Business Management and Employees

Question: Discuss about theBusinessfor Management and Employees. Answer: Introduction Flexible work practices allow the employers and employees for managing the work balance in a better way. Flexible work practices can be huge extending as well as creative, like management and employees negotiations. It is largely used in small commercial sectors through to major companies as well as government agencies. Flexible work practices not only facilitate the workers but also the entire company. Various managers realise that introducing flexibility within the workplace can enables the employees for dealing with the demands of personal life and work. Workforces who have work flexibility feel less concern and tiredness and are able to yield customary work and at the same time feel much more committed to their tasks. Here, the researcher will make a report on that whether flexibility work practices actually benefits the employees or not. And also, whether flexibility work practices will reduce employee turnover or not. For summarizing this, the report will show lots of researches in the stated topic. At last, the paper will show the recommendations by the researcher about the mentioned topic. Research Approach It is necessary to select an approach whole conducting a research and there are commonly two types of research method, namely inductive method and deductive method. The first one supports the researcher to gather some new facts grounded on the interpretations and the later method deducts the research area from the common to a specified one (Boxall and Purcell, 2016). In this study, the researcher has chosen for inductive research for the matter which is based on the learning from the observations. It is observed through the study that many men and women have a negative image or perception of the impact working flexibility that could be implied on their career prospects. It is also observed that employers were more likely to grant flexible working timings, environment and conditions to women. In Australia, 77 percent of the working female respondents are getting their working conditions flexible as compared to the 67 percent of the men. The researcher analysed that this id due to the fact that womens are more likely to nominate caring for children as the primary reason for gaining or having flexible work arrangements. Research Design Research design can termed as the preparation or action plan and it also demarcates the nature of the study. There are usually three types of research designs such as exploratory, descriptive and explanatory. In this study, the researcher has implied descriptive method which is vital to elucidate the human manners and views. As the reading deals with the human behaviour in terms of flexible working conditions, this method is implied to describe the people needs and views towards the flexible working conditions (Foster, 2010). With descriptive investigation, the researcher was able to gather thorough examination about the necessity and requirement of flexible working conditions. Data Analysis Data analysis is vital in order to ample the research in an appropriate way. The researcher outlines an assumption about the based topic on the basis of gathered data. It is very important to implement easy and accessible process to examine the data (Christensen and Schneider, 2010). By utilising various tools such as pie chart, excel table and bar chart, researcher was able to complete the research in an efficient manner. The data analysis outcome shows that there are dissimilar kinds of flexible work arrangements such as Part time, Flexi time, Staggered hours, Compressed work week , Annualized hours, Time in lieu, Job sharing, Home working and career leaves (Hayman, 2009). The result of the analysis casts that there should be increase kept in mind advantages of flexi work arrangements. The gathered data discloses that employees feel that flexible working conditions helps them to balance work and life, reducing the stress, long tenure in the company and also assist them in believing more the organisation (Hayman, 2009). The researcher also identified that workers prefer to stay longer in the corporation if they are facilitated with the flexible work arrangements. Results The result of the study indicates that in this increasing economy and competitive working conditions, flexible working environments has emerged as a vital human resource strategy to attract and retain the talented and skilled employees in the institution. Businesses of all sizes have a similar viewpoint that flexible working improves the staff retention (Lehmann and ONeill, 2006). The researcher also in defied while conducting the study that seeking work or life balance and caring for children are the most likely reason employees gave as to why they would seek working flexibility. In Australia, people are most likely to give the reason of taking care of the children for the workplace flexibility (Christensen and Schneider, 2010). According to a study, around 40% of the work flexibility involves the reason of taking care for children (Idiagbon-Oke and Oke, 2011). The researcher identified that in Australia; around 41 percent of the employers are likely to get agreed for the flexible w ork requests. It has been found in the study that employees would prefer to stay for a longer period of time, if there the availability flexible working environments in the enterprise (Jacobson and Reimann, 2010). The researcher outlined from the gathered information that flexible work policy helps in improving the staff retention in the organisations of Australia. According to the survey conducted by Australian Bureau of Statistics that during 2002, families with a least one parent employed, 56% used flexible work arrangements in order to assist them to care for their children (Kotey and Sharma, 2015). And around 70% of the working mothers use flexible work arrangements to take care of their kids. Limitations The major limitation was the small specimen of the interviewers. Other major limitations were the timeframe and fund which are very essential to complete a research accurately (Kotey and Sharma, 2015). The researchers needed to complete the study without taking any additional time, due to which the scholar was able to gather data from a small sample size. Conclusions It has been analysed from the study that the content of the working environment and situation is changing rapidly. There are numerous forces such as technology, demography and society that are developing new challenges for the companies in Australia and meeting these challenges surely involves and requires agility (Rutherford, Elliott and Vinciullo, 2011). The study found that flexible working arrangements assist companies to create more pleasant working arrangements. Employees needs flexible working arrangements as there are always a time when employees needs some time to overcome with their working stress (Mihajlov and Mihajlov, 2016). It is also found during the study that workers must be properly acknowledged regarding the companys flexible working arrangements as who can avail the flexibility and under what circumstances. Recommendations From the above report, it is recommended that flexible work practices will reduce the employees turnover as it has been analysed that employee turnover is a continuing headache for many business enterprise (Tews, Stafford and Michel, 2014). Various factors under flexible work practices involves demanding client expectations, long hours and cultures that does not support work balance initiatives and also performance driven by commissions and deadlines. It has been analysed that flexible approach and making a culture where part- time is probable that makes loyalty, enhances performances and also reduces employee turnover. It is also recommended that by being realistic in the workplace will help in reducing the employee turnover. The main key in order to find the balance is for assuring that employees are doing the important thing instead of the urgent work. In recruitment there are always seems to be something urgent but it is critical to be clear on what creates the differences and performing those important things which is necessary (Skorstad and Ramsdal, 2009). It is even recommended that the company can motivate their employees to be productive as it has been seen that part-time workers operates for few hours in the office but are potential of being just as productive as full- timers. For reducing employees turnover in the company, the management of the firm can use strategic approach which includes planning and being much more structured with the works as well as time management. Because, just by portraying that the employees are flexible and friendly basically does not work until there are actual strategies in the work place (Skorstad and Ramsdal, 2009). By making their employees quite supportive in their work filed will also help the employees to reduce their turnover. As, part- time consultants requires the total support of their leader and teammates for it to efficiently work for the company. Hence, it is lastly recommended that making a flexible work practices to be nothing but a productive as well as positive experiences and it also makes a strong competitive benefits that goes a long way for attracting top talents and skills. References Boxall, P. and Purcell, J. (2016). Strategy and human resource management. 1st ed. Basingstoke: Palgrave Macmillan education. Christensen, K. and Schneider, B. (2010). Workplace flexibility. 1st ed. Ithaca: ILR Press. Foster, C. (2010). Flexible working in the SME sector. Human Resource Management International Digest, 18(3). Hayman, J. (2009). Flexible work arrangements: exploring the linkages between perceived usability of flexible work schedules and work/life balance. 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