Effect of casualization on workers performance in organizations

• Reuben Osagie

  Lagos State University, Nigeria

  Author

• Christopher olubunmi Ojo

  Lagos State University, Nigeria

  Author

• Macduff okorode Efetabore

  Lagos State University, Nigeria

  Author

Casualization of labour in the world and indeed Nigeria is against the tenets of labour and this has caused continuous conflict between workers, labour unions, and employers across organizations in Nigeria and the world over. It is even more appalling to note that casual workers are barred from unionizing (trade union), denying them access to certain benefits in the organization. This is the essence to which the paper undertakes to examine the “impact of casualization on workers’ performance”. The objective of this study is to examine if casualization of work affects the productivity and output of casual workers. Descriptive survey research design was adopted in this study, the population of the study was from Coca-cola Bottling company (food and beverages), and Lolitta Manufacturing company makers of X-pression Hair product (Cosmestics industry) selected using simple proportion and random sampling techniques. The sample size was 152 respondents. Data was collected using structured questionnaire. Correlation and Regression tools were used to analyze the data. Results shows that casualization policy (absence of leave and leave allowance, absence of injury compensations and other social benefits) affects performance and effectiveness of casual workers. The study recommends stringent measures to ensure compliance with the provisions of the Casualization Prohibition Bill, 2010 leading to equal rights to all workers. This study further suggest a maximum period of six (6) month probation upon which all casual workers are converted to permanent staffs across organizations in Nigeria. The study also suggest that defaulting organizations are made to face the penalty irrespective of the status of the organization or owners. This way, organizations in Nigeria will attain acceptable human resources practices status as stated by ILO.

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Copyright (c) 2019 Osagie Reuben Ogbe, Ojo Christopher Olubunmi, Efetabore Macduff Okorode

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