Module: Organisation Behaviour
Assessment: Individual Essay
Method of Submissions: Turnitin
Length: 3000 words
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This document presents a theory of international trade in tasks developed by Gene M. Grossman and Esteban Rossi-Hansberg. The theory models production as a continuum of tasks that can be performed either domestically or offshored to foreign countries. It analyzes how reductions in the costs of offshoring tasks affect wages and prices in the source country. The authors develop a decomposition of the effects of offshoring costs on wages, identifying a productivity effect, relative price effect, and labor supply effect. They show that the productivity effect, which stems from cost savings when offshoring tasks, typically benefits the factor whose tasks are more easily moved offshore.
This document summarizes presentations from a workshop on career development over the life course. It discusses how economic and social changes are transforming employment relationships, requiring more flexible career path management that addresses changing individual needs over time. It notes that building satisfactory career paths depends on developing resources throughout life. Transition phases between jobs, unemployment, and inactivity require support through public policies, businesses, and other organizations. The workshop seeks to address how to prevent increasing discrepancies in resources, offer sustainable careers and working conditions, and enable businesses to adapt while supporting employees.
This paper explores the lived experiences and aspirational social constructions of call centre work and employment in India’s high profile IT Enabled Services–Business Process Outsourcing (ITES–BPO) industry; the ways in which they differ from those previously documented amongst call centre workers in the Global North (specifically the UK); and the consequences of that geographical reconfiguration of offshored call centre work for the replicability in India of workplace collective bargaining strategies successfully developed in some UK call centres. These issues are analysed using new empirical evidence from a
regional survey of 511 non-unionised ITES–BPO workers and 42 in-depth interviews in India’s National Capital Region. Based on this analysis, the paper then discusses the operation, outcomes and ongoing challenges faced by the newly formed ‘Union for ITES Professionals’ (UNITES Pro) in developing an alternative occupational organising model better suited to the particular needs, motivations and preferences of India’s young, mobile, call centre workers. The empirical analysis presented in the paper is located, therefore, within wider debates on the role of geographical context in shaping possibilities for organising
white-collar service workers at different ends of global service chains in the new economy.
This document analyzes the relationship between regional industry clusters and entrepreneurship. It hypothesizes that strong clusters positively impact entrepreneurship by lowering business startup costs, enhancing innovation opportunities, and providing access to inputs and markets. The study uses Census Bureau and cluster mapping data to examine how cluster strength relates to the growth of new businesses and employment in startups, while controlling for convergence effects. Preliminary results suggest clusters facilitate higher growth in entrepreneurial activity and medium-term survival of startups. The presence of clusters may also influence where existing multi-location firms open new establishments.
“Can Firm-specific idiosyncratic financial data provide a solution to the mac...iosrjce
IOSR Journal of Economics and Finance (IOSR-JEF) discourages theoretical articles that are limited to axiomatics or that discuss minor variations of familiar models. Similarly, IOSR-JEF has little interest in empirical papers that do not explain the model's theoretical foundations or that exhausts themselves in applying a new or established technique (such as cointegration) to another data set without providing very good reasons why this research is important.
This document summarizes a research paper that develops an extended performance reporting (EPR) framework to evaluate corporate social responsibility and intellectual capital management for the Australian Food and Beverage Industry. The framework integrates existing reporting frameworks from the intellectual capital and corporate social responsibility literature. It also incorporates industry-specific indicators identified through a review of reports and recognized industry organizations. The framework is intended to address limitations in traditional financial reporting by providing a more complete picture of a firm's activities, value, and impacts.
Strategies for service characteristics of star hotel in chennaiiaemedu
This document summarizes a research paper on strategies for service characteristics of star hotels in Chennai. The paper identifies problems faced by hoteliers due to the unique characteristics of services (intangibility, inseparability, heterogeneity, and perishability). It analyzes data collected from 156 hotels on their opinions of differences between products and services and problems associated with service characteristics. The analysis found the opinions were related. It also identifies strategies to overcome each service characteristic problem, such as providing tangible cues and training employees/customers. The paper concludes that goods marketing strategies are not effective for services and identifies fruitful service marketing strategies considering differences between products and services.
TALENT MANAGEMENT: A Conceptual Framework For The Construction IndustryDimitrios Kordas
“Winning the Race for Talent in the Construction Industry. How to keep the correct players to the correct positions? Anticipating or Designing Tomorrow?”
This document presents a theory of international trade in tasks developed by Gene M. Grossman and Esteban Rossi-Hansberg. The theory models production as a continuum of tasks that can be performed either domestically or offshored to foreign countries. It analyzes how reductions in the costs of offshoring tasks affect wages and prices in the source country. The authors develop a decomposition of the effects of offshoring costs on wages, identifying a productivity effect, relative price effect, and labor supply effect. They show that the productivity effect, which stems from cost savings when offshoring tasks, typically benefits the factor whose tasks are more easily moved offshore.
This document summarizes presentations from a workshop on career development over the life course. It discusses how economic and social changes are transforming employment relationships, requiring more flexible career path management that addresses changing individual needs over time. It notes that building satisfactory career paths depends on developing resources throughout life. Transition phases between jobs, unemployment, and inactivity require support through public policies, businesses, and other organizations. The workshop seeks to address how to prevent increasing discrepancies in resources, offer sustainable careers and working conditions, and enable businesses to adapt while supporting employees.
This paper explores the lived experiences and aspirational social constructions of call centre work and employment in India’s high profile IT Enabled Services–Business Process Outsourcing (ITES–BPO) industry; the ways in which they differ from those previously documented amongst call centre workers in the Global North (specifically the UK); and the consequences of that geographical reconfiguration of offshored call centre work for the replicability in India of workplace collective bargaining strategies successfully developed in some UK call centres. These issues are analysed using new empirical evidence from a
regional survey of 511 non-unionised ITES–BPO workers and 42 in-depth interviews in India’s National Capital Region. Based on this analysis, the paper then discusses the operation, outcomes and ongoing challenges faced by the newly formed ‘Union for ITES Professionals’ (UNITES Pro) in developing an alternative occupational organising model better suited to the particular needs, motivations and preferences of India’s young, mobile, call centre workers. The empirical analysis presented in the paper is located, therefore, within wider debates on the role of geographical context in shaping possibilities for organising
white-collar service workers at different ends of global service chains in the new economy.
This document analyzes the relationship between regional industry clusters and entrepreneurship. It hypothesizes that strong clusters positively impact entrepreneurship by lowering business startup costs, enhancing innovation opportunities, and providing access to inputs and markets. The study uses Census Bureau and cluster mapping data to examine how cluster strength relates to the growth of new businesses and employment in startups, while controlling for convergence effects. Preliminary results suggest clusters facilitate higher growth in entrepreneurial activity and medium-term survival of startups. The presence of clusters may also influence where existing multi-location firms open new establishments.
“Can Firm-specific idiosyncratic financial data provide a solution to the mac...iosrjce
IOSR Journal of Economics and Finance (IOSR-JEF) discourages theoretical articles that are limited to axiomatics or that discuss minor variations of familiar models. Similarly, IOSR-JEF has little interest in empirical papers that do not explain the model's theoretical foundations or that exhausts themselves in applying a new or established technique (such as cointegration) to another data set without providing very good reasons why this research is important.
