WORKPLACE SUSTAINABILITY

Issues of Fairness at Work in Britain



[Institution's Name]

Table of Contents

Introduction1

Lack of Satisfaction and Motivation1

Decision making and Gender Issues3

Discrimination towards women4

Unseen Gender Inequities4

Male Dominance4

Stereotypes4

Sexism, Bias, and Discrimination4

Confidence, Aspirations, and Risk-Taking5

Family obligations5

Gender Dimensions of Ageism5

Discrimination towards Older Workers6

The Politics of the Workplace6

Age and Productivity7

Performance Appraisal, Promotions and Increments7

Conclusion9

Issues of Fairness at Work in Britain

Introduction

With reference to the issues of workplace sustainability, this paper discusses the issues of fairness at work being faced in Britain. Today, the organizations are working diligently to maintain workplace sustainability for which the management strives hard to resolve the issues of fairness at work.

Lack of Satisfaction and Motivation

Motivation plays an immense deal keeping employees committed towards the organization and in helping they produce the best results. In order to keep an employee motivated, the organization must provide employees with both monetary and non-monetary rewards. The monetary rewards include all the cash related rewards while the non-monetary rewards are the non-cash rewards which an employee gets. These include rewards such as subsidized meals and free transportation service. In the absence of any of the two, an employee can be “de-motivated” and this if further reflected in his performance (Davies & Jones 2005, pp. 100).

In order to improve productivity, it is essential to enhance learning and development. Research conducted by Professor Robert Taylor tells that most of the UK firms do not give priority to the need for creating a qualified workforce. This is because they do not need the workforce to develop. Furthermore, Office of National Statistics has mentioned that production by the workers in France, Germany and US is the third time more than the production from Britain's workforce. It has further been suggested by research conducted by Proudfoot consulting that since the productivity of the workers in Britain in 2002 was low, the private sector had to incur a cost of £88 billion. Moreover, it was also revealed that the companies in the UK waste an average 85 from 225 working days of every employee. This takes place mainly because of mismanagement and other inefficiencies. The factors that are responsible for this are low morale, inappropriate qualifications, IT problems and poor communication.

A survey was conducted in Britain that suggested that the levels of satisfaction of the employees working in Britain was reducing. The level of satisfaction of the workers who used to work ten years ago was much greater than the workers who are working today. The three main areas in which satisfaction has declined are mentioned below.

1.Pay

2.Prospects

3.Training

This can also be supported by the overview of the Work Foundation that shows that the level of satisfaction in the employees working in Britain has fallen between 1992 and 2002. With reference to training, the satisfaction had also reduced from 31% to 22%. In order to cope up with the motivation problem at work, the management of the organization can come up with effective interventions. The management must, therefore, look into the problem in depth and must solve the problem before any serious issue occurs. Some of the ...