A discussion of the term 'labor flexibility' and theories thereof.
Written in 2005; 2,715 words; 15 sources; MLA; $ 81.95
Paper Summary:
The term 'flexibility' is often used in a variety of ways, in today's hyper-competitive business world. However, there are two primary uses of the term, when applied to human resource management literature. The first is flexible specialization, as discussed by Piore and Sable, however the second will be the topic of this paper and that is the 'flexible firm' as based on Atkinson's ideal model. This paper discusses these theories and how the term can be practically applied in today's business world. Focus is placed in the Atkinson's model and its benefit to businesses.
Outline
Introduction
Literature Supporting the Flexible Firm Model
An Alternative but not Mutually Exclusive Elaboration of the Flexible Firm Model
Part-Time Work and the Flexible Firm
External Relationships and the Flexible Firm
Three Steps of Organizational Evolution: The Efficient Firm, the Quality Firm, the Flexible Firm, and the Innovative Firm
Conclusion
From the Paper:
"In the end, Atkinson's flexible firm model is a valuable strategy for organizations, not only in the banking industry, but in all industries. Flexible firms have flexibility in both functional and numerical capacities. This flexibility allows the organization to respond quickly and effectively to the rapidly changing needs of today's hyper-competitive, globalized business environment. Many researchers support Atkinson's model of flexible firms. They note the value in the segmentation of core and periphery labor. They also see how increased flexibility equates to increased competitiveness in the marketplace. However there are those who also see the model's limitations, such as fully analyzing the gender issues in the part-time labor market of the United Kingdom and Japan."
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