Category: Employment

Social Media Should Not Be Used To Employ Or Discharge A Worker

Should social media be used to employ or discharge an employee? What is social media? Social media is a technology that facilitates the sharing of ideas, thoughts, photos, events, and information through the building of virtual networks and communities. What are some examples of different social media? Social Media can be broken into three different categories. Social networking ranking first, such as Facebook, Linked In, Google Plus (+), Twitter, and Tumblr (microblogging). The second category is photo-sharing through Instagram, Snapchat, and Pinterest. The last category being video sharing through YouTube, TikTok, Facebook Live, Periscope, and Vimeo. All these social media platforms are used by millions of people. Social media has changed the way we interact as a society and different technologies permit us to communicate more rapidly and to a larger crowd than anyone could ever dream of. Strangers who do not even know you personally can view your daily activities extremely easily because of social media. These strangers could possibly be potential employers seeking employees for unfilled positions. In today’s world, employers are viewing the profiles of many possible applicants’ to decide if they would like to hire or fire the employee. Social media should not be used to employ or discharge a worker because of unintentional bias, personal versus professional lives, and fabrication.

Social media should not be used to employ or discharge a worker because of unintentional bias. One of the most important considerations in employment decisions is compliance. (Bolsu, 2018) When searching online for an employee, it is extremely important to be alert to any bias or prejudice against a secured class. Probing for a candidate’s social media may not appear detrimental, but it is easy to inadvertently gain knowledge beyond what you were initially searching for. With all the information in which social media harbors, it can lead to implied bias. It is extremely important to get an unbiased first impression, and then, if needed, you can follow up based on what has come to your attention.

Social media should not be used to employ or discharge a worker because of their personal versus professional lives. “Back in 2005, 5 percent of American adults used at least one social media platform, according to findings from Pew Research. As of June 2019, 72 percent use social media.” (DeLoatch, 2019) When it comes to social media, employers must be careful that they do not make discriminatory hiring or firing decisions. Social media can be an incredibly positive tool. For example, there are a large number of people who share projects online, which allows you a good view of their body of work. In the hiring process, you can gather a lot of circumstantial information from a candidate’s online presence. The internet can be an amazing way to keep and exhibit your valuable work and portfolios. It is particularly important to facilitate a supportive and accepting culture. (Bolsu, 2018) Private is just that, private and public is public. All in all, the only thing that truly matters is if they can or cannot do the job.

Social media should not be used to employ or discharge a worker because of fabrication. “Social media works well in attracting candidates, but it can be a slippery slope if used to screen them during the hiring process.” Social media accounts should not be taken seriously because information can be disguised, misinterpreted, or fictitious. Some accounts are operated by hackers with someone else’s name, picture, and sometimes even their information. There are scammers who pretend to be someone through social media. There is no real standard on what behavior or post should be regarded as unacceptable by prospective employers. For example, a more conservative boss may take offense to a possible employee whose social media profiles suggest that likes to party and be free or wild when it comes to posting. On the other hand, a progressive hiring manager may not be concerned with someone’s online image as much as their direct work qualifications.

The Increase Of Illegal Immigrants In Malaysia

Immigrants are divided into two categories which are immigrants who come into a country with permission by using legal and valid documents and then there are also immigrants who come into a country without permission and any valid or legal documents. These types of people are called illegal immigrants. Illegal immigrants refer to people that migrate into a country illegally in search of a job or a continued residence of people without legal right to live in that country due to the violation of the immigration laws of that country. Malaysia has always become the source of income or a gold mine for these illegal immigrants. It is no longer new news for Malaysians. Most of these illegal immigrants came from Malaysia’s neighboring country especially Indonesia, Bangladesh, and Myanmar. The number of illegal immigrants keeps on increasing and became noticeable in the 1980s in Malaysia according to reliable sources found on the internet. Most media assume that they are over two million illegal immigrants here staying and working in Malaysia. They came to Malaysia to earn money so they can support themselves and their family back in their hometown. The increasing number of illegal immigrants flooding in Malaysia has been quite alarming and also has caused concern among the citizens and the country. This is because the increasing number of illegal immigrants that are staying and working in Malaysia will give a negative effect or impact on Malaysians whether politically, economically, and socially. The increasing number of illegal immigrants in Malaysia is due to various factors that drive their attraction to come to Malaysia.

The main reason for this scenario is the employment opportunities obtained in Malaysia. Countries such as Indonesia, Bangladesh, Myanmar, and the Philippines have a high population that the government is not able to manage the welfare of its people well. For example, the population of Indonesia is as much as 350 million and the unemployment rate is very high. This has caused most of the people in Indonesia are living a hard life and some of them even struggles to put food on their table each day for their families. Even though most of the citizens are well educated, most of them couldn’t even find or secure a job for themselves after completing their studies because of the limited job opportunity that the country has to offer. Not to mention the uneducated and illiterate citizens, they do not have the slightest opportunity to get a job. The slow economic development in their country has led to rising unemployment and poverty. These limited employment opportunities also provide low wage rates and this forces them to go to other countries to find jobs and they are willing to do any job as long as they are getting paid. Local employers also welcome them to because these illegal immigrants are usually getting paid lower salaries compared to local workers due to their status as illegal immigrants in the country. Most Malaysians refuse to work in these sectors that are considered burdensome for them such as agriculture, plantation, and construction. Malaysians are too picky about choosing their jobs or career and some of them are even willing to become unemployed for a long period of time, thus why all these illegal immigrants are the ones flooding in these types of sectors. Other than that, the increasing number of illegal immigrants migrating to Malaysia is because of the prosperity of the country. Malaysia is a peaceful and harmonious country. Malaysia is free from racial riots and wars compared to foreign countries where there are constant wars and riots in their countries. Malaysia practices the spirit of unity between the races. Although there are various races and religions in Malaysia no conflict occurs. Our country’s safety is the main attraction for these illegal immigrants to work here. Stable political and economic conditions guarantee the comfort of these illegal immigrants to migrate, stay and work here. Furthermore, Malaysia has never experienced natural disasters such as hurricanes and volcanoes. This disaster has occurred in foreign countries that threaten their lives. Therefore, to ensure their safety, illegal immigrants choose to migrate to Malaysia.

As Malaysia is a country surrounded by oceans, its overly coastal conditions cause limited control from the authorities. For example, along the west coast of Peninsular Malaysia is a landing area for foreign workers without a permit to work in Malaysia. They were able to come by boat to cross the country’s waters. The department tasked with controlling the influx of foreign workers is also still lacking enforcement to conduct patrols and raids. This situation has caused many foreign workers to enter our country illegally, freely without being detected. For example, most of the patrols carried out failed to find the foreign workers who largely made it into the Straits of Malacca a safe route to our country. Next, their culture and way of life are the same as Malaysians resulting in their desire to work abroad. Malaysians also have a culture that is not too different or similar to these illegal immigrants’ culture from their country of origin. Their culture and way of life in terms of food, clothing, tradition, and language contribute to the reasons they are able to stay in Malaysia while doing work as well as socializing with fellow Malaysians like their own families. They will also not feel isolated in Malaysia and they feel like they are staying and working in their own country of origin.

In an effort to curb the presence of illegal immigrants, the authorities should increase control and surveillance along the coasts and borders of Malaysia. The marine, immigration, and navy police must join forces and act in an integrated manner. These parties should be more active in tracking down places of encroachment to block the entry of illegal immigrants. They should conduct more frequent inspections in easily enclosed border areas. Such efforts will make it difficult for illegal immigrants to enter and reduce the number of illegal immigrants in our country. Next, the police also need to increase law enforcement in relation to foreign workers, especially those who enter without permission. Authorities should always monitor the masterminds and syndicates that manage the entry of these illegal immigrants. Those arrested should be given severe punishment including mandatory punishment such as giving them fines. These detained illegal immigrants should be subject to strict legal action so that they do not repeat the offense committed.

New Generation Employees & Motivation

Abstract

Motivated employees are a vital objective for any organization. Employee empowerment is an important motivational tool in the current scenario of New Gen employees. This paper talks about new generation employees and their motivation. The environment and conditions which help the New Gen employee with enriched enthusiasm, commitment and creativity is the buzz. Flexible and friendly working conditions boost their morale and create an environment for healthy working.

Human Resources Department’s duty is not just limited to formulating policies, but also creating an environment which truly translates the vision of the organization to reality and implement the mission.

Introduction

The employment landscape is changing every day. Technological change, artificial intelligence and big data are challenging the existing order of things. Motivating employees mean enabling the performers to do their best and obtain the desired results. Winning formula of any organization is “Performance through employees”. Employees’ motivation is always one of the greatest challenges faced by organizations, especially with new generation employees. The new generation employees are not fully motivated, lack of confidence in their leadership and feel that the old style loyalty bonds have broken down. Motivation can be built through clear communication and 100% transparency. Organization success purely depends on the employees who are positively motivated and having high level of commitment. Motivation and intelligent management of rewards provide the means.

