Flexible Work is written by Ms. Edna Murphy and is published by Director Books of Hamel Hempstead. Edna is a Director of The Home Office Partnership in Cambridge, England which introduces flexibility and efficiency into a wide range of organizations. Edna's organization also publishes the European Newsletter "Flexibility" and is a regular contributor to Telework International. Edna has a background in law and journalism.
The book starts with by reminding us that businesses have been forced to become more flexible to compete in today's marketplace. A key aspect of business flexibility is the need for worker flexibility. The 1993 UK Labour Force survey shows some interesting statistics about this flexibility. The survey showed that 12% of employees worked flexitime, 9% worked some system of annualized hours, 5% worked during term-times only, 4% worked compressed work weeks and 4% job-share.
Murphy also describes middle management as "a major point of resistance within organizations to any sort of change, particularly where this change involves putting greater emphasis on customer-facing activities and personnel and de-emphasizing the importance of the internal hierarchy." She explains that the implementation of flexible arrangements "directly challenges the competencies of management -- corporate communications, decision-making abilities, understanding the business, understanding the market and leadership. Where the champions of organizational change lack many (or any) of these talents, the program will meet with severe difficulties."
Murphy describes the issues of organizational change and how to create a more flexible, responsive organization. She describes organizational flexibility as involving change to organizational factors (culture, internal processes, communications, etc.), individual factors (people's individual psychology, reaction to new technology, job security, etc.) and environmental factors (market, pollution, economic factors, etc.).
Murphy also provides us with some insight into how to introduce flexibility to the workplace. She suggested that "the people affected need to be more than consulted; they need to be involved, driving the change if possible." In addition, managers need to change. Edna suggested that a new breed of managers is needed in the networked organization, people who: can manage subcontracted/outsourced work; are adaptable, versatile and multi-skilled; are able to continuously learn new skills; have a good level of education; are confident; are risk-takers; have no fixed goals and no set career path; and are entrepreneurs with flair and imagination, not bureaucrats.
The book concludes with a look at the future of work. The growth in the service sector will continue to be dramatic. The concept of customer service will be driving force behind the establishment of several new types of businesses and the spur to improving quality. Examples such as banks which do not have any branches but focus on PC-based and telephone-based transactions are early examples of some of the new businesses which will require an even greater degree of flexibility.
Murphy describes the potential for networked community offices. "Advanced telecommunications may enable distributed, small, community-based offices to be established, offering planners and employers alike the attractive prospect of bringing high value-added work, which causes little environmental damage or nuisance to residential areas."
She also anticipates the evolution of new career development models and life working patterns which will help employees better balance the personal and business demands placed on them.
Murphy brings us back to earth to remember that "the world of work is one which involves real people -- with attitudes, hopes, fears, foibles, talents and ambitions; with families to feed and mortgages to pay." She talks about management and employees building a sense of community at the workplace by introducing new ways of working to "unleash people's talents and make the business thrive."
This book is an excellent summary of flexible work arrangements. There are numerous examples throughout which bring the theories to life. Murphy has focused on the European community with her research. Some non-Europeans may initially feel that the material may not apply to them. I would like to assure you that it does! The examples may be European but the reality of flexible work and the challenges of moving to this new way of working are somewhat universal. As Murphy reminds us throughout her book, we are living in a global economy so we should be aware of what other countries and regions are doing to remain competitive.
Flexible Work
by Edna Murphy
Director Books -- 1996
ISBN 0-13-434184-8
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