In case of the case study of the company given, the negotiator faces a very tough task. The options available are a legal recourse to make employees work under a contract, lying to the employees saying that the operation would run for a couple of years, and glossing over facts with many perks added for work with an entire work restructuring being done. The main ethical issues are whether the company should actually call people to forcibly work for them, when they are closing the company soon and relocating to a newer area is for profits.
And the legality is the notice period, the work rates etc which will be higher now that employees are already on the verge of a strike. First of all the main aspect of the negotiation would be to stress on the job relocation for the employees. The work hours would be such that people can look for different jobs without hampering the productivity. This would be in turn bounded by clause such that no employee can leave the organization for at least a specific period of time.
The work times would be flexible and referrals for part-time jobs would be accepted, from the internal employees. The work load taken should be planned and evenly distributed over the time. Finally, the option of taking contract labors or working the present employees under contracts would be better. This gives the company a reprieve from messy union strikes. The workers also benefit as they are already aware of their temporary status, and are paid higher for their work. How do self-directed work teams relate to Maslow`s hierarchy and Herzberg`s theory of motivation?
There are many types of teams like skunk works, virtual teams, cross-functional teams, quality circle and Self-directed work teams/ The self-directed work teams can be said to be natural work groups that work together to perform a function or produce a product or service. People in these teams not only do the work but also take care of the management of that work, which are the functions followed by managers or supervisors. This allows managers to teach, coach, develop and facilitate rather than simply direct and control (Williams 1995)
Following is the figure showing the Marlow’s hierarchy pyramid. (http://cas. uah. edu/shermand/mgt361/361lectures. ppt#36) Self-actualization team is responsible by nature, and is bound by more than just the company rules. This means that factors like love & belonging, esteem, self actualization is inherent in the formation o in groups. In addition, such groups also take on external responsibilities of managers etc. which means the security and psychologically happy state of mind exists between the members of these groups resulting in its achievements.
Herzberg’s theory of motivation is actually a two factor theory consisting of factors as mentioned below: (http://cas. uah. edu/shermand/mgt361/361lectures. ppt#36) The hygiene factors cover the security aspect as mentioned in the Marlow’s structure. Out of the motivations, the most relevant and strong motivational factor is the work itself. Groups in a company would have a collective voice, and they are joined together by many other people working in the same area, which means if the work is not up the satisfaction levels, the group might not function at all.
The achievement and recognition should be given to both individuals and the group as a whole for the smooth functioning oft the group.. In addition, the responsibility, advancement and growth factor are the perks people need to do the jobs well even when they are in a group.
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