Since India is a diverse country, workforce is also made up of persons from widely varied backgrounds. It is the primary responsibility of Organisations to undertake their commitment to the welfare / motivation of employees. Executing of motivational schemes is vital aspect in the present scenario to achieve balanced growth and development and the well-being of the employees as a whole. Organizations must abide by with respect to the dealing of their employees in reference to motivation / welfare implementation by HR and to bear productive work culture.

“To win the market place, you must first with the workplace” … Doug C Employees are core of any organisation. Without employees, no organization can function and prosper. The new gen employees’ imperatives have undergone remarkable changes in the new millennium. The liberalized economic environment brought drastic changes in business world.

New Gen Employees & Motivation

“In order to a rewarding employee experience, you need to understand what matters to your people” … Julie Bevacqua

Intrinsic Motivation

The self-generated factors influence employees to behave in a particular direction which includes responsibility, freedom to act, scope to use and develop skills and abilities, interesting and challenging work and opportunities for career advancement.

Extrinsic Motivation

This includes rewards such as hike in remuneration, compliment or promotion. The extrinsic motivations can have an immediate and powerful effect.

New Generation employees are millennial generation. They have different point of view when compared to their managers. They are grown up in the digital world with Smartphones, Facebook, and WhatsApp which moulded their views. They are most educated, knowledgebale and culturally diverse. They don’t like traditional hierarchies. This generation employees do not believe in spending their whole career at one or two companies, they want to move from one place to another. They do not want to be a part of traditional, outdated, top-down organizations.

Hence, organisations and HR Leaders should think about re-engineering the policies and talent philosophies so that new gen employees take ownership of their career and performance. Generally, employees are known for their strength and loyal to their organisations and managers. New gen employees are always a step ahead and they want to drive the organisation and lead the managers.

So, organisations should enable new gen employees to make more and bigger decisions and do constant review and feedback. One of the most critical stakeholders in organization is Managers. No matter what other structures and supports are in place, the Manager is key to individual engagement / motivation and is a substitute for management at the local level.

To increase managerial capability, organizations need to identify strengths of new gen employees and areas of opportunities. Best practices of great Managers will help the new gen employees to identify capabilities and drive results. HR Leaders need to build a leadership culture and keep young mangers at the forefront of leadership. The employees are better motivated, if their experience and compensations satisfy their social and psychological wants and needs along with the economic needs.

Organizations need to bring out the perspective of effectiveness of new gen employees. Empathy, integrity and mutual understanding play a key role in new gen employee motivation. If the Organisation and Managers care for new gen employees then they will care for productivity, quality and in time delivery effectively.

Reducing working hours is a wonderful way of motivating employees. Need to reduce working hours and develop off-hour recreation programs. Employees who play together, work together and motivated to work more hours not fewer hours. Organizations should adopt a continuous communication and consultation with new gen employees.

Conclusion

The cost accountants see wages and rewards merely as a cost. But cost-cutting lowers morale and motivation and hence productivity. Sooner or later it will impact negatively on the bottom line. High wages and high productivity leads to a lower total wage bill than a low-wage, low-productivity approach. Process of motivation and reward management is a link between pay and productivity. Here, we have to remember the slogan “Pay for contribution, do not pay for status”.

Happy employees are productive people. Organizational Happiness is the most important organizational metric. Martin Elias Pete Seligman’s theory of well-being (PERMA) measures employees’ happiness this has core elements of psychological wellbeing and happiness. The five elements are

References

1. The Essence of Personnel Management and Industrial Relations … Alan Cowling, Philip James
2. Personnel Management Practice ….. Michael Armstrong
3. Human Resource Policies & Procedures of different organizations
4. Martin Elias Pete Seligman’s theory of well-being (PERMA)

The Factors Of Employee Motivation At Work

Motivation is a key organizational concept that is a willingness to reach purposes actively without to be forced. The motivation refers to the external environment and interpersonal that drive enthusiasm and persistence to pursue a certain course of action of goal (Mbanje, 2019). The motivation process can be summarized as the diagram that there are some unsatisfied needs with much tension, as an effort when achieve them by finishing a series of intensities, directions, and persistence, the tension is reduced as same as feeling satisfied (Shrestha, 2019).

Employee motivation

There are a series of motivation theories that provide a border standpoint to managers about what motivates employees. One of the common theories is Maslow’s Hierarchy of Needs that proposed needs can be organized into a hierarchy that ranges from physiological needs to self – actualization needs.

Needs are the most dominate which refers to basic physical needs that drive people’s survival by air, water, food, and sleep. For instance, if someone feels very exhausted without sleeping for two days, adequate sleep is the first one to be thinking.

The physiological requirements are met, people would consider safety needs. Safety needs refer to protection and security such as a secure source of income, a peaceful living place, health, and well-being. After solving the problems of dressing warmly and ear one’s fill, they prefer to have a safe society without wars, criminals, murder and so on.

Both the physiological and the safety needs are satisfied, human being ready to acquire integration into social groups, find love and belongingness, and as a part of a group or community. That means people’s needs encompass both feel loved and love towards others. Vice versa, negative health, and well-being appeal when feeling isolated.

These basic needs have been fulfilled, esteem needs are important for an individual. People seek esteem from others which equals they need to be valued, respected and recognized by others. For example, as a student get good grades on the study, they want to obtain the appreciation from parents and teachers. It would help them to develop self – confidence and higher purpose.

The highest level is self – actualization which reflects an individual’s desire to drive people realize personal needs (The Interaction Design Foundation, 2019). For example, when a person doesn’t need to care about the money, house and food, mostly he would choose to aspire psychological needs such as ability of art, music or knowledgeable. Maslow believed that if people want to meet self – actualization needs, they have to satisfy the previous needs firstly, but self – actualized individuals are not only focused on internal gain, they also appreciate the benefits that affect others to improve the external environment by solving problems.

Motivating Employees At Work

Managers must recognize individual differences among individuals

Individual differ from each other is a universal fact. So individual differences play a main role in how employees handle workplace stress and effect workplace culture and dynamics. When the managers make employees accept diverse cultures from several countries, the work environment in harmony and communicate that promote the development of organizational goals. No doubt, it is an important and difficult task for managers that they sometimes need to deal with arguments, disagreements, and even open conflict (Harvard Business Review, 2019). When the organization’s differences occur, managers always feel troubled, so that, the first thing of managers is self – adjust his emotions and find the best solutions. Moreover, managers have to observe employee’s pressure due to employees might appraised the stressful situations in external ways. For example, one employee who is in divorce with bad state even have a negative impact on the work. The manager notice the, talk to her timely and help her to adjust the situation quickly. Finally, the consequence might be harder to work than before. Organizations can aim not just to address the stressors themselves, but also help employees to deal with any potential negative emotional cycle.

Match employees to jobs

Make employees fit to their jobs can improve work productivity, reduce any potential inequality and contribute to economic growth (Warwick.ac.uk, 2019). So how we distribute appropriate jobs to every employee? It is job satisfaction. The managers should examine an employee’s strengths, needs, experience, the requirements and work environment. When there are at least two interests match, the employee and organization experience a good job fit.

Use goals and feedback

Managers can use S.M.A.R.T goals to motivate employees to perform better and collect the feedback to promote different aspects. S.M.A.R.T goals are classified with Specific, Measurable, Achievable, Relevant and Time – bound that ensure the goals are attainable.

Specific means make sure the goals are focused and identify a tangible outcome by some questions such as, who is responsible for it? what steps should be taken to achieve (Anon, 2019)? It helps the managers to identify what resources the goals would be leveraged. Without the specifics, goals most likely run the risk of being too vague to achieve.

Measurable is important due to it is quantifying goals that help managers to evaluate the achievements and progress to highlights how much or how many to achieve the purpose line. For instance, a new app needs 5,000 users to maintain the cost and collect enough data to accomplish the app.

When the team already established the objectives, it should be given a serious check at this stage. That means the goals should be challenging, but still reasonable to achieve. To consider any conditions or limitations might impede the accomplishment of the goals. For example, a team ready to advertise on all platforms but at this point, they found it is the workload. In consequence, they decided to give up and concentrate three most prominent platforms.

Relevant stage means to evaluate the importance of the goal and make sure what the key benefit is worthwhile to the whole group. Determining the compare result if it is aligned to the team value and it is a priority focus for the team.

Every goal needs a target deadline that encourages the team to finish the small goals at the regulated time-bound. It motivates the team to apply the focus and regulation necessary to achieve it.

Make sure employees perceive the set goals as achievable

As the managers of a team, it’s important to help employees establish and achieve their goals. If failure to met team goals might have a negative consequence such as perception leading to low or no effort with morale reduction to managers, employees as well as the team. The managers should balance the involvement with every employee and make sure them feel confident and perceive achievable goals.

