Organizations and employees: Just a pair of hands

We probably have read or heard about organizations that are operating as sweatshops, where employees are paid below minimum wage and are made to work in unhealthy or unsafe work environments. Similarly, we may know of organizations that shuffle their contractual employees among various agencies that are sometimes owned by related parties or between branches or related offices in an effort to go around the labor law that says these employees should already be regularized. Other forms of inappropriate employee treatment include union busting, non-remittance of employee contributions, and verbal abuse tantamount to treating employees as lesser beings. Recent news that some hospitals allow “volunteers” to work for free or pay “tuition” in order for them to acquire much needed experience seems to signal a new twist.  The Labor Code mandates trainees’ salaries at 75 percent of the minimum wage.

It seems that the perspective in these cases is that employees should be grateful for being given the opportunity to work and accept whatever scraps the employers are willing to throw.

There are many other practices that violate employee rights and go against labor laws, but many erring employers are seemingly beyond the arms of the law. It is also highly probable that there are unreported cases because the victims either do not have access to or faith in the legal system, or they are probably unaware of their rights.

Major resource, partners, and purpose

On the other hand, organizations that subscribe to the idea that human resource is the primary source of competitive advantage ensure that they are able to acquire and retain the best employees. These organizations offer competitive compensation and benefit package, training, healthy and safe work environments, and usually ensure compliance with labor laws. They try to ensure that employees are geared towards being able to contribute their best to help achieve company objectives.

Organizations that see their employees as partners go a step further by giving employees a voice in the company, entitling them to share in the profits, and even giving them an opportunity to be co-owners.

Still, we have organizations that treat employees as more than partners. They recognize that just as employees have responsibilities to the organization as indicated in their employment contract, the organization has a responsibility to employees, facilitating their total human development.

These organizations provide opportunities for employees’ bodily development through providing gyms, organizing sports fests, and encouraging sports clubs and even sponsoring dance classes. They facilitate cognitive development through training, maintaining a library and/or subscribing to more than just newspapers. They support employees’ emotional development by maintaining counselors, and even training peer counselors. Aesthetic development is facilitated through sponsorship of artistic and cultural events. There are year-round employee relations activities facilitate social development. There are organizations that provide a prayer room and sponsor masses in support of employees’ moral and spiritual development.

There are also organizations that are established and maintained for the primary purpose of providing employment to people. Profits are subordinated to keeping jobs intact, rather than jobs being taken away to preserve profits. Moreover, the general well being of employees, not just what they can contribute, is a primary concern.

When it comes to treatment of employees, it is essential that there is justice, fairness, respect, and caring. –MARGARET QUE, Manila Times

Dr. Mary Margaret Que is an Associate Professorial Lecturer at the College of Business, De La Salle University. She is also the Managing Director of ExeQ Consulting Service.  She welcomes comments at gettque@yahoo.com