This document summarizes a research paper that develops an extended performance reporting (EPR) framework to evaluate corporate social responsibility and intellectual capital management for the Australian Food and Beverage Industry. The framework integrates existing reporting frameworks from the intellectual capital and corporate social responsibility literature. It also incorporates industry-specific indicators identified through a review of reports and recognized industry organizations. The framework is intended to address limitations in traditional financial reporting by providing a more complete picture of a firm's activities, value, and impacts.
Strategies for service characteristics of star hotel in chennaiiaemedu
This document summarizes a research paper on strategies for service characteristics of star hotels in Chennai. The paper identifies problems faced by hoteliers due to the unique characteristics of services (intangibility, inseparability, heterogeneity, and perishability). It analyzes data collected from 156 hotels on their opinions of differences between products and services and problems associated with service characteristics. The analysis found the opinions were related. It also identifies strategies to overcome each service characteristic problem, such as providing tangible cues and training employees/customers. The paper concludes that goods marketing strategies are not effective for services and identifies fruitful service marketing strategies considering differences between products and services.
TALENT MANAGEMENT: A Conceptual Framework For The Construction IndustryDimitrios Kordas
“Winning the Race for Talent in the Construction Industry. How to keep the correct players to the correct positions? Anticipating or Designing Tomorrow?”
This paper explores the effects of outsourcing on employee well-being through the use of the Finnish linked employer-employee data. The direct negative effect of outsourcing is attributable to greater job destruction and worker outflow. In terms of perceived well-being, the winners in international outsourcing are those who are capable of performing interactive tasks (i.e., managers, professionals and experts), especially when offshoring involves closer connections to other developed countries.
This study is a systematic reviews research planned to achieve an in-depth understanding for the basic concept of service marketing. The world economy nowadays is increasingly characterized as a service economy. Developing nations have invariably experienced a shift from agriculture to industry and then to the service sector as the main stay of the economy.
Particularly, in Jordan, telecommunications service provision in Jordan is considered a key component in the services-oriented economy (Central Bank of Jordan, 2017) which employs more than two-thirds of the country’s labor force. Hence, this research represents a contribution for service marketing literature by highlighting the challenges that may face marketers within tech-based services marketing.
Wage Differentials and Industrial Disputes in Nigerian HospitalsIOSR Journals
The study examined medical and Para-medical staff perception of the impact of wage differential on industrial disputes in Nigerian hospitals. A sample of 1109 respondents were purposively selected from Primary, Secondary and Tertiary hospitals in South-South Geo-political Zone of Nigeria (SSGZN). Information was elicited from respondents via structured questionnaire. Elicited data was analyzed using Pearson product moment correlation coefficient (r) and multiple regression analysis. Results indicated that wage differentials in terms of basic salary, hazard and fringe benefit allowance significantly influenced industrial disputes in Nigerian hospitals. The study further revealed that socio-demographic predictors such as sex, age, category of staff, educational qualification and rank could also influence the incidence of industrial disputes in Nigerian hospitals. We recommended among others policy reform options and the upward review of medical and para-medical staff wages in Nigeria.
India services - job hopping, careers, skillsAl James
The last two decades have seen a profound shift in how labour is spatially conceptualized and understood within economic geography, based on a recognition of workers’ abilities to fashion the geography of capitalism to suit their own needs.
However, the bulk of work in labour geography fails to examine worker agency beyond a narrow focus on the trade union movement, largely divorces workers’ activities from the
sphere of social reproduction, and rarely looks beyond the ‘core’ capitalist economies of the Global North. In response, this article presents findings from a regional labour mobility survey of 439 call centre workers in India’s National Capital Region (May 2007). Here, previous work has heavily criticized the ‘dead-end’ nature of call centre jobs offshored to India from the Global North, yet has done so based on an intra-firm
focus of analysis. By taking an alternative cross-firm worker agency approach, our analysis documents for the first time some Indian call centre agents’ abilities to circumvent a lack of internal job ladders and achieve career progression through lateral ‘career staircases’, as they job hop between firms in pursuit of better pay, improved working conditions and more complex job roles. In the absence of widespread
unionization within this sector, the article also discusses the productive and social reproductive factors that underpin these patterns of Indian call centre worker agency, and their mediation by a complex nexus of labour market intermediaries beyond the
firm. In so doing, the article ‘theorizes back’ (Yeung, 2007) on ‘mainstream’ (Western) theories of the limits to call centre worker agency and career advancement.
This document provides a literature review on explanations for the gender pay gap. It discusses both mainstream economic theories like human capital theory and feminist perspectives. Human capital theory posits that women receive lower returns on their education and skills due to discrimination. Feminist views argue structural and cultural factors like occupational segregation and gender stereotypes reinforce the pay gap. The document evaluates factors like increased female participation in the workforce reducing the gap but discrimination persists as women still earn 15% less despite higher education levels.
Market economies are in a state of continuous turbulence. Each year, on the one hand, many businesses expand (and succeed), while, on the other hand, many others contract
(and fail). Joseph A. Schumpeter (1942) called this process by the pithy expression “creative destruction”. The view that recessions revitalize the economy was indeed
prominent in pre-Keynesian economics (see, for example, De Long 1990). It is fair to say that the reallocation and the reorganisation of resources culminates in the function of
labour markets, where the reallocation of resources takes the form of gross job flows.
This article discusses conceptualizing value co-creation and proposes an alternative view to that presented in Service-Dominant Logic. It argues that value co-creation should be defined as the joint activities between a customer and service provider during their direct interactions, aiming to contribute to value for one or both parties. The article reviews how value co-creation in interactive contexts was studied in the early 1970s in foundational service marketing research. It proposes relying on two models from that time to develop an analytical model of value co-creation as distinct parts of an overall value formation process, including when parties act independently or jointly. This provides an alternative framework to the metaphorical view of co-creation presented in Service-Dominant Logic.
This document provides an overview of different theories of wages. It discusses subsistence theory, which states that wages will tend toward the minimum needed to keep workers alive. Wages fund theory argues wages are paid from a predetermined fund. Surplus value theory says workers are paid less than the value they create, with the surplus going to expenses. Residual claimant theory views labor as the residual claimant to the value created after other factors are paid. Marginal productivity theory holds that wages are determined by how much value workers add at the margin.
This document discusses key concepts related to the theory of labour, including:
- The definition of labour and how it differs from other factors of production.
- The concept of division of labour and how it leads to increased specialization and output.
- Factors that influence the mobility, size, and structure of the labour force such as birth rates, death rates, and migration patterns.
- Key labour force metrics like the dependency ratio and participation rate.
Wage theories explain how wages are determined. Historically, the subsistence theory viewed wages as only enough to provide basic sustenance. Modern wage theory sees wages as the price of labor set by the interaction of labor demand and supply in the market. Demand for labor depends on factors like productivity, technology, and demand for products, while supply relates to the number of available workers. Under competitive conditions, equilibrium wages are reached at the point where the labor demand and supply curves intersect.
This document discusses exploring the concept of technology management through the lens of dynamic capability perspective. It argues that studying technology management through dynamic capabilities is beneficial as dynamic capabilities help explain how firms can achieve sustainable competitive advantage. The document provides an overview of the key concepts of dynamic capabilities, including the dynamic capabilities framework involving opportunity sensing, seizing, and managing threats or transformations. It also discusses the dynamic capability view, focusing on concepts like the capability lifecycle. The goal of the document is to explore how technology management can be studied through the lens of dynamic capabilities.