Link reward to employee performance

When the employee get a higher result than other colleagues between the same team, rewards with good performance always can motivate employees to work hard by providing a psychological rewards and financial benefit.

Conclusion

Motivate the employees mainly concentrated the personal ability to decide to use different methods, for some employees, they just work due to the interest because they like this kind of work, give them a fit job can be the first step to encourage. Another kind of employees, they prefer the acceptance about their value, so that oral praise and reward can motivate them when they have a good performance. All of above have to depend on the observe of every employees.

Business Research: Modern Effects of Industrialization on Employees’ Health/ Stress/ Employability

1. Introduction

The revolution of the industry from agro based to industrial sector is said to be industrialization (Chappelow, 2019). As the immense need of revolution in the planet, the growth of industrialization has begun from 18th-19th century. The urbanization and industrialization goes hand in hand as the growth of industrialization persuaded people to shift from rural place to urban area. Industrialization has improved the quality of human life, progressed in technologies, provided employment opportunities, increased in financial investment, given rise to productivity and so on. In a nutshell, industrialization has improved overall economy of the world (Herbst, 2004).

However, the adverse effects of industrialization win over the advantages because the impacts are trigger as well as wide spread to the environment and the creatures including human and non-human. The negative results of industrial revolution are not limited to increment in the pollution and degradation of the ecological systems, Green- house effect, ozone layer depletion, and global warming. Industrialization has directly and indirectly affected human health including general people and the employees who are the part of industrial revolution process (Berntson, 2008). Some state that the industrialization has granted employees with a wide range of opportunities and benefits like flexibility in work, welfare facilities etc. Machines are replacing the positions of low-skilled labors which provide them an opportunity to get educated for the skilled positions and add value to the economy. While others argue that, industrialization has brought upon accidental costs such as greater work intensification, partition from the relatives and family and the everyday hustle and bustle haphazardly leading employees to attract social tension, stress and poor health condition. Further, the high competition and increase in the number of skilled human resource is challenging the employability (Saunders, 2012).

This topic is considered to be important because many of the surveys conducted in different nations depict that almost 80% of the employees feel stressed at work which proves that the workplace stress is on the rise. Therefore, there is an extreme requirement to find out root cause for employees to suffer from stress and poor health, as well as at what scale the employees are facing these problems so that we can come up with some ideas and solutions that might be beneficial in redeeming and rectifying these problems faced by employees which might be crucial for any organization to be aware of, if it wants to have a stress-free, productive and highly motivated workforce for the better economy and healthy society (Quinlan, Mar 1, 2015). We will focus on the negative effects that industrialization has brought on employees’ health, stress and employability.

2. Research Question

The following questions will guide our study:

1. What are the major modern effects of industrialization on employees’ health?
2. What are the major factors for causing high stress and severe health issues on employees in the organizations?
3. How do employees cope up with stress and work related health issues?

3. Literature Review

It has been examined, over 40 countries for 40 years from 1970 onwards, about the workforce intensity of industrialization. According to their findings, there is a very low positive connection between industrialization and the per capita income. However, they have found no reasonable relationship among industrialization and income inequality (Sen, 2015). This examination points out on impacts of unemployment and working situations which have been under explored despite the way that this procedure is across the board in the industrialized world, is probably going to impact on affect wellbeing, and has influenced and keeps on affecting numerous laborers (Aleck S Ostry, 2001).

It has been written in the “Employment Rights In An Era Of Individualized Employment” where Anderson explains about relationship of the employment, changing surroundings, contract based employment, statutory intervention and their effects on individualized employment (Anderson, 2007). Focus has been given in this study towards the failure of the industrialization due to certain factors such as unstable government, unskilled labors, inefficiency of workers, frequent change of location (Masoom, 2015).

“Work is about a search for daily meaning as well as daily break, for recognition as well as cash, for astonishment rather than torpor, in short, for a sort of life rather than a Monday through Friday sort of dying” (Paul Litchfield, 2016).

It’s been stated that Clinical depression is a major workplace health issue. Employers are beginning to recognize its implications for productivity and, fortunately, there are effective treatment which lead to positive long-term results (Balducci, 2018). Stress-preventive competencies factor was related to employees wellbeing though the psychological work environment only when the latter was operationalized by means of contextual work factors (Kevin Daniels, 2017). Employees are not affected by wellbeing related to stress but Supervisor affective well-being was related to their stress-preventive competencies.

It’s been stated through his study on employees at GPHA, Taroradi that stress has very strong negative effects on productivity level of workers. Moreover, when their company neglected the issue, the dissatisfaction among the employees grew more and led to further declined productivity (Dwamena, 2012).

4. Methodology

Research design and methodology explain various procedures, instruments, methods and strategies that will be employed to collect and analyze the data in order to find out solutions to the aimed research questions.

4.1 Research plan and design

Research design is the blueprint which is shaped to obtain solutions to the research questions. Basically, we will be using descriptive research design along with several surveys on employees working in different organizations. Descriptive design has benefit of generating precise representation of features of the particular situation in an accurate and systematic manner. Research philosophy is interpretive for this research as the modern effect of industrialization on employee’s health, stress and employability should be interpreted from the data available from market and examples from the different cases. Further, secondary data that has already been published in newspaper, journal articles, and books may also guide us to accomplish our goal.

4.2 Research approach:

Deductive approach is applicable in this research. The market data and case study examples will be used to deduce the overall relationship between industrialization and employee’s health, stress and employability.

4.3 Research Strategy

The research strategy applicable in this case is the case study of Woolworths Supermarket. Woolworths has used modern technology in the business which might have several effects on employee satisfaction. Therefore, this strategy will be used by considering the specific situation and analyzing the modern effects of industrialization on employee’s satisfaction.

4.4 Sampling procedure

For this particular research project, we have selected simple random sampling. Simple random sampling is one of the most popular as well as the trendy research analysis procedure because even the complicated sampling methodologies can be derived from it. In this sampling, a small portion of sample will be taken out from a huge population size and the data taken from that sample is expected to reflect the nature of whole population.

4.5 Sampling unit

Initially, some of the companies will be randomly selected from hospitality and retail industries because they have the highest employee turnover in 2018, since the information will help us to find out the link between employee turnover and job related stress. Further, we will try to create an environment to induce an interview session with some of our classmates who are working in these fields and record their individual experience in the job.

5. TimeLine and Plan

It would be longitudinal because we need to collect data from extended period of time and the practice in organization of industrialization.

Activities Number of weeks

Wk 1 Wk2 Wk3 Wk4 Wk5 Wk6 Wk7 Wk8 Wk9 Wk10 Wk11 Wk12

Formulated a group

Generated ideas for topic selection and assigning tasks to each members

Started data collection, analysis, designing, and presented proposal to colleagues

Consulted with teacher for proper suggestions and correction

Final submission of 1st assignment

Preparing for 2nd assignment i.e. literature review by searching, reading, locating, summarizing and generating ideas.

Submitting 2nd merged assignment

Working on 3rd assignment which is research design and methodology with the help of research paradigm.

Submission of 3rd assignment

Reflective journal preparation individually.

Ensuring that every parts are in chronological order

Submission of final assignment

6. Conclusion

The crux of this research will be to address what causes employees to stress out at work, what kind of negative impacts employees will face in their health due to industrialization, employee-employer relationship after degradation on employee’s health, the responsibilities of employer to try their best to solve this issue in their workplace and ultimately the remedies that can be beneficial to not fully eradicate but minimize the problems faced by employees in their workplace. Recent study on what the stressful workplace does to an employee’s health showed that employees are prone to coronary ailments like back pain, thyroid fluctuations, hormonal imbalance, MI etc. This research is expected to be like a tip of an iceberg for the actual issues involved.

7. Reference

1. Aleck S Ostry, R. H. S. K. P. D. K. T. a. C. H., 2001. Effects of de-industrialization on unemployment, re-employment, and work conditions in a manufacturing workforce. BMC Public Healthvolume 1, Article number: 15.
2. Anderson, G., 2007. EMPLOYMENT RIGHTS IN AN ERA OF INDIVISUALIZED EMPLOYMENT. New Zealand: Research Gate.
3. Balducci, S. T. a. C., 2018. Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation. International Journal of Environmental Research and Public Health.
4. Berntson, E., 2008. Employability perceptions: Nature, determinants, and implications for health and well-being, Stockholm: Psykologiska institutionen.
5. Chappelow, J., 2019. Economics.[Accessed 02 August 2019].
6. Dwamena, M. A., 2012. STRESS AND ITS EFFECTS ON EMPLOYEES.
7. Herbst, D. C. a. F. J., 2004. Business Research. New York: Juta Academic.
8. Kevin Daniels, D. W. a. C. G., 2017. Well-Being and the Social Environment of Work: A Systematic Review of Intervention Studies. International Journal of Environmental Research and Public Health.
9. Masoom, M., 2015. Induatrial Sickness. Pakistan: The Economic Survey of Pakistan.
10. Paul Litchfield, C. C. C. H. a. P. W., 2016. Work and Wellbeing in the 21st Century. International Journal of Environmental Research and Public Health.
11. Quinlan, C. a. W. Z., Mar 1, 2015. Business Research Methods. s.l.:Cengage Learning.
12. Saunders, M. L. P. a. T. A., 2012. Research Methods for Business Students. s.l.:Pearson; 6 edition (2012).
13. Sen, P.-c. A. a. K., 2015. Industrialisation, Employment and Poverty. Working Papers in Trade and Development.

