Industry and Enterprise Unit 3 – Week 8

Student Name:
VSV No:

Part A: Flexibility

The following resources work through di erent exibility op ons for two Australian companies:
Origin Energy and Versa. Review these resources and answer the ques ons below.

Goolge: h ps://www.cnbc.com/2020/12/14/google-ceo-email-delays-return-to-sept-2021-no-
permanent-remote-work.html

Facebook: h ps://www.forbes.com/sites/carlieporter eld/2021/06/09/facebook-will-allow-nearly-

all-employees-to-work-remotely-post-pandemic/?sh=7c64008e26a7

Telstra: h ps://exchange.telstra.com.au/were-looking-out-for-our-people-by-helping-to- ght-

pandemic-fa gue/

Covid changes Ar cle: h ps://www.cnbc.com/2020/08/25/how-companies-are-suppor ng-work-

from-home-un l-2021or-forever.html

Consumer changes: h ps://www.abc.net.au/news/2020-04-06/coronavirus-shi s-consumer-

behaviour-and-helps-businesses-boom/12119508

Ques on:

1. Describe Numerical Flexibility.

an organisa on's ability to adapt and respond e ec vely to changes in numerical factors such as
volume, scale, or size of opera ons

2. Using examples from the two companies give examples of numerical exibility.
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 1. User Engagement: Facebook's numerical exibility extends to user engagement features. The
pla orm needs to handle a wide range of user ac vi es simultaneously, such as pos ng
updates, sharing media, commen ng, and reac ng to content. Facebook's infrastructure and
algorithms are engineered to handle these interac ons in real- me, ensuring that users have
a smooth and responsive experience, regardless of the number of concurrent users.
2. Adver sing Pla orm: Google's adver sing pla orm, Google Ads, requires numerical
exibility to handle large-scale adver sing campaigns. This involves managing a vast number
of adver sers, ad crea ves, targe ng op ons, and budget alloca ons. Google's adver sing
systems are engineered to scale and op mize ad delivery based on user behavior,
demographics, and campaign objec ves, ensuring e cient handling of numerical demands in
the adver sing space.

3. Describe Func onal Flexibility.

an organisa on's ability to adapt and reorganise its workforce, processes, and opera ons to
e ec vely respond to changing business requirements, market condi ons, and customer needs. It
involves the capability to shi resources, skills, and ac vi es across di erent func ons or tasks
within the organisa on to meet new demands or exploit emerging opportuni es.

4. Using examples from the two companies give examples of func onal exibility.
1. Employee Development and Mobility: Facebook encourages employee development and
mobility across di erent func onal areas. The company provides opportuni es for
employees to expand their skills, knowledge, and experiences by working on diverse projects
or transi oning to roles in di erent func ons within the organisa on. This approach
enhances func onal exibility by enabling employees to adapt to changing needs and
contribute e ec vely across mul ple areas of exper se.
2. Con nuous Learning and Skill Development: Google emphasises con nuous learning and
skill development among its employees. The company provides various training programs,
resources, and opportuni es for employees to enhance their func onal exper se, acquire
new skills, and stay updated with emerging technologies and industry trends. This
commitment to con nuous learning enhances func onal exibility by enabling employees to
adapt to new func onal requirements and contribute e ec vely in evolving areas.

5. What bene ts have these companies found from implemen ng a exible work environment?
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 The employees have more love and determina on for their jib and overall people are happier

6. How have these two industries changes to match the values of society?
Internet is ever ng atm so the didn’t change to bene t they were the beginig of a new path

Part B: Employment condi ons ( nd new sta s cs)

Overview:

Key facts about casual work and part- me work in Australia in 2018
As of February 2018, 12.5 million people were engaged in paid work in Australia. Of these:
•7.8 million or 62.6% were employed on a permanent basis (that is, employees with paid leave
en tlements). This was a higher propor on than two decades earlier (59% in 1998);
•2.6million or 20.6% were employed on a casual basis (that is, employees with no paid leave
en tlements). This was the same propor on of the workforce as two decades earlier;
•1.3million or10.7% were self-employed(that is, owner/managers of n enterprise with no other
employees).This was a lower propor on than two decades earlier(12.0% in 1998);and
•744,000 or 5.9% were employers (that is owner/managers of an enterprise with employees
other than themselves). This was a lower propor on than two decades earlier (7.8% in 1998).
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 Source: h ps://www.abs.gov.au/sta s cs/labour/employment-and-unemployment/labour-force-australia/sep-2021

