Every organization has policies and rules to discipline employees. Having such policies helps organizations in many ways. But, sometimes there is also risk of some employees retaliate. It is very important for any organization to eliminate such risks.
Policies that encourage low-performing employees to leave while encouraging high-performing employees to stay are :
• Pay structure has to be linked to performance. High performing employees should be rewarded. When low performing employees receive lesser pay compared to their colleagues , they would choose to leave voluntarily
• Policies clearly stating acceptable levels of performance and consequences on not performing to that level have to be clearly communicated to all employees. For example ,consider there is a policy which states that if an employees achieves 70% of his sales targets continuously for three months , he can be kept under probation for a month and if he doesn't improve in the probation period he can be terminated. Employees would have a clear idea of what is expected from them and wouldn't complain when action is initiated against them.
For any organization to be successful , it is very important to have satisfied employees. Productivity of such employees is higher and stay with the organization for longer periods.
Companies aim to remove dissatisfaction among employees to the maximum extent possible.
There are various causes which lead to job dissatisfaction as shown below:
• Personal Dispositions:
Sometimes employee's personal qualities lead to job dissatisfaction. These qualities could be low self esteem , negative affectivity , negative core self - evaluation ,etc. Also, personal issues outside the work place also affect the satisfaction levels of the employees.
• Tasks and Roles:
When employees are unclear about their job role , feel that they are not doing any meaningful work and that their job is very boring, they would get dissatisfied with their job.
• Supervisors and Co-workers:
When supervisors and co-workers share the same values and principles as that of the employee, he or she is more likely to be satisfied. A supportive work environment reduces the levels of dissatisfaction. When supervisor is not supportive, there are high chances for an employee to be dissatisfied with the job.
• Pay and Benefits:
Pay is one of the main factors for an employee's satisfaction. If an employee doesn't get adequate pay hikes or if an employee feels that pay given to different levels is unfair , he or she would be dissatisfied with his or her job.
Employer can most easily change the factor personal dispositions. Employer must take enough care during recruitment to ensure that negative people and people who have the tendency to carry personal problems to work place are not recruited. The most expensive to change is pay and benefits. When pays are increased it incurs a huge cost to the company.
The following could have been done to resolve issues and maintain productive work environment:
1) Mutual discussion: Both the parties should have discussed the matter among themselves instead of going to court. This would have helped the company to resolve the matter and hence cause not effect on its workers productivity.
2) Hired a third party - The company could also have hired a third party expert to resolve the matter.
The above tactics would have helped the company to prevent discrimination lawsuit.