Definition of Bad News and Its Impact on Employment Relationship: Analytical Essay

Part 01- Literature review

In this section, at first, we give the definition of bad news and its impact on the employment relationship. Secondly, we describe the process of delivering bad news. Finally, we analyze the delivery of bad news. The delivery of bad news is very difficult in organisation. The people who deliver the bad news may be threatened by the victim (DFTB, 2017). The bad news in corporations’ is related with poor performance, customer complaints and termination etc. The manager should take care when they deliver the bad news because it is an emotional matter. The manager should deliver bad news in such way which doesn’t affect the employee and management relationship. The manager should plan and organise the bad news for delivering which doesn’t affect the organisation’s performance. Otherwise, the poor delivery of bad news may affect the performance and enhances the employee dissatisfaction rate.

Theoretical definition of bad news

The definition of bad news is understood by the perspectives of psychology, medical practitioners, and sociologist. Baumeister and Vohs (2001), they tried to conduct research how people respond both bad events and good events. Good events are positively taken such as pleasant, desirable, and beneficial outcomes. Bad events are oppositely unpleasant, undesirable, and harmful (Gilmore, 2012). They also construct the definition of bad news from different two approaches. First approach is focused on negative news which is accepted as bad news generally. For example, negative performance feedback, termination and job layoff are always considered as bad news. Second approach of bad news is asked the participants for defining the bad news. It is related to qualitative research studies such as request refusal; blame management and bad news managed by supervisors. The researchers conducted the case study based on professionals’ perceptions gives different definitions (Bies, 2012). From the perspective of doctor, bad news has changed the expectation of the future. They can’t expect that bad news is affected the patient’s health so badly. Another approach from behavioral, cognitive and emotional, bad news is sustained after receiving the news. Experts said that bad news is persistent in brain sometimes after receiving the news. When a certain time went, a man took the bad news easily. Bad news is negatively affected the personal and professional life of an individual. Experts said that the effect of bad news is higher than good news. The bad news is affected five times more than good news. People overestimated the effect of bad news than good news. Bad news wears off slowly than good news. People remembered the bad events large time than good events. Overall, it is found that bad events are highly affected the performance of individuals.

Impact of bad news on the employment relationship

It is observed that impact of bad news is negatively affected the performance of employees. When an employee gets bad news about their job, it discourages them to work ineffectively. Bad news also deteriorates the relationship between employee and employer (Cutler, 2018). An employee has less confidence on the employer, and they generate a negative impression about the employer. When the leader of an organization gives bad news like salary cut, promotions postpone and transfer; it affects the performance of individual employee negatively because they can’t give concentration on their task. It is also found after gets bad news mistake rising in working place. Overall, bad news has a negative impact on employment relations.

Process of delivering bad news

The effect of bad news depends on the process of delivery. When a manager can deliver the bad news in a friendly manner, it reduces the impact. On the other hand, a harsh message of bad events may increase the impact on performance. McClenaghan and Lofland (1976) made the distinctions of bad news in two approaches. One who has delivered the bad news in personal life is called an amateur (McClenaghan and Lofland, 1976). In contrast, one who has delivered the bad news in occupation is called a professional. Amateur is delivered bad news without any formality. They said that you failed in the exam. But professionals should maintain formality for delivering the bad news; they should understand the emotion and magnitude of the receiver (Lepore, 2012). Sometimes they used the formal written letter for providing bad news. They should always emphasize on the magnitude of employee. US Marshal delivered the bad news in three ways such as preparing, delivering and shoring. Preparing stage, people should ensure about bad news. In delivery stage, they should deliver the actual news to the receiver. In the shoring stage, sometimes the delivery may change the message based on needs and demand. Sometimes, it is very difficult to provide actual news (Amber, 2014). For example, when one knows about death of her colleague, she should not tell the colleague that your father is no more. In contrast, she can say that your father is sick and hospitalized so I think you should go now. This message is not directly harmed right now. This is the technique of delivering the message. One should be responsible for delivering the message. Clark and LaBeff (1982) found the same three processes of delivering the bad news such as preparing, delivery and transition. They should warn previously before delivering the bad news (van Zuilen, Caralis and Granville, 2013). One should not give bad news directly. In the preparation phase, the manager should give advance warning, create paper trail, provide an opportunity for voice, create a disclaimer, and give rehearsal. In the delivery phase, the leader should create timing of delivery, medium of delivery, face management, and truth-telling etc. In final stage of transition, they should engage in public relations, scapegoats, and appeal procedures.

Analyzing the delivery of bad news

Researchers argued that bad news has strategic functions analysis. There are different primary and secondary functions affected which are described below.

Performance correction: It analyses that bad news helps to correct the performance. When an employee gets information about their poor performance, they improve their performance for avoiding punishment.

Blame management: Many employees pass their responsibility shoulders of another. They don’t take any negative responsibility (Shaw, Dunn, and Heinrich, 2012). Negative feedback reduces blame management. They can’t give blame to another.

Commitment and support: When employees get negative feedback from management, they are committed to their job because they are fired for consequently poor performance. They support the organization to achieve the organization’s goal and objectives.

Self-management: Employees can’t ignore their mistakes because a manager monitors the activity (Legg and Sweeny, 2015). Managers should concern about bad news when they are positioned in the employee. They should provide softly.

Qualitative methodology

The qualitative methodology focuses on charter, attitudes, and behavior of respondents. The researcher collects data for deep understanding of individual emotion, feelings, and attitudes. There are two approaches of qualitative research such as inductive and deductive research approach. Inductive research approach focuses on established theory. It only proves the established theory from a case study. On the other hand, the deductive research approach is more appropriate when a researcher wants to find out new relationships and theory. Experimental research follows the deductive research approach. In the previous research part 1, a researcher used the qualitative research method and deductive research approach because it is focused on case study and qualitative data. There are two research philosophies such as interpretivism and positivism. Interpretivism emphasizes on qualitative data, small sample, and systematic procedures. In contrast, positivism focuses on quantitative data, large sample, and unsystematic techniques. Ontology philosophy refers to the study of concept such as existence, being and reality (Bell, Bryman, and Harley, 2019). It considers the question of how entities are categorized and groups into the fundamental level. Epistemology philosophy refers to the study of knowledge, origin, scope, nature, and rationality. In part 1, we use the epistemology philosophy for hospital.

Qualitative data collection techniques

A researcher should collect data by following appropriate techniques because it enhances the data quality and reliability. Accurate data gives accurate research outcomes, and it enhances the credibility of research (Saunders, Saunders and Spradlin, 2017). There are different approaches of qualitative data collection such as semi-structured interviews, unstructured interviews, and focus group and diary studies. Semi structure interview means that a researcher takes appoint from the respondent and prepare the question for interview (Lemon, 2017). An unstructured interview refers to the random question without any selected question. Focus group is conducted when the respondents are illiterate and village people. The researcher asks certain questions on topic. In diary study, a researcher writes everything which they see or listen from respondents. In part 1, a researcher should use a semi-structured data collection procedure because it gives the opportunity to ask formal and informal question. They get accurate information from managers. This helps us to know the performance of hospital where I work.

Target population and sample

A researcher should select the target respondents and population for conducting research. They should take decision who is the target population for research. The target population is selected based on research objectives and aims. The research objective is how a leader should deliver the bad news to the employee without destroying the employee and management relationship. In this perspective, the researcher should select the manager, supervisor, and employee of organization for target population (Speight Vaughn, 2019). The researcher should also choose sample size for research which is the representative of population. The sample size should be 30- 50 because qualitative research takes small sample size.

Potential access and ethical issues

A researcher should not act in a way that is harmful for individuals and organizations. The researcher should take permission before takes information. They can also take appointments for data collection. They should disclose any personal information which may affect the personal life of respondent (Velip, 2018). The researcher should not disclose the name of participant to the public. They should ensure confidentiality about information. They should disclose the objective of research to the participant before takes information. The researchers have not right to use any vital and confidential information of organisation.

