Temporary employment is becoming increasingly popular within the UK, allowing organisations to manage when they encounter staff shortages, and external and competitive pressures. Temporary workers are individuals who are employed by organisations to fulfil job roles when they are in demand. Temporary employees may work full-time or part-time, for one week or several, depending on whether or not the organisation requires their labour. Temporary working contributes to the labour problem of low productivity and low performance, this essay will considered this employment form from a number of perspectives and discover solutions to this problem.
The articles will be critically evaluated weighing up opinions and arguments made by each author. Firstly a brief introduction of the profiling of the temporary workers, followed by reasons for employing temporary staff, and the benefits and drawbacks to both the employer and employee. Following the evaluation will be an analysis of each management perspective and solutions for the temporary working labour problem.
Profiling Temporary Workers
Kirk and Belovics (2008) suggest that a large number of individuals comply with the key characteristics of temporary workers. The most common profile of temporary employees is those individuals who are looking for flexible working arrangements or low-skilled work; women, students and immigrants. Conley (2002) agrees with Kirks and Belovics (2008) profiling of temporary workers, as studies have revealed that higher numbers of temporary contracts are held by these individuals. However, in Burgess and Connell (2006) article, Hipple and Stewart (1996) argue that the nature of temporary work has changed and is continuing to chang...
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...rary employees may feel disloyal to their work, lack commitment towards the company, and harm their market share, providing reasons for these predicaments. Moreover it is clear that with the adaption of management perspectives’ within an organisation, there are solutions. If Conley (2002) was to adapt the unitarism or the pluralism perspective into the UK public sector they may find that NQTs are more likely to stay within the industry and they would receive lower annual resignation figures. However, by taking these perspectives, managers may find themselves getting too attached to employees who are there to carry out tasks and lose their right to control them.
Consequently, with the adaption of the correct management perspectives and techniques to individual employees, organisations should discover effective solutions to their employee relations issues.
A migrant worker is a person who has no permanent address or place of living but travels
Over five years after the 2008 economic crisis, the Canadian economy is still in rough waters. Annual Gross Domestic Product (GDP) growth has been lagging below 2% and falling short of economists’ predictions (Hodgson, 2014), with no small part due to the stunted American and European recoveries. Tied into this is the country’s unemployment rate, which has hovered around 7% for over a year, while the rate for those aged 15-24 is nearly double, at 13.6% (Statistics Canada, 2014). Clearly, there is a need for more jobs in the country. At the same time, however, Canadian companies have been bringing in Temporary Foreign Workers (TFW) to fill what they call a “jobs gap”: that there are places in the country where the labour supply is nonexistent, and outside help is needed to fill certain roles. This has set off a firestorm of controversy, both in the commercial and political realms, with accusations of corporate greed and government apathy abounding, as unemployed Canadians are seemingly passed-over for available jobs. This paper will explore how TFWs are filling a necessary role in the economy, and are not “taking jobs” from Canadians, and will then analyze what governments and businesses can do to change the program, how immigration reform can play a role in filling jobs and lowering unemployment, and what risks a focus on a “skills gap” instead of a “jobs gap” can have on the economy.
This article stated that, according to a study conducted by the United Way and Organization for Economic Cooperation and Development (OECD), approximately 40% of young workers in Ontario are in jobs classified as part-time, temporary or self-employed. The same study also found that less than half of part-time/temporary workers were able to transition into full-time higher-wage work and, perhaps most importantly, the percentage of those able to transition will likely decline over the next decade. Clearly, the growth of part-time and temporary jobs has been growing on an upward trend over the past decade and appears to have become part of business as usual. A study conducted in 2015 by the United Way and the Law Commission of Ontario (LCO) states that approximately 22% of part-time/temporary work in the past year can be characterized as precarious work, i.e. work with poor or no benefits and job security. The growth in precarious employment is due to many factors including Globalization, improved technology, changes to business models, and the economic shift from manufacturing to the service sector. These shifts have essentially formed a new economy that has a high demand for fluidity and flexibility in the common workplace, and has low a demand for the old fashioned “Standard” model of the workplace (largely full-time employees with a full suite of
The introduction of these long term reforms overcame the short term problem encountered. The use of child labour from very young ages had allowed employers to gain very cheap labour but with the Factory Act this exploitation was no longer legal. Also the basic needs of sanitation were not met until the Public Health Act was implemented and addressed these needs. These reforms led to further improvement over the years that resulted in the working conditions we have today. To conclude the short term issue encountered were vastly outweighed by the reforms they caused giving the general public safer and cleaner working conditions.
