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It will describe how insecurity and inequality affects different social groups. Thirdly, it will explore the causes of inequality in the labor market and recommend most effective government policies in reducing work related insecurity and inequality.
Insecurity and inequality differ in terms or their definition and application. From a psychological perspective, insecurity is a subjective perception of employees for the job specification, emotion reflection in the face of social development and organizational change. Employees concerns reflect on the need for continuing to work and overall career development. Job inequality refers to situations where workers with the same ability, education, productivity, training and experience are treated unequally in terms of employment, promotion, training, salary level and holiday selection due to non- personal characteristics. Insecurity is employees’ uncertainty of losing the job sooner than expected. Factors that affect different social groups in terms of inequality and insecurity are different. Work inequality is mainly influence by sex, race, family background, age, skin color, religion and nationality (Sallaz, 2013). Job insecurity is dependent on working conditions, job satisfaction, work background, job specification and career development
Non-standard forms of employment have increased in the last two decades. This include part time, temporary, casual and self employment. People in this categories have been affected differently in terms of insecurity and inequality. Problems facing non standard workers are lack of protection and benefits, little job security and poor pay. Self employed workers have no access to the extended benefits that salaried workers have. They have to buy the benefits or acquire them through a spouse. Part-time workers are treated less advantageously than full time employees since
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