Final answer:
The not recommended strategy for managing quasi-employees is hiring them as full-time employees, which changes their employment status rather than managing it. Managing them effectively involves clear expectations, training, and performance evaluations. Option 1 is the correct answer.
Step-by-step explanation:
The question explores which option is NOT part of the three-step strategy for managing quasi-employees. Consulting the provided reference material and general business strategies, it's clear that the goal is to maximise the effectiveness of the workforce, whether they are full-time employees or quasi-employees. Quasi-employees are typically independent contractors or part-time workers who are not fully integrated into the company's hierarchy but who contribute to the company in substantial ways.
Managing Quasi-Employees
The management of quasi-employees generally includes establishing clear expectations and performance metrics to ensure that they are contributing to the company's objectives in an effective manner. Additionally, it involves the regular evaluation of their performance to provide feedback and foster improvement. Providing training and development opportunities can also help these workers to align more closely with the company's needs and to enhance their skills in a way that could benefit both parties.
However, the option of hiring quasi-employees as full-time employees does not align with the concept of managing quasi-employees, as it effectively changes their status rather than manages it within its existing framework. The study by Arthur, Bennett, Edens, and Bell speaks to the effectiveness of training, suggesting that investing in human capital, such as providing training and development for quasi-employees, can lead to productive outcomes for an organization.
Therefore, the option that is NOT part of the three-step strategy for managing quasi-employees would be:
1) Hiring the quasi-employees as full-time employees.