This paper addresses some of the limitations of the current approach to the conception, adoption and installation of working arrangements. It has been argued that emphasis on bottom line, shortermism and control can result in short term benefits. This partly explains the continuous reorganization of the workplace in some companies. The paper underscores the need for organizations to articulate a “purpose” for working arrangements. It is argued that there are two dimensions of the purpose of novel working arrangement: (a) providing appropriate “intrinsic” and “extrinsic” reward for internal stakeholders and (b) achieving organizational objectives (eg meeting customer expectations). The paper proposes a framework for adopting and installing a working arrangement which is based on auditing the work system.
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