Casualization In The Workplace

Casualisation gives employers and managers the flexibility to recruit and is used to benefit the organisation when restructuring their operations and practices. It can also be used to increase productivity and competitiveness. As there is a growing population in casualisation, it means that staff are choosing to become casual and employers need to provide these employees with contracts and work that makes them loyal to the organisation and a decrease in staff turn-over.

Employers view casualisation as more flexible and efficient work practice that delivers both higher productively and lower employment costs. Employers save costs on sick, holiday and long-service leave and superannuation contributions. Even though casuals are paid a higher

It can be shown that casual workers are less psychologically committed to their jobs and organisations. This leads to employers finding it difficult to motivate staff in their job and there is an increase the turnover rate. With an increase in the turnover rate, employers have found employing workers has increased their administrative costs, this includes the maintenance of workers, payroll, training and recruitment. Another major concern for employers is that casual workers will fall behind on their yearly mandatory trainings, education and skills. Employers have noticed due to casualisation there is a dissatisfaction in the workplace due to hours worked and underutilisation of knowledge and skills.

Another negative impact on casualisation is that due to the implementation of short hour shifts. It has improved flexibility for workers but the constant changing of workers has led to an ineffective teamwork with constant reassigning staff. This can threaten the patients care and safety. The impact of casualisation on

Casualisation benefits employees individually as they can structure their lives are their schedules whereas employers benefit financially and competitively. There are different positive reasons for employers and employees that benefit them.

Employees are choosing to change to casual work as it benefits individuals personally. This can be due to the flexibility of work, it allows individuals to combine work with family responsibilities, studies and other interests. Due to the predominately female workforce in retail and nursing casualisation improves their schedule to be with their families. There is a higher satisfaction with casualisation there is a strong correlation between job satisfaction and organisational commitment.

Employers have a wide range of advantages. It provides a more efficient workforce that can respond to fluctuating demand throughout the season. Cheaper labour costs and increased convenience and ease of dismissal. Cheaper labour costs include sick, holiday and other benefits are not included in casualisation. For employers, an increase in casualisation is a cost-saving strategy. Employers have experiences greater productivity as employees are less fatigue and exert greater effort during their shifts and engage