Marginal Fringe Workers Marginal and Essay

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2. Distillation of the issues into core categories

3. Emphasis on suggestions for improvement

B. Focus group with permanent employees, supervisors, managers, and company executives only.

1. Introduction of topic.

2. Discussion of personal views, biases, prejudices, and opinions of marginal and fringe workers.

3. Emphasis on what coworkers and supervisors believe the relationship between the organization and its fringe workers should be.

C. Collective focus group, engaging both marginal and traditional workers.

1. Mediated discussion based on the issues raised in focus groups A and B.

2. Pairing off one marginal worker per one traditional worker for more intimate engagement and discussion of issues.

3. Collect and summarize data for application.

MONTH TWO: Application of data

A. Create pairings of one fringe worker and one standard worker.

1. Regular email and/or text messages for frequent communication.

2. The pair shares insight from their perspective on how fringe workers can be empowered.

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B. All managers and supervisors devise at least one way to offer greater political power or decision-making authority to one or more marginal workers in the firm.

C. Apply ideas offered by fringe and marginal workers into the workplace, and have supervisors or managers monitor progress.

D. Use new technology to enhance communications between marginal workers and the organization.

1. Smart phone/PDA integration between marginal workers and the organization.

2. Emails and other more formal communications

E. Possible contract revisions to encourage empowerment of fringe and marginal employees.

MONTH THREE: Evaluation of data

A. Interviews with marginal and fringe workers. Emphasis on job satisfaction outcomes.

B. Interviews with standard/traditional workers, supervisors, and managers. Emphasis on perceived progress and quality of communications and cohesiveness.

C. Quantitative measures including any changes in earnings or turnover rates......

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