Employee Relationships Between Factors Affecting Job Security Management Essay

The outcome of this study is limited only to the data gathered from books and journals about employee/staff retention, human resource management (HRM), motivation and from primary data gathered from the result of the questionnaire survey and interview that were conducted by other researchers.

A descriptive research will be more effective as it deals with everything that can be counted and studied but also uses a quantitative approach which will be useful for quantifying employee relationships between factors affecting job security.

Table of contents

Introduction………………………………………………………………………………………..3

Problem statement…………………………………………………………………………………4

Aims and Objectives………………………………………………………………………………5

Research Methodology……………………………………………………………………………6

Benefits of the research……………………………………………………………………………8

Time plan………………………………………………………………………………………….9

Budget analysis…………………………………………………………………………………..10

References………………………………………………………………………………………..11

Introduction

Job insecurity is a situation in which employees lack the assurance that their jobs will remain secure from daily, weekly and yearly.

Job insecurity is an employee’s belief that his or her job is indecisive and may come to an end sooner than predicted. From what has been conceived and inferred, it is clear that job insecurity is highly frightening to employees given the prospect of losing the positive material, social, and psychological benefits associated with employment (De Witte, 1999).

Research into job insecurity has provided reliable evidence across firms, industries, and countries that job insecurity is associated with negative employee attitudes, behaviors, and health.

“Are you structurally unemployed, fractionally unemployed, or out of a job?”(Colossi, 1989). Decrease in force layoffs, downsizing, rightsizing, and restructure- all of these are terms currently being used to describe the hard work of organisations to decrease expenditures and to obtain or regain a competitive edge. How the elementary change of job security to job insecurity affects employees is a concern for policy makers and researchers.

This study observes factors involved in job insecurity and how they affect employees in terms of personal feelings and future employability.

Main outcomes of job insecurity:

It’s been heard many times that life and work should be kept in balance. When work takes over life, it is easy to resent it and lose sense of perspective: Suddenly everything about life is clouded with negativity.

Job insecurity is linked to health problems and this has been examined in many studies. Stress, anxiety, psychological problems and depression, mental problem, and emotional collapse can be considered as the outcomes related to health problems.

Job insecurity is causing poor health, anxieties and stress but it is not the only consequences. It is caused by many other circumstances, including threat of job loss, changes in job description, added responsibilities because of dismissal of co worker, forced relocation, loss of potential for promotion.

Problem statement

Individual employees, who once thought that they held job insecurity in return for their fidelity, now have no guaranteed career paths or long term employment. Employability has become the new philosophy in the business nowadays, substituting paternalism and job insecurity.(waterman et al, 1994) Survivors and victims of downsizing experience fear, uncertainty, insecurity, distrust, and resentment as well as emotions typical of misery ;rage, disagreement and lack of confidence. These feelings affect employees not just on the job but spill over into their private lives as well. These emotions are the neither personally healthy nor organisationally productive (noer, 1993; keichel III, 1994). In the wake of downsizing, retained employees are expected to restructure and reorganise work processes, be authorised decision makers, work as teams, and become more customer focused (henoff, 1994; Huey, 1993). As a result international organisations report that stress is pervasive and low confidence, as employees deal with increased workloads and their reactions to organisational situations in which continuity is threatened. Staff, employees or workers are fuels of every organisation. Without them, the organisation will not perform well. They complete every task that necessary for the success of the organisation. Employees are needed to ensure that different tasks are being given focus and that the business operations function with ease and mobility. Thus, employees should be valued and taken care of. Employees with incomparable skills are hard to find, and sometimes it takes a large amount of time just to find one. These employees should also be valuable for their values and fidelity to the organisation. Without motivation, employees would be less enthusiastic to give their best and would rather be an idler. Motivation or empowerment of employees is important to give the employees enough reason to stay in the company (Computing Research Association, 1999). Without empowerment, staffs would feel that the organisation does not think about them, and that they do not have any security at all.

Aims & Objectives

The main objective of the research is to identify the different aspects of the Job insecurity and the relationship between factors affecting the performance of employees.

This methodical research is very much centered on identification of the factors implicated in the various aspects of Job insecurity of the staffs in companies. The other important aspects of the research with regard to the performance of employees and individuals (managers, coworkers etc.) are also analysed in this research.

