Work in Global Society: Analyzing Nonstandard Employment Relations

This report delves into the realm of nonstandard employment relations within a global context, examining its rise, various forms such as part-time and contract work, and its impact on organizations and employees. The paper highlights the shift from traditional employment to more flexible structures driven by market changes and technological advancements, emphasizing the advantages of increased productivity and profitability. It also acknowledges the disadvantages, such as potential lower status for part-time workers and the need for updated labor laws. The report provides key arguments supporting the nonstandard employment structure, while also acknowledging the debate surrounding its impact on the workforce. Furthermore, it identifies emerging issues, such as the need for equal treatment under labor laws and the importance of recognizing the contributions of nonstandard workers. The report concludes by referencing several academic sources that support the arguments presented.

Running head: WORK IN GLOBAL SOCIETY
Work in global society
Name of the Student
Name of the University
Author note

2WORK IN GLOBAL SOCIETY
Table of Contents
Primary focus and problems explored........................................................................................3
Key ideas and arguments...........................................................................................................4
Issues emerged out while reading the paper..............................................................................4
References..................................................................................................................................5

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Primary focus and problems explored
The primary focus of the paper is to highlight various factors of nonstandard
employment relations. For an example, non-standard employment refers to employments like
contract company employment, part time work, short term and contingent work and many
more. The practice of nonstandard employment recently got popularity among several
industries and the focal point of this paper is to highlight on the advantages and
disadvantages of this nonstandard employment relations. Before 1970, standard work
arrangement was popular and generally accepted where the employees had to come to the
business place or at the office and get their job done under the supervision and direction of
the employer, but post 1970s, things started to change. Changing market and huge change in
economy made the organizations look for a flexible employment structure to increase the
productivity and the profitability of the organizations (Lakhani, Kuruvilla and Avgar 2013).
The technological advancements triggered the adaptation of the nonstandard framework of
employment and that immensely boosted the productivity and profitability of several
organizations. There are some advantages and disadvantages of this structure of employment
and those are mentioned in this section. Part time employees increase the productivity along
with profitability as they do not earn as much as the experienced full timers earn and as a
worker in several times they take up responsibilities just as the full timers. Sometimes the
part timers are treated as employees with low status, but this needs to be stopped. For this
reason in some developed countries like France, Belgium, Spain has amended their labor law
and mentioned that here should be equal treatment for the part time and full time workers in
every organization (Keuskamp et al. 2013.

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Key ideas and arguments
From the reading it is been evident that the general workforce currently divided into
two groups in terms of full-timer employees and employees of nonstandard employment
structure, such as part-timers, contractual employees and various others. The advantages and
disadvantages of the both employment structure is evident and there is no way to deny the
fact that the nonstandard structure of employment has helped to increase the productivity and
profitability of various organizations from the year of 1970. A lot of managers in today’s
market, says that part time workers are making it difficult for the full time workers as they
demand lesser money and working very hard. Thus business leaders are getting inclined
towards recruiting more part time workers than recruiting full time employees. On the other
hand there are many theories supporting the part time workers, because some critics say that,
these part time workers are making it easier for the organizations to increase productivity and
profitability in a very short time. In the time of emergencies these part time workers work
really hard to get the job done, so they have become an integral part in the business sector
(Cappelli and Keller 2013). There have been several arguments whether the traditional
employment structure was better than the nonstandard employment structure. In this case, it
is evident that in the current scenario the demand of nonstandard employment structure is
high and the importance of it cannot be denied (Kalleberg 2000).
Issues emerged out while reading the paper
Some merits and demerits were reveled while reading the paper and it is worth
mentioning that the nonstandard structure of employment has unarguably provided a boost in
several organizations but in recent times several countries have not yet updated their labor
laws regarding this issue and that needs to be changed immediately for the benefits of the
employees under nonstandard employment structure (Cappelli and Keller 2013). They are an

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important part of the employment sector and this is not something not to be remembered.
Because of them several organizations achieved success in recent times and they should
deserve some recognition. In recent times, developed countries like Belgium, United
Kingdom, and Spain have already amended their labor laws benefiting the part time workers
as they understood the importance of them in the society. These are the things all students
should keep in mind while learning anything about the nonstandard structure of employment
(Kalleberg 2000).

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References
Cappelli, P. and Keller, J.R., 2013. Classifying work in the new economy. Academy of
Management Review, 38(4), pp.575-596.
Kalleberg, A.L., 2000. Nonstandard employment relations: Part-time, temporary and contract
work. Annual review of sociology, 26(1), pp.341-365.
Keuskamp, D., Mackenzie, C.R., Ziersch, A.M. and Baum, F.E., 2013. Deliberately casual?
Workers' agency, health, and nonstandard employment relations in Australia. Journal of
occupational and environmental medicine, 55(6), pp.620-627.
Lakhani, T., Kuruvilla, S. and Avgar, A., 2013. From the firm to the network: Global value
chains and employment relations theory. British Journal of Industrial Relations, 51(3),
pp.440-472.
Okafor, E.E., 2012. Emerging nonstandard employment relations and implications for human
resource management functions in Nigeria. African Journal of Business Management, 6(26),
p.7612.