ENGLISH for ACADEMIC & PROFESSIONAL PURPOSES
(PETA)
THE VALUE OF EMPLOYMENT
Employment is a relationship between two parties, usually based on a contract where work is paid for, where one party, which may be a corporation, for profit, not-for-profit organization, co-operative or other entity is the employer and the other is the employee.[1] Employees work in return for payment, which may be in the form of an hourly wage, by piecework or an annual salary, depending on the type of work an employee does or which sector she or he is working in. Employees in some fields or sectors may receive gratuities, bonus payment or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits can include health insurance, housing, disability insurance or use of a gym. Employment is typically governed by employment laws, regulations or legal contracts.
The value of being employed is so much more than the pay packet at the end of a working week, with studies showing the impact of having a job goes far beyond finances to mental, social and physical well-being. It extends to the way we view ourselves, defines a position in society and affects more than just the job seeker, impacting their family.
In the Western world, being employed is an essential key to our culture. Income gains you access to the latest mod-cons – the car, the flat screen television and the newest iPhone. Critically it gets you a foot in the door when it comes to necessities like a rental property, food each week, or a mortgage on your own home.
At its most basic, employment determines “the haves and the have-nots” – defining one’s economic value in a consumer-driven society.
Employee engagement is attracting a great deal of interest from employers across numerous sectors. In some respects it is a very old aspiration – the desire by employers to find ways to increase employee motivation and to win more commitment to the job and the organisation.
But there is reason to worry about the lack of rigor that has, to date, often characterised much work in employee engagement. If we continue to refer to ‘engagement’ without understanding the potential negative consequences, the core requirements of success, and the processes through which it must be implemented, and if we cannot agree even to a clear definition of what people are supposed to be engaged in doing differently at work (the engaged ‘in what’ question), then engagement may just be one more ‘HR thing’ that is only here for a short time.
https://en.wikipedia.org/wiki/Employment
https://fatherjamesgrantfoundation.org/employed-employment-benefits/