This article aims to investigate ways of flexibility at work in two organizations of textile industry within the interior of Rio Grande do Sul and their repercussion on work relationship. The two study cases were carried out through individual interviews with five spokespeople from the Board of Directors and twenty-eight workers. Alfa Textile Company uses flexible automation of electronic base and microelectronics, just-intime production putting a premium in production and model diversification in its productive process. Qualified labor force, functional workers, available to subject to the group and intense rhythm of production are demanded, which is reflected in the sense of work for the workers as a consequence of overload of work. At Beta Textile Company, technology with electronic base is used, with a fordist productive process and few managerial innovations, home-office work and bank of hours. The company succeeded in reducing its functional staff by increasing home-office work. The agreement with the workers to accept the bank of hours occurs by the acceptance to the rules, without imposing direct orders. The repercussions in the work relationship are: preference for hiring women, who accept more easily the bank of hours and consider it a positive measure and young work force to stand the conditions of work.