Future of work An initial perspective by Andrew Curry of The Futures CompanyFuture Agenda
An initial perspective on the future of work by Andrew Curry of The Futures Company. This is the starting point for the global future agenda discussions taking place through 2015 as part of the futureagenda2.0 programme. www.futureagenda.org
We interview Professor Robert Reich from the Goldman School of Public Policy on the shifting nature of companies and how this will impact job security as companies reshape the way they employ and deploy human resources in the future.
This document contains a literature review and descriptive analysis of income determinants in the South African labour market. The descriptive analysis includes graphs and tables examining income distribution and average income by factors like race, gender, age, location and more. Key findings are that income is highly skewed with most earning low wages, and that on average white individuals earn the most while African individuals earn the least. Males also earn more than females on average. Urban areas have higher average incomes than traditional or farm areas. The analysis provides insights into inequality in the South African labour market.
This document discusses challenges women face when re-entering the workforce after taking time off for family reasons. It covers the topic from multiple perspectives, including the woman's perspective on career continuity, the project manager perspective on project continuity, and economics of diversity in the workplace. The document also presents 5 case studies of women in different situations dealing with re-entering the workforce. It concludes with lessons for working women and project managers, such as resetting expectations, re-skilling, flexibility, matching demand and supply, and leveraging loyalty. The overall message is that facilitating women's re-entry into the workforce has social and economic benefits but also presents challenges that require consideration from multiple viewpoints.
This document discusses challenges women face when re-entering the workforce after taking time off for family reasons. It covers the topic from multiple perspectives, including the woman's perspective on career continuity, the project manager perspective on project continuity, and economics of diversity in the workplace. The document also presents 5 case studies of different women attempting to re-enter the workforce and the challenges they face. It concludes by providing lessons for both working women and project managers on how to better manage re-entry into the workforce.
An Innovation-Based Endogenous Growth Model With Equilibrium UnemploymentWendy Berg
This document summarizes an innovation-based endogenous growth model that incorporates equilibrium unemployment. The model examines how labor market reforms like improving job finding rates or increasing unemployment benefits impact long-run growth and unemployment. It finds that the relationship between growth and unemployment is always positive. However, the effects of labor market interventions depend on how impatient or patient consumers are in discounting future income. When consumers are impatient, reforms that improve job finding or increase benefits reduce both the long-run innovation rate and unemployment rate. But when consumers are patient, the effects are ambiguous and could increase both growth and unemployment.
Capstone - Final Version - Robbert Bosscher - i548367-1Robbert Bosscher
This document provides an analysis of the demand for "T-shaped professionals" in the 21st century labor market. It identifies three key developments driving this demand: 1) the shift from goods-dominant to service-dominant logic, 2) changes in organizational structures from matrix to cellular, and 3) the increasing rate of change. The document examines how each of these factors implies a greater need for professionals with both deep expertise and the ability to collaborate across fields. It also reviews the value of the T-shape for various disciplines and compares current hiring practices to the purported demand. The overall argument is that while the T-shape may not be ideal for all, its importance is growing due to trends in the modern workplace.
This document discusses worker-owned cooperatives and their potential benefits compared to traditional investor-owned businesses. It begins by outlining different types of cooperatives and their defining principles. It then discusses the Labor Theory of Value and how current employment conditions like worker alienation, declining real wages, and job insecurity relate to it. The document argues that cooperatives can help alleviate these issues by giving workers ownership and democratic control over businesses. It asserts that cooperatives may also promote economic efficiency through greater productivity, reduced market inefficiencies, better long-term goals, and their handling of capital. The document concludes by discussing potential government policies to support the growth of cooperatives.
Unemployment is measured as the number of people willing and able to work but unable to find employment. There are different types of unemployment including cyclical, frictional, and structural. Theories of unemployment include the Keynesian and classical theories. Keynesian theory states that aggregate demand determines employment while classical theory says real wages impact employment. Unemployment has costs like reduced income and increased dependence. The NAIRU is the lowest unemployment rate that avoids inflation increases. Factors like productivity and benefits influence the NAIRU, which is important for policymakers to consider.
In order for collective bargaining, unions and business and employers’ organisations to continue to be relevant, it may be urgent to adapt or reinvent the way they currently operate.
Industrial Relations in Europe Conference (IREC) 2018 | Leuven 10-12 September 2018
(https://soc.kuleuven.be/ceso/wo/erlm/irec-conference-schedule)
The document discusses moonlighting, or holding multiple jobs simultaneously, in the IT industry. It provides background on how moonlighting has increased due to remote work flexibility and the need for employees to supplement their income or advance their careers. The document then examines the ethics of moonlighting from the perspectives of both employees and employers. It discusses the theoretical frameworks of social exchange theory and the attitudes and alternatives model in understanding employee engagement, satisfaction, and withdrawal behaviors like moonlighting. Key assumptions are presented regarding the relationships between job satisfaction, intentions to moonlight, and the motivations for taking a second job such as increased pay or a denied promotion.
This paper explores the effects of outsourcing on employee well-being through the use of the Finnish linked employer-employee data. The direct negative effect of outsourcing is attributable to greater job destruction and worker outflow. In terms of perceived well-being, the winners in international outsourcing are those who are capable of performing interactive tasks (i.e., managers, professionals and experts), especially when offshoring involves closer connections to other developed countries.
This study is a systematic reviews research planned to achieve an in-depth understanding for the basic concept of service marketing. The world economy nowadays is increasingly characterized as a service economy. Developing nations have invariably experienced a shift from agriculture to industry and then to the service sector as the main stay of the economy.
Particularly, in Jordan, telecommunications service provision in Jordan is considered a key component in the services-oriented economy (Central Bank of Jordan, 2017) which employs more than two-thirds of the country’s labor force. Hence, this research represents a contribution for service marketing literature by highlighting the challenges that may face marketers within tech-based services marketing.
Wage Differentials and Industrial Disputes in Nigerian HospitalsIOSR Journals
The study examined medical and Para-medical staff perception of the impact of wage differential on industrial disputes in Nigerian hospitals. A sample of 1109 respondents were purposively selected from Primary, Secondary and Tertiary hospitals in South-South Geo-political Zone of Nigeria (SSGZN). Information was elicited from respondents via structured questionnaire. Elicited data was analyzed using Pearson product moment correlation coefficient (r) and multiple regression analysis. Results indicated that wage differentials in terms of basic salary, hazard and fringe benefit allowance significantly influenced industrial disputes in Nigerian hospitals. The study further revealed that socio-demographic predictors such as sex, age, category of staff, educational qualification and rank could also influence the incidence of industrial disputes in Nigerian hospitals. We recommended among others policy reform options and the upward review of medical and para-medical staff wages in Nigeria.
India services - job hopping, careers, skillsAl James
The last two decades have seen a profound shift in how labour is spatially conceptualized and understood within economic geography, based on a recognition of workers’ abilities to fashion the geography of capitalism to suit their own needs.
