Atkinson model 1984. Patterns of Organizational Flexibility in Knowledge 2022-10-11
Atkinson model 1984
The Atkinson model, also known as the Atkinson welfare function, is a mathematical framework that was developed by economist Anthony Barnes Atkinson in the 1970s and 1980s as a way to measure and compare levels of inequality and social welfare in different societies. The model is based on the idea that a society's level of welfare should be determined by the well-being of its least well-off members.
According to the Atkinson model, a society's level of welfare can be represented by a single number, known as the "Atkinson index," which is calculated based on the distribution of income or wealth within the society. The index takes into account not only the overall level of income or wealth, but also the extent to which it is evenly distributed among the population. A society with a high Atkinson index would be one in which income or wealth is distributed more equally, while a society with a low Atkinson index would be one in which income or wealth is more concentrated in the hands of a few.
One key aspect of the Atkinson model is that it allows for the incorporation of personal preferences or values into the measurement of welfare. For example, some people may place a higher value on reducing inequality, even if it means sacrificing some overall level of income or wealth, while others may prioritize maximizing overall income or wealth, even if it means accepting a higher level of inequality. The Atkinson model allows for these different preferences to be taken into account by allowing users to adjust the weight placed on inequality in the calculation of the Atkinson index.
The Atkinson model has been widely used in economics and policy analysis as a way to measure and compare levels of inequality and social welfare in different countries and over time. It has also been the subject of significant debate and criticism, with some arguing that it is overly simplistic or that it fails to adequately capture important aspects of social welfare. Despite these criticisms, the Atkinson model remains a widely used and influential tool for understanding and addressing issues of inequality and social welfare.
The John Atkinson Model Of The Flexible Firm
Information that is stored here can be "copied" and transferred to the short-term store where it can be attended to and manipulated. Therefore from an employee welfare point of view, it provides less job security and career perspectives to temporary than permanent employees due to which it is argued that employee commitment of the temporary employees is negatively affected Sarantinos, 2007. Based on this analysis, the essay will illustrate the importance of developing a flexible workplace, not just as a benefit to the employees but the entire organisation as a whole, which includes the senior managers; shareholders and directors. Simply reducing the size of the workforce does not result in increased profitability. HRM — A Contemporary Approach, 6 th Edition, Pearson, Chapter 9, Pay, Reward and Resourcing pages 260-262 on Total Reward. Financial flexibility is the ability of a firm to reduce cost by employing flexible pay and compensation structure. However, there is an ongoing consideration to extend the right to parents with children under the age of sixteen years Pitt 2009.
The Atkinson 1984 ' Flexible Model
The author will critically review aspects of the model and complete a review of employment practices within the author's organisation, discussing the relevance of Atkinson's model to the constantly changing working environment. Mobile working enables employees to perform their job responsibilities from a distant location without actually coming to the office. The Principles of Psychology. Recommendations for assessment Learners may approach the assessment in a number of ways. Many human resource departments have now began giving their employees a more flexible work schedule as long as their work is being completed.
Atkinson, J. (1984) Manpower Strategies for Flexible Organisations. Personnel Management, 16, 28
Examples include information technology providers, teachers and lecturers, interim managers or even chief executives. Organisations can therefore use other means of organisational structure that have been more highly effective in the past. They consist of different working patterns such as: Flexible working time: In this pattern the employees total working hours are at different times during a day, e. On top of that, there is also evidence that the main reason for utilizing self-employed workers is for specialist skills which are unavailable in the core work force. Turbulent market conditions inherently bring fluctuations in customer requirements and cautious investment suggesting demand on HRM within organisations will likely follow a similar pattern, which may or may not be predictable. Pollert 1991 suggests progressive firms perceive flexibility as a strategy to employ and retain the greatest talent critical to the operation of the firm. For that reason, four main types of flexibility, suggested by Atkinson 1984 are examined underneath.
