Motivational Theories - Free Essay Example

Sample details Pages: 8 Words: 2392 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Case study Did you like this example? Introduction This paper begins by presenting four theories of motivation; Maslows Hierarchy of Needs, Herzbergs Two-Factor theory, Adams Equity theory and the Goal Setting theory. Each theory is briefly explained and applied to the Starbucks case after which a critique is given. A section at the end provides recommendations for job enrichment and also relational job design as methods management at Starbucks can employ to maintain an efficient and productive workforce. Maslows Needs Theory This theory states that humans are motivated by needs which are in hierarchical order from basic to higher order needs; humans address these sequentially starting with physiological, security, affiliation, esteem and topmost self-actualisation (Rollinson 2008). Maslow states that when needs are satisfied they cease to have a motivational effect on an individual (Robbins et al 2014). One view for Starbucks management would be to infer using Maslows theory that the job at this point has satisfied the employees lower level needs, as such there is a need to consider a new set of motivators related to Maslows affiliation and esteem needs. This could include making employees feel like a family at Starbucks, shareholding and availing clear promotion opportunities. However French et al (2011:163) state that, a persons frame of reference will determine the order of importance of their needs and societal culture influences that frame of reference. Thus French et al (2011) contest the univers al application of Maslows needs hierarchy and argue that employees from different ethnicities and cultures are not motivated by the same needs. Rollinson (2008) gives credit to Maslow nevertheless by stating that perhaps this theorys main contribution is providing a general framework for categorising needs of different types. Don’t waste time! Our writers will create an original "Motivational Theories" essay for you Create order Herzbergs Two-factor Theory Herzberg proposes two factors in his theory, hygiene factors and motivating factors. According to Herzberg the absence of hygiene factors, which include pay, job security, working conditions and interpersonal relations among others, would lead to dissatisfaction and their presence does not lead to motivation. Herzbergs motivators include recognition, responsibility and nature of work among others, their presence would motivate but there absence leads to a neutral state of neither satisfaction or dissatisfaction (King and Lawley, 2013). According to Herzbergs theory, the nature of work, like being repetitive, cannot lead to demotivation or dissatisfaction. To employ this theory in the Starbucks workplace Herzberg proposes a two-stage approach (Griffin and Moorhead, 2011) as follows: First, management should achieve a state of no dissatisfaction by addressing Herzbergs hygiene factors, this can include among others giving an industry matching pay, improving working conditions a nd fostering interpersonal relations at work. Second, once a state of dissatisfaction exists by adequately addressing the hygiene factors, employee motivation can then be achieved by introducing the motivators like more opportunities for advancement, and redesigning the job to take on more tasks and responsibilities. In the Starbucks case therefore, assuming all hygiene factors are in place, management needs to consider motivators like clear opportunities for achievement, personal growth and promotion. They also need to consider the nature of the work and redesign the job to include more task variety and responsibility, factors that Herzberg argued motivate employees and lead to satisfaction (Griffin and Moorhead, 2011). Perhaps the main strength of this theory is that Herzberg provided a clear way of how managers can apply it in practice using the two-stage approach above and job enrichment (Griffin and Moorhead, 2011). Rollinson (2008), states that to test validity of this theory, it has been replicated many times and results have generally supported Herzbergs theory though not entirely. The main area of criticism is that classifying the work features into hygiene factors and motivators can be problematic as it was noted that both factors could lead to feelings of satisfaction and dissatisfaction differing from person to person (Rollinson, 2008). People differ and Herzbergs one size fits all classification does not stand in real life tests (Rollinson, 2008). Modern society is multicultural and so is Starbucks as an employer (Starbucks, 2015 and also Adler and Gundersen, 2008). Applicability of Herzbergs theory across different cultures differs, and so can be its applicability to people from different cultures yet within the same organisation (Adler and Gundersen, 2008; Rollinson 2008 and also Gambrel and Cianci 2003). Therefore, in this regard, due diligence needs to be taken as to how this theory can be applied to people from different cultur es. While Herzbergs theory discounts the possibility of Starbucks staff being demotivated by repetitive tasks, the finding of the Starbucks manager might be accurate and for this reason other theories of motivation need to be