New patterns of working relationships

Atkinson, John

doi:10.1108/eb017082

Cited by 5 publications

(5 citation statements)

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Section: Flexibility In Corporate Real Estatementioning

confidence: 99%

“…To understand how flexibility can be managed across a corporate real estate portfolio, Gibson (2001) applies Atkinson's (1984) model of the flexible firm to corporate real estate. In Atkinson's (1984) theory, an organisation's labour market is divided into core and peripheral groups. The idea is that the core group conducts the main activities of the firm, while peripheral groups perform less central activities and the number of workers in such a group is defined by economic fluctuations.…”

Section: Flexibility In Corporate Real Estatementioning

confidence: 99%

“…Ongoing pressures to outperform in a progressively competitive business environment has led organisations to rethink their old ways and embrace transformation. Different bodies of literature, such as organisational strategy and human resource management, argue that flexibility is one manner for organisations to achieve better outcomes (Atkinson, 1984;Volberda, 1996;Holman et al, 2005;Bal and Izak, 2020). However, the search for flexibility is not limited to the managerial capabilities and labour utilisation, it also involves the corporate real estate portfolio of a firm.…”

Section: Introductionmentioning

confidence: 99%

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Flexible workspaces within corporate real estate

Silva¹

2021

20ª Conferência Internacional Da LARES

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Building flexibility within real estate is challenging due to its inherent characteristics of being immovable, large and expensive, making any transformation a complex matter. However, it is possible to achieve different types of flexibility within the different types of corporate real estate an organisation owns. The literature surrounding the development of more flexible workspaces within the corporation has a focus on the physical layout and internal usage raising issues such as non-territorial spaces, hot-desking and hotelling. Flexible workspaces, however, can also take place outside an organisation. As technology allows the office space to evolve beyond its industrial heritage, space as a service becomes another option for corporations to unleash flexibility. External flexible workspaces are offices with different levels of curated services available to hire on an 'easy-in, easy out' basis. Originally used by freelancers and start-ups seeking affordability, the current flexible workspace market has expanded in terms of the number of operators, the magnitude of take-ups and the type of users, which now also encompasses large corporations. To date, very little research has been made on the adoption of flexible workspaces by the corporate sector. This study is aimed to provide an overview from academic and nonacademic sources of the approach corporations take to use such environments, what drives them to flexible workspaces and the perspectives for the future in a post-pandemic world. It is found that from cost reduction to talent retention, the reasons why corporations are attracted to flexible workspaces vary, as well as their patterns of usage, which range from housing a flexible workspace within their portfolio, to outsourcing workspace to an operator. As Covid-19 has made organisations rethink the amount of real estate they occupy, it is expected a greater drive from corporations to incorporate flexibility and allow agility in uncertain economic times.

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Section: Flexibility In Corporate Real Estatementioning

confidence: 99%

Section: Flexibility In Corporate Real Estatementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Flexible workspaces within corporate real estate

Silva¹

2021

20ª Conferência Internacional Da LARES

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“…A dualistic view of employment in China essentially challenges the Western convention of categorising employment relationships using the standard and nonstandard employment terminology (Kalleberg, 2000). The rise of new patterns of work relationships was driven by market forces in the Anglo-American world (Atkinson, 1984;Ashford, et al, 2007), where permanent contracts may still be regarded as typical or standard (Bagdanskis and Macijauskien, 2012). In other words, jobs are primarily designed to be permanent; the use of non-permanent workers is not to fill such vacancies but as a secondary source of labour.…”

Section: Categorising Employment: a Comparison Between China And The Westmentioning

confidence: 99%

A dualistic view of employment in China

2018

SBR

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Purpose This paper aims to bring to the fore some neglected implications of the dual employment systems in China, especially for the public sector. Design/methodology/approach This paper reinterprets some recent developments in understanding Chinese employments and incorporates the relevant research in arguing for a dualistic view of employment in China[1]. Findings In highlighting the unique dualistic employment contexts in China and an indigenous phenomenon of “unequal pay for equal work”, this paper finds public management studies in China to deserve a separate platform for future research. Research limitations/implications Future Chinese management studies on public sector should contextualise their findings and conclusions, taking into account the employment structure at their research settings. More studies on the public sector are needed to better understand the dualistic Chinese employment relationships, especially for better public management policies and practices in China. Social implications It calls for more scholarly attention on the social injustice embedded in the dualistic employment in China. Originality/value It extends the ongoing discussions of Chinese employment reform and its implications on organising work and employment in China, while unveils important implications of the dualistic employment for future Chinese management research, especially in the public sector.

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“…Workers who take temporary jobs after a period of unemployment generally have lower incomes and less long-term jobs (Autor & Houseman, 2010). It should be noted that the new forms of flexible, nonstandard employment with the spread in economic policy ideas neoliberalism, natural unemployment rate (Friedman, 1978), flexible of employment (Atkinson, 1984) are formed. These forms include self-employment, fixed-term employment contracts, part-time employment, out staffing contracts, combining different types of work, employment outside the location of the employer, etc.…”

Section: Literature Reviewmentioning

confidence: 99%

The Precariousness Employment in the Eurasian Economic Space: Measurement Problems, Factors and Main Forms of Development

Kaliyeva¹,

Alzhanova²,

Meldakhanova³

et al. 2018

JAFEB

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This research aims to generalize the conceptual basis of precariousness of employment, study the factors and scale of unsustainable of employment in the countries of the Eurasian Economic Union (EAEU). The concept of precariousness of employment is formed in social and economic studies about 40 years ago, but objective and subjective conditions and forms of unsustainable employment existed before. This study proposes a classification of forms of precariousness of employment on 16 criteria: the duration and timing of agreements, contract terms, the nature of income; the degree of labor autonomy; the level of formality; the level of openness; the level of vulnerability; the conditions of growth of qualification; the level of flexibility; the level of stability; regularity; the severity of the danger of work; in relation to the workplace; the quality of employment, the level of social security. In this research highlighted factors (globalization, demography, migration, structure factors, shadow and informal economy, social development and living standards, unemployment), and systematized certain trends of precariousness of employment, channels and means, forms of manifestation. The empirical analysis identified of the labor potential of the Eurasian countries and new quantitative estimates of the levels of unsustainable employment in the Eurasian Economic Space.

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New patterns of working relationships

Cited by 5 publications

References 0 publications

Flexible workspaces within corporate real estate

Flexible workspaces within corporate real estate

A dualistic view of employment in China

The Precariousness Employment in the Eurasian Economic Space: Measurement Problems, Factors and Main Forms of Development

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