Does A Flexibility/support Initiative Improve High-tech Employees' Well-being? (Essay)

Does a flexibility/support organizational initiative improve high-tech employees well-being?

Managing corporate citizenship and sustainability in the age of globalization.

Business Ethics and Organizations

Business ethics outlines the regulations within which business organizations should operate. Business ethics are meant to ensure that firms and companies relate with the various stakeholders in a fair and just manner. Ethics protect stakeholders such as employees, consumers, and suppliers from exploitation by the firm. Employees are protected by the labor regulations which among other things outlines the number of work hours and the conducive work environment for all workers. Business organizations are therefore required to treat workers according to the stipulations of the labor regulations (Bowie 2017). This paper examines a case study involving Hutong enterprises, an organization that manufactures technological equipment. The article looks at the various reasons that can cause business organizations to violate the rights of its employees. The report also discusses the moral and ethical considerations that arise from the challenges facing the enterprise as well as the ways of integrating employee needs to the needs of the company.

Hutong Enterprise has recently been acting contrary to its espoused core values of dedication, company integrity, openness, mutual trust teamwork, and continuous improvement. By getting rid of the "mattress culture," the company denies its employees the proper rest required to facilitate effectiveness in the level of output offered by the employees. Furthermore, the company does not show integrity as it breaks the labor rights of the employees. Reducing the rest hours of the employees may also prove counterproductive as the workforce may experience a decline in morale leading to a reduction in the quality and quantity of goods and services produced. Additionally, the employees may feel excluded from making decisions that affect them thus resulting in job dissatisfaction.

The contradiction in the organization's core values and its actions may occur as a result of a firm’s emphasis on market and financial performance as opposed to other measures of effectiveness such as the internal functioning approach which prioritizes the health and wellbeing of its employees (Blyton et al.2017). The need to remain competitive and increase output as well as market reach may see some organizational managers employ strategies that are detrimental to the welfare of employees (Wang 2017). For instance, HE’s drive to increase the level of productivity has seen the company deny its employees the required rest and privacy. Poor performance and pressure from shareholders may also force the management to employ extreme measures that curtail the freedom of employees in a bid to revive the firm's fortunes (Hyland et al. 2015).

Case Study: Hutong Enterprises

Additionally, cultural and societal beliefs may also have contributed to unlawful organization policies and strategies. For instance, the Chinese are globally renowned for their strict work ethic and hard work mentality. The manager may, therefore, end taking the need for hard work too far resulting in the violation of employee labor rights. The need to cut costs and increase profits may also result in labor violations as the company does not pay employees for the extra hours of work despite their enormous contribution to increased production.

The use of various strategies can address the ethical issues surrounding long hours within Hutong Enterprises. For instance, the organization can start by adopting more reasonable and practical deadlines that eliminate the need for rush and extra hours of work. Setting practical deadlines will ensure that the organization still achieves its objectives without compromising the well-being of its employees (Timms et al. 2015).Longer timeframes also produce a better result as employees get enough time to go about their business carefully. Additionally, realistic deadlines eliminate tension, pressure, and anxiety thus enhancing the employee’s concentration (Ferrell and Fraedrich 2015).

Secondly, the organization can remove the need for long working hours by introducing work shifts for the employees. For instance, the company can designate night hours for some employees while others are allowed to work only during the day. Dividing the working hours into shifts will ensure continuity in company operations while at the same time allowing employees the much needed free time to go about their business. Thirdly, long working hours may be a symptom of a thin workforce which results in employees having a higher workload than required. An organization encountering long working hours can, therefore, resolve this by recruiting more people into its workforce thus increasing the number of employees and reducing the workload within the organization (Weiss 2014).

 Equally important, the firm should consult with employees who are likely to be affected by changes in the work schedule. Through consultation, both employees will be able to reach a mutually beneficial that does not infringe upon the rights of either party. A change in the mindset can also aid in the reduction of working hours within the organization. For instance, the top management can be made aware of the benefits that the organization can accrue as a result of a reduction in work hours. Informing senior management that adequate rest does not amount to laziness would also go a long way in changing their perspective regarding unlawful policies within the organization. Hutong enterprises can also introduce a remote work model which allows employees to work in the comfort of their homes without having to come to the office. A remote work strategy will enable the employees to work within an environment of their preference and also allow them an opportunity to multi-task. The organization can also introduce job sharing programs in which two qualified individuals partner to perform the same job. Job sharing refers to a practice where each of the individuals performs the same job but on different days thus allowing them time to attend to other commitments (Ford 2014).

