Tuesday, 26 October 2010
It is important to note that every role is basically a set of expectations. These expectations are often implicit – they are not defined in the contract. Basic models of motivation such as expectancy theory and operant conditioning maintain that employees behave in ways they expect will produce positive outcomes. But they do not necessarily know what to expect. Typical contracts, however, are incomplete due to bounded rationality, which limits individual information seeking, and to a changing organizational environment that makes it impossible to specify all conditions up front (Campbell, 1997).
B. Different forms of flexibility have been introduced because economic changes require different workforce able to meet its needs of different organization. Recent years, the more difficult is to organize the environment the more power, responsibility and resources the human resources department needs. Traditionally, women and minorities occupied lower-paying positions and found considerable barriers to entering the labor market. This situation has been changed, because of flexible policies implemented by many organizations and in countries.
Flexible employment policies are necessary tools because of the nature of tasks they involved. For instance, “Flexibility and part-time work under regimes of significant protective and regulatory conditions such as minimum wage legislation is still a feature that is uniquely characteristic of the highly developed industrial economies” (Bharat, Lundall, 2004).
These features are being gradually reproduced in the newly industrializing economies as well but there has as yet been no systemic fervor on the part of the states within these economies to regulate these aspects of employment relations. If corporations are not able to put their policy into practice, it means that in some years they will be unable to operate on the global market. For instance, “Today’s American workplace is dramatically different and more complex than the workplace of two generations ago.” (Flexibility, Choice Are Critical needs, 2002).
Each difference is recog¬nized as a force within individuals that motivates their behaviors within the workplace. However, even within the U.S. workforce, researchers keep in mind that there are subcultures that can influence behavior. So, one of the important issues in flexible employment policies implies an attempt to understand behavior in the workplace. If this criterion is not met, it can lead to conflicts on all organizational levels. “economies, usually after the limits of further agrarian expansion have been reached as well as a reduction in agricultural sector employment has occurred, flexibility has generally” (Bharat, Lundall, 2004).
B. Different forms of flexibility have been introduced because economic changes require different workforce able to meet its needs of different organization. Recent years, the more difficult is to organize the environment the more power, responsibility and resources the human resources department needs. Traditionally, women and minorities occupied lower-paying positions and found considerable barriers to entering the labor market. This situation has been changed, because of flexible policies implemented by many organizations and in countries.
Flexible employment policies are necessary tools because of the nature of tasks they involved. For instance, “Flexibility and part-time work under regimes of significant protective and regulatory conditions such as minimum wage legislation is still a feature that is uniquely characteristic of the highly developed industrial economies” (Bharat, Lundall, 2004).
These features are being gradually reproduced in the newly industrializing economies as well but there has as yet been no systemic fervor on the part of the states within these economies to regulate these aspects of employment relations. If corporations are not able to put their policy into practice, it means that in some years they will be unable to operate on the global market. For instance, “Today’s American workplace is dramatically different and more complex than the workplace of two generations ago.” (Flexibility, Choice Are Critical needs, 2002).
Each difference is recog¬nized as a force within individuals that motivates their behaviors within the workplace. However, even within the U.S. workforce, researchers keep in mind that there are subcultures that can influence behavior. So, one of the important issues in flexible employment policies implies an attempt to understand behavior in the workplace. If this criterion is not met, it can lead to conflicts on all organizational levels. “economies, usually after the limits of further agrarian expansion have been reached as well as a reduction in agricultural sector employment has occurred, flexibility has generally” (Bharat, Lundall, 2004).
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