Student 12199710 University of South Wales Abstract This paper focuses on the effect that temporary employment such as zero hour contracts have on the wellbeing of employees, it gives a brief definition of what a zero hour contract is, and how they have changed throughout the years eg how they were used in previous years before being called zero hour contracts, why the use of zero hour contracts is on the rise in the UK business market, and investigates the benefits and detriments of
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economic conditions, competition, and changing recourse positions. If important factors must be addressed and they include: 1. Personnel outcomes – achieving organization and effectiveness, employee effectiveness and needs. 2. Organization environment – i.e. the job, the work group, work supervisor and employee. 3. Personnel activities – techniques, programs and approaches. External environment – Influences and restricts a firm’s activities, objectives, strategies and personnel actions. It is influenced
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For years Vic has been able to keep “Vic the Tricky Work Guy” separate from “Vic the Honest Family Guy” but the distinction is eroding. Vic is at a crossroads, for he recognizes that his workplace behaviors, choices and ethics are beginning to influence “Vic the Honest Family Guy.” Worse yet, Vic is becoming satisfied with the person he is at work. This paper will explore the consequences this eroding distinction has on Vic’s professional prospects and in his personal life. It will also examine
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VATSAL POPAT - 25 MCOM PART 1 VATSAL POPAT - 25 MCOM PART 1 WORK LIFE BALANCE WORK LIFE BALANCE Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING CONTENTS 1.0 – INTRODUCTION 2 2.0 - WORK LIFE BALANCE 4 2.1 - WHAT’S IN IT FOR EMPLOYERS? 6 2.2 - BOTTOM-LINE BENEFITS 7 3.0 - HOW SHOULD
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Employee Privacy Report Name COM/285 August 7, 2010 Instructor Employee Privacy Report Introduction The right to privacy is an inherent expectation of all citizens; however, the private citizen should not assume that he or she is afforded the same privacy protections at their place of employment. In fact, employees may find themselves more vulnerable. Other then the constitutional and legal requirements, employers have more latitude when it comes to delving into matters that some
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HIGH-INVOLVEMENT WORK DESIGN AND JOB SATISFACTION ROBERT D. MOHR and CINDY ZOGHI Job satisfaction has important economic effects. Low job satisfaction is associated with higher rates of quitting and higher rates of absenteeism; high job satisfaction correlates with improved job performance and organizational citizenship behaviour. Dissatisfaction therefore may result in higher labour costs and lower productivity. This article studies the relationship between job satisfaction and high-involvement
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goals in the short run. Punishment creates fear in people. It can be in the form of demotion, job loss or public humiliation. It is not encouraged by many thinkers, as there might be negative effects in the long run. People might become defensive and work quality might drop. Union might also get involved. The stress might increase staff turnover rate and thus increase company’s costs in re-training and recruitment. However, it is also an effective corrective action to stop bad working behaviour. Rewards
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An employee who observes any communication or behavior that may potentially lead to workplace violence is to report it immediately to their supervisor or security personnel. In case of an immediate threat, we are to contact the local authorities. Although, my company keeps all information reported confidential to the extent possible, sometimes information may need to be shared to solve the matter, creating uneasiness and fear of retaliation for the employee. Fortunately, under our
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theories emphasize the numerous variables that may range in any given hindrance that make one context exceptional from an additional. Direction theories stress description, motivation and charisma. One of the crucial principal variations between the 2 tactics is that path theories emphasize the character of the chief, even as contingency theories stress the nature of surrounding instances. Situational management models are situated on the work of institution of Washington professor Fred Fiedler and
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proposal of bureaucratic organizational structure and brief description of outline contents. II. Riordan’s Current Power Structures and Effects of Employee Behavior - Formal power structure –Legitimate Power 1. Informal power structure-Expert Power A. Current Political Structure’s Effects On Employee Behavior 1. Employee resistance to share knowledge or files 2. Improper training by management 3. Loss of employees
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