Behind the Scenes: Deloitte Cathy Benko is the chief talent officer of a company named Deloitte. After going through, “lots of zigs and zags” (Pearson 217) to get to where she is career-wise, Cathy knew the conventional ladder concept was not suitable for every employee. Deloitte and Cathy developed what is called the lattice approach. This intricate approach is more adaptive to the changing standards, requirements, and expectations of the modern-day workplace. Deloitte’s lattice approach helps encourage employees by concentrating on personal career goals, and presenting the opportunity to keep business and personal life in sync. (Pearson 218). This creates job satisfaction, which results in loyal, long-term, and valuable employees. Job …show more content…
After completing a study on flexibility, four frequent factors result from too much flexibility. The variable versus fixed factor is described as, “impractical ways that flexibility policies are often implemented” (Bourke). This tension provides flexibility but is unattainable due to time limits, or may hindrance employees should they decide to use it. A second factor, supportive versus unsupportive work climates, is persuaded by the organization. Providing incentives to those who don’t choose work over family may cause employees to work longer hours rather than spending time at home. The third factor, equitable versus inequitable implementation, shows that employees may feel flexibility is only available to people in certain situations. A mother of a sick child is deemed to have access to a more flexible schedule than someone who plays sports and has games during work hours. The final factor, autonomy versus organizational control, shows how an employee is controlled. An employers may let someone take a couple days off, but require them to be “on-call” just in case. Although these tensions exhibit the negative aspects of workplace flexibility, it is ultimately beneficial for the employees, as well as the employers.