Youths and Employment: Attitudes towards Trade Unions and Precarious Labor Market Conditions
Added on 2020-12-22
12 Pages3163 Words55 Views
Political Science
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Youths and Employment 1YOUTHS AND EMPLOYMENTBy (Name)UniversityCourseDate
Youths and Employment 2IntroductionSean McDaniel and Craig Berry focus on research using focus groups and the online society activity to evaluate young people’s attitude in connection to the post 2008 ostensible normalization. Their findings indicated that even though young people understand the labor market conditions abnormalities, they still fail to perceive the worth in conventional types of trade union corporations. The crisis in 2008 glazed the trend towards unjustified labor market conditions such as underutilization of skills, earning growth stagnation, hollowing out of the labor market, and upcoming gig economies practices that are affecting young people disproportionately. Self-doubting employment is a common issue, particularly in areas that require lower skills, even though it might have reached its optimum during the 2008 crisis. In fact, Richard Senett predicted about flexible capitalism where instability and uncertainty were interwoven in daily practices of a dynamic capitalism. This paper asserts Sean McDaniel and Craig Berry statement that ‘young people’s experience of the ‘new normal’ of precarious labor market conditions has been internalized and thus normalized within their attitudes to a significantdegree’ (Berry & McDaniel 2020: 3). Literature ReviewThe available literature has indicated a considerable cohort impact on union density, showing that a decrease in membership in the union can be defined by the substitution of more unionized and older workers by the younger generation who are not more unionized (Rhein and Stu ̈ber, 2014, p. 312). That is, contrasting to certain factors like, group preferences transforms towards unions, a major aspect of the decrease in membership in the trade union in the last thirty years and can be understood by the increase in the never-membership among the young generation workers (Holgate, Simms and Hodder, 2016, p. 372). Existing literature is segregated
Youths and Employment 3between attitudinal methods, that indicates the unions lack for demand, and other structural methods, that indicate either the means in which transforming the labor market alignment limits supply side factors or union activity alongside the potential of trade unions to manage their employees.On this debate’s demand side, a considerable amount of scholarly activity supports the common belief that Generation Y or millennial employee who were born in 1980-1990 are uncommitted, individualistic to their work and they possess high expectations from the people who employ them (Thiel and Eversberg, 2015, p. 312). There exist sufficient literature that elaborates that young employees have a larger emphasis on work freedoms and extrinsic values like flexibility in working time and extrinsic values like higher salaries compared to other past generations. It is possible for us to note that these attitudinal disparities make young employees to have low sympathy on unions as they begin to build their careers and as they advance in their career, they start accepting and following union rules and recommendations (Berry and McDaniel, 2012,p. 5). The literature provide in this section which perceives the sensitive labor market young people precarity and consistent lack of unionization demand as a result of their important youthfulness. A survey carried out by Brenda Kowske carry out numerous surveys during a period lasting 18 years and delivered a large amount of samples to a population of 115,000 United States employees to evaluate their transforming work attitudes (Holgate, Simms and Hodder, 2016, p. 312).Even though recording some minute attitudinal changes in various generations, the editors contend that it is appropriate to think about issues by looking at generational similarities. Strategy differences might explain some of the contending results of the studies, where different attitdes noticed in different generations within the same age group evaluated with time, most
Youths and Employment 4likely to vary on the belief that the young people today are usually varied compared to the older adults (Tapia and Turner, 2018, p. 391). An analysis of the facts presented by Jenifer Deal and her counterparts indicate that most research activities show little statistical disparities, but the disparities are modest and few at best and there exist no evidence of the sweeping differences forms in orientations, attitudes, and work ethics that the popular press is populated with. The differences in positive attitudes amongst young workers towards unions and the low rate of unionization among them can be well understood by looking at the structure of the labor market. This means that the rates of youth employment is usually lower compared to the whole working population, while the ones who are working are disadvantaged by low quality job positions and crowing at their places of work which has lowered the availability of trade unions. Young employees usually work in segments that are not fully covered by membership in the union, collective bargaining and union representation (International Social Survey Programme, 2015, p. 21). The differences between adult workers and young adults in terms of union density mostly is as a result of factors found in the labor market which bring about constraints in the supply side, like absence of representation union demand per person and absence of workplace information on why or how one should be a member to a certain union. Usually, structural accounts on the vitality of dynamic labor market conditions, together with large scale time-drag studies on attitude, refute strongly proposals that the young people in our current community are somehow different in accepting trade unions compared to the older generation. But in the structural contentions show the available weaknesses of methods used to study attitude, from a theoretical viewpoint is vital to keep a thoughtful consideration of the association between this two (Otto-Brenner Stiftung, OBS-Arbeitsheft and Heery, 2012, p. 27). The structural-attitudinal contradiction in this literature should not restrict a conversation of the
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