Employers across the nation have the ability to make great change with all the employees that will benefit in the long run whether it is health benefits, decent pay, or stock market options. These are benefits that every person wishes to have and want to work a company that will appreciate them in the long run. Once hired, employees may find some issues that a company lacks and needs to be addressed and make changes if necessary. Companies such as The Home Depot, for an example, have quite amount of issues that needs addressed and solved through humble choices. Back in the early 2000’s, The Home Depot had amazing raises that people stayed with the company for that reason until in 2007 everything changed. CEO Robert Nardelli stepped in and instead of helping fellow associate in the workforce, he took it for personal gain and destroyed the pay system. Employees are no longer be able to get $1.00 or more in raises due to all the revenue going to him and having a drastic change throughout The Home Depot. These examples are issues that need to be addressed because workers who are seeing this issues are at risk in having a high turnover rate in leaving the company.

            The first issue is that when workers have put in time in the company, some employees feel that they aren’t being treated fair in a company. Research has shown that pay distributions affect employees’ attitudes and behavior (Pfeffer & Langton, 1993) and consequently organizational effectiveness (Schuster & Zingheim, 1992). Pay and raises affect the workers by having poor performance and high turn off rate. This also shows that it has workers and become interested in the job have a poor work performance overall. This problem can have fixed by adjusting company greed and CEO adjustment and can possibly be in making a company “Best Companies to Work For” by the magazine Forbes. In my knowledge, employees who are being valued by the company have a high success rate and low turnover rate if the company promotes value in employers. 

            The second issue that employees are facing today is the issue of the relationship between the customer and the associate. The majority of employees see that they have to respect a customer no matter what the circumstance is and could face consequences up to termination. “At best, such biases could be random and could reduce the reliability customer ratings as measures of employee performance. At worst, such biases could be systematic and could lead to unfair, or even unlawful, distribution of incentives/rewards among employees” (Lynn 2) The issue here is that employees don’t have a chance to explain a situation that happened with the customer and managers and supervisors always say and go with the word, “The customer is always right”. It is unfair because they assume what the customer said is right and has no choice but to terminate the employee. To fix part of this issue, employers needs to take consideration of a situation and do what’s right and take consideration, in eyewitnesses, testimony in statements, and cameras to make things in proof.

            Lastly, the most concern issue that a hourly worker faces once hired is weather or not he/she will receive any benefits. Benefits include healthcare, 401k, stock market plan, paid time vacation and sick time. Not all employers have these benefits and the results typically turnout a high quitting in their jobs. An article i read states that a bureau of statistics shows how benefits turnoff people from having a long term career in a job, “Evidence from periodic surveys conducted by the bureaus of labor statistics and the Census indicate that job and workplace characteristics are associated with differential access to benefits… low wages, clerical, sales, part time employment, non- daytime shifts and short job tenure.” This shows how these types of jobs that include no fair share of benefits will not last long in a person working for the company. In order to fix this issue, companies should include part of the employment package these benefits and have a loss of reduction in employment. If a company wants to save money but offer these benefits, a company can hire less and provide a loyal support into their current employers.

            In conclusion, employers across the nation have the ability to make great change with all the employees that will benefit in the long run whether it is health benefits, decent pay, or stock market options. These are benefits that every person wishes to have and want to work a company that will appreciate them in the long run. These issues can be resolved through high rank people that control their benefits and can make a company a better working environment because once a company is on their side, seeking employers will not be an issue.

  1. Dulebohn, James. “EMPLOYEES’ PERCEPTIONS OF THE DISTRIBUTIVE JUSTICE OF PAY RAISE DECISIONS: A POLICY CAPTURING APPROACH.” EBSCOhost, 1998, web.a.ebscohost.com.chaffey.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=7&sid=46f34738-36d7-4b43-8e37-f9188ec566d5%40sessionmgr4010.
  2. Lynn, Michael. “Is the Customer Always Right? The Potential for Racial Bias in Customer Evaluations of Employee Performance.” EBSCOhost, 1 Sept. 2011, web.b.ebscohost.com.chaffey.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=5&sid=b3137e66-7f02-4551-bb1e-55330feeaa51%40sessionmgr120.
  3. Piotrkowski, Chaya S. “Welfare Reform and Access to Family Supportive Beneftis in the Workplace.” EBSCOhost, 1 Oct. 1996, web.a.ebscohost.com.chaffey.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=10&sid=abf9f766-44fb-480e-acf8-9db7383ecfac%40sessionmgr4010.