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Flexible work practices
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Flexible work practices
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With the push of the advancement of technology, globalization not only boosts the economics but also increase the mobility of workers within different countries. Flexicurity, a labour welfare concept of a proactive strategy was raised firstly in Denmark in the late Nineteen century. Flexicurity now is being considered as a protection of European society within a world full of competition. Under the context of the changes of globalization and the advancement of technology, companies are forced to adapt into this situation continuously, high level of employees security should be placed mainly on how to make them stay on the job market instead of protecting them only from specific job. Help them go through a smooth transition among different jobs and make progress for their careers. According to European commission, the current state of the common principles of Flexicurity can be categorized to eights points. 1) Flexicurity enhanced the strength of labour market, creates more job options and better working situations. It modernized the labour market nowadays and improves the adaptabi...
A company cannot be successful without the support from the employees. Therefore, there is a need to maintain a good moral workforce and provide different benefits to the employees. Benefit programs are essential and critical for employees especially when social security insurance does not cover short-term disability that results from a job-related accident. There are a lot of jobs with high risk where employees can get injured such as roofers, painters and electricians (Snell, Morris, & Bohlander, 2016, p.431). Employees might not feel safe or comfortable if their insurance does not cover their short-term disability. It is very important to pay close attention to those employees since there is so much at stake with with the possibility
...y it is so important for business to express that their workplace is a safe environment where everyone is respected and treated the same due to their level of productive work.
In an age where instant access to information has influenced the privacy workplace model, which once prevails over what were inalienable assumptions of privacy is no longer a certainty in the workplace. Some companies require employees to sign confidentiality agreement to protect their patents, formulas, and processes. There are instances where companies dictate a “no compete” clause in their hiring practices, to prevent an employee from working for competitors for typically two years without legal implications. While these examples represent extents, employers go to protect their company’s privacy; companies do not go to that extent to protect the privacy of their employees.
Every enterprise could be a victim no matter how big or small they are. Every little insignificant penny that a company loses because of their employees usually comes from the owner’s pocket. Having a guard up for the potential crimes and those employees who are most likely to commit an offense is the main step to fulfill the prevention technique. Careful hiring of employees and internal business rules help raising workplace
1, 41). Legislation created to support standard work arrangements has not been modified to support the changes in work currently. Nonstandard work causes insecurity in numerous ways, including exemption from the protections offered by employment standards and labour legislation (Critoph, 2013, Unit 3). Governments have created a regulatory framework that adds to the insecure, unequal labour market, securing management rights while decreasing social supports and overlooking below-poverty level minimum wages (Critoph, 2013, Unit
Security in the workplace is a very important topic for organizations today. Anyone can experience workplace violence regardless of the type of job they have. The Occupational Health and Safety Administration defines workplace violence as “violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide” (“OSHA Fact Sheet”, 2002). According to the National Safety Council, nearly two million American workers will be victims of workplace violence every year (“Is Your Workplace Prone to Violence”, 2016). Organizations have a responsibility to educate and prepare their employees for the likelihood of workplace violence of all types.
Terms and Laws have gradually change overtime dealing with different situations and economic troubles in the world in general. So then dealing with these issues the workplace has become more complex with little or no rights to privacy. Privacy briefly explained is a person’s right to choose whether or not to withhold information they feel is dear to them. If this something will not hurt the business, or its party members then it should be kept private. All employees always should have rights to privacy in the workplace. Five main points dealing with privacy in public/private structured businesses are background checks, respect of off duty activities/leisure, drug testing, workplace search, and monitoring of workplace activity. Coming to a conclusion on privacy, are there any limits to which employers have limitations to intrusion, dominance on the employee’s behavior, and properties.
