Employment flexibility - Australian perspective Abstract In order to maintain the free flowing of an organization, flexible working timing is extremely essential. This might help in improvement of the organizational productivity and revenues to a certain extent…
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It is mainly due to the changing economic conditions and business scenario of the entire globe. By doing so, the organization might cope-up with the changing market conditions and requirements of the customers. As a result, the efficiency and effectiveness of the organization enhances resulting in amplification of its brand image and reputation in the market among others. Other than this, the demand and requirements of the products increased to a significant extent resulting in enhancement of its brand equity and profit margin in the entire market among other competitors operating in similar field. However, in order to increase the rate of competitiveness in global perspectives, maximum extent of the organizations desires to implement the concept of flexibility in the employment conditions of the workers. This helps the employees to avail the facility of varied working schedules and timings resulting in improvement of the morale and performance level of the employees. As a result, the level of productivity of the workers and organization enhanced to a considerable extent thereby enhancing its level of sustainability in this competitive scenario among other rival entrants. Thus, this concept proved extremely effective for the organizations and the workers operating in Australian market (Macdonalds, 2003). What Is Flexibility In Employment Mean? According to Reilly (2001), flexibility in working conditions means that getting adjusted to the economic conditions and also the working schedules so as to increase the productivity and efficiency of the organizations in the market among others. Not only this, it might also prove effective for the employees to increase their morale and dedication towards work resulting in amplification of their performance in the organization. Moreover, this concept is appreciated both by the management as well as the employees of the organization as it highlighted the outcomes-oriented approach. This means that time is not the prime constraint, but outcome or productivity is the prime thing. The employee had to offer the amount of work allotted to him or her in his preferred or ideal time so as to improve their level of performance and motivation as well. Thus, the National Qualification Framework (NQF) offered more concentration over outcome-oriented approach rather than time-control approach in Australian organizations (Reilly, 2001). Thus, this approach is highly appreciated by both the employers and the employees of the Australian organization as compared to others. Literature review According to Auer & Cazes (2003), employment flexibility is one of the innovative concept emerged in the recent age. The prime reason for the introduction of this concept is to motivate both the employees and the employer of the organization. The main aim of the employer of any organization in this age is to enhance its range of profit thereby fulfilling both the basic and psychological needs of the employees. Only then, the employees would become satisfied and as a result their level of performance and inner dedication might improve. Due to which, the level of efficiency and devotion towards the responsibilities of the work might enhance resulting in fulfilment of the common objective of the organization. Side by side, by observing the dedication level of the senior employees, the juniors might also adopt the similar working behaviour and culture resulting in enhancement of the total sales and ROI of the Australian organization in the entire globe among other rivals (Government of
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About 8.5% of Australia’s gross domestic product, amounting to approximately $A79 billion is in health care. Through the years, the Commonwealth accounted for 46% of health care spending, the State and Territory governments shouldered 23%, and remainder of spending in health care was attributed to private sources (Weller & Veale, 1999).
It is a strategic framework and methodology of performance measurement that focuses on the development and monitoring through a variety of performance measures (Bose and Thomas, 2007) This paper illustrates and explains flexibility in BSC and customer perspective in relation to a case study.
Flexibility of work involves a bargain between employers and the workers regarding duration and place of work (Berndt & Hartmut 2005, p.187). Due to globalization and diversity of work, many people in the modern society prefer jobs that they can do from their home places or other places of their convenience (Smith & Debrah 2002, p.
In this paper it will be discussed that is it appropriate to say that the state should not take part in employment relation, rather they should be entirely left on the employers and the employees. In this context various aspects have been studied regarding the role of government that takes place in employment relations.
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In Australia, conciliation and arbitration remained protected by the constitution; however, industrial relations reforms aimed at severely weakening the system were implemented in the 1990s. According to Wooden (1999) the collective bargaining coverage has dropped.
It is an employee's performance in the workplace that gets the job done and ensures productivity. Australian Prime Minister John Howard has called for a conscious change in the workplace relations. Vigorous governmental action and national cooperation is expected for the achievement of a common purpose of implementing effective reforms that promote a higher level of growth and performance.
Observation suggests that business organizations who have failed to earn due flexibility have turned out to be rigid enough for which they have failed to sustain in the changing business sphere. The concept of flexibility
The author states that although the US subscribes to the at-will employment where an employer can terminate an employee at anytime, unless the employment is covered by a contract, without consequential liabilities and Australian employment law does not; nonetheless, both employment laws on are evidently grounded on the universal principles of fairness.
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