However, the bulk of work in labour geography fails to examine worker agency beyond a narrow focus on the trade union movement, largely divorces workers’ activities from the
sphere of social reproduction, and rarely looks beyond the ‘core’ capitalist economies of the Global North. In response, this article presents findings from a regional labour mobility survey of 439 call centre workers in India’s National Capital Region (May 2007). Here, previous work has heavily criticized the ‘dead-end’ nature of call centre jobs offshored to India from the Global North, yet has done so based on an intra-firm
focus of analysis. By taking an alternative cross-firm worker agency approach, our analysis documents for the first time some Indian call centre agents’ abilities to circumvent a lack of internal job ladders and achieve career progression through lateral ‘career staircases’, as they job hop between firms in pursuit of better pay, improved working conditions and more complex job roles. In the absence of widespread
unionization within this sector, the article also discusses the productive and social reproductive factors that underpin these patterns of Indian call centre worker agency, and their mediation by a complex nexus of labour market intermediaries beyond the
firm. In so doing, the article ‘theorizes back’ (Yeung, 2007) on ‘mainstream’ (Western) theories of the limits to call centre worker agency and career advancement.
This document provides a literature review on explanations for the gender pay gap. It discusses both mainstream economic theories like human capital theory and feminist perspectives. Human capital theory posits that women receive lower returns on their education and skills due to discrimination. Feminist views argue structural and cultural factors like occupational segregation and gender stereotypes reinforce the pay gap. The document evaluates factors like increased female participation in the workforce reducing the gap but discrimination persists as women still earn 15% less despite higher education levels.
Market economies are in a state of continuous turbulence. Each year, on the one hand, many businesses expand (and succeed), while, on the other hand, many others contract
(and fail). Joseph A. Schumpeter (1942) called this process by the pithy expression “creative destruction”. The view that recessions revitalize the economy was indeed
prominent in pre-Keynesian economics (see, for example, De Long 1990). It is fair to say that the reallocation and the reorganisation of resources culminates in the function of
labour markets, where the reallocation of resources takes the form of gross job flows.
This article discusses conceptualizing value co-creation and proposes an alternative view to that presented in Service-Dominant Logic. It argues that value co-creation should be defined as the joint activities between a customer and service provider during their direct interactions, aiming to contribute to value for one or both parties. The article reviews how value co-creation in interactive contexts was studied in the early 1970s in foundational service marketing research. It proposes relying on two models from that time to develop an analytical model of value co-creation as distinct parts of an overall value formation process, including when parties act independently or jointly. This provides an alternative framework to the metaphorical view of co-creation presented in Service-Dominant Logic.
This document provides an overview of different theories of wages. It discusses subsistence theory, which states that wages will tend toward the minimum needed to keep workers alive. Wages fund theory argues wages are paid from a predetermined fund. Surplus value theory says workers are paid less than the value they create, with the surplus going to expenses. Residual claimant theory views labor as the residual claimant to the value created after other factors are paid. Marginal productivity theory holds that wages are determined by how much value workers add at the margin.
This document discusses key concepts related to the theory of labour, including:
- The definition of labour and how it differs from other factors of production.
- The concept of division of labour and how it leads to increased specialization and output.
- Factors that influence the mobility, size, and structure of the labour force such as birth rates, death rates, and migration patterns.
- Key labour force metrics like the dependency ratio and participation rate.
Wage theories explain how wages are determined. Historically, the subsistence theory viewed wages as only enough to provide basic sustenance. Modern wage theory sees wages as the price of labor set by the interaction of labor demand and supply in the market. Demand for labor depends on factors like productivity, technology, and demand for products, while supply relates to the number of available workers. Under competitive conditions, equilibrium wages are reached at the point where the labor demand and supply curves intersect.
This document discusses exploring the concept of technology management through the lens of dynamic capability perspective. It argues that studying technology management through dynamic capabilities is beneficial as dynamic capabilities help explain how firms can achieve sustainable competitive advantage. The document provides an overview of the key concepts of dynamic capabilities, including the dynamic capabilities framework involving opportunity sensing, seizing, and managing threats or transformations. It also discusses the dynamic capability view, focusing on concepts like the capability lifecycle. The goal of the document is to explore how technology management can be studied through the lens of dynamic capabilities.
Future of work An initial perspective by Andrew Curry of The Futures CompanyFuture Agenda
An initial perspective on the future of work by Andrew Curry of The Futures Company. This is the starting point for the global future agenda discussions taking place through 2015 as part of the futureagenda2.0 programme. www.futureagenda.org
We interview Professor Robert Reich from the Goldman School of Public Policy on the shifting nature of companies and how this will impact job security as companies reshape the way they employ and deploy human resources in the future.
This document contains a literature review and descriptive analysis of income determinants in the South African labour market. The descriptive analysis includes graphs and tables examining income distribution and average income by factors like race, gender, age, location and more. Key findings are that income is highly skewed with most earning low wages, and that on average white individuals earn the most while African individuals earn the least. Males also earn more than females on average. Urban areas have higher average incomes than traditional or farm areas. The analysis provides insights into inequality in the South African labour market.
This document discusses challenges women face when re-entering the workforce after taking time off for family reasons. It covers the topic from multiple perspectives, including the woman's perspective on career continuity, the project manager perspective on project continuity, and economics of diversity in the workplace. The document also presents 5 case studies of women in different situations dealing with re-entering the workforce. It concludes with lessons for working women and project managers, such as resetting expectations, re-skilling, flexibility, matching demand and supply, and leveraging loyalty. The overall message is that facilitating women's re-entry into the workforce has social and economic benefits but also presents challenges that require consideration from multiple viewpoints.
This document discusses challenges women face when re-entering the workforce after taking time off for family reasons. It covers the topic from multiple perspectives, including the woman's perspective on career continuity, the project manager perspective on project continuity, and economics of diversity in the workplace. The document also presents 5 case studies of different women attempting to re-enter the workforce and the challenges they face. It concludes by providing lessons for both working women and project managers on how to better manage re-entry into the workforce.
An Innovation-Based Endogenous Growth Model With Equilibrium UnemploymentWendy Berg
This document summarizes an innovation-based endogenous growth model that incorporates equilibrium unemployment. The model examines how labor market reforms like improving job finding rates or increasing unemployment benefits impact long-run growth and unemployment. It finds that the relationship between growth and unemployment is always positive. However, the effects of labor market interventions depend on how impatient or patient consumers are in discounting future income. When consumers are impatient, reforms that improve job finding or increase benefits reduce both the long-run innovation rate and unemployment rate. But when consumers are patient, the effects are ambiguous and could increase both growth and unemployment.
Capstone - Final Version - Robbert Bosscher - i548367-1Robbert Bosscher
This document provides an analysis of the demand for "T-shaped professionals" in the 21st century labor market. It identifies three key developments driving this demand: 1) the shift from goods-dominant to service-dominant logic, 2) changes in organizational structures from matrix to cellular, and 3) the increasing rate of change. The document examines how each of these factors implies a greater need for professionals with both deep expertise and the ability to collaborate across fields. It also reviews the value of the T-shape for various disciplines and compares current hiring practices to the purported demand. The overall argument is that while the T-shape may not be ideal for all, its importance is growing due to trends in the modern workplace.
