Proliferation of Non-Traditional Employment
Proliferation of Non-Traditional Employment
Non-traditional employment and business categorization makes it difficult to collect data on employment trends simply because of its traits. The form of work employs a non-physical approach where the employee does not necessarily have to adhere to common set regulations in the work place as long as performance is equal or elevated to that of the traditional system. In modern times, the trend for a contingent workforce is becoming popular as companies face a short fall in labor numbers and experience an increase in need for multi functionality. More than thirty percent of the United States workforce falls under the contingent category. The increase in non-traditional approach makes data collection difficult because of its partiality, virtual nature, and flexible scheduling.
The partial nature of non-traditional employment is also referred to as the ‘interim executive. The platform is a company’s way of gaining expertise through employment, but on a short-term commitment. Interim executive is an evaluation of senior management for a company on a short-term purpose to facilitate improvements in operations given failure or bankruptcy. In the process, employment entails an increase in activities and support infrastructures to ascertain growth. The partial categorization of business is normally seen as a win-win scenario for businesses and employees in high-level management. The non-traditional approach makes it difficult to collect data because it is on a short-term basis. High-level management is responsible for vital decision-making procedures and given absence of the senior officer, a company loses familiarity with the approach implemented. Equally, interim executives are involved in many activities and support programs that end given their departure.
The virtual nature refers to the non-telecommuting process of employment in the non-traditional system. The virtual employee in a company is that person who you can identify with performance, but cannot relate to his or her physical attributes. Similar to partiality, the platform is normally referred to as a win-win situation for both the company and the employee. The firm increases its scope of expertise in labor as employees remove the limitations of distance and travel costs. The business category is though barred with a number of legal issues. First, both parties must enter into a law provision contract. The agreement may prove beneficial to one party dependent on the nature of a state. The legal issues facing the employment platform constrain the data collection process as both firms, employees are confidential to ensure the freedom, and independence of work behind scenes is continued. Moreover, it is difficult to obtain data concerning an entity rarely present. The approach is commonly applied by high-level management in attempts to hide identity whilst improving company functionality.
The employment platform employs unbalanced and unstructured scheduling to allow employee flexibility and multifunctional engagements. Scheduling also presents a win-win situation for both employees and companies. Workers get to balance social lives as companies gain multifunctional labor. Employees work in shifts that have less time pressures, but engage in numerous productive activities. Given an employee has met a performance goal; he or she can leave work even after arriving less than an hour earlier. The multifunctional engagement of employees is what makes the data collection process in non-traditional employment difficult. Employees are accountable for many production processes making some susceptible to memory loss and poor documentation. Similar to prior traits, it is difficult to collect data on an entity poor recorded are rarely present. Data is incomplete as it only entails the final output measures.
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