Emerging Employment Model And Performance Model Assessment

Question 1

Case 1: OceanTech - Balancing Benefits and Costs in the Gig Economy

In the rapidly changing gig economy, which has destructed traditional employment models, the case of ocean tech represents a nuanced scenario with possible advantages and disadvantages. As a manager tasked with recruiting a team of engineers on contract, it is essential to evaluate the implications for the workforce as well as the organisation along with the possible consequences with the existing workforce.

A key advantage of participating with contract engineers is the potential for cost savings. By giving a comparatively low salary and restricted benefits the organisation stands to curb its labour expenses an important consideration while managing cutting-edge projects requiring significant investment (Stuchtey et al., 2023). Such cost-effectiveness can strengthen the company in the allocation of resources more rationally confirming its competitiveness within the industry.

However, this cost-effectiveness approach incorporates intrinsic costs and challenges. Contract workers may not have the same job security and benefits as their counterparts employed on full-time bases. Such differences can lead to reduced employee engagement and morale possibly discouraging team cohesion and project outcomes. In addition to this contract workers may have insufficient incentive to invest in the long-term success of the company provided their reduced commitment and affiliation.

The interior relationship between new contract engineers and developed full-time employees incorporates another layer of complexity. The coexistence of these two different employment categories can adversely arise feelings of hierarchy and inequity within the team. Full-time employees might experience being undervalued or harbour concerns about probable job instability, lastly training relationships and obstructing collaborative efforts. For addressing these probable issues, it is essential for management to promote inclusivity within the workplace, fostering transparency in communication and confirming equal treatment to contract and full-time employees (Re et al., 2022).

From a regulatory perspective, the area of employee classification turns out to be a major concern. Attaining a balance between participating contract workers for flexibility and navigation of possible legal tangles is of great significance. Organisations must navigate local labour laws and regulations expertly to escape from the pitfalls of misinterpreting and attending legal penalties. By careful worker classification and the giving of sufficient benefits and protections, the company can meet its ethical responsibilities and uphold its related reputation.

In summary, the decision to contract engineers at the company presents the need for a nuanced juggling act between financial considerations and ethical duties. Ghost savings provides of tangible advantage however probable limitations associated with worker morale, regulatory compliance and team dynamics must not be neglected. By promoting a nurturing work environment and compliance with proper classification protocols, the company can successfully have the advantages of the gig economy respecting its commitment to contract as well as full-time employees. This important balance has the key to promoting a productive and harmonious workplace that forces innovative initiative while upholding equity and fairness values.

Case 2: Amazon Flex - Navigating Bot Usage in the Gig Economy

In the fastly changing landscape of the gig economy, a standard shift has initiated we defining the work and employment nature. Innovative platforms such as Amazon Flex have come as changing the way dependent workers engage in on-demand labour. On the other hand, the use of automatic bots by some workers to secure prime shifts increases dominant questions related to ethics and fairness and the official instance that Amazon should follow. Being a district supervisor at Amazon Flex, the dynamic decision concerning bot usage needs a detailed evaluation of the probable consequences and implications for workers as well as the organisation.

The use of automatic bots in confirming has its advantages. From operational Outlook it can lead to streamlining of processes enabling workers to efficiently get desirable shifts. This in turn can improve, overall productivity and customer satisfaction, with workers operating in a more collaborative way (Hockenberry, 2022). In addition to this, the competitive element incorporated by bot usage may incentivise workers in additionally improving their skills and efficiency, motivating a culture of self-improvement benefiting service quality.

However, the acknowledgement of bot usage brings into consideration a range of important concerns. Major among them is the possibility of an unjust advantage. Those having the accessibility or utilising bots get preferential treatment over their peers, leading to an unequal distribution of opportunities. This unequal playing field can cause resentment among workers deterring the sense of collaboration and mutual support underpinning effective team dynamics. This disharmony can result in challenging the collective effort needed for well-functioning gig workforce.

In addition to this and overdependency on bots imposes the risk of personalizing the gig workforce challenging the fundamental value of human judgement and experience. The essence of the gig economy realises in the flexibility it gives to workers enabling them in using their unique abilities and skills (Malik et al., 2022). This incorporation of bots impends to overshadow these human qualities, possibly reducing the richness and diversity brought about by the dependent workforce to the table.

Highlighting these considerations, the official stance of Amazon on what usage should focus on the principles of transparency, fairness and equal opportunity. Incorporating of policy that clearly prevents the usage of bots would develop a level of playing field, confirming that all the workers have an equal chance to secure required shifts. This approach synchronizes with ethical standards upholding the dignity of each worker and reinforcing the idea of success in the economy should be based on individual, skills, effort and competence instead of automated advantages.

