Economics And Working Structure

WORK 1003
ECONOMICS

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Contents
Introduction.................................................................................................................................................2
Unitarism.....................................................................................................................................................2
Pluralism......................................................................................................................................................3
The wage payment and working conditions could be improved as.............................................................5
Setting a minimum wage.........................................................................................................................5
Compensate for working over time.........................................................................................................5
Compensate for unemployment..............................................................................................................6
Leave for the reason of sickness..............................................................................................................6
References...................................................................................................................................................6
Introduction
The enhanced gig economy is that economic that is been where the market system is free as well
as the gives short term placements and give the job security to the employees for a short period
of time. In this digital era, the gig economy is found in majority of the organizations in context to

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the digitally enhanced gig it could be said that this economy has to go up with the online apps.
(Goods, Veen, Barratt, Kaine, & Josserand, 2019)
There is an increased trend seen in the gig economy. In context with the digitalization it is seen
that the trend of people towards the mobile in increasing and so the demand of work via online
places from any of the places could be done. So, under this economy, the working and the
working place are been differentiated. The people can also opt for the freelancing so that the best
employers can recruit the best talent within the organization. (Goods, Veen, Barratt, Kaine, &
Josserand, 2019)
This digitalization in gig economy has resulted in software replacement and job reduction and
maximum utilization of resources. This has enhanced the finance of the companies that bring out
the situations of flexible working as well as workforce. This part of economy gives maximum
benefits with minimum resources. This is an advanced economy that is as changing environment
and the technological advancement and includes various other economies such as gift, barter.
(Lansbury, Johnson, & Van den Broek, Contemporary Issues in Work and Organisations Actors
and Institutions., 2017)
The major challenge that the employees are facing is that they are not getting any of the
additional benefits other than their basic pay, i.e. the additional payments nowhere forms a
portion of their package. The employees working under gig economy are considered as part time
employees of the organization and the plans of their benefits are not one that is applied to these
employees. These employees themselves have to build their personal benefits and retirements as
they are not entitled to any of the additional benefits. (Lansbury, Johnson, & Van den Broek,
Contemporary Issues in Work and Organisations Actors and Institutions., 2017)

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Unitarism
Looking from this perception, the association is considered as a single group of people who are
working in harmony with one another and These organizations considers more coordination and
cooperation amongst the working people and the working culture. This section considers that
they should be very loyal and trustworthy. Because of this it is not essential to have trade unions
for ensuring the mutual loyalty amongst the employees and the business house. The employee
conflicts could arise because of the difference of thoughts, communication and
misunderstanding. Trade union in case does not play major role in this theory as the loyalty is
been already seen amongst the employees because of a single group. (Lansbury, Johnson, & Van
den Broek, Lansbury, Russell D.; Johnson, Anya.; Van den Broek, Diane.;, 2019)
Pluralism
From the perception of this theory, the organization is considered as a group of various sectional
groups. Every group has a distinct leader, objective and trust. In this theory the organization has
to focus over the coordination and loyalty amongst the employees. For employees, an integral
role for loyalty is been played by the union trade. Collective bargaining is considered as only
problem to be resolved in the pluralist theory. The union trade plays a very major role in this as
they are helpful in collaboration and cooperation amongst the employees.
The wages of the gig economy just include the basic pay for the employees and there is no
additional benefit included in it. The wages are sometimes affected negatively as the jobs offered
by gig economy are the temporary one and they could be easily replaced with the standard. In the
gig economy employment, the remuneration paid for the private and social benefits with a very

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less amount. The sector’s wage structure is also impacted with the physiological thinking of the
people. In the initial level when the competition is not so much in the gig economy, the
organization offer a higher pay while the opposite of this occurs as and when the wage rate is
decreased. The working condition offered in this economy is that the people do not have to go
the association for their work and can carry on their work from any place and the working
offered is comparatively flexible in this structural economy. (Rosenblat)
In current scenario this economy is commonly observed in majority of the organization and
many analysts is considered as one of the maligned and qualified structure of economy. Instances
of this structural economy are Uber, AirBnB as well Deliveroo, the services of these are
commonly gained and experienced by the majority of the population. It is correct to say that
majority of the benefits are been given by this economy as it is cost efficient, matching the
demand and supply requirements. But an adverse impact is been faced by trade unions such as-
the amount evaluation of the employees is done by the algorithms, although this seems fair but in
case of any complexities and confusions these do not work positively and hence adversely
impacting the pay scale for the employees. In this case even the sick leaves are not granted rather
they have to face the impact of leave adversely. The unionism faces an adverse impact because
of these issues and hence lacking. (Minter, 2017)
The theory for paying the markers outlining how the wages of representatives are expanded
when managers are denied from externalizing their expenses by having workers pay for business
related travel, preparing, and materials. Unions put resources into battles to raise compensation
for both union and nonunion laborers. At the point when union mediators remember these
markers for contracts, they create familiarity with wellbeing advancing guidelines and
assurances. Laws and arrangements can change, yet a union agreement can possibly change if the

