World Is Changing Rapidly Competitive Global Essay


World Is How To Changing Rapidly and Competitive Global?



In this competitive era, the world is changing rapidly and becoming global. The traditional policies of doing work are changing significantly. The way to assist the private life was known as traditional employment. In traditional employment, the workers were paid more attention on their private life as compared to office life. The work life flexibility is becoming essential in this era of globalization and internationalization (Wood, 1999). The companies of Australia are quickly seeing for techniques of creating their worker lives well-proportioned and harmonious among family as well as work. Work-life balance enhancements indicate that competitive advantage can be attained by manager through making a logical association among individual’s home and work. The stress level in the job will decline and enjoyment in the homes will enhance. This makes the enhancement in performance of worker in the office as well as optimistic image for the company (Madsen, 2006). An appropriate balance in life is considered essential for everyone. It is analyzed that future of workplace contains several issues and prospects for employees and HRM. In this essay, we will discuss that how work-life flexibility will change work-life balance. The essay will highlight the implications for employees when work-life flexibility will change work-life balance. In next part, the implications for HRM will be discussed. The implications for manager regarding work-life balance will be demonstrated in next part. The last part of essay highlights various concluding remarks and recommendations. The implications for employees, managers, and HRM regarding work life balance and work life flexibility will be discussed comprehensively in this essay.

Implications for Employees

The world is changing rapidly and becoming global and international. Due to change in environment and markets, the strategies and polices of doing work are also changing. Nowadays, the employees are becoming more conscious about work-life balance. Because of the recent capability scarcities experienced by Australia as well as New Zealand, it is becoming essential for the companies to squeeze practices of work-life flexibility to appeal and retain expert workforce (Aminah, 2007). The companies are required to attract and retain employees from diverse sources and communal groups. The companies must make sure that they not only motivate but dictate an appropriate as well as useful policy of work-life flexibility. This policy will gratify the requirements of workers as well as companies. It is analyzed that work-life flexibility will replace the work-life balance. This is an anticipated change for the future. This change contains several challenges and opportunities for employees.

Work-life flexibility contains several opportunities for the employees (Bardoel, 2003). It is reported that employees become more creative as well as empowered when employees maintain equality among work and lives. Enhancements in bodily as well as psychological fitness are linked with the flexibility of workplace. Flexible working engagements and measures can decline anxiety and worry as workers operating flexibly are greatly gratified with their employments. Workers are additionally contented with their lives. They face excellence balance among work and family. Additionally, workers who possess a greater balance among life and work experience more flexibility as compared to workers who possess limited balance among life and work. They do not search new jobs and become loyal and gratified with their existing jobs. Due to flexible working hours, the workers will relish excellent fitness, improved cerebral fitness as well as limited phase of anxiety and worry (Bird, 2006). A survey result of almost 20000 workers shows that level of stress and anxiety is low among workers who are committed in all kinds of working flexibility measures. A procedure through which approaches and performance leftover from one job to other is known as spillover. There may be positive or negative spillover among family life and work. The negative spillover will impact negatively the family life. On the other hand, the positive spillover will produce positive results and development for family. The study indicated that there is great interference among work and family life when workers have greater level of stress and job involvement. Attributes of the employment as well as the office may possess an optimistic or pessimistic influence on life of family, whereas factors of situation of family may influence the performance and behavior of worker regarding job (De Cieri and Kramar 2003). The obtainability of diverse arrangements of flexible working may assist workers enhance balance among life and work. This provides advantages to companies and workers. Arrangements of flexible working offered workers with the opportunity to decline the conflict of work and life. This enhances the fortification of work family as well as boost performance and working in home and office.

The work life flexibility contains various challenges for employees as well. A study indicated that flexible working arrangements are beneficial for just females. These are not advantageous for males. The workers become more relaxed and they do not pay complete attention on achievement of corporate objectives. Due to availability of working hours, the employees try to spend more and more time on family jobs as compared to office. The level of laziness and relaxation enhances. When relatives of employees do jobs in same company, the level of pressure and stress from relatives and families enhance. Environment of flexible working is not about approving mobocracy and resolution. Actually, it makes more aggressive and competitive atmosphere. Reliance, conviction and enthusiasm become essential for the employees. They are required to comply with diverse rules and regulations to make ethical and moral environment (Guest, 2002).

