Push & Pull in Organizational System

 People are always the weakest link of strategy management, but one of the most invaluable business assets to invest in the organization.

We are experiencing rapid change and exponential knowledge growth. People are human assets and capital. In workforce management, "push" and "pull" refer to different approaches to scheduling and assigning tasks to employees. These strategies dictate how work is distributed and how employees engage with their responsibilities.

Push System (or "Push" Scheduling): In a "push" system, management or a centralized scheduling system proactively assigns tasks and shifts to employees based on anticipated demand or business needs. The work is "pushed" onto the employees.

-Centralized Control: Management has significant control over scheduling and task allocation.

-Forecast-Driven: Schedules are typically based on forecasts of customer demand, workload, or other relevant metrics.

-Standardized Procedures: Tasks and shifts are often standardized and pre-defined.

Limited Employee Input: Employees have limited input into their schedules or task assignments.

Practices in business management

-A call center assigns agents to specific shifts based on anticipated call volume.

-A manufacturing plant schedules production lines based on forecasted orders.

-A retail store creates employee schedules based on historical sales data and expected customer traffic.

Advantages of "Push" style management:

-Efficient Resource Allocation ensures that staffing levels match anticipated demand.

Predictable Labor Costs allows for accurate budgeting and cost control.

-Standardized Operations promoted consistency and efficiency in task execution.

Disadvantages of "Push" style management:

-Lack of Flexibility makes the organization unresponsive to unexpected changes in demand or employee availability.

-Employees may feel less valued and less motivated if they have little control over their schedules.

-Potential for Mismatches results in employees being assigned tasks that don't align with their skills or preferences.

Pull System (or "Pull" Scheduling): In a "pull" system, employees have more autonomy and flexibility in choosing their shifts and tasks. They "pull" the work based on their availability, skills, and preferences.

Advantages of "Pull System":

-Decentralized Control: Employees have greater control over their schedules and task assignments.

-Employee-Driven: Schedules are often created through self-scheduling, shift bidding, or other employee-driven mechanisms.

-Flexible Task Allocation: Employees can choose tasks that align with their skills and interests.

-Increase Employee Input: Employees have a voice in determining their work schedules and Employees feel more valued and motivated when they have control over their schedules.

Improved Work-Life Balance: Allows employees to better balance their work and personal lives.

-Better Skill Utilization: Employees can choose tasks that align with their skills and preferences, leading to higher-quality work.

Disadvantages of "Pull System":

Potential for Understaffing: It can be difficult to ensure adequate staffing levels during peak periods.

Increased Complexity: It requires more sophisticated scheduling systems and communication tools.

Potential for Inequity: It might lead to some employees getting preferential treatment or access to more desirable shifts.

Hybrid Approach of "Push & Pull": Many organizations use a hybrid approach that combines elements of both push and pull systems. For example, management might create a baseline schedule based on anticipated demand, but then allow employees to trade shifts or self-schedule within certain parameters.

-Choosing the Right Approach: The best approach depends on the specific needs and characteristics of the organization. Factors to consider include:

-Nature of the Work: Is the work predictable and standardized, or is it more variable and complex?

Employee Skills and Preferences: Do employees have specialized skills or strong preferences for certain tasks or shifts?

-Business Requirements: Are there strict staffing requirements or service level agreements that must be met?

-Organizational Culture: Does the organization value employee autonomy and empowerment?

People are always the weakest link of strategy management, but one of the most invaluable business assets to invest in the organization. By carefully considering these factors, organizations can choose the workforce management approach that best aligns with their goals and creates a positive and productive work environment.

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