จากการใช้ความยืดหยุ่นในช่วงGFC ผลกล

จากการใช้ความยืดหยุ่นในช่วงGFC ผลกลัพธ์ที่ได้มาไม่ได้สมบูรณ์แบบ แต่โดยรวมแล้วเป็นการพยายามในการปรับเปลี่ยนวิธีการทำงานในรูปแบบใหม่เพื่อให้บรรลุวัตถุประสงค์ขององค์กร
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More particularly, “flexible work practices” have been associated with an employer’s accommodation of an employee’s caring responsibilities, rather than an employer initiated work practice within a “win-win”

framework (ie good for business and good for the employee), and have been less connected to men,
or practices such as purchased leave, telecommuting and managing long hours. In essence, flexible
work practices were not seen as a strategic business initiative, with multiple elements, and relevant to
a broad group of employees, including those working full-time.
,
and because the concept of “flexible work practices” has been dominantly (and narrowly)
interpreted as referring to women returning from maternity leave on a part-time basis. More
particularly, “flexible work practices” have been associated with an employer’s accommodation of an employee’s caring responsibilities, rather than an employer initiated work practice within a “win-win”
framework (ie good for business and good for the employee), and have been less connected to men,
or practices such as purchased leave, telecommuting and managing long hours. In essence, flexible
work practices were not seen as a strategic business initiative, with multiple elements, and relevant to
a broad group of employees, including those working full-time.
The size of this “something” is reflected in the 2010 Australian Bureau of Statistics (ABS) data in
relation to part-time work, leave-taking and average hours. Namely between August 2008 and
August 2009 part-time hours increased significantly for both men and women (by 5,299,400 (7.99
per cent) and 3,770,300 hours (2.39 per cent) respectively4
) and the proportion of full-time
employees working below 35 hours per week during the period September 2008 to May 2009 (which
included the Australian summer holiday period), for reasons such as leave taking, grew by 3 per
ce3nt.5
In addition, during this period “aggregate monthly hours fell 2.8 per cent, the equivalent of roughly
270,000 effective full-time jobs” suggesting that the length of the work week declined, even for those
working full-time6

Results (English) 1:

From the use of the flexibility during the GFC The result is not a complete klap, overall, is trying to change the way it works in a new way in order to achieve the objectives of the organization.GEMore particularly, "flexible work practices" have been associated with an employer's accommodation of an employee's caring responsibilities, rather than an employer initiated work practice within a "win-win"framework (ie good for business and good for the employee), and have been less connected to men,or practices such as purchased leave, telecommuting and managing long hours. In essence, flexiblework practices were not seen as a strategic business initiative, with multiple elements, and relevant toa broad group of employees, including those working full-time. ,and because the concept of "flexible work practices" has been dominantly (and narrowly)interpreted as referring to women returning from maternity leave on a part-time basis. Moreparticularly, "flexible work practices" have been associated with an employer's accommodation of an employee's caring responsibilities, rather than an employer initiated work practice within a "win-win"framework (ie good for business and good for the employee), and have been less connected to men,or practices such as purchased leave, telecommuting and managing long hours. In essence, flexiblework practices were not seen as a strategic business initiative, with multiple elements, and relevant toa broad group of employees, including those working full-time.The size of this "something" is reflected in the 2010 Australian Bureau of Statistics (ABS) data inrelation to part-time work, leave-taking and average hours. Namely between August 2008 andAugust 2009 part-time hours increased significantly for both men and women (by 5,299,400 (7.99per cent) and 3,770,300 hours (2.39 per cent) respectively4) and the proportion of full-timeemployees working below 35 hours per week during the period September 2008 to May 2009 (whichincluded the Australian summer holiday period), for reasons such as leave taking, grew by 3 perce3nt.5 In addition, during this period "aggregate monthly hours fell 2.8 per cent, the equivalent of roughly270,000 effective full-time jobs" suggesting that the length of the work week declined, even for thoseworking full-time6

