Solutions To Reduce Job Insecurity In Companies Management Essay

Solutions To Reduce Job Insecurity In Companies Management EssayWith come out endorsement, employees would sapidity that their company does non portion out about its mental faculty and would therefore insufficiency security. Thus, in this regard, this query attempts to evaluate the relevant staff motivation strategies to achieve organisational targets in employee satisfaction for their respective line of productss. The organisational background presented several points that only accentuates and stresses the need for a study in determining solutions of job security for staff.As part of the possible conclusion of the study, this look into only flesh out the solutions to reduce job peril in companies, and retaining staff in order to meet target goals and quality improvements.The outcome of this report is limited only to the data collated from query papers and extracts on employee retentiveness, human resource management (HRM), motivation and from primary data collected from the result of the questionnaire survey and interviews that were completed by other queryers.A descriptive research will be more valuable as it deals with everything that can be counted and studied that also engages a numerical approach which will be practical for quantifying employee relationships between factors affecting job security.Table of contentsIntroduction..3Problem statement4Aims and Objectives5Research Methodology6Benefits of the research8Time plan.9Budget analysis..10References..11IntroductionJob risk is a situation in which employees lack the assurance that their jobs will anticipate safe.It is an employees conviction that his or her job is irresolute and may come to an end sooner than predicted. From what has been conceived and inferred, it is clear that this sentiment is upsetting to employees, given the prospect of losing the positive material, social, and mental benefits associated with employment (De Witte, 1999).Research into the matter has go forthd relia ble evidence across firms, industries, and countries that job insecurity is associated with negative employee attitudes, behaviors but also health.Are you structurally unemployed, fractionally unemployed, or out of a job?(Colossi, 1989). Decrease in executionforce, lay-offs, downsizing, rightsizing, and restructure- all of these are price currently being used to describe the hard work of organisations to decrease overheads and to book or regain a competitive advantage. How the elementary change of job security to job insecurity affects employees, is a concern for policy makers and researchers.This study observes factors heterogeneous in job insecurity and how they affect employees in terms of personal feelings and future employability.The Main effects of job insecurity areIts been heard umpteen times that life and work should be kept in harmony and balance but when work takes over life, it is easy to resent it and lose a sense of perception Suddenly everything about life itself is clouded with pessimism.Job insecurity is linked to health bothers and this has been examined in many studies. Stress, anxiety, psychological problems and depression, mental problem and emotional collapse can all be considered as the products of this scenario and mind frame.Job insecurity is causing poor health, anxieties and stress though it is worth noting that it is not the sole contributing factor to these. They are also caused by many other circumstances, including threat of job loss, changes in job description, added responsibilities because of dismissal of co worker, compel relocation and loss of potential for promotion.Problem statementIn the past, individual employees believed that they had job security in return for their fidelity, though now, they have no guaranteed vocation paths or long term employment. Employability has become the new philosophy in the business nowadays, replacing patronizing sentiments and job insecurity.(waterman et al, 1994) Survivors and vict ims of downsizing experience fear, uncertainty, insecurity, distrust, and hatred as well as emotions typical of misery rage, disagreement and lack of confidence. These feelings affect employees not only in their work environment but also in their private lives. These particular emotions are the neither healthy nor productive in their workplace (noer, 1993 keichel III, 1994). In the wake of downsizing, retained employees are expected to restructure and re-organise work processes, be decision makers, be collaborative and team players but also become more customer focused (henoff, 1994 Huey, 1993). Unsurprisingly, international organisations report that stress is omnipresent and combined with low confidence, as employees deal with increasing workloads, their reactions to organisational situations cause continuity to be threatened. Staff, employees or workers are fuels of every organisation. Without them, the organisation cannot function. They complete every inherent tasks for the pr oliferation of the organisation. Employees are expected to ensure that various tasks are being given focus and that the business operations function with ease. Thus, employees should be valued and interpreted care of. Employees with incomparable skills are hard to find and sometimes it takes a lot of resource just to find one. Employees should also be valued for their principles and loyalty to their employer. Without motivation, employees would be less enthusiastic to give their best and would rather be an idler. Motivation or empowerment of staff is crucial for their retention (Computing Research Association, 1999). Without empowerment, staff would feel that their employer does not value them.Aims ObjectivesThe main objective of the research is to ascertain the different characteristics of job insecurity and the relationship between the various factors affecting performance of staff.This methodical research is very much centered on identification of these so called factors. The ot her important feature of the research with regards to performance are also analysed in this research.The