This paper seeks to draw round the significance of employers’ need for flexibility and employee’s need for work-life balance and whether they can reconcile. It also looks to explicate how Work-life balance and flexibility are regularly‚ though not constantly contrasting within HRM. Lately‚ upward market demands and organizations’ need for global competitiveness have as highlighted by Edward and Wajcman (2005:46) resulted in an increased need for organizations to reorganize and draw from their employees’
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International Journal of the Physical Sciences Vol. 6(33)‚ pp. 7456 - 7470‚ 9 December‚ 2011 Available online at http://www.academicjournals.org/IJPS DOI: 10.5897/IJPS11.1092 ISSN 1992 - 1950 © 2011 Academic Journals Full Length Research Paper Numerical study of laminar mixed convection heat transfer of power-law non-Newtonian fluids in square enclosures by finite volume method Mohammad Reza Safaei1*‚ Behnam Rahmanian2 and Marjan Goodarzi3 1 Young Researchers Club and Department of Mechanical
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Elasticity is a measure of responsiveness. It shows us how much something changes when there is another change in one of the other variables that determines it. There are three elasticities of demand that we consider‚ price elasticity of demand (PED)‚ income elasticity of demand (YED) and cross elasticity of demand (XED). An important aspect of a product’s demand curve is how much the quantity demanded changes when price is changed. The economic measure of this response in the price elasticity
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Furthermore‚ technologies are seen as effective mechanisms for achieving organizational change and giving birth to new business models that prioritize information flows. The old bureaucracies are replaced by networked organizations which promote enhanced flexibility‚ mobility and higher employee satisfaction. The “death” of distance in the highly globalized world is fuelling the processes of outsourcing and offshoring in searching for the best possible business outcomes. While this quite pervasive utopian view
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NOV 09 How product giving is a ‘slam dunk’ for retailers By ELLEN DAVIS‚ VP AND NRF SPOKESPERSON | Published: NOVEMBER 9‚ 2011 Be the first to comment | This entry was posted in Holidays‚ Loss Prevention‚ Retail Companies‚ Sustainability Donating unwanted products to organizations that help people in times of need is undoubtedly a win-win for retailers. But as many companies have found‚ getting the right products to the right people isn’t always easy. Recipients have to be vetted‚ distribution
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Technological advancements over the past two decades have totally changed the way in which offices across the globe work. The evolution of the personal computer (PC) has provided the platform upon which major advances in word processing‚ filing‚ scheduling‚ communication and access to information have become possible. But just how have such advancements affected the state of employment within offices? During this essay I shall discuss just a few of the major technological changes and identify their
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higher education‚ community activities‚ religious commitments‚ professional development‚ and general interests. Above is Atkinson’s model of a flexible firm. He argued that firms increasingly seek 4 kinds of flexibility functional‚ numerical‚ pay‚ distancing. Functional flexibility is a qualitative approach to work‚ and refers to management’s ability to deploy and redeploy particular sections of the workforce on a wide range of tasks in response to market demand as and when required (Sparrow
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function and HR strategies will be investigated against relevant HRP theories. The concept of “flexible firm” is particularly popular in the contexts of HRP. In view of this concept‚ organizations benefit from enhanced flexibility in resources deployment in functional and numerical terms (J. Atkinson and D. Gregory‚ 1986)‚ or even in financial terms (M. Riley‚ 1996; K. Sisson and J. Storey‚ 2000). In practical cases‚ however‚ it seems uneasy for organizations to ideally gain those benefits which the
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and personal commitments.As for organisation it promises an increase in productivity‚boost ‘employer of choice’‚reduce fix cost.However flexibility is also reputed as costly for employers and favours unequal treatment in terms of pay and benefits for employees.This essay aims to examine the nature of flexibility and further highlight the different types of flexibility throught the flexible firm model(Atkinson) . In the 1990’s up til present day flexible work practices has become a central point
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POST FORDISM During 1970s and 1980s Fordism system started being challenged by new kind of work organisation Fordism principles- fragmented work‚ dedicated machinery‚ serial‚ rather than parallel task‚ task sequencing create enormous economic off scale but have one crucial weakness namely inflexibility. During 1970-80s‚ the mass market which stabilised the Fordist system was breaking up. Sabel argued that this had come about because of a number of global changes‚ but the chief factor is the changing
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