References

1. Bies, R.J. (2012). The Delivery of Bad News in Organisations. Journal of Management, 39(1), pp.136-162.
2. DFTB, D. (2017). Breaking Very Bad News At DFTB17. Don’t Forget The Bubbles.
3. Lemon, L. (2017). Applying a Mindfulness Practice to Qualitative Data Collection. The Qualitative Report.
4. Lepore, A. (2012). New Research Methods of Business History. SSRN Electronic Journal.
5. McClenaghan, L. and Lofland, J. (1976). Bearing Bad News. Sociology of Work and Occupations, 3(3), pp.251-272.
6. Shaw, J., Dunn, S. and Heinrich, P. (2012). Managing the delivery of bad news: An in-depth analysis of doctors’ delivery style. Patient Education and Counseling, 87(2), pp.186-192.
7. Speight Vaughn, M. (2019). Black Epistemologies and Blues Methodology: Engaging Liminal Ontological Space in Qualitative Research. Qualitative Inquiry, p.107780041988330.
8. Velip, P.K. (2018). Ethical Issues in Research Writing. International Journal of Trend in Scientific Research and Development, Volume-2(Issue-5), pp.2429-2432.
9. Amber, K.T. (2014). If Students Cannot Deliver Bad News, They Should Not Be the First to See Patients Awaiting Bad News. Academic Medicine, 89(1), p.9.
10. Bell, E., Bryman, A. and Harley, B. (2019). Business Research Methods. 5th ed. Oxford: Oxford University Press.
11. Cutler, D.M. (2018). The Good and Bad News of Health Care Employment. JAMA, 319(8), p.758.
12. Gilmore, T. (2012). Reflections on Giving Bad News. Academic Emergency Medicine, 19(3), pp.356-358.
13. Legg, A.M. and Sweeny, K. (2015). Blended news delivery in healthcare: a framework for injecting good news into bad news conversations. Health Psychology Review, 9(4), pp.452-468.
14. Saunders, K.J., Saunders, R.R., and Spradlin, J.E. (2017). Current issues in stimulus class research. Pharmacology Biochemistry and Behaviour, 39(1), p.227.
15. van Zuilen, M., Caralis, P. and Granville, L. (2013). Breaking Bad News: A Small Group Session Teaching Communication Skills for Delivering Bad News. MedEdPORTAL Publications.

Globalization and Its Effects on Employment

Globalization is the higher integration, cooperation, togetherness of various nations in numerous fields like defense, trade, business, politics etc. It is the strong interconnection between nations all over the world. Globalization also works in other various essential elements like competitively priced, social and environmental etc. If we speak about economic globalization, it deals with the increasing drift of products and offerings cooperation between economies. It added rapid and unbelievable changes to the life of people. Globalization has affected life styles and brought changes in wages almost everywhere around the globe. For example, many jobs in America have moved foreign places, due to the fact that even growing countries now can afford to produce what only superpower America produced a few 20 years ago. The structural progression of the global economy today and its outcomes at the U.S. Economy mean that, for the first time, development and employment within the United States are beginning to swing over. At the identical time, many task events in the United States are transferring far away from the sectors which are dealing with high increase and to those which might be experiencing much less boom. The chief emerging economies are getting more competitive in areas in which the U.S. Financial system has historically been dominant. For instance, in design and creation of semiconductors, pharmaceuticals, and IT offerings. The adjustments in enterprise marketplace, change and so on have absolutely introduced the complete international system under one umbrella. Here we are going to speak how globalization is impacting employment and employability.

As the world is making present-day improvements politically, economically and socially as consequence globalization is reworking everyday ordinary life of every single character on earth. Globalization is making a large alternate in the neighborhood and regional cultures and traditions of human beings. It is thus unifying these types of in one global and worldwide identity and creating a uniformed society that can work together as one. There has been an exchange of talks, goods and assistance, cultural cooperative moves which could assist to bring up a properly related society. If we speak about the human useful resource, this globalization force has made big modifications to in shape the requirements of the modern-day global workforce. Due to unequal opportunities of employment or lack of employment, human beings from developing nations going to advanced ones to get profitable careers. Globalization has also added a robust competition in the employment sectors of developed countries. There has been a boom in process insecurity, as the employers search for the maximum certified manpower under them. This results in less-permanent jobs and declination of tenure of security. Jobs also are reshaping as more part-time and informal jobs are available all over the globe. Part-time jobs are in rich call for due to the fact on the whole humans do a couple of jobs at the equal time. And casual jobs also help people to alter their time and does work consistent with excellent viable availability. These jobs are very accessible for human beings and easy to control their time table. Globalization has transformed the lifestyle in developing countries by implementing westernization on the whole system. Western countries like U.S.A have almost dominated social media platforms with Facebook, Instagram to connect with the young blood of developing nation. Every youngster follows western rules, ethics, and styles to make a strong impression on their audience. These social media platforms also provided jobs to people in the form of digital marketing, influence marketing etc. So, these are the innovative modifications in the process zone. Globalization is indirectly affecting humans of developing nations like India because foreign companies are obtaining large contracts and initiatives at a huge level and making lump sum earnings for their domestic countries and for themselves. These foreign agencies aren’t giving that a whole lot of employment in rural India and the agricultural human beings live unemployed. Even the domestic organizations aren’t giving tough competition to these overseas companies. Globalization has significantly affected the existence of rural ladies in growing economies like India and Bangladesh. Rural girls are suffering even after the enlargement of corporate empires in rural regions. According to the World improvement Indicators, “women contribute 1/3 of the world’s working hours, helps to provide half of the sector’s food, and even then, violence and torturing are common” (RAHMAN, M., 2013, MAY 8). The second factor is that the globalization is affecting the shape of jobs, i.e. distribution of jobs across monetary activities. Some jobs connected to sure monetary sports might also have a tendency to vanish, while others are a gift. Thirdly the much less professional worker in advanced nations is facing problems due to stagnating revenues and competition from the worker from growing kingdom. There is also another facet of the coin which states that in India, open marketplace rules have significantly expanded the general gross domestic product (GDP) of the country. The beginning up of the Indian market to foreign direct investments (FDI) and FII has certainly helped to be the quickest growing economies in the international market. The wake of globalization turned into felt here in the early Nineties when government Minister Manmohan Singh initiated the open marketplace regulations. This caused the main development within the GDP and also the exports enhanced substantially. The appropriate increase in Indian Information Technology (IT), Indian Service Industry and the Indian BPO Sector took India GDP boom fee to around 6% by way of 2003. After 2004, the GDP boom price reached 8.5%. In the 1/3 sector of 2010, the GDP boom high and reached around 8.9% (Essays, UK, November 2018). Apart from this, it slowly gave rise to the customer marketplace where the marketplace adjustments have been dependent on the call for supply chains. In fact, the expansion in demand delivered a positive exchange and additionally, the supply too commenced growing. As supply is directly linked with employment, more supply brought about more manufacturing that caused extra employment through the years. Globalization has additionally expanded the graph of consumer markets. There has been a sprawling enlargement of industrial segments catering to numerous wishes of consumers. The creation of a wide range of business sector resulted inside the financial improvement of developing countries on one hand and inside the high demand for the first-class workforce on the alternative. Almost all of the groups want greater skilled employees in their manufacturing homes which extensively boom the opposition among workers and laborers. This in flip, spearheaded the employment possibilities for the people at numerous industries. To cope up with all of this, there have to be an introduction of technical and control education that would put together applicants to be suitable to take in the various roles inside the company world. The increase of the employment opportunities isn’t handiest visible inside the organized sectors however is likewise determined in the unorganized and allied sectors as well. Like jobs in R&D are often seemed as most important. R&D jobs have their hyperlink to innovation and transformation. In advanced countries due to monetary globalization, many organizations are moving their R&D enterprises in foreign spots to get in the direction of crucial markets. Some of them are also moving their production activities accessible. So, it’s miles a non-stop float of agencies and industries to transport their base to evolved international locations which automatically ruin the roles of workers. All these tremendous developing fields robotically revolutionized the life of humans. Now that specialize in disastrous outcomes of globalization on multinational groups. As we realize that multinational companies offer their products and services in many nations and a number of them use offerings which are provided remote places to lower their costs. Factors like outsourcing services, employee’s rights, interdependent economies and decline in wages are some of the simple reasons that are affecting the large MNC’s. Outsourcing services facilitate in inexpensive labor available in the foreign area but give less manage on the first-class of provider, shipping expenses etc. In brief, outsourcing services boom universal expenses including language barriers at the place of business. Secondly, labor laws in some rising international locations aren’t in legal shape. This can give an area to the enterprise to spend less on the safety of laborers. Some organizations are also involved in child labor due to the fact there may be no labor safety law. This ends in exploitation and bullying of laborers which immediately harms the photograph of the company within the entire global (Smith, Wendy, 2018, October 20). Next is the interdependent nature of global economies on every other. Suppose if the economy of the home country collapses and then again foreign businesses are investing in home agencies, soon it will in a roundabout way affect the financial system of the foreign united states of America.

