Economics Case Studies Paper on The Temptations of Tempting

The Temptations of Tempting

Today, in many organizations temporary jobs are becoming popular with employers and employees readily accepting such positions. There is however considerable uncertainties, skepticism and speculations surrounding this particular practice. As much as there might be success stories about the same, failure is also common. Generally, there are advantages and disadvantages accruing from this habit to both the employers and the employees.

Adopting a temp-to-perm policy poses various disadvantages to an organization. For instance, with or without the skills, new jobs require training and time is wasted every time new tempt-to-perm employees are brought on board. There is also the possibility that these employees may not be committed to work, as they would have been if employed on permanent basis. Building teamwork is also challenged where the permanent employees tend to undermine the temp-to-perm employees especially those permanent employees who do not find satisfaction in their current job. Also, a company incurs agency costs during the recruitment period which entails tasks such as screening the temp-to-perm employees. Lastly, there is an increase in wage rate since as the company employs more temp-to-perm employees additional supervisors may be required since the permanent employees still on board (Reilly 32).

As an employee, temp-to perm employment accrues one several benefits. First, it works as a test drive and one might realize that they have the exact position that they needed. It also offers one a chance to expand their knowledge, later if they are employed, they can enjoy the wealth of knowledge gained and even positions them better in the job market. It also serves as a satisfaction for employees who are not motivated by long repetitive jobs and thus need to change their jobs from time to time. Temporary jobs also become an occupation during unemployment as one continues searching for a permanent job. Still, some job seekers may be unsure of their career path and therefore tempt-to-perm forms a basis of different exposure and experiences from where one can comfortably make a decision. Lastly, temp-to-perm puts the employee in the best position to acquire permanent employment, which accrues full employment benefits. It also gives one a chance to form beneficial networks in the corporate world.

As a jobseeker, I can take up temp-to-perm job offers under several circumstances. For example, a fresh graduate which will give me adequate training grounds. I would also take a temp-to-perm job in case of a recession where some employees are laid off and I happen to be among the unlucky ones. In cases where I do not meet the minimum qualifications for a certain job, I would take a perm-to perm position so as to boost my resume experiences and take up the job of my dream.

            Where a supervisor is put in charge of a mix of both permanent and temporary employees, several challenges are likely to occur. There is the morale issue that arises since the supervisor is dealing with two people who do the same work, same duration and working conditions but for different remunerations and benefits. This may demoralize the temporary employee who may end up becoming demotivated. This has the effect of compromising the quality of work, which questions the ability of the supervisor unfairly. Moreover, conflicts are likely to arise where the fulltime employees undermine the temporary employees and making the feel inferior. These conflicts have a direct impact on the collaboration and cooperation of the employees, which is directly reflected in the quality of output. The managers there are put in a difficult situation of trying to solve such differences since he/she takes full responsibility of the department. In addition, temporary employees are normally very new to the company, the task or both. This calls for keen supervision by the manager. This complete shift of attention may create room for mistakes from the permanent employees. This again calls for the supervisors to take full responsibility for such mistakes and errors.

            If employees are put on temp-to-perm basis, the challenges highlighted above tend to be a bit different. For example, the morale issue addressed above will not be very devastating if it has to exist. This is because the temp-to-perm employees stand a better chance of securing permanent jobs and will therefore be motivated to work harder and smarter so as to create a good impression regardless of the many benefits they are currently deprived. This saves the supervisor having to deal with motivation and therefore shift attention to productive supervision (Reilly 40).

            Temp-to-perm employees tend to receive full support and guidance from the permanent employees since they realize that they will sooner or later come in board as permanent colleagues. Thus, instead of looking down upon them like temporary employees, they give them all the support, which reduces conflicts within the work centers. This saves the managers having to deal with such conflict but instead shift attention to keen job supervision and hence quality output (Reilly 20).

            Lastly, when employees are on temp-to-perm employment terms, they are normally motivated to learn as much as they possibly can. This is because of the good working conditions availed to them by the other employees. When the same employees later take leadership positions in the company, they will already have learnt many skills right from the technical skills and thus make very effective supervisors with the ability to deal with all sorts of challenges.

Works Cited

Reilly, Cathy. The Temp Factor for Job Seekers: The Job Seeker’s Guide to Temporary Employment. Universal-Publishers, 2011.