ABSTRACT
A third problem revolved around the reluctance of workers to make firm commitments, preferring to keep their options open. Most migrant workers interviewed wanted to have alternative employment available in case things would not work out. This is a result of the temporary and non-contracted status of their employment. The study found that a few enterprises hired migrants on a non-contract basis. In this case, workers did not have fixed employment and could lose their jobs anytime. However, employers would like to have total commitment from their employees in the workplace, but were not convinced that it was necessary to provide migrants with longterm contracts. This feature is also related to the issue of responsibility in the workplace. A common complaint expressed by managers about migrants was that ‘very few of them have a sense of belonging to the workplace, therefore, they rarely make commitments to work and they don’t take responsibility concerning what they are doing’. In contrast, the migrant workers said that ‘how can we have a sense of belonging to the enterprise when we work on a daily contract basis. On the other hand, the employers are too demanding in work and leave no free space in our lives.’
