How to Keep Your Employees Engaged with the Corporation

Part 1: Themes 

Employees Compensation 

Employees’ compensation is the rewards, both financial and non-financial that the employers provide to the employees. Research has shown that it is the responsibility of the employers to offer adequate and fair compensation to the employees. The success of any organization relies on the productivity of its labor force. When the employees are motivated, they get the morale and the urge to work extra hard towards meeting the goals of the organization ( Agwu, 2013 ). Compensation is one of the major motivational factors of the employees. This is because they always compare what they earn with what other people earn in other organizations to see if what they are paid is fair and competitive. Referring to the case study of “The ugly side of Beautiful Nails,” the nail salon failed to adhere to the appropriate employee compensation requirement. The employees in this salon work for long hours providing services to the best of their ability, but over three-quarter of the employees were paid less than the minimum wage requirement. The compensation was very low, with no overtime pay yet the employees worked for long hours, more than the weekly 40 hours required. This raises the question of morality and ethics on the salon, which failed to adhere to the minimum wage requirement, exploiting workers for their benefits. 

Employees as Stakeholders 

Like the shareholders, employees also form part of the critical stakeholders for any organization. While the shareholders expect to get a return for their money, the employees expect fair remuneration, good working conditions and opportunity for career development. As they provide their services, they expect the corporation to respect their rights and values while at the same time offering them a fair reward for their contribution towards the development of the company. This is because like any other stakeholders, employees have a greater say in the growth and development of the corporation. The employment relationship must, therefore, act as a central point to get work done while also assisting satisfies the aspirations of those people who have contributed their talents and skills towards the development of the company. With reference to the case study of Nail salon, the organization failed to treat employees who are one of the key stakeholders with the fair treatment they deserve. The pay is low, working conditions are poor, and safety of the employees is at risk. The organization failed to appreciate the fact that employees are key stakeholders in the development of the corporation and their rights must be respected. 

Job Security 

The relationship between the employees and the employers should be such that there is job security for the employees. Job security is a situation where the employees feel that their job is not at risk. Employers shall not dismiss employees at their will or because of involvement in the union activities. Specific regulations have been set under which the employer cannot fire the employee. For example, an employer shall not fire an employee due to race, religion or gender. Also, an employee shall if doing so would violate the contract between the employee and the employer. This is to ensure that employees feel secure and safe about their jobs. Some companies have been reported to unfairly dismiss the employees without any objective ground. This amounts to the violation of the rights of the employees and a breach to the relationship between the employees and the employers. 

Part 2: Chapter Exercise 

The main organization in the case study is the Nail salon. The organization is not doing well in many areas in its relationship with the employees. The first major area is the employees’ right to a safe and healthy workplace. Because some jobs are usually hazardous and dangerous to the extent that could be a threat to human health, organizations should always put up safety mechanisms that will ensure the safety and health of the employees is not at risk ( Mearns et al., 2010 ). Over the past few years, cases of company accidents and injuries have been reported; some leading to death while others are causing severe injuries. Injuries from chemicals, machinery, and other harmful materials have occurred more frequently in many corporations. Reports, however, show that such accidents are preventable if only these organizations could adhere to the safety measures. Beauty salon in the case study failed to comply with the safety measures even though employees are exposed to hazardous chemicals during their service delivery. This amounts to the violation of the safety right of the employees because employers have the obligations to protect employees from any harm. 

Employees have the right to fair wages and remuneration. It is the duty of the employer to ensure that the employees are paid a salary that is fair and decent. As the employees provide their services, the employers must appreciate their contribution to the company by giving wages that will motivate the employees. Wages are usually regulated, and every employer must pay a wage rate that is above the minimum wage are stipulated in the wage policy. The Beauty Salon in the case study failed to adhere to the minimum wage requirement by offering over 75% of its employees a wage that is much lower than the minimum required wage limit. This amounts to the violation of the rights of the employees and a failure in its obligation as the employer. At the same time, employees work for long hours, more than 40 hours weekly requirement yet they do not receive any overtime pay. 

It is also the right of the employees and the duty of the employer to treat the employees with respect for fundamental rights. An employer must value and respect the employee. They shall not use any abusive language or a discriminatory statement towards their employers as these amounts to the violation of the rights of these employees. The Beauty Salon failed to adhere to this because there were incidences where the respect for the employees was not availed. For example, the employers frequently used abusive language towards the employees, violating their fundamental rights to be respected. 

Employees can also organize and bargain with their employers or form trade unions to help bargain for their rights with the employers. Employees are more likely to increase their vice in the negotiation with the employers when they are in a trade union than when they do it individually. Trade unions have always helped employees bargain with the employers for fair pay, better working conditions, and workplace safety. Employers do not have moral obligations to stop employees from joining a labor union to help push for their rights. 

Part 3: Implications 

Employees working in an environment in which their safety and health are at risk could only create more problems for the employer. If any company, in this case, the Beauty salon, is to keep their employees happy and increase productivity, they have to implement safety measures that will ensure that the employees are not exposed to any risk or harm. They should not only focus on their profitability without looking at the welfare of their employees. Being a service industry, over 90% of its productivity relies on the efficiency of the employees and how motivated they are. If I were the management of the Salon, I would improve the safety of the employees. 

Fair wages is also one of the areas where the performance of the employees relies on. Employers should offer salaries that are fair and competitive because this will increase the motivation of workers and make them more productive. If I were the employer of the Beauty salon, I would pay the employees a fair wage so that they are motivated to get their best. If I were the employee, I would blow the whistle that the organization pays below the minimum wage so because this is a right of the employee. 

Conclusion 

The relationship between the employees and the employers is one of the most crucial aspects for the organization. This relationship involves the rights and duties that each of the parties must respect and adhere to. Without respect for the rights and obligations, several legal and moral issues arise, and this could cause many problems not only to the employee but also to the employer. 

References 

Agwu, M. O. (2013). Impact of fair reward system on employees‟ job performance in Nigerian Agip Oil Company Limited, Port Harcourt.  British Journal of Education, Society and Behavioral Science ,  3 (1), 47-64. 

Mearns, K., Hope, L., Ford, M. T., & Tetrick, L. E. (2010). Investment in workforce health: Exploring the implications for workforce safety climate and commitment.  Accident Analysis & Prevention ,  42 (5), 1445-1454.