In tandem with this avoidance, Amazon should also undertake steps for re-designing its systems and software for the prevention of the use of bots. Through the elimination of the potential of bot-mediated shifts, the company supports its commitment to promoting an environment where human agency is dominant. This step would promote fairness and also encourage workers to continuously improve their capabilities with their personal contributions directly influencing their efforts and outcomes.

Lastly the decision about what usage extends beyond operational convenience only it includes the very philosophy of the gig economy. Being a district supervisor the selection should replicate a dedication to promote a cohesive and harmonious workforce. While the attraction of streamlined shift allocation with bots may appear to be attractive in the short run probable long-term consequences of dehumanized and divided workforce are major.

Question 2: Uber Case

As a chief people officer, the primary focus is to maintain organisational flexibility, and mitigating associating concerns for enhancing motivation among the employees. The main purpose lies in striking a fine balance which improves cost-efficiency, and improves the well-being of company’s drivers who are independent as drivers. The role of mine is focused on enhancing the motivation of the drivers (Shokoohyar et al., 2020). Uber must prioritise improving the organisational environment so that the contractor drivers might maintain proper flexibility and feel motivated, valued, as well as respected. The position of such motivated spirit could be gained by recognising the drivers, and initiating incentives for them. Initiating comprehensive reward program for acknowledging the drivers’ efforts might encourage them for effective, and proficient work by reducing turnover. Additionally, rewarding the drivers as per their top level of performance might enhance their potential, and motivation up for further work. The efforts could include grading the drivers, acknowledging drivers for completing a certain number of rides, rewarding drivers for their efficiency to meet monthly targets of rides and good ratings, ability of the drivers to receive positive remarks, and ratings from the customers (Norlander et al., 2021). Such incentives like monetary benefits, bonus, rates of discounts on maintenance and preservation of vehicles could add a high value and preference in the system.

Efficiency in communication could further be developed in respect to the specific topic of California, in the case study, by enhancing types of skill development opportunities. By offering proper training and types of development programs it is possible to improve customer service skills, types of safety practices, and efficiency related to best policy and safety related practices (Cram et al., 2022). Such fact result in enhanced customer satisfaction, and also boosts up customer experiences, by proactively leading customer achievement, and growth to the customers. The drivers could also be kept motivated by ensuring an active, as well as transparent communication. The management of Uber could take a vogue by ensuring proactive communication with the drivers by discussing their facts of considerations, issues, and limitation, and entirely attempting to mitigate those limitations (Oppegaard et al., 2020). By initiating regular initiatives and upgradation on types of policy changes, and different sorts of performance metrics could foster the efficiency, and success of an organisation.

Effort by the company in encouraging a flexible schedule could help solve the issue. This might be helpful in creating balance between the demand and supply, which could help in creating a flexible approach to empower the drivers. The drivers might help in planning proper timing, which have a positive impact in meeting organisational goals. By initiating customised service availability, and offering opportunities for enhancing an eco-friendly journey, drivers can be efficient in making proper alignment, and link with the customers (Scheiber, 2022). This might also incorporate in improving employee skills. Most importantly, the California part of Uber might include an efficiency to enhance support to the customers by maximising their safety needs through increasing their emergency funds, and improving voluntary package benefits helping proactive response from them in a long run.

Recommendation to the treatment of Drivers for Uber:

Ensuring steady earning for drivers and proper classification of employees: The drivers, or driving plan might be emphasised on fair earning which might be committed in ensuring a liable wage for the drivers. This facilitation include an implementation of a fair wage, which guarantees a certain income, surging charge including partial benefit for the drivers during the rush, or peak hours (Scheiber, 2022). With such provisions, drivers can have a steady earning or profit. Planning of Uber might be focused on providing employees with a net benefit, as well as legal protection in system. With such focuses employees can feel a sense of priority, stability, and effective security sense by the drivers delivering a good prospect of business for Uber.

Enhancing driver support and incentive scopes: The organisation might initiate collection of feedback for the drivers. This effort might help in gaining proper employee rating, and feedback based on which bonus, or monetary benefits could be promised by Uber (Oppegaard et al., 2020). Additionally, a scope for drivers based on positive comments, remarks and performance evaluation by the drivers could help in designing effective policies, and an unmount benefit for the employees.

However, proactive support to the employees regarding skill development through performance management, and elaborating a long-term vision towards them could generate a high prospect, and prolonged success of Uber in the current prospect of case.

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