Even workers themselves may not be willing to invest in company-specific skills as their jobs are not secure. Conley (2006) states that organizations tend not to provide the highest quality training and development to their temporary workers. Even if the workers had been with the organization for years, the employer would not find it necessary to invest in adequate training simply because they were temporary (Conley, 2006). Despite the fact that temporary and temporary workers are entitled to equal opportunities when it comes to training, employers have always found a way around this problem (Conley, 2006). This is obviously bad as workers will not reach their full potential and their work will not be completed as best as possible (Altuzarra and Serrano, 2010). As a result, productivity and waste will suffer (Bryson and Scurry, 2010). Conley (2006) provided another reason why not investing in adequate training is harmful to organizations. He said employee motivation and morale declined because they were unsure of carrying out their roles and responsibilities. Employees' self-esteem would otherwise decrease because they felt they were not worthy of the investment. Their progress in the organization was limited without training. They could not see a way to achieve the goal of advancing to a permanent contract (Conley, 2006). Discouraged employees