The unjust of the working conditions caused many problems that can cause a danger to people lives. Observing the working conditions,
...than a poverty-level income, and as a last resort, government should provide temporary jobs to unemployed workers (4, 5).
In order for our organization to address arising issues with our employees, these issues must be addressed ...
In 1997, thirty percent of workers were employed in non-standard work arrangements ("HomelessnessÉ"). These consist of independent contracting, working for temporary help agencies, day labor and regular part-time employment. This type of work typically offers lower wages, fewer benefits and less job security. The underemployment rate stands substantially higher than the unemployment rate. Measures of underemployment reflect not only individuals who are unemployed, but also involuntary part-timers that want to work full-time.
This section of the paper will outline the services and benefits provided by Employment Insurance (EI). The policy’s main objective is to provide temporary income assistance for citizens unemployed through no fault of their own. Benefits are also provided to individuals unable to work due to illness, child rearing or providing care for a fatally ...
The workers were surveyed by the monitoring group, and almost the half, experienced or witnessed an accident in the factory, also they were not satisfied about the wages because it was not sufficient to cover the basic needs and the medical ne...
Many different types of workers are constantly connected to work. They work even when they are away from their jobs, often at nights, on weekends and on vacations,
The article for “Shirking: the War on Hooky” explained the difficult decision that a managers have to face with they coworkers abuse of absenteeism at work. Also the article evaluate how it causing companies billions of dollars when employees are taking advantage of the sick day policy and it decrease the productivity of the company workforce. The keys questions we have to keep in mind is sick day is generated from absenteeism, also it is part of any new or old employee orientation benefit package when they start working for an employer? The paper will describe different approached manager can used to reduce absenteeism among they coworkers. In how Human Resource should work with the managers to put in place a strong sick policy that represent the company needed and objective.
If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.
The Unitary theory is based on the assumption that the organisation is, or should be, an integrated group of people with a single authority/loyalty structure with a set of common values, interests and objectives shared by all members of the organisation. This is expressed by Gennard and Judge (1997), who state organisations are assumed to be ‘harmonious and integrated, all employees sharing the organizational goals and working as members of one team’. Through the unitary approach it is assumed that both management and employees can achieve and satisfy their common goals (high levels of productivity, profitability, pay and job security). In the Unitarist theory management see their function as controlling and directing the workforce and see the organisation as a unitary system which has one source of authority which is itself and one source of loyalty which is the organisation. Under the unitary theory the organisation system is in basic harmony and any opposition to or conflict with management is rega...
The term employability is used to refer to the ability of an individual to gain employment appropriate to his/her educational standards (Dearing 1997). Employability relates to both unemployed people seeking employment and those in employment seeking better jobs with their current or a different employer (Ronald, Anne & Mike 2005) The past literature reveals three key elements of employability, i.e., i) the ability to gain initial employment, ii) the ability to maintain employment and make transitions between jobs and roles within the same organisation to meet new job requirements and iii) the ability to obtain new employment, if required, by being independent in the labour market and able to manage employment transitions between organisations (Hillage and Pollard,1999). In simple terms, employability is about being capable of getting and keeping fulfilling work. Employability is about much more than just getting one’s first job- it’s about having a positive self image and presenting oneself successfully, both as a new