Ethical Considerations of Hutong Enterprises' Actions

The first challenge presents an ethical problem. By coercing multiple employees to resign and rejoin the company on short-term contracts, Hutong enterprises was unethical as evidenced by various ethical theories. According to the utilitarian ethical argument, an individual should make decisions that yield benefits for the maximum number of people (Beauchamp and Bowie 2014). Under this theory, therefore, decisions should be made for the sake of the greater good rather than selfish or personal interests. Hutong enterprises, thus, acted unethically since its decision to fire employees was motivated by selfish interests, and they did not take into consideration the wellbeing of the affected parties. According to Utilitarianism, Hutong was selfish as it sought to avoid the financial and legal commitments that it now owed its employees as a result of the new labor regulations. By firing and re-hiring employees, the company sought to avoid the various costs and the management did not reflect on the consequences that such actions would have on the livelihoods of the employees and their dependents.

The actions of Huong enterprises are also in contradiction with the rights ethical theory which emphasis on the need to treat all human beings with dignity and respect they deserve and the need to do only commit actions that are universally applicable. In this regard, the theory calls upon each to "act in a way in which he or she would be pleased if everyone acted the same." HE's actions can thus be termed as unethical since they would not be pleased if a similar action were taken against them.

Additionally, the actions taken by Hutong enterprises violate the ethical principle of beneficence which mandates a decision maker only to do what is right (Broad 2014).The beneficence principle is closely related to the theory of utilitarianism discussed above. The actions of Hutong enterprises are also in contravention of the ethical principle of autonomy which advocates for free decision making in affairs directly affecting a person's life. Hutong enterprises management acted inconsiderately by not involving the employees in deciding to extend the organization's work hours. There also exists the theory of justice which obligates decision makers as well as leaders to make decisions that are consistent and fair to the affected parties. Hutong enterprises can, therefore, be said to be unjust and unfair since it cruelly treated its employees by making them work for long hours and denying them adequate rest.

Ways of Addressing Ethical Issues Surrounding Long Working Hours within Hutong Enterprises

The virtue ethical theory classifies people as ethical or otherwise from their character rather than a single action. According to virtue ethical theory, it is best to judge people by their reputation and consistent behavior rather than single actions. Hutong Enterprises is therefore unethical given its consistent disregard for employee labor rights. The organization has consistently implemented extreme policies that adversely affect the mental and physical wellbeing of its employees. Given this long history and reputation, it would, therefore, be safe to label the actions of the organization as unethical.  Lastly, the challenges represent an ethical problem since they do not adhere to the theory of deontology. For instance, it is the obligation of Hutong enterprises to ensure the safety and wellbeing of its employees something the organization has failed to do by not taking preventive measures against the ongoing suicides by employees.

The second challenge also represents a moral issue given the sanctity of human life. It is a universal belief that all possible legal efforts should be taken to protect human life. For instance, according to Christianity, it is considered ungodly and immoral to take away another's life. Sanctity of life is illustrated by the Ten Commandments as well as in various other sections of the bible. Buddhism also discourages suicide by stating that an individual who treasures himself should take of oneself.

Additionally, Buddhism considers death as a problem rather than a solution. It is thus clear that various beliefs and cultures are against death and killing. The failure by Hutong enterprises to intervene and bring an end to the suicides, therefore, raises a moral issue since human life is at stake.

The organizations can still maintain its "tiger culture" c without compromising the physical and mental wellbeing of employees. For instance, by adopting strategies such as job sharing or remote working, the organization can still be able to increase productivity and at the same time allow the employees enough time to rest (Caruso 2014, p.17).Additionally, the company can adopt an alternative approach for measuring the level of effectiveness. For instance, the use of internal functioning approach would ensure that the company treats employees per the legal labor regulations. Additionally, the approach would take into consideration the reduction of work hours to provide the workforce with the proper rest needed for maximum output and effective discharge of duties. Improving employee welfare through shorter work hours would contribute to increased popularity and growth in the reputation of the firm since the outside world would view the firm as caring (Chandler 2017). Increased popularity would attract more investors and sponsors and also lead to market demand for goods and services.

