I'll start with the definition of the word mobility to get to know this term and see it's difference from the other use of mobility as in the new technology and mobile APS for workplaces. Therefore "Mobility' indicates a worker's ability to physically move around freely in he workplace to accomplish work. Mobility for work can be assisted with items such as a wheel chair, crutches, canes, a desk near the door, a scooter to ride between distant buildings, and a shuttle bus.
Mobility also refers to a worker's ability to take advantage of various Job opportunities ( I will write more on this issue below), including the ability to relocate, move to a superior Job position, commute a particular distance to work daily, or change positions due to family and civic responsibilities. Some impediments to the mobility of labor include personal hindrances such as geographical location and ability to move, physical and mental ability, and prior Job experiences. Social/legal hindrances to mobility include a lack of educational opportunities, family responsibilities, and various laws.
A frequent use of the word, mobility, occurs when organizations use the term to define the upward mobility of employees. An employee with upward mobility has the appropriate mix of needed qualities and characteristics including experience, knowledge, skills, education, cultural fit, and availability. An employee with upward mobility potential is ready for promotional opportunities*. Now at this point I going to write further more about the mobility of employees and various Job opportunities to see what that points to exactly and how that is related to mobility.
Employee mobility is an issue that has taken on a whole new meaning as more and more businesses have gone global. Employees today are commonly asked to take assignments in company locations outside their home country. These kinds of opportunities are seen as Contemporary Issues in Interior Architecture- Fall 2014 2 benefits by many employees who enjoy experiencing new cultures and the multi- cultural exposure. Managing employee mobility is important though, because without the right training and planning, employees moving to foreign countries will not be prepared to meet the challenges such moves present.
Your company does not want to find itself faced with loss of productivity, or worse, loss of its best managers because of lack of planning. Being prepared to address the issues related to employee mobility should be included in the company's strategic planning. Quality of living in this matter can be an issue if a company frequently transfer employees within the country or outside the country. Either way there are concerns which should be addressed in these compensation and benefits packages.
For example, in the US, a manager transferred from a small town in Texas to a large northeastern city will be faced with many of the same issues as an employee transferred from the US to Canada and that is a very simple and the most easiest transfer in contrast with moving to India or china, a completely different culture. These concerns or issues include cultural and compensation differences. These differences become more pronounced when the company re-assigns employees from a developed country to a third world country.
But it is really a matter of degree. Making sure that the staff are well prepared for these types of moves will insure the transition is smooth and they remain productive. After all the reason managers are transferred is in order to better utilize their talents and skills within the company**. Here I can say our role as an interior designers may help with these issues but with prior researching, planning, somehow rearranging their working spaces even from their own country to their destinations.
So that they can familiarize themselves and got to know those areas better prior going there to make them arm proof and repaper Just in case. Many transfers involve more than the staff also. The managers and workers in general have families who are as much a part of the move as the company employees. It's important for the company to recognize the needs of the employee's family also. Unless the staff feel as if their family will also benefit from the transfer without Jeopardizing their safety or welfare, company transfers will meet a lot of resistance.
In these cases also our role as interior designers can come to great use by even designing and making their homes look like the one in future after move, better said aka and redesign them as person by hurt so they would not feel alienated. Now here are some instances of companies and how they help these employees related with this mobility matter. For instance the Whichever Workforce Mobility*** helps clients optimize their mobile workforce by delivering innovative solutions that make it faster, easier and more cost effective to deploy key talent and transfer critical skills anywhere in the world.
Our expertise in Contemporary Issues in Interior Architecture- Fall 2014 3 relocation and assignment management ensures that our clients' mobility programs advance their business and workforce strategies. They deliver sustained customer value through unique service and engagement initiatives, including: - Trusted Partner - Next Practices - Fans - Balanced Scorecard Here again we as designers can be creative about those mentioned above. Even by being faster, easier and more cost effective.
By faster that can be as helping deploy critical talent at the speed of business by motivating them through Just by one look but by a great look. Because opportunity won't wait. By easier that can be as to Just open communication, transparency, mutual trust and boundless innovation. And by ore-cost effective that can be vast global resources and in-house expertise to control our clients' program costs which we can be ahead of it by being innovative or creative in these fields to somehow more economic but more fashionable.
Also there is other term as labor mobility, which Labor mobility or worker mobility is the geographical and occupational movement of workers. Worker mobility is best gauged by the lack of impediments to such mobility. Impediments to mobility are easily divided into two distinct classes with one being personal and the other being systemic. Personal impediments include physical location, and physical and mental ability. The systemic impediments include educational opportunities as well as various laws and political contrivances and even barriers and hurdles arising from historical happenstance.
Increasing and maintaining a high level of labor mobility allows a more efficient allocation of resources. Labor mobility has proven to be a forceful driver of innovations. There I also another International Labor Mobility. Which International labor mobility is the movement of workers between countries. It is an example of an international factor movement. The movement of laborers is based on a difference in resources between countries. According to economists, Over time the migration of labor should have an equalizing effect on wages, with workers in the same industries garnering the same wage.