Flexicurity Case Study

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1. Introduction
Siemens is a German powerhouse established in the year 1847 in Berlin, Germany, focusing on electrification, automation and digitalization, and operates in over 200 countries, employing more than 343,000 employees globally. Their key business of operation can be bundled into the following segments:
• Building Technologies
• Digital Factory
• Energy Management
• Healthcare
• Mobility • Power and Gas
• Power Generation Services
• Process Industries and Drives
• Window Power and Renewables
Siemens is a pioneer in Infrastructure and Industry solutions and also one of the top suppliers of systems for power generation and transmissions, and healthcare sector. They had generated revenue of €71.9 billion in the fiscal year of 2014
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If these two factors are positive, it will result in enhancement of employee’s performance, leading to efficient productivity and increased job satisfaction. However, if these factors are negative, it will result in poor and inefficient performance and job dissatisfaction (Christen, M., Iyer, G., and Soberman, D. 2006).
Another important job factor of job satisfaction is employee’s job stability and flexibility. Lack of job flexibility will likely make the employee demotivated, which will result in high level of job dissatisfaction and insecurity. “Flexicurity” can be defined as a “policy strategy that attempts, synchronically and in a deliberate way, to enhance the flexibility of labor markets, work organization and labor relations on the one hand, and to enhance security of employment and social security - notably for weaker groups in and outside the labor market, on the other hand” (Burroni, L., Keune, M.,
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The test conducted (Appendix B) for null hypothesis (H0) found that significance, p was equivalent to 0.007. Since p<0.05, it was concluded there was very minor probability H0 was true. Hence, H0 is rejected, and it was established there is a relationship between motivation and job satisfaction.
Career Development is considered as an important aspect for Siemens LLC employees. However, it does not come under the top two leading motivational factors. From the survey results, it was concluded that 40% of Siemens LLC employees were motivated due to the career development opportunities available in the organization, while 36% of the employees were motivated due to the job flexibility available to them. Approximately 10% of the employees were motivated by the remuneration packages, followed by job recognition and engagement at 9% and 5% respectively.
5. Limitations
The primary limitation faced while conducting this research was the inadequate amount of time and resources available due to the nature of the summer semester. Another issue faced was the lack of availability of employees as this time of the year is considered as the holiday season and resulted in some lost time in receiving feedback from the survey respondents. This delay influenced the time taken in completion of the

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