The below mentioned are the other main aims of the research;

• What are the main factors affecting the job insecurity towards employees?

• Does, the external and internal factors affect job security towards employees?

• Do the systems & processes influence the job insecurity to the employees?

• Are the employees pleased with the work environment?

• Are there any problems with employee retention

• Are there any factors which affect the morale in order to improve their motivation

• Are there other factors of job insecurity which are being practiced in the other organisations?

Research Methodology

Research Design

Brief description

This part of the proposal talks about the methods that have been used for this research. This described the steps that should be taken in order to complete the study. There are steps that include the collection procedure of the data that is needed in the delivery and completion of the research. It also presents the manner in which these data will be used and integrated in the study and at the same time, detail how the research proceed to come up with the aims and objectives in order to reach to the conclusion.

In retrospect to the aims and objectives of the study, the study intends to determine the different aspects of job insecurity for the staffs in companies. In order to identify the opinions of such employee, the study’s methodology was focused on gathering both primary and secondary data through related literature research and the survey and interview materials.

The immediate research methodology in mind is the descriptive research design. The research are taken from different data sources that is essential in analysing issues of employee level of satisfaction, employee job insecurity issues and the status of their performance

To come up with relevant findings and provide reliable recommendations, this study will used two sources of research: primary and secondary. Primary research data will be obtained through this fresh research study. Questionnaire survey and in-depth interview will be done. On the other hand, the secondary research data were found from previous studies on the same topic. In order to come to the main issue of how to gather the necessary data needed to reply the research questions and objectives, important layers should be first peeled away. With the said process, the researcher was able to make an outline on what measures are most suitable to be applied in the study.

Qualitative or Quantitative Approach

The research described is based basically on both qualitative and quantitative research methods. This allows a flexible and iterative approach. During data gathering the choice and design of methods are constantly changed, based on ongoing analysis. This allows investigation of important new issues and questions as they occur, and permits the researchers to drop unproductive areas of research from the original research plan.

Basically, quantitative method is compatible with this study 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 indicates both the independent and the dependent variables under investigation (Matveev, 2002). Finally, it provides achieving high levels of consistency of gathered data due to i.e. controlled observations, mass surveys, or other form of research manipulations (Balsley, 1990). This research should be based on surveys and statistical treatments, so mainly the quantitative approach fits well with it.

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, many different meanings are possible.

With this particular study, the researcher used both documentary secondary data in the form of articles from books, journals, magazines, and newspapers that are normally about corporate culture and quality service), and survey-based secondary data.

Sampling / population

The general population for this study is composed employees of several companies. These respondents will be also interviewed apart from the HRM manager of the company. Basically these respondents are asked as regards to the current status of job insecurity factors among employees and performance of the company.

Basically, Guilford, J.P. and B. Fruchter (1973), initiated that it is advisable to use the Slovin’s formula in choosing sample sizes. Thus, the sample size of the population in this paper was determined by Slovin’s formula. The formula of Slovin is given as follows:

Where:

n = a sample size

N= population size

e= desired margin of error (percent allowance for non-precision because of the use of the sample instead of the population).

Benefits of the research

According to a recent report from the Society for Human Resource Management, employees consider benefits and job security as the two most important aspects that give to their overall job satisfaction. Job insecurity has an impact not only for employees but also affect the performance of the company. This research will be both beneficial for companies and employees. From this research we will able to distinguish the factors affecting job insecurity and try to reduce or prevent these factors that cause job insecurity towards employees. Furthermore, there are the employee’s families and other surrounding that is affected as well. This is due to health problems and imbalance lifestyle. Indirectly the families concern will be favorable from this research.

Time plan

Budget analysis

• Time of project

• Human resources- research assistance -field and technical support.

• Research expenses: printing of tools, Field expenses

• Meetings/consultations for research

• Printing of the report

• Capital- computers/setting up office/software for data analysis

• Overheads – electricity, rent, and so on

Expenditure Estimated Cost

(Rs)

Printing of research proposal

61

Transport expenses

350

Expenses of magazines, books for research.

1500

Binding cost 60

Questionnaire (Quantity = 100) 202

Total cost of

5950