Employees' expectations

When an employee joins an organisation, he or she has certain expectations. These expectations vary from basic needs to luxurious lifestyles to certain high status of society. If these needs cannot be satisfied with the earnings or the status of the job the employee is certainly unhappy. Which could result in many outcomes, maybe he or she might work harder to achieve said goals. Perhaps employee might try to gain certain needs via unethical means such as robbing from the employer. Also, a nagging employee who always sees the bad of the employer. These are a few of the adverse outcomes of not identifying the needs of an employee. Which will obviously result in lower output employees in the organisation

According to Maslow's "theory of motivation"(1954), (figure:1), people at the initial stage of the career are more keen on the most basic needs. Such as food, water, sex, sleep which comes under physiological needs. This is correct for most of the cases. But for people who comes from privileged families, these needs are not important since they have been already fulfilled.

        Figure:1, Abraham Maslows' "Hierarchy of Needs",        (https://www.verywellmind.com/)

This theory explains the needs of the people at particular stages of their career. Which brings me to my question, are all organisations aware of these needs? Do they have plans for their employees?

Are organisations aware of employee needs?

Modern HR practices focus on each and every employee. Organisations have placed systems to evaluate employees individually. These evaluation systems put extra pressure on the employee to do better or sustain the work they are already doing at acceptable levels to the Organisation.

Modern organisations emphasis on having job designs to the satisfaction of the employees while meeting the organisation's goals. Job design is a concept which specifies the parameters of the job assigned to an individual employee, which will satisfy the duty requirements of the organisation and the personal needs which are shown in the above diagram, also psychological satisfactions. Ultimately resulting in employees' more enthusiastic engagement in the organization.

Considering my earlier questions do Sri Lankan Organisations consider these theories? , Granted theories are there to have a better understanding, not to follow them to the dot. But in Sri Lankan context such theories can be used to maximise the productivity with a more satisfied workforce. Especially in the private sector, these theories can be applied easily. Of course, all the organisations have their unique identity and work environment, hence the productive adaptation of these theories is the duty of the Leader.

When considering the Government sector, before adopting any of these theories, the employee's mindsets should be changed. Most of the state employees in SL are not career-driven. But they find ways to satisfy their social and professional needs through unethical means. This is the main reason for the bad reputation the general public has on Government servants. This is the single biggest challenge any Government face in present Sri Lankan context. From the top-level politician to the bottom level Government servant corruption has spread like cancer. This disease is there for so many years now, as Sri Lankans, we have come to a conclusion that even if they take money as bribes, if they deliver on their work, we consider them as good Government servants. Sri Lankans have accepted the fact that their side-income is justified! Because most of the Government servants are not even bothered to do their jobs!
We all have forgotten or even ignored the fact that we as taxpayers have already paid them their salaries!

With these challenges, discussing modern work environments and practices for the state sector is an unfruitful effort. Changing the State sector is a different topic to discuss.

IT sector is one of the most advanced and progressive sectors in the world. If these advanced practices can be adapted to the Sri Lankan IT sector as well, it will be a major development to the countries' working environments. But the feedback I'm getting from the IT employees who work for countries' major IT companies, is not encouraging. Perhaps this might be the reason for most of the IT professionals to seek overseas job opportunities.

Plantations sector which I represent is one of the most conservative industries in the country. It has some practices which backdate to the eighteen hundreds. Even though, some plantation companies are taking initiatives to ensure employee satisfaction and favourable working conditions to their employees. Since the Industry is in utter chaos without any assistance from the Government these initiatives must be appreciated.

Overall, discussing these theories in the Sri Lankan context is not an easy task since most of the employees and Organisations are yet to be evolved into these contexts.

Please Feel free to give your inputs on the topic. Constructive criticism is always welcomed!