This paper is briefing of book called “Race against the Machine” written by Erik Brynjolfsson and Andrew McAfee. This paper focuses on the impact of technology on the current employment issues. Three explanations of current economic issues that is cyclical, stagnantion and “end of work” is provided (Brynjolfsson & McAfee, 2011). Then the idea of excessive progress in technology making man jobless is presented and to support it various arguments are put forward. Secondly the idea of technology development causing division of labor into high skilled, low skilled, capital, labor, superstars and ordinary labors is presented and explained in detail. Finally remedies for solving these issues are presented and explained. Major takeaways of this paper are mismatch between the productivity and job creation, interlink between Technology improvement and division of labor and importance of education in building stable skilled labors and in the developing a stable society. (Brynjolfsson & McAfee, 2011)
Technology has developed in leaps and bounds over the past few decades. The case is that the law always has difficulty keeping pace with new issues and technology and the few laws that are enacted are usually very general and obsucre. The main topic of this paper is to address the effect of technology on privacy in the workplace. We have to have an understanding of privacy before trying to protect it. Based on the Gift of Fire, privacy has three pieces: freedom from intrusion, control of information about one's self, and freedom from surveillance.1 People's rights has always been protected by the constitution such as the Fourth Amendment, which protects people from "unreasonable searches and seizures". As said by Eric Hughes, "Privacy is the power to selectively reveal oneself to the world."2 As written by Supreme Court Justice Louis Brandeis in 1928 is the right most valued by the American people was "the right to be left alone."3
Sometimes there is no middle ground. Monitoring of employees at the workplace, either you side with the employees or you believe management owns the network and should call the shots. The purpose of this paper is to tackle whether monitoring an employee is an invasion of privacy. How new technology has made monitoring of employees by employers possible. The unfairness of computerized monitoring software used to watch employees. The employers desire to ensure that the times they are paying for to be spent in their service is indeed being spent that way. Why not to monitor employees, as well as tips on balancing privacy rights of employees at the job.
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change comes new demands, expectations, and opportunities for employers.
...and their impact towards dignity of employee in workplace. On the other hand, young employees mainly focus on “dignity in work” rather than “dignity at work”, as they may consider job opportunities, feeling in work and meaningful work are more important than how many salary they earn. However, the meaning of dignity or other elements, such as autonomy and respect, can be different from different young employees. Therefore, employers and managers need to build positive and close relationship with young employees, in order to understand their thought of dignity and those relevant factors, and also mental needs, which enable organization to develop sustainably as prevent the loss of new young employees. Hence, organization needs to communicate with their young employees, and accept their feedback during the work, although this personalized method may be time-costing.
In this essay it will first define labour market and then it will discuss the use of active labour market policies (ALMPS). The essay will begin by giving a brief definition of active labour market policies and their background internationally. This essay will then outline the Irish economy, ALMPS in Ireland and the effects of these policies in Ireland. The essay will then go on to outline the consequences of failure when a policy is not successful.
Transaction Cost or Agency theory is just one of many alternatives organizations have available as a way to control employees. The findings in this comparison of external and internal labor sources suggest that when a company is unsure of what their employee is doing, it is cheaper to use surveillance as a control tactic. If a company has general product that is not complicated, it may be more advantageous to outsource since control would not be as necessary. Many companies may use a combination of both internal and externalized labor, since risks may vary according to what is sold. If given the choice most of us would pick the internal labor side, because it is secure, dependable and predictable. Organizations must way the risks with control to decide the best way a job will get done with the minimal amount of employee control.
The following memorandum written by a director of a security and safety consulting service discusses a critical issue effecting business in our economy today, that of employee theft. "Our research indicated that, over past six years, no incident of employee theft have been reported within ten of the companies that have been our clients. In analyzing the security practices of these ten companies, we have further learned that each of them requires its employees to wear photo identification badges while at work. In the future, we should recommend the uses of such identification badges to all of our clients." The issue of employee theft is a broad problem and has different labels to identify it, shrinkage for the retail industry and hidden profit loss in the technology sector are serval examples of common terms used for employee theft. The author of this memorandum presents several data points and suggests one recommendation to effect the issue of employee theft based on a sampling of the client population.