Around six million people live in homes where no one is working, according to new figures.
The statistics, from the Office for National Statistics, reveal that 4.3m adults and 1.77m children reside in welfare-dependent homes. The number of homes in which no one works has risen by 43,000 since 2003.
James Clappison, a Tory welfare reform spokesman, told the Daily Mail: "If nearly 1.8m children are growing up in households with no one in work, they are potentially being condemned to a cycle of low achievement and unemployment."
Debbie Scott, chief executive at Tomorrow's People, an independent charity that helps the long-term unemployed back into work, told Recruiter: "We are acutely aware that there are unacceptable numbers of households with people that have never worked. We need to work with the whole family in getting them back to work. We are about to commission a research project this to identify some strategies to look into this problem."
Richard Bacon, a Tory MP on the committee, which acts as a watchdog over public spending, said: "The Department for Work and Pensions does not know how many people are out of work by choice, rather than by chance.
"Properly targeted help must be put in place for those who want to work. Only then will the Government be able to flush out the shirkers who are sticking up two fingers at hard-working families and treating the benefit system like a cash machine."
The committee's report pointed out that the burden of worklessness is being borne by the country at a time when an expanding economy has produced record levels of employment. The proportion of working age people with jobs has reached a historic high of just under 75 per cent.
At the same time, the official unemployment tally says only a few more than 800,000 are out of a job and able to work.
However evidence has been piling up that millions of Britons have been content to spend entire lives on benefits while four out of every five new jobs have been taken by immigrants.
Author:
Chris Crawford is the MD of BD Recruitment a specialist recruiter for creative account manager jobs, marketing account manager jobs and technical project manager jobs, based in Manchester, UK.
Showing posts with label work. Show all posts
Showing posts with label work. Show all posts
Monday, 1 September 2008
3.3 Million Workers Are Not Confident They Will Keep Their Jobs
According to a new YouGov poll commissioned by the TUC more than 3.3 million workers (13 per cent of the workforce) are not confident they will still be in their job in a year's time.
The report, found that that one in five Welsh workers fear job cuts, while 17% of Scots are worried they may find themselves out of work.
Workers in the east of England are the most optimistic. Only 7 per cent are not confident of being in their job in a year’s time. They are followed by workers in London, Yorkshire and the west Midlands where 12 per cent lack the confidence in being in their jobs in a year.
People who earn between £10,000 and £15,000 feel less secure about keeping their jobs whereas employees earning more than £50,000 seemed more confident. Non- Union members seemed less confident about being in their job in a years time compared to 48 per cent of union members who where optimistic about their employment.
Brendan Barber, general secretary at the TUC, said: "These poll findings show just how many people are getting worried about losing their job in the current economic slowdown. Of course, this does not mean that unemployment will rise by anything like three million, but it does show just how jittery people have become about the economy and their own job."
"The economy will inevitably slow this year and next, given the credit crunch and the impact of higher oil, food and commodity prices. But there is a real danger that if everyone thinks that the downturn will be deeper than it needs to be it will become a self-fulfilling prophecy."
"These findings add to the growing pressure on the Government and economic policy makers to put growth first by doing all they can to restore confidence and boost investment".
Author:
Chris Crawford is the MD of BD Recruitment a specialist recruiter for creative manager jobs, marketing management jobs and business analysis jobs, based in Manchester, UK.
The report, found that that one in five Welsh workers fear job cuts, while 17% of Scots are worried they may find themselves out of work.
Workers in the east of England are the most optimistic. Only 7 per cent are not confident of being in their job in a year’s time. They are followed by workers in London, Yorkshire and the west Midlands where 12 per cent lack the confidence in being in their jobs in a year.
People who earn between £10,000 and £15,000 feel less secure about keeping their jobs whereas employees earning more than £50,000 seemed more confident. Non- Union members seemed less confident about being in their job in a years time compared to 48 per cent of union members who where optimistic about their employment.
Brendan Barber, general secretary at the TUC, said: "These poll findings show just how many people are getting worried about losing their job in the current economic slowdown. Of course, this does not mean that unemployment will rise by anything like three million, but it does show just how jittery people have become about the economy and their own job."
"The economy will inevitably slow this year and next, given the credit crunch and the impact of higher oil, food and commodity prices. But there is a real danger that if everyone thinks that the downturn will be deeper than it needs to be it will become a self-fulfilling prophecy."