Now after discussing negative factors of globalization on employees, globalization also has a few superb effects at the life of people and laborers. As we understand nations opt to get international for the improvement in their worldwide agencies. The demand for products and services is steadily increasing which directly ends in the increase in production web sites in different nations. It generated employment within the targeted nations and rose earning of the people and their living requirements. Globalization has additionally made people more socially aware and gets acquainted with their social and legal rights (Danev, Nikolay, 2017, September 26). The call for items has been increased steadily and groups have extended their wings and manufacturing sectors to other nations, which helped to growth income, raised widespread of dwelling because of employment which might be increasing around the world, for example, due to the business interest of business interest from different countries who helped establish manufacturing facilities in their countries and who helped people get jobs, and also helped China increase the profits of the splendor center that people or even every Asian nation managed to increase employment and multiply employees’ wages. Globalization also helped to create the European Union with 27 European countries with unified economies and free moment rules and even humans from those European countries can tour freely to any area within the company for folks that desire to benefit a career in expert jobs and even encouraged employees to are trying to find excessive income. Through globalization, communique has also stepped forward around the sector, which helped employees to attain consciousness about their rights and obligations, even offerings like media and the internet gives to recognize approximately their felony and social liberties. Globalization also helped to benefit the gain of receiving schooling. Many human beings and employees are pursuing in schooling sports such as seminars, schooling applications and classes to a way to be extra employable. Economist Martin Carnoy from Stanford college indicated that globalization helped many young people to enroll in college for you to find a higher employment possibility (Carnoy, M. (2005). It furthermore helped workers and younger students to study greater multifaceted subjects like engineering, accounting, business management and others which helped to expand generation thru which many agencies have opened to provide service and generating the products through which numerous wide variety humans able to gain jobs in those sectors and which reduced an unemployment rate. There also negative consequences of globalization to employees in both evolved and developing nations, as an instance if we take early 1990’s, US accounted 30 percentage of producing output where China produced handiest for five percentage however because of speedy development in globalization today that position has absolutely reversed now in which China produce 25% of producing but US produces most effective 15% of output. Due to the differences in labor price among both nations cause this transition because any forms of manufacturing goods especially require low professional labor to provide goods like phones, shoes, electronic gadgets, garments, motors and etc. The wages given to those employees are very low in growing nations compared to developed international locations and those products may be produced, dispensed to other nations affordably close by and even the uncooked materials required to supply these goods can found in those countries for extremely reasonably-priced, so this is the principal purpose which triggered big scale switch within the location of manufacturing goods from developed international locations to growing countries, due to this many low professional people in America have lost their jobs and in the latest studies they have anticipated that without the upward push in Chinese imports there could be greater jobs for human beings around 560000 jobs or even this resulted in terrible impact on annual profits. But financial system theory predicts said because of globalization and with multiplied global alternate America has a advantages as provider inclusive of professional offerings which require excessive skilled labors by way of this they each can spend greater income on shopping for goods and services from every different nation, although it has affected the humans with low skilled labors from losing their jobs to becoming unemployed and they are unable to find a process due to the dearth of competencies which require to perform in professional jobs. Even this globalization has affected youngsters in developing countries as they’re getting used as reasonably-priced labor. For example, in masks studies he found that because of change liberalization, the export sector has been elevated the kid labor also multiplied. In 1996 report stated that child labor has been occurring in countries like China, India and Pakistan. Especially this record targeted on Pakistan wherein those children were been used to make football balls, wherein faculty youngsters aged between 10 to 14 have been used however in some instances there are 5 years of age kids also are lured into this. In which those children have been used to work as part-time after their faculty hours and a few kids had been worked full time and that they used to paintings more than 11 hours to stitch those balls and in addition they found that located that paid them most effective 10 to 20 Pakistani rupees approximately round 0.50 greenbacks to 0. Seventy-five greenbacks consistent with ball that’s even lesser than 1 dollar (1 US dollar = forty rupees in 1996). After that many corporations and nations have taken measures to forestall the usage of child labor however nonetheless child labors are still utilized in various growing and below-evolved countries, which affected many kids from obtaining fundamental lifestyles wishes that are their rights at a very young age. Due to globalization, businesses can shield the new employees from different corners, exclusive age human beings and distinctive gender from discrimination and to make sure everyone can accept every other. Even globalization helped corporations by using hiring people from local community in an effort to advantage perception into exceptional cultures, for example if we take McDonald’s examine their advertising and marketing in each in India and Australia we will see unique type of menu and meals and this helped McDonald’s to achieve Indian marketplace, later which helped them to open many branches all over India where they hired many number Indian humans as their employees so one can maintain commercial enterprise which helped plenty humans to benefit jobs on this organization. Many jobs like translator jobs additionally created so that you can help among humans due to language variations through translating messages or texts. Due to extra overseas agencies are rising nowadays the human beings hired in translation jobs are created and employed and because of interpretation filed which is likewise rising quickly. Computer services representatives are also increased now days because purchaser satisfaction given maximum priority in these enterprise international and when you consider that businesses are developing globally, they imposing the methods to services international and nearby customers with the aid of 24 hours and 7 days carrier by BPO(Business manner outsourcing) where India has become the main hub for BPO in which extra than 1 million humans are operating and extra than 500 agencies in India provide outsourcing jobs to greater than sixty six international locations through which 154 billion greenbacks has been generated and which contributes more than 7 consistent with cent of India’s GDP. The money which has been generated through can assist united states to expand and additionally may be used to reduce poverty by using growing greater opportunities to the residents. By growing this BPO helped corporations to live on in markets and additionally helped more people to benefit jobs in these sectors.

Globalization has strongly impacted the life of every individual on this earth. It has positive and negative aspects. Countries like India has boosted their Economies with FDI and expanding its trade by exporting goods, jewelry, etc. to foreign countries. Globalization has created more jobs in urban sectors but leaving behind rural one. Rural women still considered weak and under estimated. They get less pay rates which are not helping them to uplift their living standards. It has weakly helped in gender equality. It has implemented whole westernization in Asian countries like India and Pakistan which is slowly suppressing the regional languages, traditions and beliefs of these multicultural countries. Big R&D and other MNC’s are moving their base to developed nations and that lead to migration of thousands of job seekers to developed countries. That is bringing a growth gap between developing countries and developed ones. That is widely called brain drain.

Essay on the Impact of Automation on Employment

Automation is a process through which technology and applications are used to carry out the work efficiently and reliably instead of being carried out by humans manually (‘What is Automation?’, ISA, 2020). Automation helps to efficiently carry out repetitive task which otherwise needed to be done by human manually and by doing so automation helps to save time and cuts down the cost of production or project. The use of automation is diverse in today’s world from defense and information technology to manufacturing and transport (Strawn, 2016). Automation can be done in various form, be it robotics to software products which helps to increase productivity and also in cost and time management (‘What is Automation?’, Techopedia, 2020).

In 1946 the word ‘automation’ was first used in automobile industry while referring to increasing number of automatic devices and mechanic (Groover, 2019). With advancement in technologies now the use of automation has increased drastically. With the Industrial Revolution during 1800’s automation was used to increase productivity within the factory, for e.g. mechanized cotton spinning and machine to produce continuous sheets of paper which is called a Fourdrinier and it is still used till date (Strawn, 2017). Be it to create effective defense system during war or to increase productivity in a factory automation has played a big part in our history (‘A Brief History of Automation – Product Handling Concepts’, 2016).

It’s not unknown that automation has taken over a lot of jobs and as a result many people have been unemployed because of it but on the other hand automation is also creating new jobs. The question is if jobs created because of adaption of automation is more than the jobs lost to it and the job created is viable enough or not. For example, automation replaces job that was previously carried out manually by person and those people consists of majority of middle-class working people (Bowes et al., 1993). Now implementation of automation has created some jobs as well but to carry out those jobs you need to have certain qualification and skills that the people who lost their job might not have. As the technologies continues to advance and computers become more and more efficient and powerful it is more than likely that companies and industries will replace more and more people with computers because of its reliability and efficiency (Autor, 2015). The age of robotics has finally come as more and more country are investing and using robotics to different field of works from medicine to agriculture. One fine example of such is how UK is preparing strategy of £160 million for agritech. The focus of the strategy is to promote use of robotics application in the farm. The has been already few implementations of robotics in agriculture such as a robotic ladybird which is used to detect the pests present in the field to robotic rice planter which was made by Japan (Thompson & Dahling, 2019). Also, big business such as Amazon has implemented robotic solutions which was created by Kiva Systems to pick, pack and deliver any items that is ordered by costumers as a result they are able to provide fast services such as same day deliveries and such (Balch, 2020). If we divulge in detail about current impact of automation then we can say that it has had as much positive impact as negative impacts but we can say that in the future the implementation of automation is increasing rapidly with the development in artificial intelligence which has again pushed the development and implementation of automation through robotics and other technologies such as self-driving car (Weber, 2018).

In this essay I am going to address the issue of job automation and its impact on employment rate as well as if automation is really the future we are headed for, also debate the positive and negative impact of automation economically and socially and evaluate the both sides point of view regarding automation.

