1. Concepts
Organizational flexibility is associated with changes in the environment and / or the ability to adapt to these changes. The forms of Management change, in which results are obtained, the forms of organization, distribution and allocation of resources, including human resources.
Trends in Labor Flexibility
a) Birth of a new working class. Salaried Workers with temporary labor relations ”(TARLT).
It occurs especially in small companies and in simple activities without qualifications.
b) Decrease of the additional benefits to the legal by the disappearance to which the representative organizations of the workers go.
c) Decrease in supervision and work for results.
d) Decrease in the fulfillment of obligations by the Employer.
e) Decrease in the Quality of Life of people due to the decrease in Income; trend that starts from the imbalance of labor supply and demand.
f) Increase in female and child labor.
g) Job insecurity.
h) Structural unemployment.
2. Elements
The main parties involved in this phenomenon are the Organizations and the People who work in them; who may be subject to their own policies both on the employer's side, norms or internal policies; and on the side of the workers, collective bargaining.
Secondary elements are International Labor Standards, Local Labor Standards, The Labor Market, technological innovations, among others.
3. Analysis
The incorporation of the human factor in a new flexible organism means that paid work will be less and less represented by standard employment; that related to the rigid structures of the classical pre-computing machinery (before the accelerated development of computing), to the large hierarchical company of mass standardized goods manufacturing and the conditions of the male worker as the sole provider of the family. The current work, on the other hand, would be characterized rather by a hitherto unknown heterogeneity of contractual forms and by taking place in decentralized structures and flexible hours and places. Therefore, the main axis of change in current labor relations is the "limitation" of paid work or, in other words,demolition of the borders between work and life.
4. Personal comment
In many of the studies, articles and publications; Even the manifestations of organizations representing workers the concept of flexibility is associated with job insecurity to which people are subject. Product of the changes experienced in the working hours, the forms of contracts, new information and communication technologies, the Micro-entrepreneurship of organizations, the globalization of competition, the tendency to outsource services or subcontract, among other alternatives to reduce costs or become more agile organizations. All of this is a product of the global phenomenon known as Globalization, which has broken the barriers of time and (physical) space in communications;but that has brought under the arm a deterioration of the relations between people and of people to organizations and vice versa. The funny thing is that this is a product of people for people.
So the challenge is aimed at making this irreparable flexibility effective, like globalization, and preventing its consequences from reducing the quality of life of people, which is also that of organizations.
