Employment and Underemployment
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Employment involves willingly doing work in exchange for compensation as agreed upon by an employer and employee. Underemployment occurs when one works but not at their desired capacity in terms of compensation, hours, or skill level. Both employment and underemployment can negatively impact mental health by causing depression, psychological distress, and reduced life satisfaction and self-esteem. Underemployment specifically is linked to less functional physical health compared to adequate employment.
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Lesson 10 over employment, unemployment, underemployment and overtime
1) Overemployment refers to workers wanting shorter hours but being unable to reduce their work time. Unemployment is a total lack of work, while underemployment is when workers are employed but not at their desired capacity or skill level.
2) Overtime refers to working beyond a standard workweek, such as 40 hours, with overtime pay required for additional hours worked.
3) Unemployment is defined as those without work who are available and seeking employment, while underemployment is considered a more serious problem in the Philippines as it affects more workers and families.
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The classical growth theory argues that economic growth will decrease or end because of an increasing population and limited resources Classical growth theory economists believed that temporary increases in real GDP per person would cause a population explosion that would consequently decrease real GDP.
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Unemployment refers to willing workers without jobs who are physically fit, mentally sound, well-qualified, and willing to work at the prevailing wage rate. There are several types of unemployment including frictional unemployment from the time needed to find a job, structural unemployment due to skills mismatches, and cyclical unemployment caused by economic downturns. High unemployment is costly as it results in lost output and income for individuals and the overall economy. Governments aim to reduce unemployment through monetary and fiscal policies that seek to balance inflation and employment levels.
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Unemployment grp 9
Unemployment occurs when people are without jobs and have actively looked for work within the past four weeks. Unemployment is higher in urban areas and among women and the educated. There are different types of unemployment including voluntary, involuntary, cyclic, disguised, sudden, structural, technological, seasonal, and frictional unemployment. Unemployment affects individuals through mental stress and loss of self-esteem and affects society through civil unrest. It also slows economic growth and banking revenues. Addressing unemployment requires promoting economic growth, employment-focused government initiatives, and improving skills through training.
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1) Overemployment refers to workers wanting shorter hours but being unable to reduce their work time. Unemployment is a total lack of work, while underemployment is when workers are employed but not at their desired capacity or skill level.
2) Overtime refers to working beyond a standard workweek, such as 40 hours, with overtime pay required for additional hours worked.
3) Unemployment is defined as those without work who are available and seeking employment, while underemployment is considered a more serious problem in the Philippines as it affects more workers and families.
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The document defines and describes 8 types of unemployment:
1) Frictional unemployment occurs during job transitions as workers search for new jobs.
2) Structural unemployment results when workers' skills do not match the skills employers need.
3) Cyclical unemployment increases when economic demand decreases and employers cut jobs.
4) Search unemployment is when workers continue searching for preferred jobs rather than accepting the first offer.
5) Regional unemployment impacts areas where dominant industries have declined.
6) Casual unemployment involves workers who choose not to work despite being able.
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Combatting High Employee Turn Over Rates 6.docx
Combatting High Employee Turn Over
Rates
6
COMBATTING HIGH EMPLOYEE TURN OVER RATES
Niesha Turner
DeVry University
Professor O’Keefe
Technical Writing
November 29, 2015
Executive Summary
This document tackles the issue of employee turn over. Reasons behind employee turnover are numerous including poor working environment, lack of compensation, failure to reward employees, failure to involve employees in decision making among other reasons. This can have a negative impact on the performance of an organization noting that employees constitute the most important department to any organization; Human resource. Taking corrective measure thus is a must for any organization that notices the situations of employee turnover becoming prevalent. Such include among others rewarding employees, minding their health and welfare as well as taking interest in their development. Organizations ought to take care to avoid employee turnover and retain their work force for enhanced productivity.
