Current events article summary
The current events discussed in this paper originates from, the Sun Baltimore journal dated January 30th 2011. In the article titled “Employers increase flexible work options: companies are increasingly Responsive to their employees' changing lifestyles and schedules” authored by Lorraine Mirabella. From the article it is reported that; in the modern world employers are becoming more conscious of the changing lifestyle and schedules of their employees[ CITATION MLo11 \l 1033 ]. They are acknowledging the reality that their employees crave for a flexible work schedule that allows them to take care of their personal businesses while still working. Flexibility has been argued to reduce overhead costs incurred while working[ CITATION MLo11 \l 1033 ].
Most companies in Maryland have been reported to embraces the flexible work place which until recently had only received lip service. Interesting though is the massive support the concept has got not only from employers but also from the federal government as reflected by President Barrack Obamas’ endorsement of liberal workplace policies last year in a White House forum where employee friendly policies were brainstormed. It is also reported that in December, 2010 Obama signed a legislation that required federal agencies to issue eligible employees with telecommuting options[ CITATION MLo11 \l 1033 ]. He argued that, workplace flexibility isn’t about women issues but rather issues that affect the well being of our families and the eventual success of our businesses[ CITATION MLo11 \l 1033 ]
Employers contend that workplace flexibility is a handy tool with respect to attraction of prospect, retention of talent and increasing organizational productivity. Kelly Mc Caffery, the vice president for Global Human Resource supports this concept by arguing that, workplace flexibility has been a great booster of employees’ morale as well as an aid in striking a balance between work and life demands[ CITATION MLo11 \l 1033 ]The retention factor is also a major contributor to the adoption of flexibility in the workplace, since failure or ignorance of the same may be tantamount to losing a talented employee to employer hence reduced productivity. Flexibility adoption is increasingly gaining popularity and emerging as a prerequisite for organizations success[ CITATION Rob00 \l 1033 ].
Summary on class subject
Individual/organizational relationships
The psychological contract
This concept amplifies the unwritten expectations harbored by both the employer and the employee with respect to the nature of their work relationship[ CITATION Rob00 \l 1033 ]. These expectations are majorly affected by age of the employee and the fluctuating economic conditions. The concept bases its focus on equality and fairness which most times may not be clearly defined by the employees[ CITATION Rob00 \l 1033 ].
In the psychological contract, employers are mandated to provide; competitive compensations and benefits, unlimited career development opportunities as well as flexibility to strike a balance between home and work life. On the other hand employees are expected to; continuously horn their skills in their areas of expertise spend reasonable amount of time with the organization and always be ready to offer extra effort when needed. Therefore the psychological contract is an unwritten agreement between the employer and the employee.
Psychological ownership
It is the concept through which a sense of belonging and ownership is induced into the employees. Employers do this in a bid to enhance employee commitment to the organization which eventually increases productivity. This is achieved by making them feel as though they have control and perceived rights in the organization[ CITATION Rob00 \l 1033 ].
Incorporating employees in decision making triggers the sense of control and ownership of the organization within them. They hence become more committed to the organization activities which means more time with the organization and increased productivity. Psychological ownership is thus a prerequisite for enhancing commitment among employees and an indirect influencer of organizational productivity.
Retention of Human Resources
Employees are a very crucial resource in the success and productivity of the organization especially when they possess unique skills[ CITATION Rob00 \l 1033 ]. Employers are thus very keen not to lose exemplary or rather talented employees and do all they can to ensure they are retained in their organization. Lose of a skilled personnel to a competitor in the industry may spell doom for an organization. Following is are some of the key retention drivers adopted by organizations;
Job design and work
Nature of work should match employee interests as well as skills to eliminate boredom and ambiguity during work[ CITATION Rob00 \l 1033 ]. Time flexibility is also crucial to enable employees strike a balance between work and personal life. This majorly focuses on the job structure and schedule[ CITATION Ric07 \l 1033 ].
Career opportunities
Employers are required to engage their employees in trainings and seminars. This shows that they are interested in the expansion of the employees’ potential[ CITATION Ric07 \l 1033 ]. They therefore motivate them through mentorship and training programs which makes them develop an affinity towards the organization.
Employees’ relationship
Fair and non-discriminative treatment provides a conducive environment for working. Employees comfort in the workplace is thus enhanced. Supervisory/management support as well as coworker relation are also crucial in retention of employees[ CITATION Rob00 \l 1033 ].
Employer characteristics
This includes the cultures and values of an organization as well as the management style. The manner in which management style affects employees determines whether they are retained or not. Ensuring employee job security also boosts their retention in the organization[ CITATION Ric07 \l 1033 ].
References
L.Daft, R. (2007). Management. Newyork: Cengage Learning.
M.Lorraine. (2011). Employers Increase Flexible Work Options:Companies are increansingly Responsive to their Employees Changing Lifestyle and Schedules. The Sun Blatimore , 1.
Robert L.Mathis, J. H. (2000). Human Resource Management. Newyork: cengage Learning.