Issues Around Automation

Ocado which is British online based supermarket, has started testing robotic arm prototypes to save the production cost and increase their operating efficiency and revenue (Gray, 2017). As a result of Ocado adapting to robotics and machineries for automation many factory workers had lost their jobs although Ocado isn’t the only business to do so. Many businesses such as Amazon even hospitals and law firms have started depending on automations through bots and apps as a result cutting down on cost by hiring less people (Dodel & Mesch, 2020). Another issue is the fact that that automation although effective won’t be as impactful as humans when it comes to interaction. Amazon has started testing and using its drone delivery system, which is more efficient, but it might not be as much reliable as if a technical issue happens the drone might not even reach the destination. When it comes to automation data security is a big issue as if there is no person maintaining it then data breach might happen (Biggins, 2018).

Problem and Opportunities of Automation

According to a research report it suggests that around 35% of employees in UK are likely to lose their job to machines and other automations (Gray, 2017). Automations has been happening for a long time now but what’s different now is the rate that automation is happening and the capabilities that technological advances have brought for example augmented reality to artificial intelligence. One of the major problems is that the job replaced by machines in turn create new jobs but those jobs will require much more advance skill set then the lost ones so as a result the skills we learn from our schools will not be good enough so the education system will have to change to carter to the new jobs that’s being created out there. On the other hand, similarly, atomization can be form of opportunities as some jobs can’t ever be completely automized as a result the way of working might change according to how much of that work is automized but a worker will always be there to make sure the work is being carried out as it should be and operate the software or machines which helps to automize the jobs. Which means although people won’t lose their job but the way the work is carried out will change for better (Gray, 2017). Although it is said that with automation taking over the job new job will be formed but according to a Washington Post report there hasn’t been any new job created over the decade while the automation in a lot of working sectors is growing each year (Elkins, 2015). Other opportunity is the fact that the money saved by companies by adapting to automation can be spend back to the business providing best working conditions for the employees and increasing wages for their employee which will motivate them to work more efficiently and be more productive (‘Is Automation the Problem….Or the Solution?’, Ayehu, 2018).

Possible Solution Regarding Automation

Since the job automation will eventually create a divide as in people who have a lot of income and people who very little income. This will create an unbalanced economic society for this reason it is important to consider universal basic income for the future as people should be earning certain income or getting enough money to support themselves (Elkins, 2015). The other possible solution is actively researching and creating jobs that requires social and communications skills as human communications and social relationship can’t ever be replicated by machines or through automation (Agar, 2019). Retraining the current employees is another solution to jobs lost through automation. Providing training to use the current employees even after adaption of automaton can help tackle the issue of unemployment. This also saves businesses money as the people would already be aware of how everything works around in the business and all they have to get used to is using the automation tools that are provided (Ward, 2017).

Ethical Dilemmas of Automation

A major ethical concern is that if all the big business or fields that require manual labor start adapting to automation in form of machines or software then eventually there will be less and less need for manual job handling as a result employment rate will decrease gradually over the years (Torresen, 2018). Another ethical question is if the machines or software used for automation will make an ethical decision, for e.g. recently self-driving or automated vehicles are being tested and even used at some part of the world, but would that vehicle be able to make an ethical decision at a critical moment (McCulloch, 2019). The data collection through automated apps also raises issues regarding privacy as well as the scope of data breach. In the age of artificial intelligence which takes automation to the advanced level keeping the data collected secure is a problem within itself (Bossmann, 2016).

Conclusion

In summary, there are many issues revolving around automation and employment rate but at the same time it has yet to have a big impact as it’s still in growing phase and that there are still opportunities that job automation creates which if used effectively will help overcome the problem it creates of employment. We need more laws and regulation regarding to new technologies such as artificial intelligence which will be a big push towards more automation of the job not only to the middle-class factory workers but to also for the white-collar office workers. As unemployment rise there will be a big difference between working middle class people to higher and more skilled workers and to match those pay disparity, we should think about universal basic income for the future. In conclusion, the job automation is currently in rise, but we still have time to think and strategize possible solution to the problem to as when eventually the employment rate will go down significantly because of job automation.

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Education and Employment: An Essay on the Relationship Between Education Demand and Employment Supply

Most of the public discussion and literature about economic development and education generally, most especially employment and education, is based on two major economic processes. First, is the interaction between the politically responsive supplies and the demands that are economically motivated in determining the number of schools provided, who can access these places, and the kind of instruction given. Second, is the important difference between private and social costs and benefits of the different educational levels as well as the consequences of these differentials for the investment of education strategy.

The schooling an individual receives, though affected by countless nonmarket factors, is said to be mainly determined by the demand and supply, just like other services or commodities. However, due to the fact that in the less developed countries, most education is usually publicly provided, the demand determinants end up becoming more significant than the supply determinants.

Considering the demand side, the two major factors influencing the amount of desired schooling are: 1) the greater prospects of an educated student earning more through the modern-sector employment in the future (the private advantages of education for the family); 2) the costs of education, both indirect and direct, that must be born by a student or his or her family. Education demand is therefore in reality, a sort of derived demand for employment opportunities with high wages in the modern sector. Why this is so is because accessing these jobs is majorly based on the education of an individual. Most people (majorly the poor) in the less developed countries don’t demand education just for its noneconomic benefits, rather they do this because it is one sure way of securing employment in the modern sector. These derived benefits have to be weighed against reduction costs.

Considering the supply side, the number of school places at the different levels of education (primary, secondary, and tertiary), is largely determined by political processes, which are usually not related to the economic criteria. Due to the political pressure mounted all through the third world for school places having greater numbers, we can, therefore, for convenience say that the supply of these school places is largely dependent on the level of the educational expenditures of the government. In turn, these are influenced by the level of private demand for education

The demand to get educated is enough to qualify anyone to get a modern sector job, which seems to be determined by or related to the combined effect of the four variables below:

1. The income or wage differential. This has to do with the wage differential between modern sector jobs as well as those outside it (urban and rural self-employment, family farming, etc.), which we can simply refer to as the traditional sector. Gaining entrance into the modern-sector jobs initially has to do with the level of completed schooling, whereas the opportunities that earn income in the traditional sector don’t have fixed educational requirements. The larger this income differential between the traditional and modern sectors, the higher the education demand.
2. The probability of being successful while finding modern-sector employment. Any individual that successfully gets the required schooling to gain entrance into the labor market (modern-sector) has a very high chance of securing a well-paid job compared to someone that does not. It is clear that, if the rates of urban unemployment among the educated are increasing or if the number of secondary school graduates surpasses the available job openings which qualify a secondary graduate, then the need arises to make some adjustments to the actual wage differential, and rather speak about the expected income differential once again. Since the probability of being successful is inversely proportional to the rate of unemployment, we can then say that the education demand via the secondary level is inversely proportional to the current rates of unemployment among graduates of secondary school.
3. Education’s direct private costs. This is referring to the present out-of-pocket expenses while financing the education of a child. These expenses include books, school fees, clothing, and other related costs. Here, we should expect that the education demand would be inversely proportional to the direct costs, i.e. the more the school fees as well as associated costs, the lesser the demand for education. For those that are poor, the direct costs of primary schooling usually represent a serious financial constraint and burden. For example, in most parts of Africa, the average cost required to send a child to the primary school (excluding opportunity costs) is typically about 20% of the per capita income.
4. The opportunity or indirect costs of education. Investing in the education of a child goes beyond the out-of-pocket costs to get that education, most especially when that child gets to the age where he can start making some positive contributions to the income of the family. When this happens, for every passing year the child schools, he tends to forgo the money income that he or she could earn or the output produced in the family farm. It is important to include the education’s opportunity cost as a variable that’s affecting its demand. Normally, we expect this relationship between demand and opportunity costs to be inverse, i.e. the higher the opportunity cost is, the lower the education demand.

Although, there are other important variables, where most are noneconomic (i.e. social status, family size, cultural traditions, and education of parents), will definitely have an effect on the education demand, focusing on the four variables earlier discussed will give some great insights into what relates employment opportunities supply and the education demand.

Take, for instance, there’s a situation in one of the least developed countries, where these conditions are happening:

• For secondary school graduates compared to the primary school ones, the urban-rural or modern-traditional age gap is about 100%.
• The rate at which the employment opportunities of the modern sector for primary school dropouts is increasing is less compared to the rate at which these individuals are coming into the labor force. This may also be true at the secondary and tertiary levels in nations like Egypt, Nigeria, Ghana, Pakistan, Mexico, India, and Kenya.
• Employers that are facing the problem of excess applicants, usually choose by the educational level. Candidates having a secondary education will be chosen above those with a primary education even if the job performance may not require something more than primary education.
• Governments that are backed by the educated’s political pressure, seems to bind the wage to the educational attainment level of jobholders instead of the job’s minimum educational requirement.
• Most times, the school fees required for the early stages of the primary level are nominal and, in some cases, nonexistent. They usually rise very sharp at the late secondary and primary level, and then falls again at the tertiary level as a larger portion of the costs of the college student is born by the state.

