‘Good when they want to be’: migrant workers in the supermarket supply chain

Abstract

Despite the increased attention paid to the role and effects of migrant labour in the contemporary economy, there has been insufficient attention to the role of employers and the employment relationship. Recent studies have highlighted distinctive labour power characteristics of new labour migrants from Central and Eastern Europe that make them ‘good workers’ in the eyes of employers. Drawing on multiple case studies across the supermarket supply chain, this article explores what kind of human resource migrant labour is perceived to be, particularly by employers, and what happens in practice as the dynamic tensions of the employment relationship unfolds in particular sector contexts. It argues that utilisation is conditioned more by the requirements of temporal flexibility – framed by the dynamics of employment within the supply chain – than any essential features of migrant labour power.

HR outsourcing: the impact on HR role, competency development and relationships

“…An HRO strategy provides a response to economic turbulence as it is a predominantly efficiency‐seeking initiative during which the challenges for HR are amplified as employers seek ‘hyperflexible’ structures (Thompson et al ., : 141). Indeed, Thompson et al .…”

“…Indeed, Thompson et al . () suggest that during times of crisis the challenge for HR is focused on their change agent and employee champion roles. Therefore, the potential for role conflict within the HR function is amplified at this time, as it needs to use a strategic perspective while focusing on employees, change and administration.…”

Explaining variations in absence rates: temporary and agency workers in the food manufacturing sector

“…Agency workers reported in informal interviews that they would use absence even when not ill as a form of release from the tightly controlled work process. By comparison, directly employed temporary workers exhibited what Thompson et al . (2012: 3) describe as ‘self‐disciplining, self‐regulating behaviour’, not only by not using absence as a response to managerial action and the work process, but also through attending to work even when ill.…”

Occupational health and safety of temporary and agency workers

“…Adding to this problem is the heterogeneity of this workforce, particularly when considering migrant workers (see, amongst others, Author et al, 2014;Author, 2014;Clark and Drinkwater, 2008;Curries, 2007;Holgate, 2005;Krings et al 2011;Silla et al, 2005;Thompson et al, 2013;Wickham et al, 2009). The issue of migrant workers has become particularly important in the UK since the A8 EU expansion of 2004 (see, for example, Anderson et al, 2006;Drinkwater et al, 2006;McDowell et al, 2008) when eight central and eastern European countries joined the EU.…”