Management is the pursuit of ‘flexibility’ The most important discussion when it comes to employment relationship is the flexibility that is present in the work force. Many researches have suggested that the employment pattern continued to change over the past years. The management in any organization nowadays demandsflexibility amongst the employees that enables them to tacklevarious tasks at a particular time with a high performance level. This helped the management to get immediate results from the employees regarding the job that they carry out in the organization. To secure the job for the employees, the management of all the organizations had come up with the training and development scheme that helped the employees to enhance their skills (Christensen and Schneider 2015). Flexibility in the workplace can be divided in to four parts such as functional flexibility, which helps the employees to put together their skills that will increase the productivity level. Numerical flexibility is the temporary hiring of employees so that the target can be met within the organization. Financial flexibility is taken up by the management, which helps them to reduce the cost of labor so that profits can be maximized in the organization. Temporal flexibility enables the management to change the shift timings of the laborers so that the demands can be achieved by the organization (Putnam, Myers and Gailliard2014). Reference List Christensen, K. and Schneider, B. eds., 2015. Workplace flexibility: Realigning 20th-century jobs for a 21st-century workforce. Cornell University Press. Putnam, L.L., Myers, K.K. and Gailliard, B.M., 2014. Examining the tensions in workplace flexibility and exploring options for new directions. Human Relations, 67(4), pp.413-440.