This document discusses worker-owned cooperatives and their potential benefits compared to traditional investor-owned businesses. It begins by outlining different types of cooperatives and their defining principles. It then discusses the Labor Theory of Value and how current employment conditions like worker alienation, declining real wages, and job insecurity relate to it. The document argues that cooperatives can help alleviate these issues by giving workers ownership and democratic control over businesses. It asserts that cooperatives may also promote economic efficiency through greater productivity, reduced market inefficiencies, better long-term goals, and their handling of capital. The document concludes by discussing potential government policies to support the growth of cooperatives.
Unemployment is measured as the number of people willing and able to work but unable to find employment. There are different types of unemployment including cyclical, frictional, and structural. Theories of unemployment include the Keynesian and classical theories. Keynesian theory states that aggregate demand determines employment while classical theory says real wages impact employment. Unemployment has costs like reduced income and increased dependence. The NAIRU is the lowest unemployment rate that avoids inflation increases. Factors like productivity and benefits influence the NAIRU, which is important for policymakers to consider.
In order for collective bargaining, unions and business and employers’ organisations to continue to be relevant, it may be urgent to adapt or reinvent the way they currently operate.
Industrial Relations in Europe Conference (IREC) 2018 | Leuven 10-12 September 2018
(https://soc.kuleuven.be/ceso/wo/erlm/irec-conference-schedule)
The document discusses moonlighting, or holding multiple jobs simultaneously, in the IT industry. It provides background on how moonlighting has increased due to remote work flexibility and the need for employees to supplement their income or advance their careers. The document then examines the ethics of moonlighting from the perspectives of both employees and employers. It discusses the theoretical frameworks of social exchange theory and the attitudes and alternatives model in understanding employee engagement, satisfaction, and withdrawal behaviors like moonlighting. Key assumptions are presented regarding the relationships between job satisfaction, intentions to moonlight, and the motivations for taking a second job such as increased pay or a denied promotion.
1. The relationship between wages and productivity is complex, depending on factors like time horizon, market structure, and wage-setting mechanisms. In the short-run, standard theory suggests wages correspond to marginal productivity, but efficiency wage models reject this.
2. In the medium-run, bargained wages may differ from warranted wages due to changes in other factor prices, potentially leading to unemployment. Real and nominal wage rigidities also affect realignment of wages and productivity.
3. In the long-run, endogenous growth theory suggests moderate wage increases may not necessarily increase employment if technological change depends on capital investment influenced by wages.
Impact of global financial crisis on german employment relations_Industrial R...Mahdi Yarahmadi
This document discusses the impact of the global financial crisis on employment relations in Germany. It notes that while Germany was one of the most successful economies during the crisis, austerity measures still impacted public sector employees. Specific measures discussed include wage freezes or cuts, increased working hours and retirement ages, pension cuts, and downsizing through attrition and privatization. Collective bargaining remained strong in Germany compared to other EU countries, but decentralization occurred as some states negotiated separately from the national government. Overall, the crisis challenged established employment relations systems but did not cause their breakdown in Germany as it did elsewhere.
3._TRANSFORMATION_IN_LAST_TWO_DECADES_EMPLOYMWENT_RELATIONS.docxAlexander Daniel Gonz
The document discusses changes in employment relations systems over the past 20-30 years in Australia and Spain from an industrial relations model to a contemporary employment relations model. In Australia, the pluralist approach that empowered unions has given way to a growing unitarist approach that has increased employer power over the past 2-3 decades. Employers have gained influence through enterprise bargaining laws and associations that have weakened unions. In Spain, reforms to increase competitiveness including allowing temporary contracts have reduced union influence, though high unemployment remained an issue. Overall the passage argues employers have become more powerful actors under the contemporary employment relations systems in both countries.
The document discusses three potential "worlds of work" that may emerge by 2022 based on trends transforming the future of work:
1. The Blue World - Large corporations integrate further and assume greater responsibility over their employees' social welfare.
2. The Green World - Specialization leads to rise of collaborative networks of smaller organizations.
3. The Orange World - Social and environmental agenda forces fundamental changes to business strategies.
Most organizations will likely exhibit aspects of all three worlds. The emergence of these worlds will create new challenges for HR functions around skills shortages, managing change, and creating effective workforces.
The document discusses contract and agency labor (CAL), which has become an increasing issue for unions globally. CAL refers to precarious work arrangements where companies outsource jobs to other employers or agencies. This limits workers' job security, pay, benefits and union protections. The growth of CAL poses challenges for identifying responsible employers and enforcing labor laws and rights. Unions are also threatened by losing members and bargaining power as more jobs become temporary or insecure through CAL.
Summarize the article in apa citation-Explain how this article relate.pdfssuser58be4b1
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Explain how this article relate to communication challenges in the workplace?
INTRODUCTION
The Coronavirus Desease 2019 (COVID-19) pandemic has devastated the economies
of all countries in the world (Nasution et al, 2020). Until now, no expert has yet dared to
predict when this pandemic will end (Kolata, 2020). The existence of this pandemic has
caused countries
20 International Journal of Educational Administration, Management, and Leadership
Volume 1, Number 1, May, 2020, Page 19- 26
affected by the pandemic to limit all activities that could potentially spread and transmit
the disease (Mattern et al, 2020; Yunus & Rezki, 2020). This restriction is known as
lockdown. The impact of this lockdown is very real, especially in the social and
economic sectors. The implementation of lockdown, both directly and indirectly, has
resulted in companies laying off employees, reducing production capacity, stopping and
closing factories to layoff employees as a result of lack of demand and income. As if it
were a cause-and-effect effect, it led to an increase in the number of unemployed and a
decrease in the quality of life of the community (Martn et al, 2020).
The COVID-19 pandemic has created an extremely challenging environment for HRM
human resource management as managers must quickly venture into the "unknown" as
they seek to help their workforce adapt and cope with the radical changes taking place
in work and social environments. (Bierema, 2020). For example, employees who
previously spent all or most of their time working within the physical confines of their
organization now have to quickly adjust to remote work environments. Due to
insignificant shelter orders and business closings, even those who may be able to
adjust to remote working conditions are now faced with their own unique challenges due
to the inability to find alternative workspaces (eg, cafes, libraries) outside the home
itself. This may further limit the segmentation between work and personal environment
which causes greater difficulty in "releasing" from the demands of work (Trougakos, et
al, 2020). In addition to the increasing inability to separate work and private life, the
closure of schools and public services has increased parental demands for employees,
further blurring the line between work and family environment (Adamy & Overberg,
2018). While this work-family interconnection appears to be very demanding for
employees with children, single and childless workers are not immune to the negative
consequences of such changing working conditions, as they may be at greatest risk of
experiencing loneliness, feeling of aimlessness and negatively related things. effects on
well-being (Vogel, 2018).
At the same time, the current great challenges of COVID-19 provide the right moment
for management experts to coordinate research efforts and turn them into actionable
insights to support organizations in addressing one of the greatest challenges in .
This document discusses how motivations for work are changing as living standards rise globally. Some key points:
- As countries become wealthier, workers spend less time working due to higher standards of living. However, expectations of what a job should provide have increased beyond just income.
- Younger generations and workers in wealthier countries place less importance on work relative to leisure compared to older generations.
- While compensation remains important, only 22% of global workers say it is the most important job attribute. Other factors like interesting work and an inspiring company matter more to many.
- As communities have declined, work has become a more important source of social connection and purpose beyond just income for many workers.
