Theories and Concepts that Highlights that Employee Welfare - Essay Example

? Claims that management’s pursuit of efficiency and effectiveness have been at the expense of labour’s welfare are not valid Introduction An organization is a social unit that helps in attainment of the aims and goals in a collective way. It is a structure that comprises of a management hierarchy to manage and monitor the roles and duties of its employees in an effective way. An organization is a unit that may not proceed without the dedication and devotion of its employees. The employees are the prime pillar of an organization. So, it is extremely essential for the management to keep an eye on the welfare of its employees to a significant extent. Only then, they might become motivated towards the responsibilities of work, thereby enhancing the profit margin and revenue of the organization. Therefore, the success of the organization might prove effective for the management or the employer to meet the goals and aims in long run. As a result, the sustainability and competitiveness of the organization might remain in the market among other rivals. Hence, it may be depicted that the free flowing of an organization would only be possible with the combined effort of both employee and employer. Arguments Theories and Concepts that highlights that employee welfare is essential Labour welfare is one of the most vital facets of an organization without which an organization may not prosper in long run. According to Phipps (2011), labour welfare is described as the measures that should be adopted by the management of an organization for the achievement of the physical, social, psychological and general needs of the employees. It might help to improve the dedication level of the employees towards their working responsibilities and duties. Along with this, it might also help in improvement of the economic condition of the worker resulting in amplification of stability and consistency. Apart from this, it also helps in reduction of rate of absenteeism thereby improving the efficiency and effectiveness of the workers. Therefore, it might be clearly stated from the above mentioned points that labour welfare is essential for the organizational improvement and up-gradation (Phipps, 2011). This fact may be clearly highlighted with the help of the theories stated below: Philanthropic Theory Waddell, Jones & George (2011), Philanthropic theory is entirely a benevolent approach that means ‘to help others’. According to this theory, it is the duty of an individual to help others so that they might get all their basic needs such as food, water, shelter, clothes and others. It is done entirely from the internal urge of a human being to remove the sufferings of others. Similarly, it is the duty of the managers of an organization to help the employees with better working conditions, shelter, clothes, food and wages. This might offer a positive impact over the employees thereby enhancing their moral and loyalty towards the organization and work. Due to which, the performance of work and devotion might increase resulting in fulfilment of the goals and aims of the organization (Waddell, Jones & George, 2011). Paternalistic or Trusteeship theory This theory states that the management or the higher-authority of an organization is entirely responsible for the profits and assets of the enterprise. He or she is regarded as the trustee of the organization. So, it is the duty of the management or manager of the organization is to provide some amount of fund or profit for the development or well-being of the employees in a continuous process. Only then, the economic condition and position of the employees of the organization might become better resulting in improvement of the motivation power and morale significantly. Along with this, it might also prove effective for the organization in attainment of its goals in future era (Phipps, 2011). So, employee welfare is surely a duty of managers. Placating Theory Caldari, 2011 offers high attention over this theory of Placating. According to the author, in recent age maximum extents of the workers are extremely conscious about their wages and welfare rights. Along with this, all other types of privileges such as comfort, proper equipments, working structures, conditions and actual rights of livings need to be up-graded from time to time. Moreover, if they are not provided the accurate wage or rights, then it might go for absenteeism or strikes. So, to maintain the proper functioning of the organization, employee welfare is extremely essential for an organizational management (Caldari, 2011). Public Relation Theory According to this theory, the image and goodwill of an organization might remain effective only if the relation between the employee and employer is healthy and good. Otherwise, an organizational aims and goals may never become fulfilled. As a result, the reputation of the organization might also get hindered slowly and gradually from time to time in the market among other rivals. So, it is essential to maintain a smooth and effective relationship within the employees as they are the main pillars of success (Schwartz, 2007). Apart from theories, there are also varied types of concepts presents to highlight the positive impact of employee welfare over the organization. Commodity Concept As the benefits of the labours are not fulfilled by the management of the organizations, so there arises huge scarcity. As a result, the management of the organization had to offer high wages to the employees to get their work done. From this, it may be analyzed that labour welfare is extremely important (Bowey, 2005). Paternalistic Concept It is a concept that mainly highlights over the security and protection of the employee at the time of work in an organization. In order to do so, it is essential for the management to implement modern machineries that might prove helpful for the employees. This might help to increase the level of productivity as well as morale of the employees (Sikula, olmosk, Kim & Cupps, 2001). Democratic Concept According to Phipps (2011), all the employees comprise of the rights of democracy like proper wage, shelter, comfort, food and others. Without which, they may not be work for the organization or the management. So, it is the duty of the management to fulfil all the democratic rights of the employees in order to maintain proper functioning of the organization (Phipps, 2011). This enhances the scope of labour: Employers Employees Welfare benefits Satisfaction High productivity of organization. Thus, it may be analyzed from the above mentioned theories and concepts of employee welfare that organizational growth and efficiency is entirely dependent over labour welfare. The impact of one might affect the functioning of the other and vice-versa. So, employee welfare might be described as the impression creator of the organization in the market among others (Schwartz, 2007). Taylor’s Views for Scientific Management to maximise the prosperity of Both