Problem Solving and Decision Making in the Workplace

This document discusses the problem of low pay rates and its impact on employee satisfaction in the workplace. It explores the reasons behind employee dissatisfaction, the effects of unequal pay, and the macro factors contributing to this issue. The document also provides alternative solutions to address the problem and offers strategies for effective implementation. It is a valuable resource for individuals and organizations seeking to improve problem solving and decision making in the workplace.

Problem solving and decision making

Table of Contents
TASK 1: Role Play..........................................................................................................................3
Task 2...............................................................................................................................................6
Introduction......................................................................................................................................6
Scope of problem:........................................................................................................................6
Impact..............................................................................................................................................7
Information on identified problem...............................................................................................7
Alternative solutions to low pay rate...........................................................................................9
Selecting appropriate solution:..................................................................................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

TASK 1: Role Play
Unsatisfied Employee: There are many cases of employee’s dissatisfaction, according to you
what might be the major reasons behind this?
Management Consultant: There is no single reason behind this dissatisfaction. It depends on
human psychology and Maslow law of hierarchy. In which different employees motivates with
different need fulfillment. But year there are some critical issues which are challenging both
companies and nation together. We required solving this major problem, else it could become
major crisis for the economy.
Unsatisfied Employee: What is the main issue which makes you feel unsatisfied with your job?
Management Consultant: I accept that equal work should be remuneration at least regardless of
gender. If a man and a woman have the same job prospects and skills, they should receive the
same compensation. Any remaining reps will be inspired by this because they like to have more
control and strength. They follow cultural "standards" that men are at the forefront and should be
at the top. This too should achieve something with the human self-image.
America’s 20% gap among the population is due to the fact that those who work all day get 80%
of men paid based on the work they do. to do. In general, each of them has a percentage of
income for women and men 64% and above. The hole is sadder for women than showering.
Unsatisfied Employee: What will be the cause and effect of this problem?
Management Consultant: salary segregation is generally not sensitive. The reasons are often
found in the various attributes given for people’s work and achievement. These differences
cannot be fairly justified and are exacerbated by the generalization of sexual orientation.
Separation can also occur where payment is not set on an efficient and straightforward basis and
especially when it is negotiated on an individual basis. Organizations can effectively reduce the
risk of hidden pay segregation by adopting routine controls of their pay practice and maintaining
a strategic distance from sexual understanding in job appraisal, while building skill
compensation and performance evaluation.

As a result, wage segregation weakens women and their families in the short and long term, as
lower pay affects social protections and benefits. However, it also has consequences for society
at large. The state has to pay more friendly benefits while denying the burden of income and the
promises of social protection. The economy has a smaller pool of skilled and talented experts as
women are under-represented in the labor market. Finally, wage segregation alters conflict
between groups and can jeopardize social harmony.
Unsatisfied Employee: What macro factors do you think contributing to this unequal pay?
Management Consultant: Both micro and macro factors Influence the gender wage gap. In
particular, greater female contribution in the industrial sector is important to extend the salary of
experienced women to their male partners. This product applies to both creation and creation of
nations. Meanwhile, if more children increased the wage gap, gender guidance would indeed be
created, but we insist that this is only necessary in non-industrialized countries. Furthermore, for
non-industrialized countries, we argue that greater interest in the labor market or more years of
female-only education would not preclude the wage gap of gender based orientation. Indeed, the
gender pay gap could widen as more women are listed for lower paid jobs in agricultural
countries. More profitable jobs should be played out, for example, by increasing the range of aid
in these economies. In the created countries, then again, greater cooperation of workers with
women appears to limit the gender pay gap, perhaps as a result of a more coordinated
organization of workers making it accessible more useful service area roles.
Unsatisfied Employee: What can be best alternative to solve this issue?
Management Consultant: The gender pay gap restriction as a hole is an ever-present problem in
the global workforce that affects women in all their careers. According to a study by the
Women’s Policy Research Institute in the United States, women get 20% less than men as a
whole. Shadow women earn even less, but pay differentials are found in almost every country on
the planet.
Develop trading skills
Powerless adjustment skills are a key source of the sexual wage hole. Chances are you’re not a
woman who cares about a pay rise, find out how to request more. Whether or not you request a
quick increase in compensation, developing trading skills is essential to improving your pay.