Organizational Functions And Employee Relations During The...Beth Hernandez
This document discusses organization functions and employee relations during the industrial era. It begins by providing context on the industrial era from the 1880s to 1950s, which saw significant technological advancements and a shift to manufactured goods in factories. While this led to economic growth, it also introduced problems like poor living/working conditions and child labor. The document then focuses on analyzing the themes of organization functions and employee relations during this period based on administrative theories from the time. It examines the historical context of these theories and how approaches to management and labor relations evolved through trial and error.
The document discusses the effects of unemployment on the economy and society. It defines unemployment as people who are able and willing to work but unable to find jobs. Unemployment imposes costs on society in three main ways: social costs due to the demoralizing effects on individuals; costs to the government in terms of lost tax revenue and increased spending on unemployment benefits; and economic costs such as a loss of potential output and downward pressure on wages. Long-term unemployment in particular can negatively impact individuals and society.
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby...Donc Test
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby, Hodge, Verified Chapters 1 - 13, Complete Newest Version Solution Manual For Financial Accounting, 8th Canadian Edition by Libby, Hodge, Verified Chapters 1 - 13, Complete Newest Version Solution Manual For Financial Accounting 8th Canadian Edition Pdf Chapters Download Stuvia Solution Manual For Financial Accounting 8th Canadian Edition Ebook Download Stuvia Solution Manual For Financial Accounting 8th Canadian Edition Pdf Solution Manual For Financial Accounting 8th Canadian Edition Pdf Download Stuvia Financial Accounting 8th Canadian Edition Pdf Chapters Download Stuvia Financial Accounting 8th Canadian Edition Ebook Download Stuvia Financial Accounting 8th Canadian Edition Pdf Financial Accounting 8th Canadian Edition Pdf Download Stuvia
The Universal Account Number (UAN) by EPFO centralizes multiple PF accounts, simplifying management for Indian employees. It streamlines PF transfers, withdrawals, and KYC updates, providing transparency and reducing employer dependency. Despite challenges like digital literacy and internet access, UAN is vital for financial empowerment and efficient provident fund management in today's digital age.
University of North Carolina at Charlotte degree offer diploma Transcripttscdzuip
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2. Elemental Economics - Mineral demand.pdfNeal Brewster
After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
Discover the Future of Dogecoin with Our Comprehensive Guidance36 Crypto
Learn in-depth about Dogecoin's trajectory and stay informed with 36crypto's essential and up-to-date information about the crypto space.
Our presentation delves into Dogecoin's potential future, exploring whether it's destined to skyrocket to the moon or face a downward spiral. In addition, it highlights invaluable insights. Don't miss out on this opportunity to enhance your crypto understanding!
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Fabular Frames and the Four Ratio ProblemMajid Iqbal
Digital, interactive art showing the struggle of a society in providing for its present population while also saving planetary resources for future generations. Spread across several frames, the art is actually the rendering of real and speculative data. The stereographic projections change shape in response to prompts and provocations. Visitors interact with the model through speculative statements about how to increase savings across communities, regions, ecosystems and environments. Their fabulations combined with random noise, i.e. factors beyond control, have a dramatic effect on the societal transition. Things get better. Things get worse. The aim is to give visitors a new grasp and feel of the ongoing struggles in democracies around the world.
Stunning art in the small multiples format brings out the spatiotemporal nature of societal transitions, against backdrop issues such as energy, housing, waste, farmland and forest. In each frame we see hopeful and frightful interplays between spending and saving. Problems emerge when one of the two parts of the existential anaglyph rapidly shrinks like Arctic ice, as factors cross thresholds. Ecological wealth and intergenerational equity areFour at stake. Not enough spending could mean economic stress, social unrest and political conflict. Not enough saving and there will be climate breakdown and ‘bankruptcy’. So where does speculative design start and the gambling and betting end? Behind each fabular frame is a four ratio problem. Each ratio reflects the level of sacrifice and self-restraint a society is willing to accept, against promises of prosperity and freedom. Some values seem to stabilise a frame while others cause collapse. Get the ratios right and we can have it all. Get them wrong and things get more desperate.
Economic Risk Factor Update: June 2024 [SlideShare]Commonwealth
May’s reports showed signs of continued economic growth, said Sam Millette, director, fixed income, in his latest Economic Risk Factor Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
OJP data from firms like Vicinity Jobs have emerged as a complement to traditional sources of labour demand data, such as the Job Vacancy and Wages Survey (JVWS). Ibrahim Abuallail, PhD Candidate, University of Ottawa, presented research relating to bias in OJPs and a proposed approach to effectively adjust OJP data to complement existing official data (such as from the JVWS) and improve the measurement of labour demand.
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Organisation Behaviour
1.
2. 2
Future of work in the post-industrialised economy:
Precariat versus Salariat
3. 3
Table of content
1. Introduction ...................................................................................................................... 4
2. Definitions......................................................................................................................... 4
2.1. Who are precariat and salariat? ............................................................................ 4
2.2. What are characteristics of post-industrialised economy?................................ 6
3. Benefits and challenges of precariat compared to salariat ...................................... 8
3.1. What forms of job-related security that precariats are lacking? ....................... 8
3.2. How are precariats motivated and satisfied with their temporary, unstable
and precarious works? ....................................................................................................10
4. The likelihood of precariat as the future of work ......................................................12
4.1. Why is precariat growing in the post-industrialised economy? ......................12
4.2. Is it necessary for recruiters to create opportunities for decent work?Error!
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5. What are some of the key challenges likely for the future and solutions to
address them? ...................................................................Error! Bookmark not defined.
6. Conclusion...................................................................Error! Bookmark not defined.
References ............................................................................................................................14
4. 4
1. Introduction
The report aims at examine the future of work in the post-industrialised economy by
comparing precariat and salariat. First, definitions of above concepts are clarified.
Second, benefits and challenges that precariat obtain in comparison with salariat will
be recognised in application of types of job-related security and Maslow’s hierarchy
of needs. Third, the report will discuss the reasons why precariat is growing steadily
today and the likelihood of the transition from salariat to precariat. Additionally,
argument for the essentiality of the organisations to create opportunities for decent
work is evident. Lastly, challenges facing the organisations in the future due to the
debate for and against precariat will be captured. Recommendations are presented
to solve these challenges.
2. Definitions
2.1. Who are precariat and salariat?
There is a fundamental change in the adoption of “precariat” from the early 1960s to
the 21st century found by Guy Standing in his 2011 book about the debate of what
precariat is and is not (Jørgensen, 2016). It should be defined contrarily to the past
via Marxist theory of employee relations. Based on Marxist approach, working class
is clarified in different layers and precariat is located at the bottom (Figure 1).