"These findings add to the growing pressure on the Government and economic policy makers to put growth first by doing all they can to restore confidence and boost investment".
Author:
Chris Crawford is the MD of BD Recruitment a specialist recruiter for creative manager jobs, marketing management jobs and business analysis jobs, based in Manchester, UK.
Monday, 11 August 2008
Frustrated Employees
According to new research conducted by the global management consultancy Hay Group: one in five UK workers are frustrated in their current jobs. 20% of the UK workforce felt frustrated by their work, while 35% think their job does not make the best use of their skills and abilities and 50% believe that they lack the authority to make decisions crucial to their jobs.
The majority of people at work are aligned with corporate goals and objectives and enthusiastic about making a difference- but they are held back by roles that do not suit them or work environments that get in their way. "Frustrated" employees represent a real lost opportunity for organisations. From a motivational perspective, business leaders have these employees where they want them. Where strong motivation to succeed is not paired with similar levels of support, employees are likely to either tune out or leave.
The report also showed that 56% of senior managers fail to generate a high-performance climate, while 41% thought managers were guilty of creating a de-motivating climate for employees.
Ben Hubbard, regional director (Europe, Middle East, Africa) at Hay Group’s employee survey division, said: "The frustrated employee phenomenon poses a major risk and a significant opportunity. With fierce competition for the most talented employees, companies' efforts to engage their people will be wasted if not backed by a supportive and enabling environment".
According to a report written by hay group there are several ways in which organisations can help beat the employee "frustration":
· Performance Management: By clarifying personal goals and priorities enables performance by allowing employees to focus on essential, value-added tasks. Likewise, by continually 'raising the bar,' ongoing feedback about performance helps ensure that employees are using their full capability.
· Authority and empowerment: Where employees have appropriate autonomy and discretion, they are better able to structure their working patterns to suit the way that they work best. And, by managing how they work, employees are more likely to find opportunities to leverage their skills and abilities fully in their jobs.
· Available resources: An enabling environment requires that employees have the information and resources (e.g tools, equipment, supplies) needed to do their jobs effectively.
· Training: In an enabling environment, employees are provided with job-related training to ensure they have the knowledge and skills necessary to carry out key tasks and deal effectively with internal and external customers. Appropriate training, which can turn potential into productivity, is also essential to ensure that organisations get the most from the abilities of their employees.
Author:
Chris Crawford is the MD of BD Recruitment, a specialist recruiter for creative account manager jobs, marketing account manager jobs and technical project manager jobs, based in Manchester, UK.
The majority of people at work are aligned with corporate goals and objectives and enthusiastic about making a difference- but they are held back by roles that do not suit them or work environments that get in their way. "Frustrated" employees represent a real lost opportunity for organisations. From a motivational perspective, business leaders have these employees where they want them. Where strong motivation to succeed is not paired with similar levels of support, employees are likely to either tune out or leave.
The report also showed that 56% of senior managers fail to generate a high-performance climate, while 41% thought managers were guilty of creating a de-motivating climate for employees.
Ben Hubbard, regional director (Europe, Middle East, Africa) at Hay Group’s employee survey division, said: "The frustrated employee phenomenon poses a major risk and a significant opportunity. With fierce competition for the most talented employees, companies' efforts to engage their people will be wasted if not backed by a supportive and enabling environment".
According to a report written by hay group there are several ways in which organisations can help beat the employee "frustration":
· Performance Management: By clarifying personal goals and priorities enables performance by allowing employees to focus on essential, value-added tasks. Likewise, by continually 'raising the bar,' ongoing feedback about performance helps ensure that employees are using their full capability.
· Authority and empowerment: Where employees have appropriate autonomy and discretion, they are better able to structure their working patterns to suit the way that they work best. And, by managing how they work, employees are more likely to find opportunities to leverage their skills and abilities fully in their jobs.
· Available resources: An enabling environment requires that employees have the information and resources (e.g tools, equipment, supplies) needed to do their jobs effectively.
· Training: In an enabling environment, employees are provided with job-related training to ensure they have the knowledge and skills necessary to carry out key tasks and deal effectively with internal and external customers. Appropriate training, which can turn potential into productivity, is also essential to ensure that organisations get the most from the abilities of their employees.
Author:
Chris Crawford is the MD of BD Recruitment, a specialist recruiter for creative account manager jobs, marketing account manager jobs and technical project manager jobs, based in Manchester, UK.
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