Introduction
The responsibilities within which the employers hold towards the employees can be both a legal and an ethical issue. Different employers treat their employees differently depending on the culture and the background of the place. This is to mean that different employers have a different obligation in different countries. This paper examines an analytical analysis of the obligation of the employer towards the employees with the mindset of the fact that there are cultural binds that dictate the kind of obligation.
General responsibilities of the employer
An outlook of the general responsibilities of employers is of importance in the matter of both legal and ethical issue. The employer has the duty to pay the employee the agreed amount if the employee is able to work and fulfil the duties delegated to. The employer has an obligation to ensure that a favourable environment is observed for the welfare of the employee. This is to mean that the employer has the duty to ensure observations of health and safety regulations. The employer has an obligation to give the employees the correct information about what the contract is all about. The employer has an obligation to also ensure that they listen or look at the employees complains. He also has an obligation to have mutual trust and confidence with the employee (CompactLaw 2- 10). This has to be two-sided where even the employee has the initiative to have a mutual trust. The employee has an obligation to be anti-discriminatory and does not harass the employees.
The GCC is compromised of nationals from different countries, and a general outlook of the way culture comes into play with the obligation of the employer towards the employees is explained by who contends that dimension of culture does not exist in tangible sense (Hofstede and Hofstede 32). This is to mean that culture is a social construct within which people are measured in terms of behaviours and observations. His works of multilevel research offer a distinction between the cultures where the national culture is referred to as the societies while organizational culture is all about the organizational units. To this end, there is a need to comprehend that different countries have different cultures that have to be adhered to.
Geert offers examples of countries that are culturally homogenous as China, Brazil and Indonesia. The Chinese, for example, are conservative’s people who maintain their culture and are more work and result oriented. They are much committed and passionate about what they do. This then means that the employers set high standards and goals within which the employees may not be able to achieve. Cultures that on the other hand, do not attach much meaning to results have the obligations of employers turned towards other factors.
There are a vast majority of companies that have prospered due to the employer obliging to the duties. The success of every company depends mainly on the relationship between the employer and the employee. A good working relationship ensures that the company is on a success rate, but a bad working relationship means that the employer and the employee do not relate well. This is to mean that if the employer does not take it seriously to observe his obligations, which are stated, the employee will be dissatisfied, and these affect the success of the company. The mega-companies that have topped such as Disneyworld, Virgin Atlantic and others have shown that there is need for employers to meet their obligations and be able to provide an environment where the employees are able to work well and be creative. Incentives, compensation, insurance, and respect for the employees are all steps taken by these companies to ensure the success rate.
There are also a majority of other companies that have failed or not succeeded due to the fact that they neglected the duty of employers meeting their obligation. These create a tense atmosphere or surrounding that the employees feel discontent and not catered for. This mostly leads them to find greener pastures some other places leaving the companies to fail or not succeed at the rate it intended for.
Conclusion
The obligation of the employer is clearly stated in the discussion above and all employers should ensure that they oblige to it. However, it is important to observe that the findings of Geert are key in the discussion as it sets the bar for the fact that in the GCC there is the vast majority of the workforce coming from vast countries. These nationals emerge from different cultures that have different beliefs. Although Geert notes that culture is a social construct, the employers need to respect the different cultures. The Muslims, for example, are well renowned for their beliefs against pork; hence employers are obliged to respect this in the working environment. The employers are therefore encouraged to understand the cultures of the employees so as not to violate them and seem disrespectful to some. The observation of all these and other obligations will lead to a successful business as the working environment will be viable for the employees. If the responsibilities are not met, then it means that a good working environment is not there; hence the employees will have no other choices other than to find other jobs.
Works Cited
Hofstede Geert and Hofstede Jan Gert. Cultures and Organizations: Software of the Mind. Revised and expanded 3rd Edition. York: McGraw-Hill, 2010. Print.
CompactLaw. “What Obligations/Duties Does The Employer Owe To The Employee?” CompactLaw Limited, 2012 Web.