel relegated while othersare favoured thus good working relationship and environment. This increases employeeproductivity and allows attainment of company objectives. Moreover, people with disabilitygets opportunities and they bring with them the special skills and talents which they possess.Those with disabilities have great skills which could be very useful to the organisation and itsdevelopment.
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