Assessing and rewarding the performances of employees emerges to be a disputed subjected in the managerial area, especially as different business have different needs. Flexibility is a highly amorphous term (Pollert, 1991, p. 3). Atkinson (1984) proposed three types of flexibility: Financial, functional and numerical flexibility. Internal vs external flexibility is however seen as a more updated study on the effects of flexible working (McIlroy, et al., 2004). External flexibility is similar to the numerical flexibility category as it refers to firms changing the size of their workforce due to demand. Thus, recurring to outsourcing activities or hiring or subcontracting people (Kalleberg, 2001).
In an era where firms have profit maximization …show more content…
Flexible working covers a broad range of practices such as: jobs, contracts, hours and rewards (Kelliher & Anderson, 2008). With an ever more growing demand for goods and services a rise in flexible working contracts is due to increase. As Pollert (1988) wrote flexibility is an ideological project, as it gives authority to social and economic themes of sovereignty and is able to motivate people to follow them.
The number of workers on zero-hours contracts last year rose by 19% in the United Kingdom (Palmer, 2015). Translated, this means that 744,000 employees were working on zero hour contracts. In 2014, 2.0% were the people that relied on zero hour contracts as its main employment, the year later it rose to 2.4% (Palmer, …show more content…
An investigation showed that supermarket chains such as Argos, Homebase and Tesco were guaranteeing contracts of around only three hours a week (Macaskill, 2014). Translated into real figures, this means that if the minimum wage is of £6.70 an hour the weekly pay for someone over 21, could account for just £20.10 (Gov.Uk, 2015). Short hour contracts are beneficial for firms, as they will have the minimum amount of people needed, to enhance profits, and in the case more labour is needed they know that their workers may be available. Short hour contracts may suit students, pensioners or working mothers as the contracts fit around staff needs, however in most cases they are used as cost cutters. With these contracts workers are not entitled to bonuses, sick pay or holidays. If there is less demand there will be fewer need for
In an era where firms have profit maximization …show more content…
Flexible working covers a broad range of practices such as: jobs, contracts, hours and rewards (Kelliher & Anderson, 2008). With an ever more growing demand for goods and services a rise in flexible working contracts is due to increase. As Pollert (1988) wrote flexibility is an ideological project, as it gives authority to social and economic themes of sovereignty and is able to motivate people to follow them.
The number of workers on zero-hours contracts last year rose by 19% in the United Kingdom (Palmer, 2015). Translated, this means that 744,000 employees were working on zero hour contracts. In 2014, 2.0% were the people that relied on zero hour contracts as its main employment, the year later it rose to 2.4% (Palmer, …show more content…
An investigation showed that supermarket chains such as Argos, Homebase and Tesco were guaranteeing contracts of around only three hours a week (Macaskill, 2014). Translated into real figures, this means that if the minimum wage is of £6.70 an hour the weekly pay for someone over 21, could account for just £20.10 (Gov.Uk, 2015). Short hour contracts are beneficial for firms, as they will have the minimum amount of people needed, to enhance profits, and in the case more labour is needed they know that their workers may be available. Short hour contracts may suit students, pensioners or working mothers as the contracts fit around staff needs, however in most cases they are used as cost cutters. With these contracts workers are not entitled to bonuses, sick pay or holidays. If there is less demand there will be fewer need for