PCB Blog - Employment Relationships
Employment Relationships |
| 2011/09/14 |
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Melanie Veness: PCB CEO I never ceased to be amazed by people. Recently I had a conversation with someone who is desperately unhappy in his current job. He said that he had been employed in a certain capacity, but no longer enjoyed doing that particular function, because he had “outgrown” it. He felt that his company, a small enterprise, should use his skills better and pay him more, because, “I’m worth much more than what I’m being paid”. I found the conversation most interesting, because if one considers the employment relationship in its simplest form, a business requires the services of a qualified individual to do a certain job at an agreed price. A suitable individual is sought, a salary offer is extended and agreement is reached. At the time, everyone is happy. At some point down the line, when the individual has perhaps mastered the position, and needs to grow, discontent develops. Logically, when you’re no longer happy with an agreement, you either seek to terminate it or re-negotiate the terms. Let us consider that the small business owner in question may well appreciate that this particular individual has outgrown his position, but is unable to offer anything more because he doesn’t need a more senior person in the organisation. This, understandably, makes the business owner unable (and therefore unwilling) to re-negotiate the terms. Because jobs are scarce, the employee in question is unable to secure alternative employment, but instead of feeling grateful that he has decent work, he feels aggrieved with his employer. It seems that a sense of entitlement develops over time and that there is an expectation that employers should see to all their employees’ needs, even when it doesn’t suit the organization. The question is whether the employee is justified in feeling aggrieved and whether his negative attitude is fair on the employer? Is the employer obligated to accommodate his needs in some way? From where I’m sitting, this young man should be thinking about his obligation to his employer, rather than entertain perceptions of his employers’ obligation to him. By all means he should continue to seek alternative employment to grow, but in the meantime should deliver the best possible service in his current position. As I reminded him, he would do well to remember that his future career relies heavily on the good opinion of his current employer. Whether he takes the advice on board is a different story of course. |
| Tags: Employment(6) Employee(3) Employer(2) Relationship(1) |
| Comments |
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AL BEN 2011/09/15 12:41:44 PM I CAN ALSO RELATE TO THIS STORY.WHEN ONE MASTERS A CRAFT OR SKILL THE SAME PARTICULAR TASK CEASES TO BE CHALLENGING AND BOREDOM AND MONOTONY SOON FOLLOWS. I APPROACHED MY PREVIOUS MANAGER AND I TOLD HIM THAT I FELT I NEEDED TO GROW AND BE GIVEN BETTER AND CHALLENGING TASKS BECAUSE THE JOB I WAS DOING HAD CEASED TO BE CHALLENGING AND INTRESTING.UNFORTUNATELY HE DID NOT TAKE ME SERIOUSLY AND GOING TO WORK TO DO THE SAME TASKS I'VE BEEN DOING FOR THE PAST 30 MONTHS BECAME THE MOST PAINFUL THING. I EVENTUALLY WENT JOB HUNTING,FORTUNATELY I FOUND ANOTHER JOB.WHEN I WENT WITH MY RESIGNATION LETTER TO MY BOSS HE WAS SHOCKED AND SAID HE NEVER THOUGHT I WAS SERIOUS.HE WANTED TO RENEGOTIATE MY CONTRACT AND SALARY,WORKING CONDITIONS ETC,BUT IT WAS TOO LATE. EMPLOYERS SHOULD TAKE EMPLOYEES VEY SERIOUSLY WHEN THEY ARE FACED WITH MY KIND OF DILEMA.THEY CAN HELP THE EMPLOYEE BY HELPING HIM/HER TO DO FURTHER STUDIES OR INCREASE RESPONSIBILITY.SOMETIMES IT'S NOT ABOUT THE MONEY,IT'S ABOUT THE CHALLENGE AND JOB SATISFACTION. THANK YOU FOR YOUR INTRESTING TOPIC. |