Employees and Employers F.W.Taylor is considered as the father of scientific management and believed that the efficiency of the workers in an organization may be increased only with the coordinated efforts of the management. This means, to increase the productivity of the organization, both the efficiency of the workers along with management need to be enhanced. In order to do so, the management of the organization need to plan properly, prior allotting the tasks to the workers (Taylor, 2003). Planning is a process that might help the managers in detailing the aspects of the work to the workers in a better way like “what to do, when to do, where to do and how to do”. After presenting the entire details of the work, both the performance and efficiency of the workers and management might increase. Along with this, the level of satisfaction and devotion of the workers towards the work might also get increased resulting in improvement of productivity of the organization. As a result, the profit margin of the organization might get increased leading to amplification of the wage rates of the workers as well. So, both the management and the employee became advantageous for their coordinated efforts (Taylor, 2003). Other than planning, another important factor is standardisation. It means the management of the organization need to offer modern tools, techniques, materials, working conditions, structures to the workers so as to execute the work in an efficient way with minimum expenditure and time. Thus, according to Taylor best results may be obtained through standardised methods, proper working conditions and proper coordination with management and not only by fulfilment of employee demands (Taylor, 2003). Best results - Standardised Methods + Proper Working Conditions + Proper Coordination with Management. Source: (Taylor, 2003) Apart from standardisation, training is also another essential aspect to increase the efficiency of workers. After selecting the workers, it is essential to provide proper induction training according to his underlining skills and knowledge. It might prove effective in enhancing the underlining skills and talents resulting in amplification of the efficiency of the worker. It might help to improve job satisfaction along with motivation and devotion towards the job. However, to do so, proper coordination and relation is essential between the qualified management and workforces. In order to increase the efficiency of worker, proper training and development is extremely essential rather than termination (Taylor, 2003). Training helps in motivating the worker towards the job resulting in improvement of the productivity. Along with this, it is the duty of the management to allocate the responsibilities of the work according to the skills and talents of the employee so that he/she may perform the job in less time and efforts. Moreover, in order to complete the work in an effective way, detailed instructions need to be provided by the management to achieve maximum prosperity for both employee and employer (Bowey, 2005). So, both employee and employer are both essential for an organizational well-being and reputation. Moreover, mental revolution is also essential for execution of a specific work in an appropriate way. However, it may not be possible without the cooperation and coordinated efforts of management with the workers. Through planning and job rotation induction programs, the entire aspects of the work become clear in their minds and leads to effective results. Therefore, it might be clearly depicted that maximum prosperity of employee and employer may be attained through their coordination and combined efforts and not through fulfilment of employee needs (Nelson, 1992), (Taylor, 2003). However, another thing that needs to be kept in mind before scheduling the responsibilities of work is proper rates of wages along with incentive structures. Special type of incentives and bonuses need to be arranged as per the responsibilities of the works. This might act as a process of motivation for the workers thereby increasing their devotion and concentration towards the job. This might help in enhancement of the productivity of the labours by reducing their efforts. Thus, better work may be attained through proper relationship with employee and employer as well as proper training methods and standardised working conditions of the workers. Therefore, if such above mentioned facts may be maintained then, the basic needs of the workers might get fulfilled leading to job satisfaction and improvement in productivity. This might result in maximum prosperity of both employee and employer within an organization (Taylor, 2003). This fact is entirely highlighted in the above mentioned lines. Conclusion Conclusively, it may be determined that improvement in the productivity of the work is due to the partnership between experienced and qualified management along with innovative workforce. Not only this, training and job rotation programs might also be provided from time to time to the workers to increase their efficiency and effectiveness of the responsibilities of the work. Along with this, proper division of the responsibilities of the work by the management of the organization might also prove effective for the workers and also for the employers. Therefore, coordination with management and workers might only result in best performance and effective outcomes. Apart from this, if the employees of the organization are not in a motivated state of mind, then the level of performance may not be praiseworthy. So, it is the duty of the employer to motivate the employees as per their skills and demands so as to retain them. It might also help in reduction of absenteeism and terminations. On the contrary, it might help in improvement of productivity, morale, loyalty and turnover of the organization as a whole. That might help in attainment of the demands of both employee and employers. Works cited Bowey, A 2005. ‘Motivation: the art of putting theory into practice’, European Business Forum, issue 20, Winter, pp 17-20. Caldari, K 2007. ‘Alfred Marshall’s critical analysis of scientific management’, The European Journal of the History of Economic Thought, 14:1, March, pp 55-78. Nelson, D 1992. “A mental Revolution Scientific Management Since Taylor”, US: Ohio University Press, pp 77-80. Phipps, STA 2011.“Mary, Mary, quite contrary In a male-dominated ?eld, women contributed by bringing a touch of spirituality to early management theory and practice In a male-dominated ?eld, women contributed by bringing a touch of spirituality to early management theory and practice” Journal of Management History, vol. 17, no. 3, pp 270-281. Schwartz, M 2007, ‘The “business ethics” of management theory’, Journal of Management History, vol. 13, no. 1, pp 43-54 Sikula Sr, A, Olmosk, K, Kim, CW & Cupps, S 2001, ‘A “New” Theory of Management’, Ethics & Behaviour, 11(1), pp 3-21. Taylor, Frederick, W. 2003.“Scientific Management”, New York: Routledge, Vol 1, pp 30, 37, 251. Read More