The Impact Of Zero-hour Contract
Employers may use zero-hour contracts to allow them to hire staff without guaranteeing work. This contract is between the employee and employer. The employer doesn’t need to set a minimum number of hours for employees, and they don’t have the obligation to accept any work offered.
Motivation refers to the effort, determination and direction that is required to reach the organisation’s goal. Salary is another motivator for employees. There are three types of motivation: perspective, reward and incentive. The content perspective examines the fundamental human needs and helps us understand how we can meet them in the workplace. Process perspective is a way to understand how people want rewards at work. Process perspective indicates that employees who want to be awarded a reward for working hard or leaving the company would need to do more work. Reinforcement perspective focuses on how to motivate employees through punishments or rewards. An employee who isn’t motivated to work under a zero-hour contract could indicate that they aren’t interested in the job. The employer can decide when work should be provided. Abraham Maslow’s hierarchy based on needs states that people are motivated when they have a need met. The highest priority level is at the bottom of the hierarchy. The hierarchy of basic needs is physiological. Once the physiological need has been satisfied, the employee will be motivated to meet the next need. Next is safety. This is job security as well as a safe work environment. The zero hour contract doesn’t permit for this because the employee is not able to predict when they will work again. A zero-hour contract is likely to demotivate an employee. They won’t have the ability to support their family, so they will be unable meet their safety needs. Maslow says that posttraumatic stress could occur if there is no safety requirement. Zero-hour contracts can be an effective motivator for students or retirees. They can choose their work hours and it is a motivator. It also helps them build a strong relationship with their managers to help them gain the shifts they desire. Students and retired persons can benefit from the zero-hour contracts.
A negative impact on employees can result from a zero-hour work contract. The employee may feel pressured into accepting the work offered. If they do not, they might be denied future opportunities. Employers who accept a zero hour contract are unable or unwilling to move up in the organization because they lack the necessary skills or experience to succeed in the job. Some employees find a zero hour contract demotivating. However, students and retired workers will benefit from a zero-hour agreement. They can work whenever they want to and avoid the stress of having to keep up with a full-time job. The zero-hour agreement does not require employees to work a specific number of hours every week. This can be motivating for some employees, who may need that work to support their families. However, the zero-hour contract gives employees more flexibility as they can choose when and how they want to work. Based on Maslow’s theory, zero-hour contracts are not able to provide for employees’ needs. Herzberg believes that employees can be motivated by other factors than just salary.
Cineworld employs zero-hour contracts for its workforce. This allows Cineworld to send employees home when they are not working or to change their shift patterns each week. Cineworld employs many people who have second jobs, so the zero-hour agreement works well. However, the possibility of favouritism exists as the shifts would be awarded to staff who do not challenge their managers. Employers can hire staff without guarantee of work under a zero-hour contract. This contract is between the employee and employer. The employer is not required to offer a minimum work schedule, while the employee can accept any work offered. Motivation is the effort and determination required to reach the organization’s goals. Salary is another motivator for employees.
There are three types or perspectives of motivation. Content perspective helps us understand our underlying human needs. Process perspective helps to understand the motivations behind employees seeking rewards at work. In process perspective, employees who want to be awarded a reward for working hard or leaving the company would have to do more work. Reinforcement is a way to influence employee behavior through punishment or rewards.
Frederick Taylor stated that rewards and money are the best motivators for employees. A zero-hour contract can indicate that an employee will not work. It could also be a sign that the employee isn’t motivated as they cannot get work. Abraham Maslow’s hierarchy based on needs states that people are motivated when they have a need met. The highest priority level is at the bottom of the hierarchy. The hierarchy includes physiological, safety security, self-actualization and security.
The physiological requirement is the essential need for survival. This is the need that provides food and shelter to an employee. Once satisfied, they are motivated to satisfy the next need. Next is safety. This is job security as well as a safe work environment. The zero-hour contracts do not permit this as the employee can’t predict when and how often they will work again. A zero-hour contract is likely to demotivate an employee. They won’t have the ability to support their family, so they will be unable meet their safety needs. Maslow says that posttraumatic stress could occur if there is no safety requirement. Zero-hour contracts can be an effective motivator for students or retirees. They can choose their work hours and it is a motivator. It also helps them build a strong relationship with their managers to help them gain the shifts they desire. Students and retired workers can benefit from the zero-hour contracts.
A negative impact on employees can result from a zero-hour work contract. The employee may feel pressured into accepting the work offered. If they do not, they might be denied future opportunities. Employers who accept a zero hour contract are unable or unwilling to move up in the organization because they don’t have the required skills or trainings to succeed in other roles. Some employees find a zero hour contract demotivating. However, students and retired workers will benefit from a zero hour contract. They can work when they want to, avoid stress, and can manage their life and full-time jobs. A zero-hour contract does not require employees to work a specific number of hours every week. This can be motivating for some employees, who may need that work to support their families. However, zero hour contracts offer flexibility and allow employees to choose the hours they work.
According to Maslow’s theorists, employees can only be satisfied by zero-hour contracts. Herzberg believes salary is not the only motivator that can keep employees motivated. Cineworld employs zero-hour contracts to its workforce. This allows them to send employees home when they are not working or change their shift patterns each week. Cineworld employs many people who have second jobs, so the zero-hour agreement works well. There is a risk of favoritism because shifts would not be granted to employees who challenged their managers.
