Chapter 5 - Complete the statements - Questions
1 The inference from the development of flexible work patterns and
practices is a new-found strategic focus by management, integrating both
the 'hard' or (a)______________ approach to human resources which
emphasises the link to organisational strategy and the 'soft' or
(b)______________ approach which focuses on the developmental
aspects of managing human resources.
2 What has emerged from the extensive debate on flexibility in empirical
research is the increasing use of multiple forms of _________ patterns of
work to facilitate more timely responses to the competitive forces of the
market.
3 The volatility of product markets and the blurring of skill boundaries
through technological change provide the environment for the
development of __________ flexibility.
4 ________________ flexibility, the mental frame of reference required to
effectively perform in the job and the level of cognitive skill required.
5 Working practices which incorporate elements of functional flexibility
include (a)____________ working, (b) ______________, (c)
____________-skilling, (d)_____________-skilling and (e)
_____________-working.
6 Distancing refers to the _____________________ of activities that may
include core and non-core activities.
7 The flexible firm model is based on a break with unitary and hierarchical
labour markets and organisation of internal means of allocating labour, in
order to create a (a) ________________ workforce and a cluster of
(b)_______________ employment relations.
8 Critics of the flexible firm model contend that it is too ________________,
and argue that change is far more uneven and complex.
9 What is distinctive about the flexible firm model and its approach to the
organisation and management of human resources is the extent to which
it implies a distinctive strategy on the part of management in developing
more (a)______________ and (b) ______________ labour utilisation.
10 The flexible firm model is criticised for its ________________ of variation
in terms and conditions of employment within organisations.
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1 The inference from the development of flexible work patterns and
practices is a new-found strategic focus by management, integrating both
the 'hard' or (a)______________ approach to human resources which
emphasises the link to organisational strategy and the 'soft' or
(b)______________ approach which focuses on the developmental
aspects of managing human resources.
2 What has emerged from the extensive debate on flexibility in empirical
research is the increasing use of multiple forms of _________ patterns of
work to facilitate more timely responses to the competitive forces of the
market.
3 The volatility of product markets and the blurring of skill boundaries
through technological change provide the environment for the
development of __________ flexibility.
4 ________________ flexibility, the mental frame of reference required to
effectively perform in the job and the level of cognitive skill required.
5 Working practices which incorporate elements of functional flexibility
include (a)____________ working, (b) ______________, (c)
____________-skilling, (d)_____________-skilling and (e)
_____________-working.
6 Distancing refers to the _____________________ of activities that may
include core and non-core activities.
7 The flexible firm model is based on a break with unitary and hierarchical
labour markets and organisation of internal means of allocating labour, in
order to create a (a) ________________ workforce and a cluster of
(b)_______________ employment relations.
8 Critics of the flexible firm model contend that it is too ________________,
and argue that change is far more uneven and complex.
9 What is distinctive about the flexible firm model and its approach to the
organisation and management of human resources is the extent to which
it implies a distinctive strategy on the part of management in developing
more (a)______________ and (b) ______________ labour utilisation.
10 The flexible firm model is criticised for its ________________ of variation
in terms and conditions of employment within organisations.
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