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Academic Paper, 2017
An activity or activities undertaken usually involving the application of physical or mental effort imply work. The motivation behind work attracts reward that in many instances is in the form of monetary value. The purposes for which work and accrued duties vary from one person to another or one geographical location to another. The drive to fully comprehend the meaning for which work is conducted leads to the inception of perspectives of work which include curse, freedom, commodity, occupational citizenship, disutility, personal satisfaction, social relations, care for others identity and service. The sole goal of this paper is to establish the motive behind work concerning the purposes of freedom, occupational citizenship and facility, and observation of the same in Canada.
Freedom is the lack of need defined as the deficiency of want and coercion that often hinders the ability to choose or act. Democracy is the absence of constraints in one's path of interaction with life situations (Nikunen, 2012). It is a virtual, non-tangible phenomena of life. The freedom perspective of work is the liberty drive that one has in mind when undertaking activities about employment. The force behind the effort is the need to receive the reward that positions one into capacity that eliminates the constraints of choice in their desires (Hyslop, 2012). Thus, with the motive to be free, workers hold the faith that the given reward’s value is a means of overcoming the constraints that stand between them and what they desire. The ultimate goal is the ability to impose one's culture and wishes upon nature (Budd, 2011). It involves twisting fate through effort.
In a broader perspective of work, the motives fall into two namely political liberalism (Lockean Property Rights) and economic liberalism (Freedom to Contract). The Lockean property rights aspect tends to explain the human nature that prompts the need to be away from the rest of society and seek privacy, advantage, and control. The approach to work is born of the labor law of property in which the natural law theory states that the exertion of labor on resources is the initial creator of property. Hence, people’s motivation to own feature gives them a sense of freedom, and it is from this that they are motivated to labor more and more to amass more material ownership. On the other hand, economic liberalism announces the systematic approach to economic liberty by individuals or households (Barry & Osborne, 2013). It is more of a structured dimension through which individuals work to earn rewards which they in turn use to grow economically. The fundamental aim of economic liberalism is the accumulation of monetary value that elevates ones purchasing power. The higher the purchasing power, the less the constraints on choice which is equivalent to freedom, the fundamental drive of laboring.
It is human nature to feel the need to assemble or be a part of a society and commune. Citizenship refers to the activity of belonging to a certain faction, community or group, usually a country. While other people seek to labor due to the need to feel free, others are driven by the urge to feel linked up with those around them. The motive is in being a part of or a contributory factor to the given society (Standing, 2014). In this case, workers do not seek due to the desire for material but virtues and character that are attributes of people. Some of the benefits that come with this perspective of work include networking capacities, security, and enhanced faith for many reasons. Thus, occupational citizenship attributes to as the acquisition of given working rights by employees who are worthy of it because they are a part of the community which has the employing institutions, and that they are not inclusive in the labor equation as inanimate factors such as market forces. Under the professional approach to work, the essence is to humanize the resource, and the absence of emotion in labor makes the motivation to undertake it diminish.
The perspective of labor as service is virtue driven as well. In this case, once motivation to keep laboring is the goal that the kind of activity undertaken is of benefit to give sections of the environment within which they operate. Some of the motives of service include service to the military, God, community, nation, and households. Service to God is faith and religious based. The urge to be of use to the super deity in one’s life may be a calling or only due to the drive to be a part of the caretaker aspect of humans as co-creators. Household service, on the other hand, is differently motivated. The aim is to serve the family generations are gone and those to come. It entails superstition incorporated with forecast and strategic planning to ease the burden of the younger incoming generation. Service to the nation is in most cases effort on the voluntary basis. Persons with the work perspective in this regard are driven by the satisfaction in the prosperity of the country within which they live and are wholly devoted to the course defined by the politics and virtues of the founders of the nation. The last type of service perspective is military and economical service which in most cases involves profoundly physical or mental effort as the given attributes of the country are critical to its continuity. Occupational citizenship is thus a broad spectrum of motives driving individuals to undertake nation growth but at different levels
The knowledge of the above perspectives to work is essential in an organization and more so, to the human resource functions. The social technicalities amassed from learning work perspectives facilitates best management practices that are executed accurately and precisely in many countries, and Canada is no exception. Those above mean that the prospect of the purposes of work gives human resource professionals the ability to conceptualize practical workplace scenarios. The dimensions that then fall in place based on the available environmental paradigms include the implications on Research questions Human Resource practices, Public policies, judicial and legal interpretations relative to work, societal approval and opinion shaping as well as identification and utility of economic resources.
