Salaries, perks and benefits.

In an article for itbusiness.ca, Empey (2015), points out how a company offers a benefit is “committed towards it’s employees’ “employee work-life balance”.  This company goes beyond offering this app as a perk to embellish it’s workforce’s life and attitude towards work rather than being bogged down by household chores on a daily basis; the company actually gets it’s employees’ engagement by placing it’s trust in their hands by making them shareholders. As such, if the company makes profit, everyone benefits from that work, and the consequential benefits reaped therefrom.

Garcia (2015) in her writeup for the Chicgo Tribune, on the other hand, points out political efforts to weaken the unions and potentially put a referendum to the people of Illinois along the following lines: “”should The paradox in this situatiobusiness employees be forced to join a union or pay dues as a condition of employment?”

n would turn into a conundrum if companies like the example stated in the previous section were to establish throughout the State and were sufficiently empowered to make the State richer. On the other hand, one cannot ignore the possibility of companies with short-term benefit in mind initially estabish office in the State to make a quick buck at the expense of the State and leave the people to pay off the losses incurred in the process. Why unions are required in the first place is another subsidiary question, without having to refer to the mastter as the proverbial can of worms, that we shall return to on another occasion. And yet, companies of the private sector, whose principal benefit it is to make profit, which acts as the oxygen that they require to run, are leaving the State of Ilinois so that they can reduce one of the overheads, namely salaries paid to the workforce. In these tough times of economic turmoil, which greed has brought about in most economies of the world, one feels that if these companies must survive, it is only by moving to safer waters, until the storm is through and the dust settles thereafter. This could potentially take a number of years: a fact, which no one even wants to start thinking about. What cannot be denied in any case, is that whilst empowering local authorites, the move by Governor Rauner of Illinois could lead to legal questions being raised as to the authority and jurisdiction of the laws that are already in place. That said, one must not forget that other States have found ways to institute this law without violating any other law, so Illinois, if it does go through with the passing and execution of this law, be it only in pockets, will be the twenty-sicth out of the fifty, according to Robert (2015).

Whilst Illinois is faced with it’s own issues, companies based in California seem to making newer and more innovative inroads into empowering their employees. In so doing, Harrell remodelling seems to have achieved it’s goal of achieving a 100% Employee Stock Ownership Plan, which was initiated at the beginning of this millenium.

On the 7th of May 2015, Paton of Business Day Live reported that the US Department of Trade and Industry had changed it’s scoring system whereby “broad-based empowerment and employee share ownership schemes will no longer count as much as individual share ownership on the black economic empowerment (BEE) scorecard.” According to the understanding of some legal experts and counsellors, this “turnaround”, to coin a term, will negatively affect many a scheme that organisations initiated following the release of the previous version of the scorecard. Others, however, opine that the newly introduced measure will not have any adverse effect on the companies because the scoring was already done as per the new measurements in the past.

Alexander(2015), in his writings on the www.hrmagazine.co.uk page, has shared a three-step approach to initiate what he terms as an “employee campaign”, and points out that the three pillars of his suggested approach: purpose, empowerment and meaningful reward can only hold together with the “cement” of communication.

Taking that view another step further, Leidwinger (2015) encourages companies to “promote strong securitx practices through employee empowerment”. This, says the author, can be achieved by “switching the focus from preventing security breaches to educating employees and empowering them” as part of her series entitled “Five Important Truths about Digital Workspaces in a Dangerous World”

Inasmuch as empowerment is concerned, it must be noted that such measures introduced with any amount of ulterior motives, which are not clearly communicated to the staff can backfire. And we all know what Murphy said in his law: “if anything can go wrong, it will.” But then again, I ask myself, if the result is wrong because the modus operandi was wrong, then, because negative times negative is positive, is the result right, or because two wrongs don’t make a right, the result is still wrong? Either way, it is fundamental, when communicating the objectives of an employee empowerment initiative within an organisation, no matter how big or small, it is right to be open to the point of transparency about everything. Another thing that is right is that if promises are made whilst bringing about change, and transparency is maintained during the change, then in respect of empowered employees, such promises must be kept.

Reference:

B. Alexander,(2015),”Employees: look after them, and they’ll look after everything else “,HR magazine, MA Business and Leisure Limited, Dinton, UK, available at  http://www.hrmagazine.co.uk/hro/features/1151294/employees-look-after-them-and-theyll-look-after-everything-else accessed on 02.6.2015

M. Empey,(2015),”How Influitive uses IT resources to powerfully boost employee engagement”,itbusiness.ca, available at http://www.itbusiness.ca/blog/how-influitive-uses-it-resources-to-powerfully-boost-employee-engagement/55382 accessed on 25.5.2015

M.Garcia,(2015),”Gov. Rauner wants Illinois to have right-to-work zones, which unions decry“,Chivago Tribune, available at http://www.chicagotribune.com/news/local/politics/ct-bruce-rauner-union-right-to-work-met-20150208-story.html#page=1, accessed on 26.05.2015.

S.Leidwinger,(2015),”Truth #5 Embracing Employee Empowerment Can Promote Strong Security Practices”,CIO Media, IDG Enterprise, Connecticut, USA, available at http://www.cio.com/article/2919022/security0/truth-5-embracing-employee-empowerment-can-promote-strong-security-practices.html accessed on 02.6.2015

C.Paton,(2015),”BEE Code change shocks Industry“,Business Day BDLive, Times Media (Pty) Ltd., Johannesburg, South Africa, available at http://www.bdlive.co.za/business/trade/2015/05/07/bee-code-change-shocks-industry accessed on 02.6.2015

A. Robert,(2015),”Policy experts line up in debate over right-to-work zones in Illinois“,Legal Newsline Legal Journal, available at http://www.commfidence.com/wp-admin/post.php?post=248&action=edit&message=10 accessed on 26.5.2015