Ques ons:

1. Outline the advantages of being a full me employee.

Less change and steadiness on your job

2. Outline the disadvantages of being a casual employee.

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 Not fully reliable and not important posi on

3. Explain the link between exibility and the increase in casual employment from 1998 at 59%
to 2018 at 62.6%. As part of your answer you need to discuss the changes in the working
environment over this period (technology).
We have many more op ons because of technology so we can actually be more casual because
working isn’t such a physical thing its at your hands

Addi onal Reading

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 Youth unemployment soars to one in four people in parts of the country
By S h a l a i l a h M e d h o ra
M o n d ay 4 M a rc h 2 0 1 9 2 : 0 1 p m
S o u r c e : h t t p s : / / w w w. a b c . n e t . a u / t r i p l e j / p r o g r a m s / h a c k / y o u t h - u n e m p l o y m e n t-
h i g h - a c ro s s - t h e - co u nt r y / 1 0 8 6 8 0 9 2

Madelin Ly loves animals, and wanted to work in a eld that helped them. She studied animal and
veterinary bioscience at La Trobe Uni in Melbourne, but since she graduated in 2017 she's
struggled to nd work.

"In my last year of high school I started volunteering at the RSPCA, and while I was there I no ced
that there was a lot of interest from people in the animal industry. So I knew going into my course
that it would be a highly compe ve eld to get into," Madelin told Hack.
She's taken on casual work as a waitress, and as an animal a endant in a clinic, but admits ge ng
her foot in the door has been tough.

"When you receive rejec ons or you don't hear back from the employer, that can be discouraging."

She's sick of hearing older people tell young people they're lazy and should just nd a job.
"Younger people - especially young jobseekers - are being misrepresented. Such statements don't
really showcase how commi ed young people are to actually gaining employment and
transi oning from study to employment," she said.

"They don't really re ect that it is quite compe ve out there for young people who are o en told
that they need to have experience before they can gain... formal employment."

One in four young people unemployed in outback Qld

Madelin lives in Cairnlea in Melbourne's west, a part of the country that has a youth
unemployment rate of 15.5 per cent, according to Australian Bureau of Sta s cs data that has
been analysed by charity group, the Brotherhood of St Laurence. The na onal youth
unemployment rate has been hovering around 11 per cent for the last couple of years. It's more
than twice the rate of the na onal unemployment rate, which sits at ve per cent.

But when you break down the youth unemployment rate by region, a much more worrying trend
emerges. In outback Queensland, which includes places like Mt Isa, Cape York and Longreach,
more than one in four young people are looking for work. Other regional and rural parts of the
country fare badly, too. In fact, seven of the 20 highest areas of youth unemployment are in
Queensland. But it's not great everywhere else. The Co s Harbour and Gra on region in New
South Wales has the second-highest rate in the country, with 23 per cent of young people in that
region looking for work.

You can nd the full list of youth unemployment hotspots here.

By contrast, young people in the ACT have the best chances of employment - there the youth
unemployment rate is lower than the na onal average, at nine per cent.

Is the situa on improving?

On Monday, the ABS released data that found the number of job ads posted were at a ve year
low. The number of job ads are down 4.3 per cent in the last year, the biggest drop since February
2014.

"We remain especially concerned at how young people without quali ca ons and skills or family
networks are tracking in this rapidly changing economic and social environment," Execu ve
Director of the Brotherhood of St Laurence, Conny Lenneberg, said.
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 REVIEW, REFLECT AND ASK

What I did this week Yes No

Reviewed exibility ✓ ✕
Examined Employment condi ons
Reviews the Virtual workplace

Other comments:

How I went with the Work For Submission: Totally Almost A li le I need
get it there confuse help
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 Learning Inten ons
KK
• Features of workplace exibility including
numerical exibility and func onal
exibility
• Flexible work arrangements
KS
• de ne and use key terminology accurately
• iden fy and discuss examples of
enterprising industry responses to forces
for change
• explain the rela onship between work-
related skills and each of the forces for
change
• analyse the rela onship between work-
related skills, the development of an
enterprise culture and each of the forces
for change
I would like further explana on on:

TEACHER’S FEEDBACK
Some good things about your work were:

Please consider doing the following in your next piece(s) of work:

Virtual School
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