Atkinson, J. (1984) Manpower Strategies for Flexible Organizations. Personnel Management, 16, 28
Particularly noteworthy are also the numerous interdisciplinary and intradisciplinary journals, such as Leviathan, Kritische Justiz Critical Justice and Rechtswissenschaft Jurisprudence. If cuts are required within the core group, then this may be indicative of major financial difficulty within the company. This group also includes labour provided through contracts for services and the sub-contracting of work to other organisations. The content of the list is liable to change. While the flexible labour force is comprised of part-timers based on external demand. It is often assumed that employees in the periphery are utilized to protect the core group, but this is not the case.
Flexible firm john atkinson 1984 subcontracting Free Essays
By means of these external workers, businesses are able to muddle through foreseeable alterations; ensuing financially flexibility instead of numerically flexible. Quarterly Journal of Experimental Psychology. Flexibility is an approach used to define how and when work is carried out and how careers are organised and structured. Flexibility enables them to develop a greater sense of well-being, and look forward to going to work each day. In contrast to general assumptions, workers who choose flexible contract enjoy higher job satisfaction and they suffer no insecurity in their employment. Due to the constant changes in the corporate world, organisations that lack flexibility among their working environment are simply at high risk of failure. They have asked you and a small group of your colleagues to cast an eye over the business and offer some impartial advice as to its future direction.
Flexibility In The Workplace Management Essay
The company has been ignoring market changes and trying to maintain its corporate image and identity. Examples include cleaners, drivers, caterers etc. The flexible firm model was developed by Atkinson in 1984 and it is useful in evaluating the general concept of flexibility Stredwick 2000. According to research by Possenriede and Plantenga 2014 , flexitime helps in increasing the job satisfaction of employees. It then sets out a number work life balance ISSN: 2319 — 7285 G.
Atkinson 1984 flexible firm Free Essays
Its services rendered are the largest in the world, especially due to being the second largest providers of both software and semiconductors. It is a master tool for having a strong workforce, it should definitely be recommended to all senior managers of organisations worldwide who are still not familiar with the concept to familiarize themselves and get gain as much knowledge as possible start implementing it in their workplace. Flexitime enables an employee to select the starting and ending hours of their daily work time. Temporal flexibility has to do with the arrangement of working hours so as to meet up with production demands. Parsimony would suggest that if the sensory registers are actually control processes, there is no need for a tri-partite system. This right was initially available for parents with children below six years of age or with disabled children below the age of eighteen years.
The Flexible Firm Model is now Outdated and in Need of Revision: Discuss.
Critiques of the flexible firm model The flexible firm model has been criticised as not been backed up by facts Muller-Camen 2008 ; and Legge 2005; Torrington 2008 highlights the vagueness in the model as to whether the model is a description of trends or a prescription of the future. They determined that the memory process begins with sensory memory and then proceeds through a series of steps in order to be remembered. For the employees, flexibility is often used to depict the right to demand for work practices such as home-working, term-time working, part-time working, flexitime and job sharing, annual or compressed hours. For instance, online banking has given people the flexibility to perform financial transactions any time they want which was previously possible only during banking hours. The following opportunities are recommendations for guidance purposes only. Following this turbulent period firms were prompted to take a new approach to organizational structure, strategy and employment practices Skorstad et al, 2009 It may be considered that Britain's current economic situation is analogous to that of the early 80's.
Atkinsons Flexible Firm Model 1984 and Shamrock Organisations Handy 1989 The
In this way, by using a flexible firm model an organisation can offer more incentive, enhanced career prospects, training and job security etc to the core employees enabling it to attract and retain talented and qualified employees. For systemizing the results of our explorative field work we propose the model of an Amoebic Organization as an alternative flexibility concept. Cambridge, MA: MIT Press. All assessment criteria must be covered. Further guidance It is not a requirement for the learner to cover all aspects of the indicative content when completing the assessment. Similarly, Cortvriend 2004 found that violation is positively related to employee de-motivation, negative attitudes towards the job and withdrawal from the organisation.