Results (English) 2:

The use of resilient during the GFC. The net results were not perfect. However, it is trying to change the way of working in new ways to achieve the objectives of the organization
do
More. particularly, "Flexible Work Practices" have been associated with an Employer's Accommodation of an employee's caring responsibilities, rather than an Employer initiated Work Practice Within a "Win-Win" Framework (IE good for business and good for the employee), and have been. less Connected to Men, or Practices such as purchased Leave, telecommuting and Managing long hours. In Essence, Flexible Work Practices were not seen as a strategic business Initiative, with multiple Elements, and relevant to a Broad Group of employees, including those working full. -time. , and because the Concept of "Flexible Work Practices" has been dominantly (and Narrowly) interpreted as referring to Women returning from Maternity Leave on a Part-time basis. More particularly, "Flexible Work Practices" have been associated with an. Employer's Accommodation of an employee's caring responsibilities, rather than an Employer initiated Work Practice Within a "Win-Win" Framework (IE good for business and good for the employee), and have been less Connected to Men, or Practices such as purchased Leave,. telecommuting and Managing long hours. In Essence, Flexible Work Practices were not seen as a strategic business Initiative, with multiple Elements, and relevant to a Broad Group of employees, including those working full-time. The Size of this "Something" is reflected. in the the 2,010th Australian Bureau of Statistics (ABS) Data in relation to Part-time Work, Leave-taking and average hours. namely between August the 2,008th and August 2009th Part-time hours Increased significantly for both Men and Women (by 5.2994 million (7.99 per. cent) and 3770300 hours (2:39 per cent) Respectively4 ) and the proportion of full-time employees working Below 35 hours per Week during the period September the 2,008th to May 2009th (which included the Australian Summer Holiday period), for reasons such as Leave taking. , grew by 3 per Ce3nt.5 In addition, during this period "fell 2.8 per cent AGGREGATE Monthly hours, the Equivalent of roughly 270,000 full-time jobs effective "suggesting that the Length of the Work Week Declined, even for those working full-. time6

Results (English) 3:

Due to the use of flexibility in the GFC. The result was not perfect. But overall, is trying to modify how to work in a new form to achieve the purpose of the organization, More particularly

J"Flexible work practices." have been associated with an employer 's accommodation of an employee', s caring responsibilities. Rather than an employer initiated work practice within a "win-win"

framework (ie good for business and good for the employee),. And have been less connected, to men
or practices such as, purchased leave telecommuting and managing long hours. In, essence. Flexible
.Work practices were not seen as a strategic business initiative with multiple, elements and relevant, to
a broad group. Of employees including those, working full-time.

and, because the concept of "flexible work practices has been dominantly." (and narrowly)
interpreted as referring to women returning from maternity leave on a part-time basis, More
particularly."Flexible work practices." have been associated with an employer 's accommodation of an employee', s caring responsibilities. Rather than an employer initiated work practice within a "win-win"
framework (ie good for business and good for the employee),. And have been less connected, to men
or practices such as, purchased leave telecommuting and managing long hours. In, essence. Flexible
.Work practices were not seen as a strategic business initiative with multiple, elements and relevant, to
a broad group. Of employees including those, working full-time.
The size of this "something." is reflected in the 2010 Australian Bureau. Of Statistics (ABS) data in
relation to, part-time work leave-taking and average hours. Namely between August 2008 and
.August 2009 part-time hours increased significantly for both men and women (by 5 299 400 (,, 7.99
per cent) and 3 770 300 hours,,, (2.39 per cent) respectively4
) and the proportion of full-time
employees working below 35 hours per week during the period. September 2008 to May 2009 (which
included the Australian summer holiday period), for reasons such as, leave taking grew. By 3 ce3nt.5 per

.In addition during this, period "aggregate monthly hours fell 2.8, per cent the equivalent of roughly
270 000 effective,, Full-time jobs. "Suggesting that the length of the work week declined even for, those
working full-time6.