Guest (1987) argues that both flexibility and employee commitment are central to HRM practice. Critically evaluate the extent to which it is possible for HRM to attain both of these objectives within the organisation.

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Guest (1987) argues that both flexibility and employee commitment are central to HRM practice. Critically evaluate the extent to which it is possible for HRM to attain both of these objectives within the organisation.

MAN 30001

Lecturer: Matthew Brannan

24/11/2004

Claire Louise Staunton

No:0001 02441 01M

This paper aims to outline the relevance of commitment and flexibility within an organisation and whether they can be implemented simultaneously. It also looks at the problems with the information on these themes and analyses the inaccuracy of the experts' theories. This short essay seeks to explain how flexibility and commitment are often, but not always incongruent within HRM and poses new questions concerning these themes.

Commitment within the workplace is recognised as the dedication of an employee to their employer. There is a positive relationship between the level of commitment and a high level of employee satisfaction, dignity, psychological involvement, efficiency and increased productivity (Guest 1987:513-514). Commitment is likely if work is stable, well paid, interesting and the workers views are considered (Blyton & Turnbull 2002a:365).

HRM is discussed from two differing but not incongruous major standpoints; soft hard HRM. Briefly explained, both aim to