Do you agree with Juliet Bourke that the use of flexibility has moved away from its original paradigm?
Juliet Bourke states, “flexibility is now about how we get more out of fewer people” (Kramar et al. 316). Indeed, to get better results, many companies prefer to have fewer workers but demand more from them. To make it look right, they hide all of this behind flexibility. I do not mean that it is always done purposely, sometimes employers do not even realize it. However, considering all of the mentioned above, I tend to agree with Juliet Bourke and say that the concept of flexibility has acquired some negative connotations. To avoid adverse outcomes, flexibility should be strictly controlled.
Discuss the implications of excessive working hours on the performance of employees and managers
If employees are required to work long hours without any additional rewards for that, at first, they will probably unwillingly accept it. However, when this tendency continues, there are two possible further scenarios. If an employee is brave enough to do this, he or she will simply quit sooner or later. If a quit is not an option, and an employee has to keep working, it will affect the satisfaction with the job and, consequently, the productivity. As for the managers, seeing that it is possible to demand a lot from the employees, they will probably make them do even more.
Discuss ways in which employers could facilitate work-life balance during an economic downturn
An economic downturn is a hard time for an organization. However, even in times like these, a firm still can offer work flexibility to its employees. In such a case, all additional days off have to be necessarily worked out. Besides, their number should also be strictly limited, and the employees should be aware of that. On the other hand, making the employees work long hours to improve the situation is not an option as well. So, flexibility should be regulated from both sides.
Discuss the role of fun in improving employee performance
According to Kramar et al. (2014), the primary benefit of fun in the workplace is that it helps to reveal the employees’ creative potential (p. 365). As proof of it, the authors tell about several companies, such as Pixar and Disney, which have already implemented fun technic and have gotten impressive results. However, the nature of the work in the organizations mentioned above is very close to creativity and fun. What is even more surprising is that a culture of fun is useful even in more serious companies, for example, in financial ones. Fun in the workplace stimulates better teamwork, improves relations between co-workers, and, as a result, increases the productivity of work.
Discuss whether you think fun is important in the workplace for improving and stimulating employees performance
I fully agree with the authors and believe that fun plays an important role in stimulating employees’ performance. First of all, I think, both critical and creative thinking is needed for the workers, and to train the last one fun is essential. Besides, the fun can also help to escape from work for a couple of minutes and then to return to it with renewed vigor. Additionally, it brings the pleasure of working, and if employees like what they do they will do it even better. Otherwise, they complete only the required minimum. Finally, I agree with the authors’ relative teamwork. Fun brings people together and enables them to get to know each other better.
Kramar, Robin, Timothy K. Bartram, Helen De Cieri, Raymond A. Noe, John R. Hollenbeck, Barry A. Gerhart and Patrick M. Wright. Human resource management in Australia. 5th ed. 2014. Sydney, Australia: McGraw-Hill. Print.