Considering these conditions, which closely agrees to the education and employment situation realities in most developing countries, we would believe that the need for education will be substantial. This is due to the fact that the expected private advantages of schooling more would be larger compared to little or no schooling. The indirect or direct private educational costs, on the other hand, are relatively low, and over time, this demand will spiral upward.

As the job opportunities for those that are uneducated keep diminishing, it is important that individuals acquire a fully-completed primary education to protect their position. This may be adequate for some time; however, the inner dynamics of the demand-supply process of employment could end up in a situation where job prospects of those having just primary education will start declining. In turn, this will create an increasing demand to attain secondary education. However, the demand to get a primary education has to rise simultaneously, as those who were initially contented having no education have now been cut off from the labor market. The irony of the matter is that the more an unprofitable level of education turns into a terminal point, there will be a higher increase in demand as a precondition or intermediate stage to the next phase or level of education. This will put more pressure on the government to do all it can to expand the facilities required for education at all levels so as to meet the increasing demand. If a response is not done quickly, the people may decide to handle things themselves. An example of this is Kenya’s self-help movement (Harambee School), where secondary schools that were sponsored by the community were built all through the nation having it in mind that the government will take responsibility for the maintenance later.

The conclusion of the whole matter is the serious tendency for developing countries to widen their educational facilities at a very quick rate which is very difficult to justify financially or socially regarding the most favorable resource allocation.

Education’s social benefits (the payoff to the society), falls well below the private benefits. As the employment situation worsens, then there’s a need to call for higher demand as well as supply of more education. Initially, it is the uneducated that were majorly found included among the unemployed. But, over time, there’s an unstoppable tendency that the unemployed’s average educational level will rise as the number of school graduates continues to surpass the demand for both high and middle-level workers. Those that are well-educated must take on jobs that require a lower educational level after waiting unemployed and their aspirations begin a drop. The degree and diploma, therefore, becomes very important employment requirements. Private employers, as well as the government in most less-developed nations, seems to strengthen the trend by upgrading the formal education of entry students continuously for jobs that were initially filled by workers having less education.

Educational qualifications that are excess becomes formalized and could end up resisting downward adjustment. Due to the displacement phenomenon and educational certification, students that couldn’t continue their education due to one reason or the other (i.e. poverty), will end up as school dropouts and unemployed in the process. Similarly, those that are more affluent will keep qualifying themselves by educating themselves for more years. In cases that are extreme, a situation will evolve just similar to that of contemporary Pakistan, Bangladesh, and India, where we can say their higher education system is like a last resort absorber for most of the educated people that are unemployed. This sort of unemployment compensation is a very expensive one. However, due to the fact that people cannot continue being students until they reach the retirement age, these masses will have to appear from behind the academia walls into a highly competitive labor market. This leads to more obvious unemployment among people that are both very vocal as well as very educated. For instance, a Bangladesh study revealed that the rate of unemployment among university graduates in the year 1980 was about 47%.

To conclude, we must note that most individuals seem to refuse things that look like a downgrade of their job qualifications. As a result, even though employers that demand labor will try to replace those that are more educated with the less educated ones for a particular job, concerning supply there will be lots of people searching for jobs and whose expectations will surpass the labor market’s emerging realities. They might even prefer staying without a job for a while rather than accepting a job that they feel is below their standards. This means that, due to the lags and frictional effects of these adjustments on supply, there will be unemployment at virtually all educational levels even though it will only be concentrated at the lower levels and generally, it is inversely proportional to the educational attainment.

Transformation in Nature of Work and Employment

The situation of employment within the world is fast changing in all aspects. New sectors are emerging daily and the ones previously thought as stable are dying out. Permanent types of employment have become challenging and are now replaced by insecure and uncertain self-employment and contract work. Based on the works of Lewchuk and other authors in the book ‘The Precarity Penalty’ (2015), the transformation happening within the nature of work and employment has a significant impact in the lives of the individual, their household and the communities. There is, therefore, need to define the situation and from it draw proper conclusions that would help tackle the situation better. The paper will define the previously known standard form of employment, introduce the new age precarious employment and define the ways in which employment has transformed over the years.

Standard Employment Relationship

The standard employment relationship is best defined as the presence of permanent and pensionable full-time employment within the dominant sectors of the economy that provides a good salary catering for household needs and has benefits that are sufficient to cover health and unexpected costs (Lewchuk, 2015). The origin of this employment structure was after World War 2 when the manufacturing sectors were booming and could afford to offer well-paying white-collar professional jobs; the family structure thence consisted of an employed man, breadwinner, who supported the whole family from this employment. The situation was safe and comfortable for any worker as they were protected by government policies, human right legislation, labor standards, insurance, and pension. Effectively, the people had a chance to live well with their families and even support community activities and indulge in politics. The working conditions were ideal and stable, which are the main defining elements of the standard employment relationship.

Precarious Employment

Precarious employment is the opposite of the standard employment: it bears the features of poor pay, lack of stability and security, unprotected by outside bodies and the government and the income is not enough to support a household. After the World War II, precarious employment was for the immigrants and the women but the transition came in the 1970s where it started creeping into the whole employment scene (Drucker, 2017). Precarious employment is currently the dominant employment from within several sectors. The statistics can confirm currently that one in five people are in temporary employment or are self-employed. Further, barely half of the people aged between 25 and 65 are in permanent employment that pays for benefits above the basic wage. Standard employment relationships have reduced year after year while the precarious one is growing exponentially.

How Standard Employment Has Transformed

Changing Terms of Employment

One of the main characteristics of standard employment is consistency in terms of employment. The terms included permanence in the type of work, positions, work periods and employers. The terms have changed consistently over time and are now introducing newer terms (Ravelli & Webber, 2012). Contract or project-based jobs have come into play where someone is employed at a specific rate of pay for a specific period of time or until the project is done; after that, the employment is over. Other people are working in irregular hours or on-call basis and thus have to wait to get called upon. The result is that people are no longer fixed on positions and may end up working for different employers.

Income Instability

The changing terms of employment introduce the situation of income instability. Precarious employment introduces the aspect of an employed person having income variations from time to time. In the example of the contract or temporary worker, they earn the fixed income for the period they are within the contract and after that, the income is suddenly cut. Those who work on-call basis or for multiple employers cannot be certain of their specific wage as it changes depending on the prevailing circumstances. The report by Lewchuk, (2015) further reveals that some workers have to deal with the period of unemployment as long as six months even in the wake of reports showing that the number of paid hours is still decreasing. The new ways of earning are becoming more unstable and thence people are not able to support their households with instability. The situation further presents a paradox; the economies are growing and incomes should also grow, but the middle and the lower classes are not experiencing any of these gains. The younger generations thence are starting jobs at lower salaries that they were previously.

Reduction in Benefits and Pensions

There are numerous pluses that come with standard employment and it includes the benefits and pension plans. The employees were entitled to health, insurance, education, leave among other benefits and their companies provided secure pension-related benefits (Ravelli & Webber, 2012). Currently, most employers are less likely to foot all these benefits to their employees. All this has been attributed to the stiff competition within the economy and companies are looking for ways of cutting costs (Drucker, 2017). Effectively, they reduce the employee benefits, and in some cases, offer very minimal. Employees in precarious employment are heavily affected by this as most of their contracts do not add the benefits.

Reduced Training Opportunities

The previously common habit of companies training employees to match up their growing need is now dying off. Standard employment meant a long-lasting relationship with the employee and therefore they trained them consistently to accrue the benefit in their firm. The training costs were enormous but from the fact that the employees would use the knowledge back in the company, it made it worth it. The current situation with precarious employment is that the companies are now not offering the same. Permanence is replaced by contract or project basis employees and therefore they are not worth the training costs. The companies, therefore, go to the open market to seek people with the required skills (Lewchuk, 2015). Most of the employees today have to go back to their pockets to advance their education to be relevant within their fields; this was previously catered for by the employer in the standard employment relationship.

Conclusion

The standard form or employment was ideal for every person within the white collar, professional field. It was sufficient to cater for household needs and also offer protection to the individual from any damages. The people in the ideal employment had a booming life and even had time to live within their communities. The situation is changing fast and the standard employment is now facing income instability, changes in terms of employment, reductions in benefits and the lack of training. Precarious employment is fast creeping in and it introduces so much uncertainty to the employed people and the coming generations.

References

1. Drucker, P. (2017). The Age of Discontinuity: Guidelines to Our Changing Society. Routledge.
2. Lewchuk, W. (2015). The Precarity Penalty: The Impact of Employment Precarity on Individuals, Households and Communities – and What to Do About It. Poverty and Employment Precarity in Southern Ontario.
3. Ravelli, B., & Webber, M. (2012). Exploring Sociology: A Canadian Perspective. Pearson Education Canada.