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union consents to renegotiate the agreement or if the agreement has lapsed. Union stewards
become familiar with the insights regarding an agreement, yet can't be relied upon to know the
full scope of laws from an assortment of wards. The agreement attempts to fortify the
information on laborers and their delegates. In spite of the fact that it was past the extent of our
examination, contracts must be upheld to complete their wellbeing related advantages. Unions
haggle progressively complex agreements to address the social determinants of wellbeing.
General wellbeing specialists could likewise work with policymakers to increase familiarity with
how unions may help alleviate the powers that undermine wellbeing in the working environment
and past. (Wood, Graham, Lehdonvirta, & Hjorth, 2019)
"Unions" are viable just as unique. They have the force and ability to reestablish their political
and monetary impact to progress and shield specialist interests and rights in an "unfriendly
political and financial condition". The principle purpose behind direness on union recharging is
the declining union force and impact because of an on a very basic level diverse political,
financial and social condition threatening to unions, joined with a feeling of lack of concern and
potentially a" fight weariness" among unions after over two many years of cautious battles.
(Wood, Graham, Lehdonvirta, & Hjorth, 2019)
 Composed arranging through inventive strategies and techniques accentuating rank and
document contribution and interest;
 Organizational rebuilding through mergers, justification utilizing new innovation also, a
reassessment of objectives, structures, strategies and practices;
 Coalition building and collusions at both neighborhood and national levels;
 Grass attaches political activity to extend activism and specialist assembly on network
issues, ideally through organizations at different levels

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 International solidarity through trade of data, and between union participation
furthermore, shared guide for facilitated activity and battles;
 Expanded program of preparing, training and research,
Grassroots organizing could be defined as "individuals who are drawn together by something
that they share for all intents and purpose that has both individual and network results, and award
themselves the power to tackle the issue they are confronting or make the future they want." The
development may begin with a few people who canvas a territory and stand up, picking up help
from similarly invested people. (Lansbury, Johnson, & Van den Broek, Lansbury, Russell D.;
Johnson, Anya.; Van den Broek, Diane.;, 2019)
The wage payment and working conditions could be improved as-
Employees who are efficiently working with the organization should be offered with the
immense benefits and potential gain for easy entrance and leaving and choosing their field of
work should be given to them.
Setting a minimum wage
The employee’s rights and the morals can be protected only if the organization offers a minimum
pay to them. In case the situations are adverse and they get no work than this amount will give
them a security of their earning is assured and this would in other way also help them to meet
their daily expenses.

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Compensate for working over time
Either the working hours should be restricted or fixed, or the person should be offered an extra
additional good amount for all the extra hours he is working for. For every effort the person
should get a pay as every effort requires extra time and extra energy and the person should be
remunerated with the sufficient extra amount that he deserves to receive. (Stewart & Stanford,
2017)
Compensate for unemployment
In case of an adverse situation for any of the employees, in which it is unable for him to work
and survive, then in such an adverse situation the employer shall provide the employee with the
unemployment compensation and hence not just benefit him but also enhances the reputation of
the business in the market and many people are willing to work with reputed organizations.
(Healy, Nicholson, & Pekarek, 2017)
Leave for the reason of sickness
Being a human, it is natural to have the issues related to health and sickness and this mat happen
with anyone and in such a case the organization should provide the leave to the employee
whether paid or unpaid but should ensure the job security to them. (Lansbury, Johnson, & Van
den Broek, Contemporary Issues in Work and Organisations Actors and Institutions., 2017)
The above given are some of the benefits or techniques that can bring an improvement in the life
of the employee working in the gig economy. The gig economy gives the offer of freelancing but
sometimes gives adverse situations to the people working in it. The above improvement
suggestions should be adopted in gig economy to give better wages and work culture to the
employees.

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References
Goods, C., Veen, A., Barratt, T., Kaine, S. (., & Josserand, E. (. (2019). “Is your gig any good?” Analysing
job quality in the Australian platform-based food-delivery sector.
Healy, J., Nicholson, D., & Pekarek, A. (2017). Should we take the gig economy seriously?
Lansbury, R. D., Johnson, A., & Van den Broek, D. (2017). Contemporary Issues in Work and
Organisations Actors and Institutions.
Lansbury, R. D., Johnson, A., & Van den Broek, D. (2019). Lansbury, Russell D.; Johnson, Anya.; Van den
Broek, Diane.;.
Minter, K. (2017). Negotiating labour standards in the gig economy: Airtasker and Unions New .
Rosenblat, A. (n.d.). Uberland : how algorithms are rewriting the rules of work.
Stewart, A., & Stanford, J. (2017). Stewart, Andrew ; Stanford, Jim.
Wood, A. J., Graham, M., Lehdonvirta, V., & Hjorth, I. (2019). Good Gig, Bad Gig: Autonomy and
`Algorithmic Control in the Global Gig Economy.