Tamolyky: We must become more flexible if we are to meet our personnel needs and maximize elficiency. In the past, we simply hired as many full-time employees as we thought we needed. But this focus has caused us to lose many valuable employees. We should offer flextime and job sharing options to help us keep and altract talented employees.Robinc Ahernatives to traditional job design approaches can lead to significant cost savings. Next year we are expected to have 500 more employees than our current facility allows, but my analysis reveals that 600 of our employees could selecommule. Therefore, we can avoid costly actions such as moving our offices or bulding extensions if these workers became telecommuters. Job sharing can also reduce facility costs as wel as payroll costs.Tamotsky and Robin would be most likely to diagree about which of the following questions?
Would selecommuting likely lead to cost savings?
Does the organisation have a moral obligation to offer flestime and job sharing options?
If effering a job sharing eption would not reduce costs, should the organization still offer i?
Would the organization be botter able to keep valuable employees if if offered flextime and job sharing options?
Are any other organizational structure declisions important for the flare of the orpanization?
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