The given concepts thus illustrate critical thinking approaches that this knowledge enables learners to achieve. The thinking paradigms are hence vital to the analysis and structuring of work, its institutions, and practices as well as other related phenomena. For instance, the Canadian economy much relies on its service industry which forms over 30% of the Gross Domestic Product in expenditure. The ability to cite work perspectives is thus essential in the formulation of the work structures that best fit a service oriented nation. Failure to meet such thresholds leads to a mismatch that is detrimental both at the institution and national levels.
The conceptualizing of work is also important as a study for human resource students in that it shapes the research and policy agendas of the resource management field. The diversity that comes with efficiently managing employees and workers as a whole prompts the need to comprehend trends of behavior in the given discipline further. The curiosity that upcoming professionals are imparted with naturally drives them to explore more flexible and newer agendas and policies, some which get discarded and others are absorbed as part of practice.
The study of work perspective also enables comprehension of what influences employee perceptions to work and the need for specific experiences that they feel they need (Truss, 2013). The Canadian employee force tends to be purpose-driven, and based on the company needs and vision, professionals can align such knowledge in the training process. The above has the result that employees acquire skill sets that are best fit for them. It is critical to know the purpose of which staff undertake given duties or even need the jobs in the first place. Upon acquisition of such information, the company can establish what kind of employee force it has and the motivation strategies that are effectively applied. Again, in this case, the knowledge is an asset essential for appropriate strategizing.
The wellbeing of staff and anyone undertaking duty is of prime importance to society as a whole. The public thus is a stakeholder in work. The perspective created by the public seeks to ensure fair treatment, appropriate remuneration and humanity in the kind of work in all premises. As such, upcoming scholars need understand the aspects of public opinion that have potential to be addressed and redressed into policy, which existing systems are turning out to be obsolete depending on the trends in human resource available and what should be strengthened as public policy in case it does exist. The prospective freedom advances the primacy of liberty in what they choose to contract, quit or seek regulatory counsel (Atkinson et al., 2013). In Canada, the freedom to explore counsel on contracting with employers is nonetheless vital and public policy.
Disclosure of benefits and essential duties is demanded at the inception of an employment contract. Public policy in this country is built on the protectionist virtue that safeguards the interest of both employers and employees such that all the parties are aware of terms that bind them in executing work. Public policy implications are also essential to analyze occupational citizenship as well service perspective and the motives that accompany the same. Knowledge of public policy relating to service guides fair play in this aspect of work in Canada such that exploitation of those willingly able to serve is kept in check (Birkland, 2014). With a service industry that seeks to maximize profits, service-oriented workforce is quickly taken advantage of, and it is the role of upcoming human resource professionals to institute public policy that guides this aspect, initiate creation of systems if absent in an area or fast-track improvements on existing procedures that need to change with changes in the demographics behavior.
Occupational Citizenship knowledge is applicable in support of nationalities’ rights. Canada applies employment regulation in this respect. There are set standards which form a threshold that each employing institution must achieve the minimum of to qualify for statutory licensing (Preisbisch& Otero, 2014). Safety standards and collective bargain agreements form the basis of the voice of the employed. Understanding these details of occupational citizenship enables human resource experts to best face phenomena such as workers go-slow and strikes and their causative factors. Usually, handling such situations requires expertise in regards to the behavioral attributes of employees which can only be motivated or contained with a firm grip on the comprehension of work perspectives.
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