Critically evaluate whether flexible working arrangements are beneficial for employers and employees?

Flexible act upon options caters an alternating(a) approache to getting plough d mavin with with(predicate) non traditional work hours, telephone circuit structures ,and locations. The availability of limber work options grants an opportunity for individuals to dramatis personae their careers in order to optimise their work and personal commitments. As for organisation it promises an summation in productiveness,boost employer of choice,reduce fix cost. until now tractableness is also reputed as pricy for employers and favours unequal treatment in name of pay and benefits for employees.This essay aims to examine the character of flexibility and further highlight the unlike types of flexibility throught the plastic devoted model(Atkinson) . In the 1990s up til present solar day flexile work answers has become a central point for Uk g everyplacenment policies with Fagan et al (2006) believing globalisation competition,productivity,active ageing the torrential hours culture were particularly the source for the improvement of flexible working practices.It is important to product simple eye that this belief remains the same today, moreover that advancement in technology is an surplus influencing factor. Atkinsons model of the flexible theatre is an arrangement in which mangament offers employees different forms of flexibility practices namely functional,numerial and financial flexibility in order to optimize the use of forgiving resources and quality of work. It is mainly focused on dividing the workforce into criterion and peripheral groups. The core group entails full time,well paid,secure professional mull overs,functional flexible and difficult to replace.Whereas the peripheral group exist of employees who are quantitatively flexible(Legge) because their skills are abundant in the proletariat market olibanum relatively despensible thus low transmission line security,consequently may lead to low productivity due to low morale or they are only needed to bonk particular task e. g lawyers. From the employees view,it is meliorate to be part of the core than the outskirt since the former provides logical argument security,increase career opportunities and wear work conditions.Alteration in job radiation pattern grants the core workers the benefit of soft HR practices implemented to achieve high performance, high commitment and high motivation and thus loyalty to the organisation despite managements persuasion to work across demarcation line as it reduces cost for them. But on the other hand it enhances the its non my job syndromein employees(Mcdonals,2010). If employees dont practice their new skill regularly they justify it. Therefore the cost of training and develop does not serve the purpose signifi arseholetly.However in the Uk in that location is a liking for numerical and worldly flexibility at the outgo of functional flexibility(Macdonald,2010). This can be witnessed in an increased use of part timers,short marches contract,cleaning agencies. This facilitates the firms ability to adjust the level of labour inputs to meet flunctuations in output(Jenkins,2004). However campos and Cunhas highlights the downside of outsourcing as there is a loss of checker over proprietary information and little job security. Nontheless numerical flexibility through part timers helps to reduce costs for employers, for example, workers can be employed when they are needed.It is not necessary to pay for workers who are not productive. This helps attract inward investment. Unlike temporal flexibility it relates to variation in the act of working hours. Flexi time gives employees break over their work schedule thus not only benefiting the employee in terms of achieving a work manners balance,job satisfaction unless the employer too as it reduces absentism(Lee,1991) therefore higher(prenominal) productivity. Furtheremore teleworking allows employees individual choice in the location of work and covers the possibility to work from home and cutting down job related expenses e. g food,clothes,communiting expense.However Brannen (2005) argues that what appears on the line up to represent a ceding of control by management to empower employees genuine results in a loss of control,because flexible work arrangements unsettles what is a reasonable amount of time to spend at work. This is because individuals mold it hard to disengage from work. Hence critics of the flexible firm model by Legge. She believed there is a hidden agenda in the flexible firm model,which craftiliy promotes flexibility is good,but the real question is for whom? Futhermore there tends to be a pattern of professional isolation(Macdonald,2010).To conclude one can note that flexibility promises to provide organisations with a competitive edge by cutting down cost for employers,boost employer choice,increase in productivity and assure employees job satisfaction,motivations,work life balance. Howeve r,there still appears to be many discrepant issues relating to the flexibility debate. This is highlighted by legges critism of flux empirical support for the flexible firm model and the advantages of the flexibility is not as shared. Notedly due to unequal treatment in terms of pay and increased job insecurity for workers.