5. 5
Figure 1: Working class system in application of Marxist theory
Source: Adapted from Fleming, 2014, p. 79
From Figure 1, precariat was judged at the lowest class of all employment
conditions. By contrast, salariat was prejudiced at the higher class and more
respected and recognised than precariat (Bessant, 2018). Linking with Marxist
theory, precariat is defined as the vulnerable workforce due to informal and
precarious working conditions (Fleming, 2014). The concept is contrary to salariat,
which refers to the upper class of employment at large corporations or Government
institutions via formal contracts and huge benefits such as high salary and stable
working conditions (Fleming, 2014). From the comparison, it is supposed that people
tend to favour salariat rather than precariat. The reason is that precariats are at low
prestige, low salary and without an occupational identity and state along with
occupational benefits (Seeleib-Kaiser, 2011). By contrast, salarists receive anything
that precariats lose as mentioned above. According to Jørgensen (2016),
underemployment, insecurity and precariousness are not favourable working
Elite:
Rich global
citizens
Salariat:
Well entrenched
in large
organisations
and Government
institutionsProficians:
Highly rewarded own-
account consultants and
specialists
Working class:
Manual employees
Precariat:
Informal and precarious
Unemployed:
Long-term unemployed
Detached:
Homeless and living below subsistence
6. 6
environment. Hence, it is reasonable if someone prefers becoming salariat to
precariat.
Nonetheless, above attitude has changed in the 21st century of post-industrialised
economy. Standing (2012) viewed a transition in precariats from denizens to citizens.
In line with this transition, precariat is redefined as the class-in-the-making to be
most desired by the global market system thanks to its insecurity and flexibility
(Standing, 2012). That means in the contemporary age, there is an increasing
demand for precariats. In association with the expansion of precariats, salariats and
working class as manual employees are shrinking (Kopycińska and Kryńska, 2016).
Thus, instead of being prejudiced at the half bottom of working class layers, today,
precariat is interpreted as a new status of the labour. As explained by Casas-Cortés
and Cobarrubias (2007), precariat represents the transitioning labour conditions from
life-long, and stable jobs to temporary, insecure and flexible ones. Globalisation has
triggered this change and precariat is now widely recognised as the transformative
mass class (Standing, 2014).
In practice, there are some examples of precariats. They can be temporary with a
short-term contract such as seasonal or a part-time job at low working hours less
than 30 hours per week (Standing, 2012). For instance, from 2008 to 2010, 80% of
jobs in the UK were part-time jobs (Standing, 2012). Additionally, another precariat is
self-employed person without any contract or linkage with other recruiters or bosses
(Kopycińska and Kryńska, 2016). For example, in the UK, self-employed sector
accounted for 15.1% of total labour force in 2017 (Sidhu, 2018). Besides, precariats
are also telecommuters, work-from-home employees or remote jobs. Many
organisations at Fortune 500 have recruited these precariats for both technical and
non-technical jobs, such as Amazon, Apple, IBM and Dell (Schwantes, 2018). In
comparison, salariats are full-time officers with lengthy tenure and regular work
participation (Bessant, 2018).
2.2. What are characteristics of post-industrialised economy?
The global economy has moved to post-industrialised society, which has changed
organisational design, workforce and decision-making (Satrevics and Strautmane,
2015). Comparison between industrialised and post-industrialised economy is
summarised in Exhibit 1.
7. 7
Exhibit 1: Change from industrialised to post-industrialised economy
Source: Satrevics and Strautmane, 2015, p.162, 163
Based on Exhibit 1, there are three key evolutions in the post-industrialised economy
relating to the workforce. First, business operation has shifted from manufacturing to
service, from manual labour to high-tech one (Gershuny, 2005). Second,
organisational decision-making has biased its concentration on knowledge-based
resource, knowledge integration and management as well as intellectual capital
rather than productions and cost (Rumyantsev, 2015). Third, modern employees
increasingly pursue goal achievement needs such as the fulfilment of their
professional expertise instead of physiological needs, for instance, money and
accommodation (Satrevics and Strautmane, 2015). Besides, Bennett (2015) clarified
that the post-industrial landscape has experienced job redundancy, job loss, low pay
8. 8
and insecurity. These characteristics of the modern economy are helpful for the
further discussion on the future of work.
3. Benefits and challenges of precariat comparedto salariat
3.1. What forms of job-related security that precariats are lacking?
The most noticeable feature of precariats is insecurity, which is constant in the
evolution of its definition from 1960s to the 21st century (Munck, 2013; Smith and
Pun, 2018). It is interpreted as a condition, in which employees suffer from work
instability as well as low collective bargaining power so that they are subject to
unemployment (Jørgensen, 2016). In application of right and safety rules of Standing
(2009), there are seven types of job-related security (Figure 2).
Figure 2: Types of job-related security
Source: Adapted from Fleming, 2014, p. 76
Among seven types, three most common job-related security issues challenging
precariats are job, labour market and representation security. First, it is reasonable
for the organisations to end employment or job of precariats because they are
temporary, seasonal, part-time or voluntarily participating in a product in short term
(Kopycińska and Kryńska, 2016). Additionally, this risk is more serious for precariats
than salariats, who are protected from long-term employment contracts. For
example, at Mattel, after the bankruptcy of Toys R Us, 22% of its corporate jobs will
•Full employment and adequate income policy
on macro levelLabour market security
•Regulation of arbitrary dismissalEmployment security
•Keep employment, job and income status or
upward mobilityJob security
•Health and safety regulationsWork security
•Right to training and education to gain skillsSkill reproduction security
•Minimum wage, adequate compensation,
reduced inequalityIncome security
•Independent unions, right to strikeRepresentation security
9. 9
be cut to save cost and reduce the threat from this trend, equivalent to 2,200 part-
time non-manufacturing workers (Wahba, 2018). In this case, it is induced that
precariats suffer from job insecurity due to their temporary contracts along with
macroeconomic turbulence.
Second, as recognised by Jørgensen (2016), since pracriats gain low collective
bargaining power, they are lacking representation security to strike for their benefits.
The reason is that this type of job-related security measures the effectiveness of the
employees to exercise their collective voices against the organisations (Grygutis,
2017). For instance, in hospitality industry, the workforce is dominantly shaped from
seasonal and part-time workers, who are not strongly protected by the union
(Roberts, 2015). These precariats in this sector have weak power to bargain for the
appropriate pay and working conditions. Even, some workers are treated unequally
at low wage and unsecure working environment, for example, the migrants (Alberti,
2014) and the cleaning female staff (Roberts, 2015). By contrast, salariats are
strongly helped and protected through the unionisation (Standing, 2012).
Third, labour market security is another challenge facing precariats because they
may experience temporary unemployment during the transition from one job to
another (Grygutis, 2017). For example, when a precariat completes his/ her position
in a project, he/ she will leave the organisation and find for another career. Lag time
may occur if no job is waiting for the precariat. According to Ballafkih et al. (2017),
despite an increase in precariat trend, these workers remain afraid of being
unemployed. No guarantee is promised for full employment policy for precariats
compared to salariats.
Although Standing (2009), Fleming (2014) and Grygutis (2017) believed that
precariats are deprived of all seven types of job-related security, four remaining
types, including employment, work, skill reproduction and income security, can be
offered to some precariats in reality. For instance, there are several remote jobs,
which help the precariats to earn high pay, such as project manager at the annual
salary from $65,000 to $105,000; Senior system engineer with the annual earning of
$100,000- $150,000 and utilization manager at $92,000 per year (Gillett, 2017).
These cases exclude income security for the precariats. Additionally, even though
hospitality industry is comprised of precariats dominantly, new recruits are still
10. 10
trained and provided uniform along with health and safety policies (Alberti, 2014).
Thus, work and skill reproduction security may be promised towards the precariats.
