The Interim Human Resources Director And City Manager Of The City

1121 Words5 Pages
The interim human resources director and city manager of the city have been placed in a challenging predicament. With numerous forces pulling in opposite directions, making the right choices can become confusing. In this case, the mayor of the city is pushing for budget cuts and is even welcoming the idea of privatizing various public services. By switching to a private insurance system the mayor will be pleased, however the employees and unions will not be pleased. Though the city does not need to please the employees and can implement whatever policy they want, that does not suggest that they should not consider the implications it holds for their employees. By ignoring the needs and wishes of the workers, motivation and morale can…show more content…
357). Factors that add to employee dissatisfaction include: “company policy and administration, supervision, salary, interpersonal relations, and working conditions” (Starling, 2011, p. 357). According to this theory, simply eliminating job dissatisfiers is not enough, what truly motivates employees more effectively are job satisfiers. In order to motivate employees, managers should lessen the amount of dissatisfiers and increase the amount of satisfiers (Starling, 2011). Luckily in this case, the privatization of health benefits falls under the dissatisfiers of company policy and administration. Therefore, even though the employees are upset with the decision to privatize, the human resources director can still motivate employees by lessening the other dissatisfiers and by focusing more on increasing the satisfiers for employees such as giving them more recognition and responsibility. Following the idea of satisfaction in the workplace, even though the city has the ability to implement whichever policy it prefers regardless of the employees’ thoughts that does not imply that the city should take this route. Employees are motivated when management includes them in the decision making process. According to the human relations approach, workers are more motivated and satisfied when there are positive relations between management and workers (Starling, 2011). By simply imposing their will upon the employees
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