o work on the production activities, the institutional framework, and the supply of labour by households. Institutional, demand side, and supply side factors interact in different ways based on different forms of non-standard jobs although not necessary to happen in equal ways. Employers in the modern economy are the instigators of the key moves to change labour hire practices, as well as working arrangements in their organizations. The contrasting theories of demand side and supply side are both having considerable empirical support. Based on the findings of international research, the supply side factors may be predominant in development of people going for non-standard jobs, (Segal, 2010). The less desirable or more contingent the form of non-standard job based in conditions and pay, the more dominant the demand side factors. It has reached a point where the demand side factors of non-standard jobs have overthrown the supply side factors in the same setting thus making the standard job setting lack value to most employers. The modern economy has developed different factors that trigger independent contractors as well as other self-employed people to focus on non-standard workers because they are available and willing to undertake duties in the expected and defined manner, (Presser, 2003).
In talking about nonstandard jobs, there are different factors that we must consider that have influenced its increase as compared to standard jobs. Union influence, bargaining power, worker preferences, and production technologies are among factors that influence non-standard jobs in the society. For instance, based on the organization production technologies, organizations may operate using different cost of working with non-standard job seekers. An organization says in the hospitality industry may require employees to work for longer hours, and this will contribute to the establishment of different opportunities for the non-standard job seekers. Based on the issue of bargaining power, a good level of employers has a relative advantage in bargaining power over workers, (Beck, 2000). In this case, the jobs offered to the population tend to reflect on the employer’s preferences. Study shows that in work or jobs where employees have a relative advantage in the issues of bargaining power over employers, there are high chances that jobs tend to reflect workers and not the employers preferences. Based on the non-standard jobs, employees in the former situation are likely to lower workers, (Ko & Yeh, 2013).
The wages in full-time jobs and non-standard jobs are almost the same thus workers are going for jobs that are flexible. Large wage growth in jobs that are not standard has reduced the size of the wage gap between standard and non-standard jobs. By narrowing, it has facilitated the development and increase in the level of individual who are seeking non-standard jobs instead of standard jobs, (Horrell, et al 1989).
In the current economy, employers prefer the use of non-standard jobs simply because they want to engage in the issue of avoiding the designation of their workers. For standard jobs, employees tend to have some regulatory and legal rights that create costs to the employer. The level of such costs may influence the extent under which organizations seek to avoid employee status and the result they go for non-standard jobs. Flexibility staffing arrangements in organizations are contributors of non-standard jobs in th