considered for a solution to this problem. Equity Theory The psychologist Stacy Adams postulated that the primary motivating force for employees is striving for equity or fairness. The theorys starting point is an exchange where an employee gives something, like skills and labour (inputs) and gets something for it like pay and recognition (outputs). The pivotal point of the theory being a reference person or group which the person uses to evaluate ones own inputs/outputs balance (Miner, 2005). Inequity or dissatisfaction sets in where one notes a disparity with their reference other. Informing the Starbucks manager from Adams standpoint calls for a review of dissatisfied employees job specification and also the jobs of those these employees can use as referent others. Further Starbucks job designs need to be benchmarked alongside competitors like Costa coffee. To maintain an efficient and productive workforce as informed by the equity theory requires Starbucks management to offer the best remuneration package compared to the industry ave rage. Another key factor to be considered when employing this theory is for management to make the employees aware of the basis on which the remuneration package is structured. This will help inform the employees when they make comparison as they understand the basis of their input/output balance. Adams theory is highly regarded for its simplicity and standing up to the rigours of empirical tests, Rollinson (2008) states that tests have generally supported Adams propositions in the Equity theory and its predictions. However, Miner (2005) notes that in field tests of this theory some economically deprived individuals were very productive despite inequity. A conclusion drawn was that economic motivation was greater than equity motivation in the case. This shows that the equity theory can be a limited theory which only centres on one type of motivation. Further the comparison to referent others is subjective, conclusions of equity or inequity are subjective as well, so is the choice of the referent other one uses for comparison (Milner 2005). These drawbacks should be noted by Starbucks management in applying this theory. Goal Setting Theory Rauch (2006) explains Lockes goal setting theory as a proven theory in its assertion that specific and challenging goals improve work performance. Rollinson (2008) further explains that this goal directed effort is a function of goal acceptance and goal commitment which lead to what Locke terms Performance, aided by organisational support and the individuals abilities. The goal setting theory states that where ones performance leads to goal achievement, equitable rewards both intrinsic and extrinsic are expected and the rewards determine the level of the persons eventual satisfaction (Rauch 2006). Using the goal setting theory would require the Starbucks management to make specific individual goals with their disaffected workforce with rewards attached to goal attainment. However, as Landy and Conte (2010) point out modern workplaces are usually organised to work in teams and this theory does not adequately address goal setting in team based workplaces. Another shortcoming of the G oal Setting theory is its appeal to drive employees to unethical practices so that they can appear to be achieving their goals (Landy and Conte 2010) Notwithstanding, Harris and Hartman (2002) point out that research into this theory generally support its assertions. Joint goal setting has indeed been shown to have a positive impact on employee performance in most cases (Harris and Hartman 2002). In the same vein, research also corroborates Lockes assertion that specific goals with a reasonable level of difficulty often lead to higher employee performance (Harris and Hartman 2002).Recommendations on how the manager can maintain an efficient and productive workforce within the organisation. Rollinson (2008:240) states that, to address low motivation, the most common approach for the last decades has been through job-redesign This section will dissect the possibility of employing this tool in the Starbucks scenario. Job Re-Design In the Starbucks case, a job re-design is one of the tools the management can employ to make the job more rewarding both intrinsically and extrinsically. Following on from the discussed theories, Herzbergs theory perhaps provides the most substantial content to inform job re-design as a motivational tool for the Starbucks management (Herzberg, 2003). Herzberg states that a job needs to be designed so that the Two Factor theorys motivators are built into the job (Herzberg, 2003). This process is commonly termed job enrichment (Rollinson, 2008). This encompasses horizontal job enlargement (more tasks) and vertical job enlargement (more responsibility). Thus the Starbucks staff can have a role that stretches from receiving the inputs, informing on re-order levels, serving customers and being responsible for customer satisfaction for instance. Rollinson (2008) argues that this gives employees a feeling that that their job is meaningful and increases intrinsic motivation and satis faction. Notwithstanding the appeal of job enrichment, both Grant (2007) and Rollinson (2008) allude to the fact that results of all tests to this theory are mixed and one cannot make a