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This assignment is based on the workplace flexibility that has changed during the post-covid-19 situation. Therefore, it will develop a critical understanding of workplace flexibility in changing scenarios. On the other hand, it will discuss the theories that help to signify the strategies of resourcing and development in the organization's behaviour. This assignment will also include practice which is a sign of the changing work environment of post-pandemic. Furthermore, it will be going to develop a context of the internal and external changing work environment. This assignment will describe the relationships between the two important variables of this study: work flexibility and post covid-19 situation.
Flexibility in the workplace is considered an important factor in organizational behaviour, as it is helpful to maintain the productivity of the employees. As per the view of Smith et al. (2019), it eventually helps the organization to increase its overall performance. Therefore, this assignment will discuss the role of workplace flexibility in terms of this changing situation post-covid-19. It enhances employee engagement and their commitment to their work. This also describes the relationship between the organizational production rate and employee engagement. It has been observed that if the employee engagement rate is high in any organization, then their production rate will also be high. It is one of the important phenomena of workplace flexibility (Persson and Rossin-Slater 2019).
Presence of flexi time is helpful to develop a better work environment with the greater satisfaction as well as motivation. In the viewpoint of Adisa et al. (2017), flexi time helps the employers to ensure higher productivity, reduce the absenteeism and to develop attractive workplace for retaining the rare talents. Flexitime is also able to maintain a better work life balance for the workers (Adisa and Gbadamosi, 2019). Flexitime or flexibility not only enhances the positive outcomes whereas it develops negative aspects too. As stated by Smith et al. (2019), presence of too much flexibility can affect the quality of work as it reduces the sense of responsibility among the workers.
Thus, many human resource theories are developed to increase the flexibility rate of an organization for marinating a significant rate of productivity. According to Anwar and Graham (2021), it has been seen that workplace flexibility is also helpful for improving employee satisfaction in the organization. Moreover, a responsible behaviour by the employees has become a significant behaviour of the workplace flexibility enhancement. Other than this, immense work pressure from employers due to having flexible work hours can also be destructive to this concept. However, the wrong arrangement of flexibility among the employees can be harmful to the organization's overall performance. Other than this, the thematic description of this topic in this assignment has shown that the role of workplace flexibility in their employees improved work-life balance (Tomlinson et al. 2018). The three most important driving factors of workplace flexibility are changing demographic interest, attracting employees, and improved technology.
During the time of Covid-19, the first preference of the companies was to respond to the pandemic crisis and emphasize the health and safety of their employees. Therefore, companies have made a few strategic decisions, like starting work from a home culture (Gómez et al. 2020). It has been observed that with advanced technology and understanding, information technology companies are the first ones to adopt this flexibility factor. Big It companies, such as Deloitte, have taken three-step strategies in the post-covid-19 work situation. At first, adopt the response strategy, then recover, and lastly, thrive. In the response stage, they have dealt with their current situation and tried to manage the continuity; then, in the recovery stage, they have learned the concept of workplace flexibility. As per the view of Deloitte (2022), during this time, they have emerged strongly by using the workplace flexibility organizational culture.
In the thriving stage, the company has prepared itself for the new normal and hence has adopted the workplace flexibility approach. Other than this, it has been observed that in this changing work environment post-covid-19, many employees are flexible enough to continue their jobs from remote locations (Diab-Bahman and Al-Enzi, 2020). Although, it sometimes creates difficulties for the human resource and management to access them properly in their respective job roles. As per the view of Lee et al. (2021), the companies must also learn effective financing and communication strategies to continue their flexible work culture in the organizations. Benefit of job sharing for the employees is the gaining of such flexibility regarding part time hours and it is also helpful to reduce the stress level among workers (Kinman and Jones, 2005). In case of employers, job sharing helps them to develop a diverse workforce as well as greater continuity along with coverage of the work during absences. Compressed work week benefits the employers by establishing a better work life balance for the workers (McCarthy et al. 2010). In case of employees, they can get full pay and benefits. Through hybrid working, employers are able to enhance workplace productivity whereas employees are able to maintain the work life balance by getting such flexibility.
The pandemic has influenced the trend of remote working, specifically in the economy, e-commerce, and automation industry. It has been observed that almost 25% of the employees shifted their organization just to continue their remote working facilities. As per the view of Buheji and Buheji (2020), in the year 2020, the pandemic has disrupted the entire global labour market in the world. However, in the UK, there was a previous understanding of remote working and work from home facilities. Thus, they feel the ease of accepting the work environment during the pandemic. However, there are theories such as job control, work role conflict, and boundary and border theory by which the organizations can currently handle their resourcing and development program in this situation (González-Sánchez et al. 2021). These theories are mainly focused on the analysis of an individual's capability and do not differentiate the type of workplace flexibility among employees.
There are various researches on workplace flexibility that denotes there is a mixed effect of the initiatives taken to ensure this. It has been observed that in the resourcing process of various companies, they have started asking the candidates about their p
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