Issue Topic 2. Organizations should attempt to remove the large number of positions and salary levels that categorize employees by skill and experience because a flat structure is more probable to foster a congenial working environment within the company.
In today’s economy, providing a good work environment for its employees is a crutial point that each company should take into account, since it is an important factor of productivity and thus, profit. The organisation of salary levels and number of positions should be considered while defining the company’s structure. It is a contradictory decision since many companies choose to implement a flat structure whereas others would rather create categories of salaries or positions based on the skills and experience of each employee. In my opinion, instauring different levels in terms of salary and position is better for the employee’s satisfaction and productivity.
First of all, it is nessary to put emphazise on the fact that everybody cannot have the same salary. Indeed, the salary is based on the previous experienceand skills that a certain employee has achived over a period of time. A company cannot offer the same salary to an engineer with twenty years of experience than the one of a mechanician beginning his professional life. Indeed, the engineer has a degree of expertise much more developped due to his experience and has developped skills related to his field of activity. One cannot compare two positions extremly different: the skills required are not the same, the time spent on a project depends on how this person contributes to this project. In sum, a salary is the reflect of the skills, experience and involvment of an employee.
Secondly, employees are motivated with regards to their salary and their good promotion prospects. Basing all the wages and positions on the same level would demotivate staff members Actually, humans need challenges to advance. Their motivation in accomplishing a task is based on the compensation they can have. If neither promotion nor raise in salary can be offered, they do not find any source of motivation in being performant or productive. Thus, this behaviour has direct consequences on the company’s profits. Therefore, considering the fact that shareholders’companies require benefits, a such important decision of instauring a flat structure should be thought in terms of demotivation that can be engendered and consequently effectiveness.
Last but not least, each employee plays a critical role in an organisation. He is part of it, bringing his own knowledge, skills and experience. Putting everybody in the same basket does not reflect the talent of each staff member. Not considering the skills or experience of everybody is not rewarding and can led to discontentment. Employees cannot be on the same level since they all contribute differently to the company’s activities. How could an employee with ten years of experience react if he were considered and payed equally as a newcomer?
One could argue that a flat strucure would reduce conflicts and provide a congenial working environment since no competition would led employees to be jalous. This solution would enhance teamworks and recognition of the team as a whole. However, based on the statements above, this structure would provoke more tension than sympathy and cooperation. A skilled and experienced employee would be very upset to work with a newcomer without any experience, knowing that they both have the same salary and that his experience would not be recognized.
To conclude, organizing the work environment is a challenging task to define since it is directly linked to employee’s productivity and company’s profits. Nowadays, companies cannot neglect the well-being of their employees and should take into account their opinions before implementing any kind of structure.
In today’s economy, providing a good work environment for its employees is a crutial point that each company should take into account, since it is an important factor of productivity and thus, profit. The organisation of salary levels and number of positions should be considered while defining the company’s structure. It is a contradictory decision since many companies choose to implement a flat structure whereas others would rather create categories of salaries or positions based on the skills and experience of each employee. In my opinion, instauring different levels in terms of salary and position is better for the employee’s satisfaction and productivity.
First of all, it is nessary to put emphazise on the fact that everybody cannot have the same salary. Indeed, the salary is based on the previous experienceand skills that a certain employee has achived over a period of time. A company cannot offer the same salary to an engineer with twenty years of experience than the one of a mechanician beginning his professional life. Indeed, the engineer has a degree of expertise much more developped due to his experience and has developped skills related to his field of activity. One cannot compare two positions extremly different: the skills required are not the same, the time spent on a project depends on how this person contributes to this project. In sum, a salary is the reflect of the skills, experience and involvment of an employee.
Secondly, employees are motivated with regards to their salary and their good promotion prospects. Basing all the wages and positions on the same level would demotivate staff members Actually, humans need challenges to advance. Their motivation in accomplishing a task is based on the compensation they can have. If neither promotion nor raise in salary can be offered, they do not find any source of motivation in being performant or productive. Thus, this behaviour has direct consequences on the company’s profits. Therefore, considering the fact that shareholders’companies require benefits, a such important decision of instauring a flat structure should be thought in terms of demotivation that can be engendered and consequently effectiveness.
Last but not least, each employee plays a critical role in an organisation. He is part of it, bringing his own knowledge, skills and experience. Putting everybody in the same basket does not reflect the talent of each staff member. Not considering the skills or experience of everybody is not rewarding and can led to discontentment. Employees cannot be on the same level since they all contribute differently to the company’s activities. How could an employee with ten years of experience react if he were considered and payed equally as a newcomer?
One could argue that a flat strucure would reduce conflicts and provide a congenial working environment since no competition would led employees to be jalous. This solution would enhance teamworks and recognition of the team as a whole. However, based on the statements above, this structure would provoke more tension than sympathy and cooperation. A skilled and experienced employee would be very upset to work with a newcomer without any experience, knowing that they both have the same salary and that his experience would not be recognized.
To conclude, organizing the work environment is a challenging task to define since it is directly linked to employee’s productivity and company’s profits. Nowadays, companies cannot neglect the well-being of their employees and should take into account their opinions before implementing any kind of structure.
