Work refers to the activities undertaken involving the application of physical or mental effort. The motivation behind work is often rewarded and in many instances is in the form of money. The purposes for which work and the duties therein are undertaken are varied from one person to another or one geographical location to another. The drive to fully comprehend the purpose for which work is conducted leads to the inception of perspectives of action which as discussed above include curse, freedom, commodity, occupational citizenship, dis-utility, personal satisfaction, social relations, care for others identity and service. The paper establishes the motive behind work concerning freedom, professional citizenship, and assistance with the critical focus on the Canadian human resource sector. Further, the article determines that understanding the various perspectives of work is very important to facilitate the smooth running of individual lives (with a purpose), institutions (for efficiency and productivity) as well as the country as the whole.
At a glance
- Examines Ontario’s Employment Standards Act in relation to workplace disputes
- 14 sources in the bibliography
Contents
1. Introduction
2. The Freedom Perspective
3. Occupational Citizenship Perspective
4. Work as Service
5. Implications
6. Human Resource Practice
7. Public policy
8. Judicial and Legal importance
9. The utility of economic resources
10. Societal Approval
11. Conclusion
Objectives and Topics
This work examines why people work through the perspectives of freedom, occupational citizenship and service, and considers how these perspectives apply to employment and human resource management in Canada. Its central question concerns the motives associated with these three perspectives and their implications for workplaces and society.
- Freedom, property rights and economic liberalism
- Occupational citizenship and belonging
- Service to communities, households and the nation
- Human resource practice and employee motivation
- Public policy and employment regulation in Canada
- Legal frameworks and the allocation of human resources
Excerpt from the Book
Public policy
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.
Chapter Summaries
1. Introduction: Introduces work as physical or mental effort and identifies freedom, occupational citizenship and service as the perspectives examined in the Canadian context.
2. The Freedom Perspective: Explores work as a means of expanding individual choice, with reference to property rights and economic liberalism.
3. Occupational Citizenship Perspective: Discusses belonging, participation and employee rights as motives and conditions associated with work.
4. Work as Service: Considers service-oriented motivations, including service to households, communities, religion and the nation.
5. Implications: Introduces the relevance of work perspectives to organizational practice, public policy and the Canadian service economy.
6. Human Resource Practice: Examines how understanding employee motivations can inform human resource research, training and workplace strategies.
7. Public policy: Discusses employment contracts, worker protection and the relevance of work perspectives to Canadian public policy.
8. Judicial and Legal importance: Considers employment disputes, legal frameworks and Ontario’s Employment Standards Act.
9. The utility of economic resources: Addresses recruitment, training and the allocation of personnel to suitable roles.
10. Societal Approval: Connects employee experiences and organizational practices to wider social expectations.
11. Conclusion: Brings together the three perspectives and their significance for individuals, organizations and the Canadian human resource sector.
Keywords
work perspectives, Canada, freedom, occupational citizenship, service, human resource management, employee motivation, public policy, employment law, economic liberalism, property rights, recruitment, workplace relations
Frequently Asked Questions
What is this work about?
It examines motivations for work through the perspectives of freedom, occupational citizenship and service, with a focus on Canada.
What are the central topics?
The work addresses employee motivation, belonging, service, human resource practice, public policy and employment law.
What is the primary objective?
The objective is to understand the motives associated with the three selected perspectives on work and consider their application in Canada.
What method does the author use?
The author uses a conceptual discussion supported by cited literature and applies the selected perspectives to Canadian employment and human resource issues.
What does the main body cover?
It explains each perspective and discusses implications for human resource practice, policy, legal matters, resource allocation and society.
Which keywords characterize the work?
Key terms include freedom, occupational citizenship, service, employee motivation, human resource management and Canadian public policy.
How is freedom connected to work?
The discussion links work to the pursuit of greater choice and considers property rights and economic liberalism as aspects of that perspective.
How does the work relate occupational citizenship to employment?
It connects occupational citizenship with belonging, participation in a community and the recognition of employee rights.
Which Canadian employment legislation is discussed?
The work discusses Ontario’s Employment Standards Act in connection with employment regulation and workplace disputes.
- Quote paper
- Dr. Amos Wesonga (Author), 2017, Perspectives of Work. A Case Study of Canada, Munich, GRIN Verlag, https://www.grin.com/document/439120
