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Human Resources Management IIA Chpt.7 - Flexibility, Work-Life Balance, and Wellness
- Institution
- University Of The Witwatersrand (wits)
Addressing flexibility in relation to work-life balance
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Human Resources Management IIA by ProfessorBurgerQueenFlexibility, Work-Life Balance, and Wellness
- The concept of flexibility is challenged by rigidities in the job market:
- Lack of mobility
- Refusal to accept new conditions
- Minimum wages
- Constraints on hiring and firing
- The concept covers a combination of practices that enable organisations to react
quickly and cheaply to environmental changes
- In essence, flexibility is demanded from the workforce in terms of pay, contractual
rights, hours and conditions, and working practices
- This extends to the employment market, requiring job seekers to show willingness to
move locations, change occupation, and accept radically different terms of
employment
Forms of Flexibility
- Numerical
- Functional
- Pay
- Core & peripheral workforce
- Numerical flexibility is the ability off the firm to adjust the quantity of labour to meet
fluctuations in demand
- Functional flexibility is a concept where employees can work different functions pr
can be deployed purposely to various roles and handle various responsibilities
- Pay flexibility is said to occur when wages respond to changes in supply and
demand, and lead to the market clearing wage being set
- A peripheral workforce includes employees that are only temporary and do not
contribute to the most essential tasks of the business
- A core workforce includes employees who perform the vital activities of the
business
- Core staff - secure, long-term, benefits
- Peripheral workers - short-term, insecure, no benefits
- Peripheral workers encompass - subcontractors
- Contingent staff
- Outsourced services
- Non-standard contracts
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