A more employee friendly management perspective would thus allow Hutong enterprises to compete with the other firms in the market aggressively. The outlook would, therefore, increase the marketability of the firm by shifting the public perception (Bryson 2018) Additionally, the organization can recruit more employees to share the workload and thus reduce the need for over time. The company would therefore still be able to maintain a high level of labor productivity without curtailing the labor rights of its employees. What’s more, the company can work towards having a more flexible work schedule that allows employees to work during the periods in which they are most productive (Moen et al.2016).

The CEO at Hutong enterprises should make numerous changes to maintain a balance between employee needs and the needs of the company by observing the labor regulations that address the welfare of employees. For instance, the top management should implement the strategies in its human resource repertoire instead of just using theoretical policies meant to attract employees. Additionally, the CEO should hold a consultation meeting with all the employees within the organization to provide them with an open forum in which they can air their grievances. The forum would allow the CEO to obtain relevant information on how he or she can provide a conducive environment to the employees. The top management should also develop a habit of providing adequate information to the employees regarding changes taking place within the organization (Pearson 2017). This way, employees will feel included in the decision-making process. Additionally, the CEO should equip the human resource department with effective more active leadership that will voice the grievances of the employees.

Additionally, the CEO should periodically assess employee progress within the workplace by handing out questionnaires in a bid to collect the opinions of all staff members regarding their treatment by the organization. The means of gathering information should maintain the anonymity of employees to facilitate honest responses. Collecting information regarding employee treatment would be instrumental in finding ways to better the work conditions of the staff members. Additionally, such information would be useful in the prevention of suicide cases occurring within the organization.

The chief executive officer should also hire an organization counselor or therapist who would help the employees to cope or manage their stress effectively. A therapist would also be able to identify employees that are likely to harm themselves, and he or she would, therefore, be in a position to offer the much needed medical attention (Bannai and Tamakoshi, 2014). The CEO should make counseling sessions mandatory for all employees to help them cope with the daily stress that accompanies the organization operations.

The CEO should also try to balance the staffing needs of Hutong enterprises. For instance, the issues of long hours may result from a shortage of employees in a department that has high work demand. The CEO can resolve this by allocating more employees in this section to reduce the workload and reducing the number of employees at departments that have less labor demand. The CEO can, for instance, provide additional roles to idle employees. This will ensure uniform distribution of the workload thus reducing the number of hours required needed to complete a task. The organization should also provide cross training which is meant to ensure that all employees are well equipped to tackle jobs other their own. Cross training will ensure that there is the availability of expertise and that the company does not interfere with the free time of some individuals as a result of its overreliance on their skills (Katzenbach and Smith 2015).

The management can also resolve the issue of long work hours by coming up with a more flexible work schedule (Rahim 2017). For instance, instead of overtime on regular working days, the organization can fix the additional working hours at a specific time during the weekends when the individual is free. For instance, the individual can work four hours on both Saturday and Sunday instead of working overtime on weekdays. This allows the worker to remain cheerful and reduces the risk of mental and psychological health problems.

The CEO can also effectively manage the long working hours experienced by employees by setting an overtime ceiling. Capping the number of working hours reduces health risks associated with long working hours (Quinn 2018). For instance, the organization can decide to have only twenty extra hours per month to each employee which roughly translates to an extra hour a day which is not harmful to the health of the employee. Additionally, capping the number of extra hours would help the organization to effectively distribute time which would be convenient for the employees.

Reducing the need for overtime would also prove an adequate way to tackle the issues that face Hutong Enterprises. This can be done by saving the time spent on some of the tasks or activities. For instance, the company should reduce the amount of time spent on meetings and consultations by communicating relevant information within the shortest time possible. Additionally, the CEO can slightly reduce the amount of time spent on lunch breaks. Time wastage on communication and reporting can also be reduced by providing the workforce with the adequate tools to enhance communication faster communication (Carnall 2018). For instance, automation of communication and reporting will minimize unnecessary movement thus saving time. Automation of systems also facilitate harmonization and effective planning hence employees are aware of what is expected without having to consult their superiors.