On the basis of above mentioned analysis, it is analyzed that work-life flexibility will not just replace work-life balance but it contains several challenges and opportunities for employees. They become more productive and creative in home and offices. On the other hand, they are required to attain new capabilities and skills to manage all these working situations. They will have to compete in competitive and aggressive environment to produce required outcomes and results.

The HRM Implications

The flexibility in workplace is considered significantly essential for success and development of the company. It is assumed to make capable workers to modify their arrangements of working. Management of Human Resources is imperative and plays vital role in success and development of the company (O'Neill and Kramar 1998). Changing future situation makes implications for HRM. When the work-life flexibility will replace the work life balance, it produces several opportunities and challenges for HR. Human resource management is required to change all policies and strategies according to changing market situations. New strategies of hiring and retaining will be implemented. This contains several issues and prospects for HR.

Future changes in workplace will bring several challenges for Human Resource Management. When the work-life flexibility will replace work life balance, the management of human resources requires to change existing policies. Joining scientific techniques to global strategy of management is challenge for HR. New innovative technology has not just simplified and smoothed quicker association with customers in diverse lands but has permitted international corporations to make foreign groups. In these cross boarder teams, the employees may negotiate excellently with one another. However, it is an issue for HR to train employees regarding innovative technology (Worrall and Cooper 2001). The HR managers are required to develop and implement new strategies which is costly and time taking process. Hiring and retaining appropriate workforce is a big responsibility of HRM. The Human Resource Management is required to develop and implement appropriate strategies to attract and retain qualified talent. However, lowering costs of labor is a significant issue for the human resource management. Retention of qualified personnel is another issue for HR when changes in workplace will happen. Training new and existing employees is also another issue for the HR. The management of human resource is required to manage and handle all these issues. Numerous companies are unenthusiastic to execute flex working arrangements because of worries and distresses regarding the implications of cost. Flexible working arrangements and techniques do not possess a definite implication of cost bit depends on an additional inventive method to daily operating situations (Fisher and Layte 2004). Various arrangements of flexible working such as elastic hours of working, job sharing, voluntary vacations and work from home measures does not cost companies additionally. However, various flexible working arrangements such as counselling of work life balance, cares leavers and childcare can cost companies. It is challenge for the HR to manage all these costs effectively.

Future changes in workplace will bring several opportunities for Human Resource Management. Making strategies and structures of flexible arrangements require to demonstrate all corporate requirements and examinations of inclusiveness. The procedure utilized to make policies for flex working technique must involve stages to make sure that innovative policies are harmonious and well-matched with current objectives of company. Workers must be trained regarding strategies and sense contented utilizing them. This is considered opportunity for HR as the human resource management can enhance capabilities and competencies of workers according to objectives of the company. The flexible working arrangements will provide several opportunities to HR. This will decrease the level of belatedness and absence. It enhanced the morale, empowerment, assurance, and engagement of workforces (Eaton, 2003). The Human Resource Management of company can manage all these issues significantly and without any difficulty. Due to flexible working arrangements, the HR become capable to recruit and retain highly qualified and talented staff. Management of human resource can use effective strategies to retain expert talent. The turnover rate of valued workers decreases. They become more loyal and competent. They do hard work to achieve the core goals and objectives of the company. In this situation, the cost of hiring new workers spent by HR decrease. This cost can be used to train and educate existing workers. The flexible working arrangements permit workers to perform when achieve most, sense newest and relish working. They enjoy more time on achieving corporate objectives due to which the management of HT can manage all workers effectively. The employees pay more attention on customer services and extended time consumed on this department (Greenblatt, 2002).

Overall, the flexible working arrangements will provide significant benefits to human resource management. The management can manage all employees and responsibilities effectively. The existing members will be provided excellent training. The cost of hiring new staff will decrease. This will enhance the efficiency of HR.

