Agency Workers Rights

Agency Workers Rights

Agency Workers Rights

Introduction

Temporary employees, of which agency employees are a foremost category, have declined in latest years but comprised 5.8 per cent of UK employees in jump 2003 (Biggs et al., in press). Agency workers are big business; indeed, the turnover of UK employment agencies supplying agency workers was £22.8 billion in 2003/2004 (REC, 2005). Agency employees are classified as provisional employees as their tenure inside a company is for a limited time span of time. However, different other temporary employees who are employed in a two-way relationship by those they work for, bureau employees are distinuished by a triangular relationship involving the paid work bureau who charters them, the association they work for, as well as themselves.

Organizational commitment, relatives between employees and job approval are crucial to our comprehending of people at work. Studies in this locality are inclined to be intensified on workers distinuished by having enduring tenure and somewhat little study has analyzed temporary employees (Gallagher and reserves, 2001; McClurg, 1999; Newton, 1996; Smith, 1988). This study adds to the literature by examining the organizational commitment, employee relations and job approval of agency employees and compares this, in part, with enduring workers.

Organizational Change and Agency

As implied from the introductory discussion, there can be little if any productive discussion of change agency without an understanding of the nature of organizational change itself. Change and agency are therefore reciprocally defined.

Organizational Change

Perhaps the most discussed phenomenon in the area of organizational dynamics and development for the last 20 years, organizational change refers to a perplexing myriad of phenomena, activities, initiatives, and campaigns in Organizations that have one thing in common: movement of some sort from one set of thoughts or behaviors to another set of thoughts or behaviors.

This movement can be distinguished in terms of scale or size and magnitude or comprehensiveness. It can involve the entire organization, or a subsystem (department or functional unit) of an organization. It can seek to transform the entire organization, as in an organization moving from a traditional authoritative hierarchy to a participative, flatter structure or moving into unfamiliar markets with a new strategy; or it may seek incremental changes, as in an organization retooling for the latest technology-assisted production, introducing new employee personnel forms, or new ways for teachers to record grades. Change can also be remedial—seek to correct small problems—or developmental—rethink the way some things are done so that the same problems do not recur.

It may be also be productive to distinguish change from other concepts and terms that are associated with change and sometimes used as synonyms.

Change

A most simple definition, but one that is also comprehensive might be movement from one comparatively, temporally stable state to another temporally stable state.

Organizational change occurs with those situations in which performance of job functions require most people throughout the organization to learn new behaviors and skills. Major change encompasses an entire workforce and can focus on innovation and skill development of people (Data Warehouse Glossary, ...