Employees should also be allowed to work remotely for tasks that do not necessitate their presence at the workplace (Biron  et al.2014) Such flexibility will allow the employees to conduct multiple activities at their comfort and convenience thus eliminating work-related stress. Although the company emphasizes customer satisfaction, it should not be at the misery of the employees. With that in mind, the company should enact policies that charge an extra fee for stubborn clients who make unrealistic demands that result in employees working extra hours. Charging extra fees  will reduce the number of complaints and increase the number of customers served without the need for overtime (Chan 2016). Lastly, the CEO should recognize the employees' needs for social interaction given their relatively young age. Personal time for social engagements would help some of the employees develop additional leadership and communication skills that would make them more effective in discharging their roles and duties.

The Union leader should play a more active role in ensuring that the labor rights of Hutong enterprise employees are upheld. The labor union leader can pursue legal avenues to ensure that Hutong Enterprise does not neglect the freedoms of employees. Litigation would be a useful avenue since it would offer protection for the affected employees and the courts may demand that Hutong enterprises pay compensation fees to the affected parties. Litigation would ensure that Hutong Enterprise adheres to the ethical business practices thus reducing the number of cases of employee exploitation.

Additionally, the union leader can negotiate better terms for the employees within the organization. In case the deliberations fail, the union leader can order a workers' strike that would adversely affect the operations of Hutong enterprises forcing the organization to reconsider its options. The union leader should also seek answers regarding the series of suicides taking place within the Organization to force the organization to take quick measures to prevent similar occurrences in the future. The union leader should also create awareness of employee rights and the proper channels that the staff members ought to follow when the employer violates their rights. The union leader also ought to keep both the staff members and the employer of changes in rules and regulations affecting workers’ rights. Providing such information to the organizations and the staff members will ensure that the organization is well informed on the legality of the decisions it is about to make. The union leader should also give priority the workplace health and safety of its members by ensuring that the employer only acts in the best interests of the employees.

Actions such as cross training, flexible schedules, freedom to work remotely and job sharing can be useful in reducing stress or depression resulting from long working hours (Shanafelt, and Noseworthy 2017). Providing counseling services and reviewing the workplace culture are also ways other effective ways of managing the mental health of employees within the organization. The union leader also has an important role to play in ensuring that the rights of workers are not violated by the employer. Union leaders can protect the employees through legal means such as litigation and labor unrests.

Conclusion

Acting contrary to the stipulated business ethical practices can have adverse effects on the affected parties (Trevino and Nelson 2016). In the case of Hutong enterprises, subjecting the employees to long work hours has taken a toll on the mental health of some workers which has resulted in cases of suicide. There also exists ways of balancing between company needs and employee needs allowing the company to still operate effectively without curtailing the rights of its employees (Crane and Matten 2016). The measures meant to reduce workload are effective in reducing the number of additional hours at the workplace.

The company can also balance the firm and employee needs by providing residential houses or accommodation that is near the organization premises. Close accommodation would reduce the amount of time wasted in traveling. Such a move would also eliminate the need for employees to sleep in their offices. The company can also provide transport to its workforce thus facilitating prompt arrival (Blanton and Peksen 2016,p.477). Affording free time to enterprises can also boost the imagination and creativity of employees by allowing them to explore the environment outside the workplace. Such a measure would aid in the generation of innovative ideas that would help the company remain ahead of its competitors. Allowing the workforce their free time would also be directly beneficial to the company since employees would be more intrinsically motivated to discharge their duties (Virgili,2015). Since self-discipline mainly focuses on an individual's ability to control their behavior, it, therefore, follows that a liberal strategy would be most effective in cultivating self-discipline within the organization (Shamir and Howell 2018). Self-discipline would result in increased self-drive among the employees allowing the employees thus enabling the organization to retain its tiger culture still while at the same time allowing employees their rights.

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