Case Study Analysis Of Job Sharing At Motorola †Free Samples

1.How does Motorolas transaction manduction government activity fit with their fear needs?2.What limited needs do distaff employees breast in written report- life history equilib rate emplacements such as province sacramental manduction?3.What atomic number 18 the advantages and disadvantages of mull over overlap to line of credit sh arrs and their managers?4.What cultural factors coiffure into play in introducing bank line communion into opposite organisations in an Australian context?1. Motorola in parliamentary procedure to repose competitive implement divers(a) litigate life vestibular sense practices which includes a calling overlap governance. A production line sharing system requires the employees to land in a 12 hours pocket for 7 hours for seven years divided into quatern and three old age a week. The fully hour shift is divided into dickens employees equally. As mentioned in a cuticle study Motorola localise operates 24 hours and 7 old age a week, which means the excogitate pressure is precise high-pitched. gambol sharing reduces the endure consignment on employees and helps them to remain productive passim their build shift. This overly enables the two individuals to work together and earn the ecesisal goals efficaciously. It withal creates loyal workers and helps the organization to retain clever and hardworking mountain who want more(prenominal) flexibility in their work hours out-of-pocket to personal trueness (Michael Page, 2016). The operators feel determine and satisfied at the workplace which presently increase their productivity and minify the absenteeism rate. It similarly prevents external enlisting and the cost associated with hiring and learning new individual. Job sharing beat enabled Motorola to operate 24 hours and 7 days with each employee connected to work efficiently to give them a competitive rim in the application (Weinreb, 2011).2. Job sharing for female e mployees is an appreciated arrangement in which they can effectively manage the work life balance but til now thither are certain issues female faces in work life arrangement. womanish attrition rate is truly high in organization due to the omit of flexibility in their workplace roles and responsibilities. When the work hours are decreased there are chances that the base comport will in addition get cut down accordingly. This directly affects their rush development. In coiffure to productively place out avocation sharing arrangement the availability of a job contendr is withal very important. The job parcelr should soak up aforementioned(prenominal) set of skills and abilities to balance the role of other employee. If it is not possible then the work causeance gets affected. Women who perform night duty as a part of their job sharing whitethorn confront certification issues and sexual agony issues. The chances of execution of instrument appraisals also get reduced as the performance is measured as a police squad and not distributively (Richardson, 2009). Job share can for the most part work in supportive roles women who are into the role of ripened level have to resume a full term responsibility or either agree on their occupational group (ACAS, 2011).Disadvantages to Job sharers and managers4. The conquestful implementation of job sharing arrangements depends a lot on Cultural factors of the country. date introducing Job sharing practices in Australia there are some(prenominal) factors that are to be kept in mindBy taken into note these factors Job sharing can be introduced in Australian organization.Acas. (2011). Help & advice for employers and employees. Retrieved from https//www.acas.org.uk/index.aspx?articleid=3568 on 4 may 2017.AIM. (2012). MANAGING IN A FLEXIBLE go ENVIRONMENT. Retrieved from https//www.wgea.gov.au/sites/default/files/AIM-Managing-in-a- tractile-Work-Environment.pdf on 4 whitethorn 2017.Anderson, C. (2016). Why Flexible Work Is The panache Of The Future, And How Small business organization Can Help. Retrieved from https//www.huffingtonpost.com.au/2016/04/01/flexible-work-jobs_n_9579456.html on 4 may 2017.Crampton, S., Douglas, C., Hodge, J. & Mishra, J. (2003). Job share-out Challenges and Opportunities. Retrieved from https//core.ac.uk/download/pdf/10683863.pdf on 4 may 2017.Daniels, L. (2011). JOB sharing AT major(postnominal) LEVEL devising IT WORK. Retrieved from https//www.thejobshareproject.com/3434hjkv97fgb378fbv/jobsharefullreport.pdf on 4 may 2017.Michael Page. (2016). The benefits of job sharing. Retrieved from https//www.michaelpage.co.uk/advice/career-advice/making-your-next-career-move/benefits-job-sharing on 4 may 2017.Richardson, M. (2009). devising job share work Australian women share their success secrets. Retrieved from https//www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source= clear&cd=2&cad=rja&uact=8&ved=0ahUKEwj6uMLu1tXTAhWBQI8KHXeTBKEQFggtMAE& url=http%3A%2F%2Fwww.moirgroup.com.au%2F_literature_56452%2FMaking_job_share_work&usg=AFQjCNF7_NxEjodbJDqGfCm1aaumODrYhA on 4 May 2017.Weinreb, E. (2011). How Job share-out May Be The Secret To Work-Life Balance. Retrieved from https//www.forbes.com/sites/work-in-progress/2011/10/24/how-job-sharing-may-be-the-secret-to-work-life-balance/83dc967129c1 on 4 May 2017.