analysis of job quality
Introduction
Job quality is a multi-faceted and worker-centered concept that consists of the set of job characteristics fostering the wellbeing of workers (Pocock and Skinner, 2012; Green, 2005). In recent years, the concern about job quality has increased significantly in worldwide. Although it is controversial that whether the job quality has been improved or not, there is no doubt that the creation of good jobs could result in beneficial outcomes. Therefore, it is meaningful to get a comprehensive understanding on features and outcomes of good jobs. This essay will firstly analyze the characteristics of good jobs based on Handle’s framework, and then discuss the related outcomes in the perspective of employees, employers, and government and overall society with relevant examples and evidences, before talking about the general implication.
Characteristics of good jobs
Handle (2005) puts forward with four main components—material rewards, intrinsic (nonmaterial) rewards, working conditions and interpersonal relationship to evaluate job quality. Material rewards are composed of wages, career opportunities (e.g. promotion and personal development) as well as job security (Handle, 2005). Jobs with good quality are supposed to offer workers adequate earnings, enough opportunity for advancement and high level of job security. In terms of wages, a good job should not only provide appropriate levels of incomes that match the value created by employees, but also avoid payment discrimination and unjustified inequality (Green, 2005; Thomas, 2005). In addition to wages, Green (2005) and Sengupta et al (2009) have also outlined that good jobs also offer bonuses, other fringe benefits, pensions, holiday privileges and sick leaves. Regarding to career opportunities, only promotion opportunity is not enough, as a good job, it should also provide employees with learning and training opportunities for particular working skills development and lifelong learning (Thomas
Job quality is a multi-faceted and worker-centered concept that consists of the set of job characteristics fostering the wellbeing of workers (Pocock and Skinner, 2012; Green, 2005). In recent years, the concern about job quality has increased significantly in worldwide. Although it is controversial that whether the job quality has been improved or not, there is no doubt that the creation of good jobs could result in beneficial outcomes. Therefore, it is meaningful to get a comprehensive understanding on features and outcomes of good jobs. This essay will firstly analyze the characteristics of good jobs based on Handle’s framework, and then discuss the related outcomes in the perspective of employees, employers, and government and overall society with relevant examples and evidences, before talking about the general implication.
Characteristics of good jobs
Handle (2005) puts forward with four main components—material rewards, intrinsic (nonmaterial) rewards, working conditions and interpersonal relationship to evaluate job quality. Material rewards are composed of wages, career opportunities (e.g. promotion and personal development) as well as job security (Handle, 2005). Jobs with good quality are supposed to offer workers adequate earnings, enough opportunity for advancement and high level of job security. In terms of wages, a good job should not only provide appropriate levels of incomes that match the value created by employees, but also avoid payment discrimination and unjustified inequality (Green, 2005; Thomas, 2005). In addition to wages, Green (2005) and Sengupta et al (2009) have also outlined that good jobs also offer bonuses, other fringe benefits, pensions, holiday privileges and sick leaves. Regarding to career opportunities, only promotion opportunity is not enough, as a good job, it should also provide employees with learning and training opportunities for particular working skills development and lifelong learning (Thomas