#BTColumn – The pressures on workers are mounting

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By Dennis De Peiza

Employees in various forms of work are continually faced with new challenges and demands. These arise from the changing nature of work, conditions of work and legislative reforms that are affecting their work life and social well-being. It requires that workers make adjustments to the way they execute and perform both their roles and functions.      

Over time the workplace has become a stressful place. The growing competitive work environment tends to contribute to a high level of toxicity and tension. As a consequence of this, the workplace is less than a friendly and cooperative place in which employees are required to function.

There is a genuine complaint that whereas workers are expected to maintain a high level of productivity and efficiency, they are pressed to do so when the employer fails to provide the adequate tools and resources required to meet the demand. This has been a standing problem, where employers are sometimes reluctant or constrained to invest in the purchase or upgrading of equipment and facilities to meet their projected goals and expectations.

One of the concerns which is often raised by employees is the shortage of staff which is being experienced. It would appear that this is either ignored or conveniently overlooked by the employer. This is a situation that forces workers to multitask or to perform dual roles. They often carry out additional duties without an upgrade in pay. It is not uncommon for some employers to enjoy the luxury of getting the work done at a minimum expense.  

The prevailing economic circumstances and hardships combined force employees to be compliant with the wishes of the employer, which may include the carrying out of additional duties. They are conscious of the possibility of being laid off or not having their contract renewed. In some instances, employers resort to engaging workers on a temporary basis. This gives them the leverage to exercise the option of offering full-time employment, not to extend or renew the employees’ contract. This brings to the fore the insecurity of employment. The threat of losing their employment, induces the average worker to comply with the demands of the employer.  

Since the demands of respective jobs tend to vary, some employees are pressured to meet rigid deadlines and to work for extended hours beyond that of the eight-hour day and forty-hour work week. Some are subject to inflexible working hours. This can pose some difficulties for the management of the personal life of the employee. The real problem that workers encounter as a consequence of the several stressors, would be a decline in their physical and mental health.

There is also the incidence of non-communicable diseases. The severity of the individual case can result in the loss of income to the employee, due to the regular absence of an employee from work, or where the employee is rendered as being unfit for work.  

Where employees are forced out of work, those who qualify, have to rely on state benefits, such as the payment of an unemployment benefit for a fixed period of time, or to be the beneficiary of severance payment. It is worrisome that those in low and middle-income paying jobs have no pension arrangements as part of their employment. These individuals are therefore left without a pension at the end of their work life. As if this was not enough, some who are required to contribute to the National Insurance Fund, are left holding the bag, when it is known that the employer has not paid the required contributions into the fund. To rub salt into the wound, these employers have their indebtedness to the State written off and thereafter continue to operate without any penalties being applied.

The promise of more available jobs and the long wait time before this materialises is frustrating to the unemployed. It means that many are challenged to find available forms of employment as a means of securing an income.

It becomes a case of the survival of the fittest, and so many engage in employment that is far below their expertise, skill and competency levels. The open market policy which applies to the recruitment of applicants for employment can be problematic for locals, where employers are moving to hire individuals with enhanced skill sets. This leads to the possibility of active employees being overlooked for promotion, despite their qualifications and/or years of work experience.  

As a consequence, workers become demotivated and disgruntled. This is reflected in their attitude, attendance, productivity, efficiency, and interest in the job. Moreover, they complain of being stressed, of the bad management practices that are exhibited and the inept operational systems.

Dennis De Peiza is a veteran labour and employee relations consultant with Regional Management Services Inc.