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

Running head: WORKPLACE FLEXIBILITY
WORKPLACE FLEXIBILITY
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1WORKPLACE FLEXIBILITY
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