In the medium and short term, the demand for labour will adjusts to the changes in the vast national income and the cycle in business. In the longer term, demand for labour changes, as a result, of deep-seated large scale changes to…
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Labour market flexibility refers to the ability and the willingness of labour to respond to changes in the market condition, including changes in the demand for work force and the wage rate. The labour market flexibility is an imperative aspect of how labour markets adjusts to supply and demand, it is therefore has a key role to the supply side of the macroeconomics. A flexible labour market is when firms are under fewer regulations concerning the labour force and therefore, can set their own wages, change their work hours and fire employees (Michie & Sheehan 2003, P.131). In contrast, a labour market with low flexibility is bound by some rules and regulations such as requirements from trade unions and minimum wage restrictions. It is good to note that, labour market institutions were seen to block the clear functions of the market by weakening the demand for work force, thus making it not attractive to hire workers by pushing up the wage or by distorting the labour supply, leading to impairing the equilibrium of market function mechanism (Benner 2003, P.629).
The most distinction of labour market flexibility is based on strategies companies use, and they can be grouped into four: External numerical flexibility, it refers to the number of workers from the external market or the adjustments of labour intake. It can be achieved by employing workers temporarily or on fixed contracts, therefore, the employer can hire and fire employees according to the company’s needs, by following the protection legislation. Internal numerical flexibility, it is achieved by adjusting schedules or working hours of workers employed in the firm. It includes part time, overtime and shifts. Functional flexibility, it is where the employees can be transferred to different tasks within the company, it mostly deals with organization of operations in a firm. Financial flexibility, it is where there are differences
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The report is to demonstrate the researcher’s knowledge of the marketing intelligence in the United Kingdom labor market, via the use of both secondary and primary sources and theories as well. This report will focus on the labour market sector in the United Kingdom, bringing forth, a better understanding of the labor market and its performance over the years.
The article has defined the labour market into two main segments in a more clarified way that assists one to understand better. The first is the primary sector with its benefits and value while the secondary sector is unattractive to many but in the authors view. Results are the immobile class of citizens who are not necessary uneducated but rather lack premium specialized skills.
The capacity of appropriating profits in the exchange for research expenditures has been specially addressed within the purview of the new growth theory. The macroeconomic policy and the competitiveness in price are also important to the growth. The fiscal and the monetary policy also may lead to the reduction of the cyclical imbalances and uncertainty and also low interest rates which helps in the encouragement of investments.
According to the report employers are focused at recruiting experienced and well trained employees. It is prudent for institution of higher learning to offer courses that are competitive and geared towards addressing the challenges particularly in the marketing sector. Students who aim at working in the field of marketing should be keen in selecting marketing units.
The misuse and certain aspects of the policy resulted in criticism. And therefore, the policies were reformed and are still under consideration. Next, I have discussed the issue relating to carbon tax. It has been discussed and evaluated about how the Australian government thinks that only hefty taxes can reduce the amount of pollution emitted in the air versus the party that assumes that the large businesses are the drivers of the growing economy and imposing heavy taxes will shut down the businesses.
‘’The Chartered Institute of Personnel and Development (CIPD) is committed to championing better work and working lives, for the benefit of individuals, businesses, economies and society,’’ (CIPD Megatrends Report 2013:1).
Section 1:Why this goal is important for different parties to employment relationships such as employees, organisations, trade unions and the UK government.The goal of better work and working lives is very important for the different parties.
The labour laws in the region have played role in the market and there have been many calls for review of the labour laws in most countries especially France which has been worst hit by labour crises. There has been evidence of the persistence of the stock of unemployment and employment in the European countries as contrasted to the US or Canada and the trend has taken of prima-facie evidence of declines in hiring and firing as regard the mobility of the work force.
It will require a greater understanding of and appreciation, by all of us, of the uniqueness of each individual, as well. The practice of discrimination is not sporadic or limited to specific areas. It is a global problem as no country is free from it, well including the UK.
The most important changes for women are in education, but that the basic pattern of inequality remains in most aspects of the social structure, from paid work to the household divisions of labour, from sexuality to violence.
The most important and enduring consequence of industrialization for women has been the emergence of the modern role of housewife as 'the dominant mature feminine role' Thus a combination of factors which included ideology, the banning of child labour, and restrictions of the employment of women, locked the majority of married women into the mother housewife role.