Importance of Workplace Flexibility and its Impact on Organizational Performance and Employee Satisfaction

This paper discusses the importance of workplace flexibility and its impact on organizational performance and employee satisfaction. It evaluates theories related to reducing conflict and stress in an organization and enhancing an employee’s job satisfaction.

Running head: WORKPLACE FLEXIBILITY
WORKPLACE FLEXIBILITY
Name of the Student:
Name of the University:
Author note:

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Introduction
Flexibility at the workplace is an essential determinant for both employees and
employers. Streamlined workforces, drastic shifts in technology and a transforming market can
be recognised as significant factors to the need for workplace flexibility. Flexibility at
workplaces is identified as the new norm for various organisations. Unified workplace alongside
other technical expertise support workplace taxability and further signifies that the lines between
work time and personal space are gradually eradicating (Thrasher et al. 2015). The following
paper will reflect on ways in which workplace flexibility tends to enhance organisational
performance along with an employee’s level of job satisfaction. In addition to this, it will further
evaluate theories which can be related to reduce conflict and stress in an organisation and
enhance an employee’s job satisfaction.
Discussion
Importance of Workplace Flexibility
Kossek, Thompson and Lautsch (2015) have stated that in a competitive market
environment, shifting dynamics of workplace signifies that organisations need to adapt and show
responsiveness towards shifting changes rapidly efficiently. Furthermore, resistance to
responding to these drastic transitions may lead to undue stress and increase conflict within the
organisation. Thus proficiently distinguishing along with embracing these flexibilities will
facilitate employers to succeed in complex and challenging situations successfully. At this
juncture, Putnam, Myers and Gailliard (2014) have reflected upon certain factors of workplace
flexibility which have been discussed in my previous assignment flexibility have leveraged the
perspective of an employee. Delving into the underlying assumptions of workplace flexibility an

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employee engagement, I have obtained specific insights about the way flexibility has its
significance in every dimension of work and an employee’s lives. A professional part-time job
can be identified as one of the forms of flexibility which are promoted by various organisations
in recent times. Evans-Lacko and Knapp (2014) have stated that part-time work primarily
involve the competence to shape and employees schedule relative to a full-time schedule that is
three day work week or 24 hour work weeks. However, van Rossum et al. (2016) reflected a
concern for these forms of jobs like that an employee who does not qualify for specific benefits
as they walked for few hours may be compelled to engage into other occupation. Such scenarios,
however, can bring adverse health as well as economic welfare consequences.
Furthermore, organizations may also tend to experience turnover for part-time positions if
employees do not get the capability to attain the significant amount of as they require or expected
routinely. Kossek, Thompson and Lautsch (2015) have revealed in the previous assignment at
around 82% of respondents in a survey related to work is flexibility reveals that engagement
words to work and organisation will increase if they receive flexible work options. Furthermore,
flexible work schedules not only facilitate successful employee recruitment and retention it also
reduces workplace complexities and interpersonal conflict within employees. Evans-Lacko and
Knapp (2014) have recognised that the most common prevailing theory underlying flexibility in
the workplace includes conflict theory which generally focuses on the individual level of
analysis.
Importance of Control Theory in Reducing Stress
Control theory emphasizes the ability to regulate one’s environment to determine an
individual's well being. Furthermore, employee control over the work environment is essentially
significant to overcome the unconstructive outcomes related to work non-work negotiations

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(Thrasher et al. 2015). The job demands out of control models for the identified the decision
latitude of a position as the working employee’s competence to regulate over his tasks, and his
behaviour joins the workday. This theory according to Kossek, Thompson and Lautsch (2015)
essentially indicates that the degree of control and employee has over his or her job role and
demands the more enhanced his or her well-being will be. However, Putnam, Myers and
Gailliard (2014) have further supported the critical role that perceptions of control tend to serve
in the productivity of workplace flexibility policies. Efficient workplace flexibility can also assist
of an employee to control over dimensions of his job design that is the timing of work or the
amount of work he will dedicate to his company (van Rossum et al. 2016).
Transformational Leaders role in maintaining Workplace Flexibility
Group assignment significantly shed light on the way unstructured and unclear job role
have resulted over 60% of the Australian workforce to indulge in severe work stress and lack of
interest in participating organisational success. Such situations however strong requirement
leadership approaches to sustain the efficiency and productivity of an organisation and retain the
most efficient employees. In recent times the majority of organisations are encountering a
dynamic environment that is characterized by rapid technological advancements and
globalisation a created degree of interest has been growing in the influence of transformational
leadership on creativity and innovation (Jaiswal and Dhar 2015).
Transformational leadership theory as per Liu et al. (2015) comprises factors of idealized
influence by means of which transformational leaders encourage its followers to share
perceptions and goals. Managers in modern organizations with strong individualistic appeal with
a capability to leverage his subordinates offer distinct vision with a comprehensive sense of
objective and perseverance to attain challenging corporate goals. Furthermore, according to

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Jaiswal and Dhar (2015) employers or managers with creative flexibility such as being observed
in companies like Woolworth's transfer from one group to another by articulating his or her level
of mental flexibility along with ease of emotional stability. Such organizations promote
spontaneous flexibility and produce a diversified cluster of perceptions regardless of dormancy
and disinterests (Liu et al. 2015).
Insights obtained from Group assignment
Assessment 1 has offered comprehensive insights related to the high level of efficiency
and engagement employees show when they can successfully align their work demands with
other factors of their lives. By evaluating theoretical aspects of workplace flexibilities and
conflicts management, I have learnt that strong policies facilitate employees to show concern
towards family members and help with vital community activities. Thus proficient workplace
flexibility structure may condense the level of stress as an employee’s working flexibility tends
to be satisfactorily aligned with his job role and further experience enhanced work-family
balance. Through this assignment, I have realized that my comprehensive communication skills
will facilitate me in successfully maintaining flexibility and align my personal life with my
profession. With my strong communication abilities I easily establish a communication base with
others and also the competence to act responsive to others. Furthermore, this strength will serve
me a contributory role to work with others in a team environment. I believe that my team playing
attitude will help me to promote the success of the team or organization with whom I will be
engaged with. However, the primary challenge which I have encountered while learning this
subject is the relation of leadership theories with workplace flexibility. However, the
comprehensive insights of transformational leadership skills have helped me to successfully
relate how motivation and enthusiasm factors serve decisive role in reducing work stress and

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increase job engagement. However, the insights of transformational leadership, control theory
and conflict management will significantly contribute me to my prospective assignments and
professional life. Thus to my understanding, an employee with adequate flexibility successfully
fits with the organizational structure as in relation to employees who have moderate or low levels
of work-life balance.

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References
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Kossek, E.E., Thompson, R.J. and Lautsch, B.A., 2015. Balanced workplace flexibility:
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