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Introduction
Organizations are increasingly considering leasing or temporary employees because of the appeal of reduced administrative cost and access to lower costs. In reality, these employees come in, do their job, and then leave it up to the full timers to handle the details. The dispute occurs that this situation will only lead to a decrease in employee morale.
Definition temporary worker
A temporary worker is someone employed for a limited period whose job is usually expected by both sides to last for only a short time. Temporary workers may be employed directly by the employer or by private agencies. Agencies will recruit, select and sometimes train temporary workers and hire them out to employers.
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Temporary workers are sometimes employed on fixed term contracts. A fixed term contract is a contract of employment for a definite period, set in advance. Employment ends when the contract expires and no notice need be given by the employer. Employment contracts may also be agreed which end on the completion of a particular task rather than on a specific date.
Most temporary workers will have insufficient service. However, some employment rights such as the right not to be discriminated against on the grounds of race, sex or disability have no minimum service qualifications.
Employees on fixed term contracts have the right to be paid the same rate as similar permanent employees working for the same employer and in general terms should not be treated less favourably than permanent employees. This means that employees on fixed term contracts will have broadly the same rights to statutory redundancy payments, written reasons for dismissal and the right not to be unfairly dismissed as permanent employees.
Arguments support a decrease in employee morale.
• Lost incentives
• Lack continuity with the customer
• Impact on organization culture
• Learning curve decrease
• Lack firm-specific knowledge
• Create resentment between full time and non full time workers
• Accidents, thefts, proprietary info
Arguments against a decrease in employee morale
• Security created by employment contract
• Freedom / Independent workers
• Clarity of contracts, customers and benefits
• Available talent in the labor pool
• Just-in-time talent
• Access to labor with different types of talent
• Can used for job try out
Arguments support a decrease in employee morale.
1. Lost incentives
The sense of unsecured to the job poses compared to the full time worker that creates in an employee's mind may affect their performance by decreasing motivation to do good work. Some employers find that temporary workers lack motivation and commitment. The leased employee may not be as experienced as the permanent workers and, therefore, may be less productive.
. Lack continuity with the customer
Due to the nature that leased and temporary workers are seasonal, it may affect the customers whom already comfortable dealing with them.
. Impact on organization culture
Using temporary workers from especially agency 'temps' depend on the screening and testing methods used by the agency which is sometime not match to organization culture. There are tenderly unbalance employee moral and work load and responsibility that can harm the organization culture.
4. Learning curve decrease
Leased and temporary workers are limited in chances for continuing learning and training.
5. Lack firm-specific knowledge
Due to the limited chances in continuing learning and training, the leased and temporary workers tenderly lacking in firm-specific knowledge. Sometime employer just ignores to inform them, as they are not permanent.
6. Create resentment between full time and non full time workers
Leased and temporary workers can sometimes receive higher pay than their permanent counterparts, which can cause resentment amongst employees and trade unions. Resentment might occur due to unbalance employee moral, work load and responsibility.
7. Accidents, thefts, proprietary info
Accidents could occur due to lack of learning and training. Thefts and refrain from releasing proprietary info may be an issues due to lack of sense of belonging to the organization.
8. Increase costs
Requires supervisors to closely monitor staffing levels so as not to compromise service or to inadvertently incur overtime costs.
Arguments against a decrease in employee morale
• flexibility;
• lower benefit costs;
• instant staff;
• lower overall staffing costs;
• rapid availability of workers;
• no severance costs;
• prescreening; and
access to additional skills
Advantages of Temporary Working
The advantage of temporary workers to the organizations can provide greater flexibility because the number employed can vary to take account of changes in demand for the product or service. Temporary workers can also provide cover for permanent staff on holiday, maternity leave or sick leave. The organization can continuing their productivity without having problem
- Temporary employees can provide specialist skills to carry out specific projects
- Some businesses use temporary fixed term contracts as a screening device for potential recruits to the permanent workforce
1. Security created by employment contract
Employees morale can be enhance due to the sense of security created by the mutual understanding in the employment contract.
. Freedom / Independent Contractor
Workers enjoy a feeling not being employees of any employer. They are regarded as an Independent Contractor. By using different contract provisions, the parties may tailor the relationship to meet both, company's and employee's objectives,
. Clarity of contracts, customers and benefits
With a written contract, both parties to the contract are more clearly aware of both their respective rights and obligation.
4. Available talent in the labor pool
Laborer holds their strength via their talent to select an appropriate job for them selves.
5. Just-in-time talent
Inline with above statement, laborer can tentatively plans their move in placing the job market requirement.
6. Access with different types of talent
Employees can be cross-trained to become generalists or specialists in several areas. Employees with different types of talent can select and match the job due to their strength.
7. Can used for job try out
The duration of the employment relationship may be established so that each party may make future preparation. Workers can leave the job after contract finish.
Conclusion
Actually the employers can consider to leased or hire temporary workers especially during festival season or other occasion but they have to emphasize on several factors before hiring them.
There are several things a business should do if it is to make temporary working a successful part of its workforce planning
 Avoid using temporary contracts when the job is in reality permanent
 Consider the likely cost of using temporary workers compared to permanent workers
 Consult with managers to determine their views on the possible effects of employing temporary workers
 Agree proposals to use temporary workers with recognised trade unions
 Where temporary workers are recruited through an employment agency, contact several agencies to compare the services they provide, including their screening and testing methods
 Provide temporary workers or the employment agency with job descriptions and information on company benefits, rules and regulation
 Give temporary workers a written statement of the
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