LABR1260 Working For A Living

Part A

Capitalism

Definition: The term capitalism can be defined as an economic system that is based on the private ownership of the sources of production along with their operation for profit. Some of the key characteristics associated with capitalism includes competitive market, accumulation of capital, private property, a price system as well as recognition of voluntary exchange, property rights as well as wage labor.

Significance of the term in Work and labor issues: As per Karl Marx, the whole concept of capitalism is a major threat is ineluctably rigged against the workers.  In spite of the short run victories of the trade union, in a capitalist society the key power always remains in the hand of capitalist. As per Jackson and Thomas (2010, pg.9), Canada can be considered as  capitalist country due to its high foreign ownership amongst the imperialist nations.  Considering the fact that  capitalism mainly values the profit,  it can prices highly negative impact on the wellbeing of the workers. However, given the fact that in the current situation, the power of the employees are high, given the shortage of workforce in the nation, exploitation due to capitalism cannot be evidenced in Canada. As per Jackson and Thomas (2010, pg. 14) neo liberal or deregulated capitalism is also a major reason behind global economic crisis. This is because,  deregulated capitalism  has resulted in recession  depression which in turn created crisis in the job market. This in turn not only affects the workers of the nation, but also imposes negative impact on the overall economy.

Gender

Definition: The term gender can be defined as a term that is used for describing the characteristics of men or a women on the basis of social construction. The term “sex” refers to those that are determined biologically.

Significance of the term in Work and labor issues: While Canada is the first largest workforce  across the world, women makes approximately 34 percent of the workforces (Bjelajac & Filipović, (2020, pg 388). Gender inequality is a major issue faced  by women in a good number of developing developed nation. There exist an inherent belief in the society that while men are supposed to be the bread earner of the family, women are supposed to look after the family. This unethical through pre leads to discrimination of women in the workforce.  Significant number of women in the Canadian workforce have reported to have gone through gender inequality that leads to unethical issues like pay gaps (p.113).  Pay gap refers to the concept where a male employee is paid higher compensation for his performance  compare to his female counterparts in the same designation. The key reason behind pay gap in Canada is higher urge of the employees to retain mail employees. A major example of consequences associated with pay gap has been given by the author, where it has been highlighted how gender pay gap leads to job insecurity Jackson and Thomas (2010, pg 129). Prolonged job insecurity along with low play and de-motivation leads to high rate of turnover amongst the employees.

Racism

Definition: The term racism can be defined as the marginalization or oppression of an individual based on his or her ethnic background, race or color. While racism can be faced by both people of color and white individuals,  the history of racism specifically highlights  unethical domination and discrimination  faced by people of color over a period of time on the basis of socially constructed racial hierarchy which acts as a white privilege.

Significance of the term in Work and labor issues: Racism is a major issue, not only in the Canadian workforce but also in majority of the developed and developing nation. Given the fact that a significant number of the employees working in the Canadian workforce are migrants, they are found to be the key victims of workplace racism. Some of the major racial discrimination faced by Canadian employees from different ethnic background includes discrimination at the time of recruitment, appraisal, salary increments as well as promotion. For example, as per Jackson and Thomas (2010, pg. 143) there exist major issues of racism in Canadian workforce and it is high time for Canada to accept the fact and work for eradication of racism. Additionally, physical as well as verbal abuse is another major issue related to racism that is faced by employees from different cultural background. This not only act as a major source of demotivation for the employees, but often is the key reason behind attrition of skilled employees. For example Jackson and Thomas (2010, pg 144) have highlighted that being a nation with aged workforce, Canada cannot afford attrition of skilled and experienced employees.

Migrant workers

Definition: The term migrant worker can be defined as an individual who either migrates within their home country or outside their nation in order to pursue work. Generally, migrant workers does not possess the intention to stay permanently in the nation they have visited for work purpose. However, given the fact that a good number of nations are opting for workers from developing countries in order to ensure cheap labor, it has been evidenced that a significant percentage of the migrants possess the intention to settle permanently in the developed nation, given the added benefits and enhanced quality of lifestyle, compared to their native developing nation.

Significance of the term in Work and labor issues: In Canada, migrant workers are termed as temporary workers who possess fewer rights, limited access to services as well as no access to federally funded settlements, unlike the native workers of Canada. This often leads to adverse impacts like he pay gap as well as lack of financial capability to continue work in the nation. For example Jackson and Thomas (2010, pg 141) have stated that migrant workers who have cane to Canada in 2007 and 2008 are still subjected to lack of equal rights as workers.  Another example includes Jackson and Thomas (2010, pg 142) stated that migrant workers are often subjected to discrimination and are paid much lesser than the permanent employees of the organizations. Additionally, they possess lack of rights that makes them more vulnerable to the system.

Part B

Introduction

The term intersectionality refers to a qualitative analytic framework that was developed in the late 20^th century. This concept of intersectionality defines and identify hoe the interlocking system associated with power impose impact on individuals who are most marginalized in the society and consider these relationship while working for political as well as social equality. Considering the fact that intersectionality challenges gender studies along with its understanding of privilege, power and relations of domination and subjugation, it is crucial for studies of work and labor.

