Atkinson 1984 Flexible Firm Essays and Term Papers

  • Exactly How Can Hrm Strategy Assist in Developing a Competitive Advantage in Organisations

    different ways (Brewster, 1998; Pollack and Bernstein, 1986; Sparrow and Marchington, 1998). Atkinson (1984) and Guest (1987) are two of the prominent proponents of the term “flexibility” in the flexible firm model (FFM) and “soft” model of human resources management. Without going into detail about...

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  • Flexible Firm Hrm

    Assignment 2 (a)Outline the main forms of flexibility as defined in Atkinson’s (1984) model of the flexible firm (b) What are some of the strengths and weaknesses of the Atkinson model? ANSWER PLAN:  Introduction/Background o What are the aims of flexibility o Guest (1987) de-centralisation...

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  • Human Resource Management

    Attitudinal Barrier 8 3.4. Channel Barrier: 8 Reference 8 Task4 9 4.0 The notion of the flexible firm. 9-12 4.1 The resource choices of flexibility firm. 12 Reference 13 Task5 14 5.0 Rodger’s seven point plan and the basic persons specifications...

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  • “the Practice of Human Resource Management Is an Area of Much Academic Discussion and Debate. One School of Thought Argues It Should Be an Important Part of Organisational Strategy ( Beardwell Et Al 2007)Thus It Could

    concept of HRM is the, ‘flexible firm’ model which was developed by Atkinson (1984). It states that, ‘there is a growing trend for firms to seek various forms of structural and operational flexibility’ (Armstrong, 2003, p.284) in order to contract people that are more flexible ‘by applying their skills...

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  • Modern Labour Insecurity

    shall be using the ‘Flexible Firm Model’ as developed by John Atkinson in 1984. This model is ideal when looking into work flexibility and job provision as both are required in order to create a flexible firm. Atkinson’s ‘Flexible Firm Model 1984’ In this model, Atkinson has separated employees...

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  • Post Fordism

    features. This social, technological and market changes in the global environment of firms have left Fordism high and dry. However the thesis that Sabel initiated and which was developed more fully in Piore and Sabel (1984), opposed any deterministic outcome to the crisis. There are no laws of society or...

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  • Fordism

    a mode of production or as a mode of regulation. (Shorter) M.J. Piore and C.F. Sabel, The Second Industrial Divide: Possibilities for Prosperity (1984), popularized the idea of a change from a Fordist to a Post-Fordist era. Most commentators agree that there have been important changes, but they do...

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  • Flexibility in Labor

    contingencies and demand changes. (Burgelman, 1983; Pascal, 1984][Human resource management by Michael Armstrong 9th edition] Flexibility in organization In organization the structure should be flexible to meet the uncertainty and change of demand. Flexible should be increased by groups and individuals, using...

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  • Human Resource Management - Work Flexibility

    employees that are unable to work the standard hours. (http://www.flexibility.co.uk) There are three main types of work flexibility. The first being flexible location, mainly known as home working or telecommuting. This process known as working from home or telecommuting is usually done on a regular basis...

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  • Is  Numerical  Flexibility  a  Real  Cost-­‐Effective           Mechanism?  Analysis  of  Its  Impacts  on   Both  Employees  and  Companies

    In   order   to   achieve   this   balance   between   supply   and   demand   of   the   workforce,   Atkinson   (1984)   defines   “core”   and   “peripheral”   workers.   The   “core   workers”   are   the   permanent   employees...

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  • Marketing

    {draw:rect} {draw:rect} Topic: Flexibility and Flexible Working Practices Table of Contents Introduction: During the 1980s in UK, many organizations reacted to increasing environmental turbulence by attempting to cope with variations in the nature and quantity of consumer demands through...

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  • Labour Flexibility

    operational level. So to achieve more output, the labours of the company should be motivated and the company should tend to change to the flexible firms or flexible company by adapting labour flexibility, working time flexibility, working place flexibility and so on.... ...

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  • Managing

    react quickly to industrial evolutions. It involves all the ressources of the company and particularly its employees. Atkinson's model (1984) propose a « flexible firm » model, this model illustrate how companies should establish flexibility in their hiring process. There is different form of Flexibility...

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  • Fordism

    core within the much broader framework of Fordism . Although Fordism was successful, it had declined eventually. The regulation theory and the flexible specialization theory can be two main theories about the decline of Fordism, because it is the most influential and connect to industrial capitalism...

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  • jhjhj

    knowledge and experience of current day practices. Article Manpower Strategies for Flexible Organisations John Atkinson, Institute of Manpower Studies, University of Sussex, Brighton Personnel Management, 1984, August, 28-31. New pressures are obliging companies and their employees to consider...

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  • The Improving Conditions of Flexible Work Are Blurring the World of Work, but It Is a Useful Form of Flexible Contract for Employers. Critically Examine This Contention?

    The improving conditions of flexible work are blurring the world of work, but it is a useful form of flexible contract for employers. Critically examine this Contention? Flexibility with in the work place really took off in the early 1980's. Research by John Atkinson discovered that organisations...

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  • Marketing Plan

    in working families, people are finding that the needs between work and outside work-life are conflicting. The labour market are looking for more flexible working hours due to working famillies, which have lead to employees working shorter shifts, day shifts, night shifts and have time off for maternity...

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  • Strategic Human Resource Management

    ability to perform a variety of activities, including training employees and ensuring that those employees fully understand their role in helping the firm to gain competitive advantage. There are two frameworks for analysis of the outcomes. They can be hard or soft. Leopold et al. (1999) describes...

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  • Recruitment Practices Among Small Firms in Kenya

    Challenges in small firm recruitment 20 2.6 Conclusion 20 CHAPTER 3: RESEARCH METHODOLOGY 21 CHAPTER 4: DATA ANLYSIS AND INTERPRETATION 23 CHAPTER 5: SUMMARY, CONCLUSION AND RECOMMENDATIONS 28 REFERENCES. 31 QUESTIONNAIRE 38 1.0 INTRODUCTION 1.1 Background Small firms are often cited in...

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  • HRM of the Most Desired Employer

    effective HR department is increasingly important for a sustainable success of the company. By managing the staff and using their expertise appropriately, a firm can gain a competitive advantage over other companies in the industry.   Company Background McDonald’s opened in 1937. It was the first restaurant...

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