business flexibility
The disposition of adjusting to changes in the workplace best defines business flexibility. Over the years, the evolving business world has brought forth the need to embrace changing circumstances at work. While such flexibility is beneficial to the employees, it is also of great importance to the employers and the organizations in general. In this paper, therefore, a clear-cut appraisal of the importance of work flexibility will be provided.
Firstly, it makes the workforces more valuable to their managers than they would have been without the skill. Research suggests that flexible workers will never have any of these concerns when presented with a task: “It’s not my duty” or “Do I have the option of not doing it?” Instead, they will alter their actions to meet the changing demands of work and those of their employers. It is without a doubt that any industrialist would appreciate such qualities in the people that work for them. Having workers who are always ready to go beyond their job description gives employers the chance to achieve more.
Flexibility increases the chances of employees’ promotion. Workers who can handle more tasks and take on different responsibilities are more competent than those who are limited to one skill. When an employer seeks to promote one or several of their employees to higher positions, flexibility would be a vital aspect to look at. If the position to be filled is the manager one, for instance, the business owner would need someone who can deal with the changing demands of work. A manager oversees the operations of an organization and should be able to draw out workable solutions when met with new circumstances. An intractable employee may not be able to handle such pressure. Flexibility, therefore, proves to be a requisite aspect to look at during job promotion.
The importance of flexibility at work goes both ways, and workers value flexible employers. The skill becomes evident in the way that managers approach matters relating to employees. On the one hand, a good employer sees their workers as fellow individuals with needs that deserve to be met. They then commit to ensuring that their employees’ issues are addressed. Inflexible managers, on the other hand, see workers as people with irrelevant needs. They assume that if the work at hand gets completed, nothing else that has to do with the employees’ matters. The difference between the two types of employers is that one motivates their workers and the other does not. If, for instance, a worker was approached with a new job request, they would go for it if their current working conditions were hostile.
Flexibility among managers also helps their employees grow in skill and performance. Such employers make it a personal commitment to address each of their employees’ issues individually. When their workers present requests or complaints to them, they take their time to consider them and return positive feedback. As they offer the workers guidance relating to the preceding issues, they help them become better at what they do. A good example of this is when an employee gets faced with circumstances they have not dealt with before. They seek advice from their managers regarding the feasible approach to use in such situations. When the worker gets helped in dealing with the issue at hand, they become better at what they do. Resultantly, the organization gets to achieve its goals more effectively.
In conclusion, flexibility is undeniably essential in the workplace as it impacts both the employers and their employees. Managers, on the one hand, value workers who are as competent in new circumstances as they would be in normal conditions. The employees, on the other hand, appreciate managers who are willing to meet their changing needs and address their issues at work. When both parties own the skill of flexibility, a firm is highly likely to achieve more.