Discussion

Intersectionality possess the potential to broaden the conception of labor and work through developing effective understanding of power. For example, as per Jackson and Thomas (2010, pg 114), in the Canadian society, the power of female workers in the workface is far less than that of male workers. The key reason behind this is the patriarchic society and higher rate of domination of male over female in both personal and professional life. Thus it is high time for establishing intersectional in order to ensure gender equality in Canadian workforce. One major example  includes lack of ineffective intersectionality has led to gender biased salary increment leading to pay gap between a male and female employee in Canada Jackson and Thomas (2010, pg. 129).  As per De los Reyes (2017, pg.15) intersectionality not only offers new ways of exploiting how various forms of inequality communicate in working life but also results in development of understanding of how institutionalized norms rules, beliefs, attitudes as well as vales create specific forms of vulnerability which often remains unrecognized in the workplace.

Secondly Intersectionality helps in developing effective understanding social privilege. The term social privilege can be defined as the privilege enjoyed by a specific group of individual on the basis of their gender, race or financial capabilities over the marginalized individual of the society. This privilege often result in deterioration in the workforce. For example (Jackson and Thomas (2010, pg 142) have highlighted that unethical privilege of a certain group at work act as a major demotivating factor for skilled and experienced employees who may chose to leave the organization. This not only lowers the quality of work and production off the organization but also leads to consumer dissatisfaction.  The study of interesectiomality helps students to understand how this factor leads to vulnerary of the workforce, conflicts with in the system leading to lowering the unity between the workers. For example, Jackson and Thomas (2010, pg143) have highlighted that Canadian businesses that does not consider intersectional are more vulnerable to lack of product due to conflict and attention of skilled employees, compared to organizations that consider interesectionality as a major business policy.

There is a long tradition of intersectional analysis of professional life that can serve as inspiration for Nordic working life studies, but there also exists significant research on the labor market as well as working life which exists and is being developed within the intersectionality context. The concept of intersectionality helps the students to develop effective understanding of hoe labors gets dominated by the capitalists. For example Jackson and Thomas (2010, pg 49) have highlighted that given the fact that the key focus of majority of the employees in Canada is on profitability, much less focus is given on the work life balance of the Canadian employees. Intersectionality along with identifying the issue also helps the student to gain effective idea on how such issues can be eradicated. For example Jackson and Thomas (2010, pg 56) have highlighted how effective application of equality within the organization can lead to eradication of unethical domination and at the same time can result in increments the profit margin of the Canadian organizations.

Conclusion

From the above discussion, it can be concluded that considering the fact that intersectionality challenges gender studies along with its understanding of privilege, power and relations of domination and subjugation, it is crucial for studies of work and labor. The concept of intersexuality helps the student to identify the areas of lack of power, discrimination and domination faced by migrant, black and female employees in the Canadian workforce.  

Part c

Introduction

The basic rights of an worker while working for an organization, be it private or public, includes safe work environment which is free from undue dangers, right to be free from retaliation to file claim or complain against the employers as well as right to fair wage for work performed. While these are the basic rights there exists other rights that if implemented by an government possess the potential to enhance the motivation and loyalty of the workers to work for the organization.  when it comes to the rights and protection provided by Canada and Manitoba to its employees, it can be clearly understood that the rights and protections are not enough and requires more employees friendly rules for Canada. However for Manitoba this is not true

Discussion

As per the Canadian Human Right Act each and every employee working in the nation possess the right to be treated fairly in the workplace  free from discrimination on the basis of gender, age, ethnicity, race and on their grounds. However, as per Proulx et al. (2020, pg. pg 415), while the law exists, lack of effective implementation of the same on the Canadian workforce can be evidenced. A majority of the organization practice discriminatory practices against marginal employees. For example Jackson and Thomas (2010, pg 114), have stated that discrimination against female employees is a major issue in the Canadian workforce. More than 87 percent of the female employees are found to be subjected of unequal pay. Also, mail employees are given preferences over female employees when it comes to appraisal promotion or other factors Jackson and Thomas (2010, pg. 119). However when it comes to Manitoba, it has been found that the nation is more focused than Canada to ensure the safety and protection of the employees.  

Torres et al. (2017, pg. 555) have highlighted that there exist major lack in job protection of the immigrant employees in Canada. Immigrant Employees are not provided with a series of facilities that are provided to native employees. For example (Jackson and Thomas (2010, pg.134) have highlighted that there exists no major job securities of the immigrant workers and workers can be terminated whenever the management feels the need of cost cutting. This is not true in case of the workers of Manitoba. As per the 4 rights of workers in Manitoba, employers must notice the employees before termination and provide effective reason. Otherwise the employers are subjected to heavy penalty (Jackson and Thomas, 2010, pg 123).

When it comes to the health and safety of the employees, as per OHS legislation of Canada, each and every employer is responsible for ensuring the safety of its employee within the workplace. The same rule exists in Manitoba. However, while there exist strict implication of the rule in Manitoba, in Canada a lack of effective implication can be noticed. For example, according to Jackson and Thomas (2010, pg 32), immigrants at Canada , specially immigrants working in the coal manufacturing industry and the construction industry  often faces major accidents that lead to major injury and even death. This indicate lack of protection and safety in the nation. However, this is not true in case of Manitoba (Thomas, 2018, pg. 19). The rate of accidents of employees are highly limited since employers are subjected to high fine in that case Jackson and Thomas (2010, pg. 133).

Conclusion

From the above discussion, it can be concluded that when it comes to the rights and protection provided by Canada and Manitoba to its employees, it can be clearly understood that the rights and protections are not enough and requires more employees’ friendly rules for Canada. However for Manitoba this is not true

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