澳洲悉尼论文代写:研究结果

许多研究结果都是由丹奇等人对农民工雇主的研究所支持的。（2006）。他们还发现，在农业行业，国内工人根本没有申请所需的工作，而在宾馆和餐饮业，家政工人不愿意为工作所需的灵活时间工作。丹奇等人。（2006）指出，很自然地假设，由于移徙工人经常提供更廉价的劳动力，或许雇主并不十分努力地向国内工人提供工作。然而，这一观点遭到雇主的强烈否认，他们声称他们已经为招聘家政工人做了大量努力，但没有成功。在农业部门的一些雇主报告说，当他们试图从就业中心招聘，有潜力的员工会来面试只是让他们能证明他们已经面试，以便索赔。同一部门的其他雇主解释说，在几天工作之后，国内工人往往会辞职。另一方面，移徙工人常常努力工作，继续工作。酒店和餐饮业也出现了一些类似的结果。与农民工敬业精神相比，国内工人的工作方式很低。工作所需的技能也是雇主的一个重要因素（丹奇等人，2006）。一个很好的例子是在建筑业，雇主特别看重波兰工人，他们有很高的积极性，可以填补行业中的技能差距。其他行业也看到了类似于技能的图片。在金融和会计部门，雇主抱怨说，他们无法获得具有适当资格的员工。因此，他们的机构将在全球范围内寻找合适的候选人。不过，总的来说，雇主明白，他们招聘移民的原因是，同样数量的钱对他们的意义比对家政工人多。

澳洲悉尼论文代写:研究结果

Many of these findings were backed up by research into employers of migrant workers by Dench et al. (2006). They also found that in the agricultural industry domestic workers simply did not apply for the jobs that required filling, while in the hotels and catering industry domestic workers were not prepared to work the flexible hours that were required for the job. Dench et al. (2006) points out that it is natural to assume that perhaps employers were not trying very hard to fill their jobs with domestic workers, given that migrant workers frequently provide cheaper labour. This idea, though, was strongly denied by employers who claimed that they had made extensive efforts to recruit domestic workers, but without success. Some employers in the agricultural sector reported that when they tried to recruit from the Jobcentre, potential employees would come for an interview just so that they could prove they had been for an interview, so that could claim benefits. Other employers in the same sector explained that domestic workers would often quit after only a few days’ work. On the other hand migrant workers often worked hard and stayed in the job. Some similar results were seen in the hotels and catering sector. The approach to their work that domestic workers showed was very low compared to the dedication that migrant workers displayed. The amount of skill required for the job was also an important factor for employers (Dench et al., 2006). A good example was in the construction industry where employers especially valued Polish workers who were highly motivated and could fill the gap in skills that were seen in the industry. A similar picture in relation to skills was also seen in other industries. In the Finance and Accountancy sector employers complained that they couldn’t get workers with the right qualifications. As a result they had agencies who would search globally for the right candidates. Overall, though, employers understood that the reason that they recruited migrants was that the same amount of money meant more to them than it did to domestic workers.