Implications for managers and leader

Various leaders and managers possess diverse associations with trade unions and employees. Some relationships are good, while some are bad. However, the leaders and representatives of unions can perform activities collectively without obstacles in some fields and areas. Leaders desire healthy, inspired and creative workers who perform duties excellently (Allen, 2001). The representative of union desire that all members must be treated equally and impartially. They require that workers must be provided complete opportunities to take part in daily activities without damaging the work life balance. In this situation, arrangements of flexible working hours are considered best for a company to provide balance of work-life to its workforce. The flexible working arrangements offer diverse challenges and opportunities to managers and leaders of the company (Jacobs and Gerson 2004).

The flexible working arrangements provide significant benefits and opportunities to managers and leaders. The core aspect behind a manager’s engagement to invest in flexible working techniques is optimistic return on investment. Due to globalization, it is identified that there is positive association among work and family life. The balance among work and personal life is essential to enhance productivity and proficiency. Australian companies are facing issues of capabilities scarcities because of older generation and decreasing growth of population. It is expected that unfilled vacancies cannot be filled quickly. In this situation, the managers can maintain and handle existing staff excellently with flexible working arrangements. The workforce will boost due to provision of flexible operating situations. It is responsibility of managers to decline the rate of turnover rate. Retention of existing worker is significantly essential for management of the company. The experience of workers can be boosted with arrangements of flexible working (Eaton, 2003). This can add optimistically in retention of workers. Higher management makes several strategies and policies to enhance the corporate image. Corporations who possess actual attention in boosting and assisting the strategies of balance of work life frequently deemed excellent business residents. The management of the company arranges diverse flexible working situations to attain excellent public image. Diverse companies use different flexible working arrangements. In W.L Gore & Associates Inc. corporate culture as well as flexible working hours are provided to employees. Job sharing is used in Motorola to facilitate management and workforce. In IKEA, health promotion is used as flexible arrangement. In the Scottish Court Service, the employees are provided emergency leaves and program of worker assistance (Meyer, Mukerjee and Sestero 2001).

The flexible working arrangements provide significant issues and challenges to managers and leaders. A job sharing associate or temporary worker may not be as engaged, the consideration goes. On the other hand, the permanent employee is completely dependent on the cultural values of the company. This can be an issue for manager to handle diverse workforce (Dex and Smith 2002). It is said in the Queensland Branch of the Australian Institute of Management that leaders required to be qualified to handle flexibility. Insignificant administration is expected to be unprotected when flexible working arrangements are presented. It is core responsibility of the management to handle the issues of workers. With the enhancements of flex work arrangements, the manager is required to change management style. Negotiation, loyalty, trustworthiness and goal setting are essential for handling isolated employees (Jacobs and Gerson 2004). Managers might require greater stages of company, excellent administration methods of performance and better competencies in conversation and statement, the capability to manage intricacy and a logical capability to look enduring advantages even when shorter period charged are impending great. Additionally, leaders can be under difficulties when executing arrangements of flexible working as they require innovative and creative skills.

On the basis of above mentioned analysis, it is analyzed that work-life flexibility will not just replace work-life balance but it contains several challenges and opportunities for managers. They will handle all activities excellent, yet require new skills and capabilities to manage all operations (Zedeck and Moiser 1990).


The world is becoming more global and international. The techniques and methods of doing operations are changing significantly. It is analyzed that future anticipated changes will bring several challenges and opportunities for HRM and employees. In this essay, we have discussed that how work-life flexibility will replace work-life balance. On the basis of above comprehensive analysis, it is analyzed that work-life flexibility will not just replace work-life balance but it contains several challenges and opportunities for employees, HRM and managers.

It is recommended that all corporation should implement flexible working arrangements to facilitate employees, management and HR. The support of management for flex working arrangements is essential for a company to progress. Daily basis feedbacks may assist to comprehend employees’ requirements and develop right strategies. The management must assist workers to arrange their activities. The management and leader must be provided appropriate training and assistance to comprehend when their personnel is overworked. The corporation should arrange various seminars and trainings for employees to educate them regarding importance of work-life flexibility.


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