Tuesday, 26 October 2010
Bearing in mind the need to take an empirical approach to organizing, as suggested above, the aim of the police design could be defined as being to optimize the arrangements for conducting the affairs. It was found that: “Flexible countries have high employment rates for youth as well as a high rate of transformation of temporary jobs into permanent jobs. Over a period of three years, around 65 per cent of temporary jobs in Denmark and 55 per cent in the Netherlands were transformed into permanent jobs” (7th European Regional Meeting in Budapest, 2005).
Organizations, in effect, commenting on the factors affecting organization structure. All organizations have some form of more or less formalized structure which has been defined as comprising all the tangible and regularly occurring features which help to shape their memberss behaviour. Structures incorporate a network of roles and relationships and are there to help in the process of ensuring that collective effort is explicitly organized to achieve specified ends. “This is done either by recurring to more flexible contracts and the extension of social protection to those flexible forms, while employment protection at the company level was maintained (Balancing Flexibility, 2005).
Fundamentally, the contract within flexible employment policies expresses the combination of beliefs held by employees what they expect of their jobs. It can be described as the set of reciprocal but unarticulated expectations that exist between them, “which need to be identified to allow and ensure a balance between labour market flexibility and job security” (Balancing Flexibility, 2005). The notion of a contract implies that there is an unwritten set of expec¬tations operating at all times.
It is possible to conclude that economic changes require a new look at how employment practices work. Flexible employment policies are able to meet the need of organizations and employees proposing opportunities for both, and can be successfully used in any type of organization at any stage of its economic development.
Organizations, in effect, commenting on the factors affecting organization structure. All organizations have some form of more or less formalized structure which has been defined as comprising all the tangible and regularly occurring features which help to shape their memberss behaviour. Structures incorporate a network of roles and relationships and are there to help in the process of ensuring that collective effort is explicitly organized to achieve specified ends. “This is done either by recurring to more flexible contracts and the extension of social protection to those flexible forms, while employment protection at the company level was maintained (Balancing Flexibility, 2005).
Fundamentally, the contract within flexible employment policies expresses the combination of beliefs held by employees what they expect of their jobs. It can be described as the set of reciprocal but unarticulated expectations that exist between them, “which need to be identified to allow and ensure a balance between labour market flexibility and job security” (Balancing Flexibility, 2005). The notion of a contract implies that there is an unwritten set of expec¬tations operating at all times.
It is possible to conclude that economic changes require a new look at how employment practices work. Flexible employment policies are able to meet the need of organizations and employees proposing opportunities for both, and can be successfully used in any type of organization at any stage of its economic development.
Subscribe to:
Post Comments (Atom)
0 comments:
Post a Comment