Here is the synopsis of our sample research paper on THE ECONOMICS OF HIRING TEMP WORKERS. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 8-page paper examines, from an economic perspective, whether it's more beneficial to hire temporary or full-time workers. Bibliography lists 4 sources.
Page Count:
8 pages (~225 words per page)
File: AS43_MTtempecon.doc
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Unformatted sample text from the term paper:
economic reasoning and analysis to this question, weve come to the conclusion that hiring a temporary worker can actually cost more than hiring a full-time employee.
Though an employer isnt responsible for a temporary workers benefits and payroll taxes, and though temporary workers can be shuffled in and out of job positions as
the need arises, economic reasoning tells us that issues such as morale, absenteeism, loyalty and turnover can impact productivity. A full-time worker will have more vested in a company than
his or her temporary counterpart and, as such, will be more productive. Adding a temporary worker to the mix, however, could stress out the full-time worker, leading to more absenteeism
and lowered morale. This answer would change if management is willing to make a committed effort to positively managing its temporary workforce.
Definition The Great Recession of the late 2000s brought about something else - the Great Temporary Workforce of the late 2000s. Though businesses
were downsizing in response to a shrinking economy, tasks still needed to be completed. To complete these tasks, businesses turned to doing more with less, and to hiring contract employees
when demand for products grew. On the surface, hiring "temps" to get the job done seems like a good idea: A temp workforce
is flexible and employees can be shuttled in and out as needed. Furthermore, costs, on the surface, tend to be lower than hiring permanent employees (Von Hippel et al, 1997).
However, if temporary employees are less committed (or less skilled) than the permanent staff, this could cause more harm than good (Von Hippel et al, 1997). Furthermore, "employees benefits come
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