The article, The Case for Flexible Employment in GCC Countries,is an analysis of labor flexibility as a strategy for dealing withthe international economic rivalry. The authors note that as economicrivalry increases, nations ought to evaluate their policies anddetermine if the policies support labor market flexibility.Flexibility is a competitive advantage, which is determined throughthe simplicity of hiring and firing workers, laws on wagedetermination, minimum working hours and salaries, and the kind ofwork arrangements allowed. The Gulf Cooperation Council, GCC,nations depict flexibility in most of the measures except that theylack policies, which encourage flexible working hours, like part-timeor short-term working. The GCC disregards flexibility in workingarrangements focusing more on permanent arrangements. As a result,policymakers as well as leaders from the private sector risk missingimportant gains that arise from flexibility in employment. Flexiblearrangements have the advantages of resulting in macroeconomic gains,which include an enhanced general labor participation, reducesunemployment and an increase in general business agility.

One, flexible working terms make it possible to draw conventionallydormant population segments to the workforce. A modified workarrangement makes it possible for persons to balance their at-homeduties, schoolwork as well as different life activities with work,which makes it possible to increase engagement at work. Second,flexible work arrangements in some instances create the situations,which result in reduced joblessness. The high employment costs pushbusinesses to concentrate on hiring experienced personnel, henceresulting in the marginalization of specific groups, like the younggraduates. This result in unemployment, which can be solved throughflexibility measures like allowing those with minimal experience towork part-time, and in turn, they improve their experiences. Last,business agility is achieved through flexibility that provides thetools for businesses to react seamlessly to economic changes.

Although there have been endeavors all through the GCC to incorporateflexibility in work arrangements, the nations largely employpersonnel on a permanent basis. The council’s administrations oughtto take more holistic as well as all-inclusive approaches towardsflexibility. These include the creation of standardized employmentagreements for temporary work arrangements, adjusting the currentlabor rules and infrastructure to contain flexible work organization,assess all ancillary rules which avoid the advancement of flexiblearrangements and come up with supporting projects, like publicawareness movements to enhance flexible employment. The GCCadministrations will have to influence workers and employers toemploy flexibility. Influence will be achieved through awarenessseminars, awarding organizations that allow flexibility, in additionto offering subsidies for training human resource specialists.

The development of a wide-ranging legal framework that supportsflexibility in employment within GCC nations will considerablyenhance the efficacy of labor markets. This will be achieved throughencouraging more involvement of employees from formerlyunderrepresented persons, resulting in reduced joblessness, and animprovement in general business agility. The procedure mandates foran in depth evaluation and revision of current labor rules to ensurereforms result in the creation of ample incentives for organizationsand possible workers. Demographic groups, in specific expatriatefemales, seniors and young adults, who are currently overlooked byhiring organizations, will experience the advantages of adoptingflexibility in GCC nations. For businesses, specifically those thatare prone to changing economic demands, flexibility improves theircapability to compete and thrive.