However, organizations should develop the exchange and make it a standard for women as well.
Studies have shown that HR agents often see those they order negatively.
Use the commitment of the city
The gender pay gap is less frustrating in some countries than others due to citizen participation.
Destroying the sexual orientation level hole can have a significant impact on local, territorial and
public law. Iceland, for example, is trying to fill the gap in compensation by eliminating the
organizations that openly train it.
Become a web-based media finisher
Online media is an amazing weapon in your battle against the sexual bet hole. Awareness should
be the first step in your business. Don't assume that everyone is thinking about the sexual pay
hole. Many people are completely ignorant about this and your voice alone will not be very
helpful in achieving the result.
Make sure compensation is simple
It's hard to fight the wage hole of sexual orientation without knowing the numbers. Some
organizations generally keep their employees' pay under wraps, so it's hard to tell if there's a gap
in the allowance. Due to the complexity of compensation, women working for a given company
would understand the extent of the gap in the allowance and would be able to devise an advanced
trading system. The complexity of compensation is an advantage that goes far beyond the issue
of the hole in the sexual intercourse.
Investigate improvements
Studies have shown that the sexual orientation restriction hole is smaller for women in their
twenties. This fact may be due to the broader sentiment of young women who have not yet been
beaten or have children. That is why experts advise looking for improvements from entering
your career.

Task 2
Introduction
In UK the prevailing problem of dissatisfaction among employees is creating an issue for Britain
organizations. This problem has also raised the issue of high employee turnover at workplaces.
This assignment report is based on the case analyses of hypothetical company named PR
Cleaners, which serves its clients with cleaning services. The problem identified in Task 1 was
unequal pay rates received by the employees; which resulted into dissatisfaction from the job.
This section of Task 2 will do more in-depth analyses of present problem and evaluate the
available alternatives and present best strategy to successfully implement the solution.
Scope of problem:
Low compensation keeps on being significant for work across Europe, with around one
out of seven EU agents considered low paid, however lethargy is moving rapidly. Moreover,
theory has acquired fairly as an amazement as the "delegates". The impending EIRO study gives
direction on low-pay and business-related necessities in the EU and Norway, featuring the
various understandings utilized and examining the parts in question. Around then he proposes to
begin the discussion in his transformed social circumstance, attempting to manage it with the
lowest pay permitted by law permitted by the legitimate units, set up by law or full liquidation
and the quality imperative that oversees quality influences the degree of low wages.
Lately there has been a developing discussion in Europe on the issues of "low-paid
specialists" and the individuals who "protest unendingly". European work markets have been in
steady obligation since the mid-1980s, when wage development overall was viewed as tricky.
This is seen by certain observers as a result of: debilitating the limit of jobless specialists; change
of establishment; and changes in the system of the working gathering. This rising pay
awkwardness raises worries about specialists showing at the lower part of the pay opening, with
the speed of progress of the most autonomous specialists low for the capacity to know unfulfilled
cravings for common reassurance. The right answer from certain spots is to create expansive
commitment frameworks, for example, "wage plans" or something comparative.