Introduction
Employee turnover is a situation whereby employees leave a company by way of resigning, being laid off or having their contract terminated. Contracts can be renewed and being laid off can as well mean that there are problems within the organization. If mostly employees make personal decisions to leave an organizations especially by way of resigning, and then this happens to be done by many employees within an organization and within short durations of time, then it is usually a clear indicator that there I a problem that should be addressed. High employee turnover can lead to a negative image about a particular organization and it could lead to a problem by regulators if the situation looks massive. Every organization thus needs to ensure that there are measures in place to ensure that its employees are retained and as well act as ambassadors of the organization even when at work. This is only achieved when the employees are treated well and are satisfied with their jobs. When employees are happy and more satisfied with their work, they are usually more productive. Hiring the right people is the beginning point of employee retention since people that are unfit for a particular role can’t be satisfied with it especially if they do not perform according to their expectations. Besides hiring the right people, offering opportunities for growth and development of employees as well helps combat high employee turnover and so does offering flexibility in working, recognizing and rewarding employees and keeping compensation and benefits packages current.
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Here is the table with answers:
Employability Skill Example of how the skill is developed at school
Communication Listening to teachers and peers, participating in class discussions, presenting assignments
Teamwork Working collaboratively on group projects, participating in team sports
Problem solving Solving maths problems, conducting science experiments, researching assignments
Initiative Setting goals for assignments, taking responsibility for homework, volunteering for extracurricular activities
Planning and organising Creating timelines for assignments, scheduling study times, organising lockers and books
Self-management Completing assignments by deadlines, attending classes regularly, following school rules
Learning Using different learning techniques like note-taking, asking questions, reflecting on feedback
Technology skills Using computers for
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Employment and Underemployment
- 1. What is employment and underemployment? What are their effects to a person’s health?
- 2. EMPLOYMENT "Employment" is not a simple term denoting the mere holding of a job for which a wage is paid, or the operating of one’s own busi- ness. Rather, it signifies the state of anyone who is doing what, under the circumstances, he most wants to do. Employment is an agreement between an employer and an employee that the employee will provide certain services on the job, and in the employer's designated workplace, to facilitate the accomplishment of the employer organization’s goals and mission, in return for compensation. The agreement can be verbal, implied, or an official employment contract.
- 3. Effect/s to a person’s health: • Depression • Psychological distress • General Mental Health • Psychiatric Morbidity • General Physical Health Functioning and effects
- 4. UNDEREMPLOYMENT Underemployment occurs when one does not have a job that is full-time or that reflects his or her training and financial needs. It may be most affected by the number of youthful workers in the labor force, who tend to experience more underemployment as they change jobs and move in and out of the labor force, and public policies that may discourage employment or the creation of jobs (such as a high minimum wage, high unemployment benefits, and low opportunity costs associated with laying off workers). A situation in which a worker is employed, but not in the desired capacity, whether in terms of compensation, hours, or level of skill and experience. “ In our current economy underemployment is prevalent because many educated and skilled people are not employed in a capacity that they desire. ”
- 5. Effects to a person’s health: • Depression • Life satisfaction • Self-esteem • Physical health
- 6. …………………………….. • People who are underemployed report less functional health than do adequately employed workers. • ……………..the mechanisms connecting the employment experiences such as over-education to mental health are not universal, and they vary by gender. • ……………the loss of a job or the threat of losing a job is detrimental to health. The type of job a person has and the working conditions he or she is exposed to will also affect health.
- 7. Thank You
- 8. Reference/s • http://fee.org/freeman/detail/what-is-employment • http://humanresources.about.com/od/glossarye/g/employment- job.htm • http://www.investorwords.com/5835/underemployment.html • http://www.publichealth.ie/files/file/IPH_Employment_Health_24pp .pdf • http://ir.lib.uwo.ca/cgi/viewcontent.cgi?article=1648&context=etd • http://www.isr.umich.edu/src/seh/mprc/PDFs/Friedland2003.pdf