following are the other main objectives of the researchWhat are the main factors affecting the job insecurity towards employees?Do external and internal factors affect job security towards employees?Do the systems processes influence the job insecurity to the employees?Are the staff pleased with the environment of the workplace?Are there any problems with staff retention?Are there any factors which affect the morale in order to improve their motivation?Are there other factors which are leading to this slue in the other organisations?Research MethodologyResearch DesignBrief descriptionThis part of the proposal talks about the methods that have been used for the research.It describes the move that should be taken in order to complete the study.There are steps that include the procedure of the collation for the data that is needed in the words and completion of the research.It a lso presents the approach in which these data will be used and integrated in the study but at the same time, details how the research proceeds to come up with the aims and objectives in order to reach to the final conclusion.In retrospect to the objectives of the study, the latter intends to determine the different aspects of job insecurity for employees. In order to identify the opinions of such employees, the studys methodology was focused on gathering both primary and auxiliary data through related research literature and the survey as well as interview materials.The immediate research methodology in mind is the descriptive research design.The research is taken from different data sources that is vital in analysing thelevel of satisfactionissues associated with job insecurityperformance standardsfor the subject employees.In order to produce relevant findings and provide reliable recommendations, this study uses two sources of research primary and secondary.Primary research data is obtained through fresh research study questionnaire surveys and in-depth interviews. On the other hand, the secondary research data is found from previous studies on the same consequence.In order to come to the main issue of how to gather the necessary data for the research questions and objectives, important layers should be first be stripped. With the said process, the researcher is able to make an outline on what measures are most suitable to be use in the study.Qualitative or Quantitative ApproachThe research described is based basically on both qualitative andquantitativeresearch methods. This allows a flexible and iterative approach. During data collection, the choice and design of methods are constantly changed, based on ongoing analysis. This allows investigation of important new points and questions as they demote but also permits the researchers to remove unproductive sections of research from the original plan.Basically, quantitative method is compatible with this st udy because it allows the research problem to be conducted in a very specific and set terms (Frankfort-Nachmias and Nachmias, 1992). Besides, quantitative research clearly and specifically represents both the independent and the dependent variables under investigation (Matveev, 2002). Finally, it achieves high levels of accord of gathered data due to i.e. controlled observations, mass surveys or other form of research manipulations (Balsley, 1990). The research should be based on surveys and statistical treatments, and therefore the quantitative approach fits well with this.On the other hand qualitative researchers study things in their natural ways, attempting to make sense of, or deduce phenomena in terms of the meanings people bring to them. Accordingly, qualitative researchers arrange a wide range of interrelated methods, hoping always to obtain a better fix on the topic matter at hand. From this procedure, meaning is produced. However, because views differ with the individual, varied meanings are entirely plausible.With this particular study, the researcher usedboth documentary secondary datain the form of articles from books, journals, magazines and newspapers that are normally about corporate culture and quality service along with survey-based secondary data.Sampling / populationThe general population consists of staff from several different independent companies. Subjects are also interviewed independently from their HR managers. Respondents are probed for the current status of job insecurity factors among peers and the performance of their organisation.Basically,Guilford, J.P. and B. Fruchter (1973), initiated that it is advisable to use the Slovins formula in choosing sample sizes, which has been implemented in this instance. The formula is as followsWheren = a sample sizeN= population sizee= desired margin of error (percent allowance for non-precision because of the use of the sample instead of the population).Benefits of the researchAccording to a recent report from the Society for Human vision Management, employees consider benefits and job security as the two of the key aspects that provide overall job satisfaction. Job insecurity has an impact not only for employees but also the performance of the employer and its organisation. Subsequently, it can be said that the research will be both beneficial for companies and employees. We will then be able to neck the factors affecting job insecurity and the ensuing solutions and preventative methods to avoid this condition. Furthermore, employees families and other surrounding are affected too as this is due to health problems and imbalance lifestyles. Consequently, the aforementioned families will be part of the beneficiaries as well.Time planBudget analysisTime of projectHuman resources- research assistance -field and skillful support.Research expenses printing of tools, Field expensesMeetings/consultations for researchPrinting of the reportCapital- computers/setting up offi ce/software for data analysisOverheads electricity, rent, and so on disbursalEstimated Cost(Rs)Printing of research proposal61Transport expenses350Expenses of magazines, books for research.1500Binding cost60Questionnaire (Quantity = 100)202Total cost of5950