Besides, at some companies such as KMPG and EY, precariats as undergraduate
students, are offered jobs after their internships. For instance, KPMG effectively
converted 85%-90% interns into full-time hires (Tuttle, 2013). The policy shows that
in some cases, precariats can be promoted instead of facing arbitral dismissal
thanks to effective employee retention strategy. To conclude, although precariats
lack of job insecurity, labour market insecurity and representation insecurity, they
can be protected regarding employment, work, skill reproduction and income
security, depending on the organisations’ human resource management (HRM).
3.2. How are precariats motivated and satisfied with their temporary,
unstable and precarious works?
Maslow’s hierarchy of needs model is taken into account because of its relevance in
identifying and justifying employee motivation, from physiological, safety, love, self-
esteem and self-actualisation (Figure 3).
Figure 3: Maslow’s hierarchy of needs
Source: Aruma and Hanachor, 2017, p. 16
In application of this model, advantages that precariats gain and salariats lose can
be recognised. While security need is unmet, precariats can sacrifice this for other
benefits, focusing on the social need and the highest level- self-actualisation. To
11. 11
explain, since precariats work flexibly in part-time careers or from home (Kopycińska
and Kryńska, 2016), they have time for both work and life. For instance, when
surveying Australian workforce, it is found that many Australians want to become
precariat to meet their family responsibilities and enjoy lifestyle choices along with
social activities (Lucas, 2012). The reason is that they can work for a half of day and
participate in other social activities or family programs for another half. Or, from a
short interview with Christopher Carlson, a senior associate at Booz Allen, work-
from-home policy allows him to move from the Washington, DC to take care of his
parents while continuing working for the organisation (Miller and Rampell, 2013). His
success in completing dual roles of a senior associate and a son reveals that
precariats can benefit from work-life balance.
Many researchers confirmed that flexibility of precarious works such as part-time,
short-term, seasonal, temporary and work-from-home contracts positively assists the
employees to achieve work-life balance, for instance, Crosbie and Moore (2003),
Shagvaliyeva and Yazdanifard (2014), Rawashdeh et al. (2016) and Jackson and
Fransman (2018). Even, these authors identified that flexible working arrangements
not only balance work and life but also satisfy employees by reducing work stress,
conflicts with the colleagues and increasing their personal welfare. For example,
Christopher Carlson shared that performing as a telecommuter at Booz Allen saves
his money spent on transportation (Miller and Rampell, 2013). Thus, net earning
from his job can increase. By contrast, salariats must spend full time on work and
may miss opportunities to join the important events of their children, for instance,
graduation days and cut time to play with them. Even, a hard-working day with some
troubles such as traffic jam or debate with the supervisor may make salariats
exhausted to spend time on their families.
Besides need for family love and social activities, the precariats have chances to
achieve self-actualisation need, which refers to the workers’ fulfilment of potential,
skills and personal interests (Soelistya et al., 2016). It is explained that since the
precariats work for an organisation temporarily, they are not required to stick to the
organisation or a fixed job in long term (Standing, 2012). Instead, they can be rotated
or moved to different careers in different departments with different job
specifications. Hence, they have opportunities to unlock their potential and improve
capabilities. For example, freelancers, who do not stick to a certain organisation and
12. 12
perform any task from different bosses anywhere and anytime as long as deadline is
committed, are driven to keep the precarious working condition because of their
need for development and accomplishment in various areas (Born and
Witteloostuijn, 2013). Moreover, instead of making themselves busy at the office,
they let themselves be enjoyable. For instance, they can combine tourism with work
or choose the most comfortable atmosphere at a favourable café for their creative
performance instead of hiding their creativity within a stuffy environment. To
summarise, precariats sacrifice security need for the pursuit of social and self-
actualisation needs.
4. The likelihood of precariat as the future of work
4.1. Why is precariat growing in the post-industrialised economy?
Global labour market has been changing from salariats to precariats. Many
evidences have proved this replacement from three perspectives, including (1) the
economists in general, (2) the organisation’s managers and (3) the employees. First,
the economists see the precariats to be more suitable than salariats to match with
the contemporary economic trends. As mentioned previously, the post-industrialised
economy has shifted work patterns from production, manufacturing and material
needs to high-tech, service, knowledge and personal development goal (Gershuny,
2005; Rumyantsev, 2015; Satrevics and Strautmane, 2015). Thus, telecommuters,
flexible working arrangements and temporary contracts are required in the transition.
From the application of Maslow’s model, precariats are concerned with personal
growth and beneficial self-actualisation need better than salariats. Hence, they
represent the workforce in post-industrialised economy. Additionally, according to
Kopycińska and Kryńska (2016), the contemporary society has changed from
welfare state concept to economic growth concept. That means rather than
achieving full employment, the states and societies desire to optimise human
resource and allocate it efficiently. For example, the economists may prefer the
seasonal change in workforce to distribute workers efficiently during peak and off-
peak time. The reason is that precariousness in the labour market can adapt quickly
and easily the turbulent economy nowadays instead of the fixed or full employment
of salariats.
13. 13
Besides, unionisation has decreased sharply (Figure 4) to reflect that the collective
bargaining power is loosened.
Figure 4: Unionisation trend in the UK from 1970s to 2016 (millions)
Source: Topping, 2017
As observed from Figure 4, trade union members reduced from more than 13mn in
1970 to 6mn in 2016. This trend explains the decrease in salariat to be replaced by
precariat because unionisation is a representative of salariats.
Second, precariat is growing in response to managerial needs regarding cost
reduction and creativity. It is found from literatures that flexible working
arrangements such as telecommuting help the organisations save a huge amount of
expenses in offices, travel and parking (Shafizadeh et al., 2007; Madsen, 2011). For
example, after Aetna announced its work-from-home policy, its telecommuters
increased from 9% in 2005 to 47% in 2012 and it could save $78mn in real estate
(Miller and Rampell, 2013). In addition, because of the reduction in stress and the
enjoyment of comfortable working condition, flexible workers are predicted to be
more creative than officers (Crosbie and Moore, 2003; Born and Witteloostuijn,
2013). For instance, in addition to face-to-face collaboration, IT companies in Kerala
allow work autonomy so that workers can creatively raise their voice and find new
solutions or initiatives (Sia and Appu, 2015).
14. 14
Third, the likelihood of precariats to replace salariats is derived from the favour of the
contemporary workers towards flexible, unstable and precarious working conditions.
Work-life balance is the important need for today’s workforce and as explained from
the application of Maslow’s model, precariats fulfil this need more effectively than
salariats (Shagvaliyeva and Yazdanifard, 2014; Rawashdeh et al., 2016). From
surveying many employees, researchers identified that they are increasingly
demanding for flexible working arrangements, part-time jobs, telecommuting and
freelancing positions and satisfied with such choices despite job insecurity and
instability (Born and Witteloostuijn, 2013; Jackson and Fransman, 2018). For
instance, in the survey of 2,128 students, 45% of them had a part-time job to fund
their studies (Gil, 2014). That means these people voluntarily place themselves as
precariats. Or for the case of Christopher Carlson, instead of obtaining hierarchical
power at Booz Allen’s offices, he decided to become a precariat to care for his
parents (Miller and Rampell, 2013). To summarise, precariat is growing because
economic trends create conditions to boost them while organisations increasingly
adopt them and employees voluntarily become them.
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