Impact
The effect of low wages on demonstrated joblessness, work market arranging is significant. For
instance, if postage is monopsony, the fundamental legitimate remuneration permitted under the
law can't cause joblessness. The impact of the lowest pay permitted by law permitted under the
law permitted by wage contract law is extensive. For instance, laborers with enough of the base
legitimate compensation permitted by law may feel they merit more. Like these lines, a
legitimately passable compensation increment can bring about an increment in pay for each
degree of pay. Notwithstanding, wage imbalance is generally because of lower real pay
increments permitted by law. UK Direct Enforcement suggests that a humble improvement in the
lawful field of the legal the lowest pay permitted by law permitted by law won't prompt a
decrease in industry. Therefore, the key thought is the manner by which the essential lawful
recompense permitted by law can show up before it can work.
In this sense, for the current circumstance; Cleaners feel that they are being paid not exactly
different positions. Since cleaning is surely not a simple assignment for everybody and it is
viewed as a delicate spot by society; in this sense, accepting the pay is adequately low, it could
worsen the disappointment of the organizations and impact the redesign development in a higher
turnover of the labor force.
Information on identified problem
The advancement of the corporate cleaning area since the 1970s has been driven by a more
explicit rearrangement of the inside and outside cleaning workplaces into committed suppliers,
as connections across all areas of the economy are confronting lessening expenses and
concentrate on center. Territorial improvement was not related with progress in working
conditions. Past the thing would be normal, working conditions seem to have disintegrated or
crumbled, with some observatory records recognizing issues of get-together maltreatment of
weak laborers, for instance, talented trained professionals and scientists with restricted
instructing abilities for research close to support or daytime work. There are staff bases close to
the workplace, so the means to build the compensation are paid. Furthermore, employment forms
and employment forms are by and large dictated by explicit (and generally extending) objectives.
We should begin by showing the body purifying territory statures in Germany, Spain, and the
UK.

Low wages are related with weight acquire, low sureness, and a more articulated propensity to
take part in terrible propensities like smoking. The impacts of low-wage achievement become a
boundless bend, where inconceivable shortcomings obstruct work and expect compensation. On
the other hand, higher wages and better prosperity give an uncommon occasion to makers to
acquire bearing, heading and availability and, subsequently, fabricate the potential for more
prominent adaptability.
The typical advantages of the legal the lowest pay permitted by law come from higher wages for
influenced laborers, some in low-pay or low-wage families. The withdrawal is that the more
significant compensation permitted by law could debilitate associations from utilizing low-paid,
low-talented specialists and it is recommended that fundamental pay levels will help. If key
wages decline made by low-skilled subject matter experts, the most reduced compensation
allowed by law is definitely not a "free lunch" to help poor, low-wage families, anyway rather
addresses a trade off of benefits for some over costs for other people. Regardless, the survey
results are clashing, particularly in the UK, with evidence suggesting that fundamental wages
will decrease the amount of occupations open to low-anticipated workers.
Reason for low wage rate at cleaning industry
The primary clarification for the lower remuneration rate in the cleaning organization is the
shakiness of the work. Since cleaning is a basic assignment and requires little expertise and
practice so the move here is basic for work searchers. As a result of this interest it isn't just about
as various as the bid for employment, which is the reason the haggling power for installment is in
the possession of the chief and along these lines a low degree of remuneration. Nonetheless, it is
likewise expected that as the day by day climate of the huge number of individuals in the UK
improves, so will admittance to better schooling and abilities meanwhile and land in a noticeable
position. All things considered, the interest won't meet the proposition for employment and the
compensation will increment.

Alternative solutions to low pay rate
Low compensation and shakiness can prompt high representative turnover which can expand the
general expense of the association in recruiting, planning and expanding the productivity of the
activity. Thusly, the responses to this issue were examined from alternate points of view and
levels beneath:
Company level:
Organization oversees work and paid them routinely by keeping their general expense low. The
following are a portion of the techniques by which laborers can get their compensation:
1. Hourly compensation: In this methodology; consistently rate can be set for the work and the
assessment done by expanding the full scale hours worked with wage rate each hour (complete
hours worked * pay rate each hour). The potential gains of such procedure are according to the
accompanying:
Benefits:
 It is not difficult to uncover to new competitors and agents.
 It is not difficult to give steady raises, £ 0.08, £ 0.09, £ 0.36 simultaneously.
 Record keeping is basic and simple.
 It is not difficult to guarantee that you are authentic with the lowest pay permitted by law
permitted by law and different prerequisites.
 Split positions are normally only for paying workers they simply pay for their time.
Weaknesses:
 The expense of the item can turn out to be too high adequately with this model
 It truly is feasible to rebuff an appropriate representative who targets and tidies up rapidly
 Low pays for the individuals who are more slow in cleaning
2. Commission compensation: Under this model; a commission is paid as a level of deals like for
example, the chief gets 25% and work lands 6% of each position cleaned.
Benefits:

