The Benefits Of Temporal Flexibility In The Workplace

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Temporal Flexibility:

According to Torrington et al (2009), temporal flexibility is the type of flexibility that involves the pattern of hours worked to be respondents to the needs of both employers and employees, thus where the number and hours worked varies (Rees and French, 2010). Organisations use this type of flexibility to cover maternity leaves, or long-term sick absence (Pilbeam and Corbridge, 2010) This could be seen in zero hour contracts, part-time work, shift work and flexi-time. It could be beneficial to both employees and employers however employers are apparently sensible to this type of work place flexibility.

Zero- hours Contract:

This is a type of contract in which an employer is not required to offer an employee any
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An empirical study found that over the past 20 years, part-time employment has outgrown full-time employment by ratio three to one (Statistic Canada, 1997). According to Tilly (1996) and McRae and Kohler (1995) part-time work is a vital tool in Western nations as most organisations endeavour to find new ways of distributing work in the face of globalization, deregulation and increased competitive pressures. Generally, the unexpected rise in part-time work has attracted some researchers to understand the advantages and disadvantages of this work arrangement on the employees who hold these jobs for which the majority are women (Duffy et al, 1992; McRae and Kohler, 1995). According to Tilly (1996), women have consistently represented 70% of part-time workers over the past two eras. Although, since women are responsible for home and childcare regardless of their employment status (Higgins et al, 1992; Kahne, 1985), it has been suggested that part-time work offers the best of both worlds’ enabling women to pursue career interests while still affording time to balance with family (Duffy et al, 1989), however, it could be argued that low pay, humdrum tasks and limited advancement opportunities that characterise many part-time works make it difficult to balance family demands for those who work these schedule (White, 1983). Kahne (1985) added that part-time work is a bad job that is categorized with low pay, lack of training and status. Nevertheless, Part-time work is an opportunity for an organisation to respond to more proficiently to business demands for its service (Taylor, 20014). In fact, part-time flexibility as a system helps organisations design job or work patterns in other to meet the needs of both employees and employers (Torrington et al, 2009). Moreover, it appears as if part-time work is driven by

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