Disagreements, compromises, and demands often challenge the employer-employee relationship. Even the most dedicated worker has moments where they would like to do different things or when they disagree with how their superiors have instructed them to execute certain tasks (Etemad, 2020). These are areas of stress and are frequently overlooked and underexplored in literature. However, it is an important discussion since the differences occasionally erupt into something larger such as a work walkout, the most comprehensive and official expression of these tensions (Etemad, 2020). A strike puts those sacrifices on display for all parties concerned. Strikes have become significantly less prevalent as fewer organizations have acknowledged trade unions.
Potential Concerns From the Employees who were on Strike
The majority of strikes are based on a need to amend salary and workplace conditions. The employees may have compensation and incentive concerns, and the raise may not be commensurate with their performance. Workers may have preferred to go on strike because they want to escape staying at the complete mercy of bosses (Hornstein, 2018). Again, one of their goals for striking is to shift the power balance between employees and employers. Companies would be free to increase profits without the danger of strike action while working conditions would deteriorate. Strikes are one of their negotiation tools. Strikes are sometimes their only legal choice. Employees may go on strike if they are dissatisfied with the company’s rules, such as job hours and interval timings.
Maslow’s Hierarchy of Needs
Maslow is regarded as one of the most influential thinkers. Numerous corporate learners and professionals are aware of his theory, whose hypothesis is built on a primary assumption that people have hierarchically arranged needs, human motivation theory (Hornstein, 2018). The theory claims that there are some basic requirements that all people have, and minus these, all other things do no not matter. People pursue higher-ranked necessitiess as they satisfy their basic needs. In different terms, whenever a lesser-ranked necessity is fulfilled, it no longer serves as motivation. The needs are classified as physiological, safety, social, esteem, and self-actualization, in that order.
The Equity Theory
Regarding this principle, workers will measure their contribution to a work versus the outcome – the more the incentives, the greater their pleasure (Hornstein, 2018). Workers who feel that they receive enough out of their occupations than they put in, as per this concept, will be content. Various factors regarding their jobs impact how employees views it. Clarified tasks result in higher employee satisfaction since a defined role generates a happy, engaged and involved staff. The strike could result in a significant amount of dissatisfaction with the balance between employee input and their rewards.
How to Identify Employee Motivation
There is a clear correlation between an excellent attitude and a motivated workforce. Leaders must recognize that they cannot manufacture motivation; however, they can offer inspiration (Etemad, 2020). They must assist workers in discovering their “why” and defining a mission that motivates them. The motivation of employees is intimately related to individual wants, ideas, and values, both domestic and foreign. Surveys, questionnaires, quizzes, and seminars can help determine what motivates them. The company management must display empathy for their workers and exhibit fragility for their teammates to develop empathy for them(Leitão et al., 2019). Managers who wish to encourage their staff better should first develop emotional intelligence education and implementation.
A Plan to Optimize the Quality of Employee Work Life
Recognize hard work
It is critical that staff feel valued. That gratitude may be conveyed simply by openly complimenting the employees when they do an outstanding job and allowing them to take chances, even if they fail.
Invest in employee training.
Finding time for professional training may boost workers’ productivity while also demonstrating that the company cares about employee growth and expansion (Leitão et al., 2019). Find techniques to restrict your working hours.
Plan frequent get-togethers.
It might be challenging for big firms to meet all of their staff, but having time for management and employees to socialize post-hours may assist businesses in learning about individual employees’ career goals, families, and interests.
Re-energize the workforce
Empower staff to take on new tasks by switching their tasks regularly. Workers who feel re-energized and cherished may not simply work well, but they will also be increasingly inclined to tell others about your wonderful environment.
An Overview of How Teams and Work Divisions Will be Impacted
Optimizing the quality of employees’ work lives motivates them to collaborate to attain greater outcomes. Furthermore, it creates a clear and measurable objective defined by the vision on a routine basis; thus, employees can measure achievements and practically see their accomplishments. Alignment inside and among teams fosters higher performance and can enable workers to feel appreciated and motivated (Leitão et al., 2019). The departments and divisions are kept up to speed on what has to be completed, and this helps the team tackle issues in new ways. It implies that teams shall have the chance to meet with management. Teamwork helps individuals feel less alone and more involved with their duties.
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Forecast for Future Strikes and Improving Satisfaction
Ensuring that your workers are safe and pleased is critical to fostering a nice and cooperative work environment. It is critical to recognize that persistent violations of workplace conditions and workers’ working rights may result in staff attrition or employee strikes (Leitão et al., 2019). Creating a nice work atmosphere, once again, will assist your staff to remain interested in the working procedures. To accomplish so, one must eradicate any technical obstacles that may arise along with their work and equip them with all of the resources and knowledge they require to do their tasks. Finally, creating open and equal communications fundamentals that eliminate vertical ties is critical. According to Etemad (2020), it enables your employees to obtain advice or assistance straight from the management instead of from other places like associations.
An organized strike not only undermines the means of production at its base while claiming theoretical justification for the choice to strike, but it also imposes numerous other hardships. Strikes are expected to cost the company money due to postponed customer services or missed production schedules (Hornstein, 2018). There is significant evidence that protests are highly prone to lower an organization’s output and result in a corporation losing clients. The strike-induced antagonism can harm teamwork, production, and profitability (Hornstein, 2018). Before a disagreement reaches the point of stalemate resulting to a strike, the sides should seek the advice of a dispute settlement specialist.
Etemad, H. (2020). Managing uncertain consequences of a global crisis: SMEs encountering adversities, losses, and new opportunities. Journal of International Entrepreneurship, 18(2), 125–144.
Hornstein, H. A. (2018). Motivating strategically and empathetically. Strategy & Leadership.
Leitão, J., Pereira, D., & Gonçalves, Â. (2019). Quality of work life and organizational performance: Workers’ feelings of contributing, or not, to the organization’s productivity. International Journal of Environmental Research and Public Health, 16(20), 3803.