Contingent and flexible workers
Many companies have always aimed at low costs in their companies. In this regard, managers have used various methods to ensure that they incur the lowest costs possible. One of the major strategies is ensuring that the companies have contingent and flexible workers. This type of workers ensures that companies have employees when they need them and that there are no idle employees in the company. Flexible and contingent workers are the ones who can work from various places, they can share duties meant for other workers, they can work at a time convenient for them and these employees are mostly non permanent. It has been difficult achieving a fully flexible and contingent labor force in an organization (Stredwick, 2005). There are various issues that relate to this type of labor force and this research paper will evaluate the issues.
In the first place, working with flexible and contingent workers may be unlawful. Employees who have worked with a company for a long time on non permanent basis may sue the company for permanent employment (Horne, 2000). This however varies with countries. Therefore companies should consider the costs associated with being sued as it strives to lower its overall costs.
A company may find it even expensive to lower costs as it continues to work with contingent and flexible workers. This is because the workers may need laptops to complete their work from the far distances which is additional costs to the organization. In addition, it may be difficult to find individuals who have specialized in many areas and hence can handle various jobs. If present, such employees may be very costly to hire which may not match the objective of the company (Stredwick, 2005).
Another issue in having these types of workers is that they may not feel motivated due to the fact that their jobs are insecure. In this regard, they may always be searching for other jobs. The company with such employees may suffer a big loss in case the employees are not available to provide their services at a time of great need (Horne, 2000).
Generally, having flexible and contingent workers can be very advantageous for companies aiming at minimizing their costs. However, this may be difficult to achieve due to various limitations. It is therefore important that any company establishing such labor force considers issues such as laws set by the country, motivation of employees and the costs of the labor force before implementing the plan.
Horne, M. S., Williamson, T. S., & Herman, A. (2000). The contingent workforce: Business and legal strategies. New York (105 Madison Ave., New York 10016: Law Journal Press.
Stredwick, J., Ellis, S., & Chartered Institute of Personnel and Development. (2005). Flexible working. London: Chartered Institute of Personnel and Development.