 Keeping up the expense of selling products is basic. The expense of an organization as a
rate will consistently be level.
 Urge laborers to keep up
 The huge cleaners can improve pay than anticipated
Limitations’:
 Advancement and appropriation to new representatives will in general be troublesome
 Pondering compensation can be confounding, particularly in restricted positions
 It can make laborers stand up and cut corners
 Insufficient propositions for employment decrease staff compensations and resolve. You
pass on the expense of the terrible bid for employment from proprietor to specialist.
 It tends to be dubious to ensure you stay into equal parts the lowest pay permitted by law
permitted by law. Regardless of whether you generally pay or not, you actually need the
hours you attempted to ensure everybody's compensation level reliably remains over the
endorsed express the base installment permitted by law consistently.
3. Hybrid model: There are likewise crossbreed models. A few group pay an hourly rate,
however wherever pays numerous hours without giving a lot of consideration to the length of the
cleaning machine. For instance, the pioneer gets £ 12.25 an hour and the correct hand one £
10.10 60 minutes. Smith's house is a 4 hour home, so everybody gets 2 hours at their assigned
rate without contemplating what amount of time it requires to clean the house. This model looks
to fortify the extent of each model's premises. However you go, the necessary test will in any
case be equivalent to the past one:
 On the off chance that you don't generally pay, you ought to have screen time.
 Where you don't need to pay by commission, you ought to likewise have a fantastic
screening alternative.
 Be that as it may, due to the textural convincing forces incorporated into every office,
makers by and large move too sensibly (each hour) or excessively quick (commission).
The gathering states that move ought to be made into account. Here are a couple of
instances of shape changes. A portion of these edges can be utilized in the two models:
 Clients request for proper hygienic.

 Utilize that quality level to increment or diminishing the prize level to guarantee power
yield without settling down.
 Make a culture that celebrates and values quality.
 Screen the levels of the things or dollars created on an hourly reason and the extra
cleaners will rely upon it to persuade them to keep their arrangements.
 Be talented at the assessed periods of each room and give clearers clear focuses early that
cleaning times ought to be.
Government level:
It's hard for the cleaning business to pay higher rates for work in this determined clash.
Regarding esteem care, a cleaning organization attempts to hold managerial expenses down and
in this support attempt to list less expensive positions. Provided that this is true, unifying the
public authority on the lowest pay permitted by law permitted by legitimate principles for a
representative might be a superior response for a specific case.
Selecting appropriate solution:
Government intervention is a withdrawn agreement and requires agreement blocks.
Consequently, for a short time, a cross-model decision may be a viable option in this case. The
highlight for the construction of this model is the flexibility. It is usually modified as specified
by the needs of the customer and its partners.
This model proposes to pay more talented employees and veterans for the benefits they bring to
the cleaning industry. This advancement will also focus on unlimited investments, as more work
and experience will pay those more. It also creates a range of creative or familiar skills for
experienced staff. It will do the job for manufacturers with a tendency to get an equal offer based
on their ability, experience and product.

Conclusion
Subsequent to breaking down entire report; the case gave a low pay rate for cleaners is probably
going to build the disappointment of business. Accordingly, the level of workers in cleaning
organizations is very high contrasted with different areas. There is no solid response to this issue
other than government impediment. Nonetheless, at the authoritative level, it is feasible to get a
portion of the health advantages and execution of a hybridization model. An association may
likewise have a portion of the alternatives for reducing expenses from working to various
regions, for example, employing costs and getting ready new cleaners.

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