clear conclusion. The main criticism remains that Job enrichment is built upon Herzbergs two factor theory and individuals respond differently to an enriched job and not in a standard universal fashion as posited by the Two Factor theory and job enrichment. Not everyone wants an enriched job, some people prefer boring jobs as they pursue other meaningful activities outside work to cater for their needs (Rollinson 2008). Relational Job Design for a Prosocial Difference It can be argued that a frontline retail job at Starbucks lacks variety by its nature. Attempts to re-design it and enlarge it horizontally or vertically can be limited and fail due to simply being not much else that can be added to the required tasks. In this respect a different perspective to motivation may be required to maintain an efficient and productive workforce. Grant (2007) puts forward the notion of relational job design. Grant, (2007:393) puts this notion across as follows, existing research focuses on individual differences and the task structures of jobs .. Relational architecture of jobs shapes the motivation to make a prosocial difference. Grant (2007) advocates connecting employees to the impact they are having on the recipient of their efforts. The recipients can both be internal, like co-workers and management, or external such as customers. Grant (2007) points out that where individuals realise the difference their efforts are making in others lives they are mot ivated and perform better. Thus in Starbucks for instance, employees can be connected to coffee bean producers in developing countries who supply Starbucks coffee beans, and understand for themselves how their efforts are changing lives abroad. They can also be connected to the lonely people who sit and sip coffee in Starbucks and make relationships. Further, employees can be made a part of the corporate social responsibility programmes of the firm so that they can relate their efforts with its positive societal impact. Conclusion Several theories of motivation have been analysed in this paper and employed to inform management at Starbucks on how they can maintain an efficient and productive workforce. Maslows Hierarchy of needs provide a useful framework for categorising needs of different types however its one-size fits all approach to motivation is questioned by scholars and practitioners alike and research has not fully corroborated its assertions. The Two Factor theory has more appeal in the workplace due to the fact that Herzberg provided a clear way of how managers can employ it in practice. Research has also supported the theory somewhat. However it has been noted that what Herzberg classified as hygiene factors have worked as motivators to other people and vice versa. Therefore like Maslows theory, Herzbergs theory has the problem of purporting to offer a universal application, which research disputes as inaccurate. Joint goal setting has been supported by research and shown to positively i mpact on employee performance, however some academics point to the fact that the theory is getting obsolete as modern workplaces are organised into teams which are not addressed by the Goal setting theory. The Equity theory informs management to consider fairness in both job design and remuneration. So that informal comparisons in the workplace do not lead to dissatisfaction. The theory is readily accepted for its simplicity and has held to its assertions in research. However it tends only to consider a single type of motivation-equity, at the expense of other motivation types like economic motivation which has been shown to be stronger than equity in some cases. Tools put forward in this paper for maintaining a productive and efficient workforce are job enrichment and relational job redesign which takes focus off the tasks and connects employee with the impact of their work in the community for which Grant (2007) argues that people are motivated when they realise how their ef forts are helping others. References Adler N. J and Gundersen A (2008). International Dimensions of Organizational Behavior. 5th ed. Mason: Thomson Learning. French R, Rayner C, Rees G, and Rumbles S (2011). Organisational Behaviour. 2nd ed. New York: John Wiley and Sons Ltd. Gambrel P. A and Cianci R (2003). Maslows Hierarchy of Needs: Does it Apply in a Collectivisit Culture. Journal of Applied Management and Entrepreneurship. 8 (2), p143- 161. Grant A. M (2007). Relational Job Design and The Motivation to Make a Prosocial Difference. Academy of Management Review. 32 (2), p393-417. Griffin R.W and Moorhead G (2011). Organizational Behaviour. Managing People and Organizations. 10th ed. Mason: Cengage learning. Harris O.J and Hartman S. J (2002). Organisational Behaviour. New York: Best Business Books Herzberg F (2003). One More Time: How Do You Motivate Employees. Harvard Business Review. 1 (1), p3-11. King D and Lawley S (2013). Organizational Behaviour. Oxford: Oxford University Press. Landy F. J and Conte J.M (2010). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology. 3rd ed. Hoboken: John Wiley and Sons Inc. Miner J. B (2005). Organizational Behavior: Essential theories of motivation and leadership. New York: M.E. Sharpe Inc Rauch C (2006). The Goal-Setting Theory. Norderstedt: Druck un Bindung Robbins S, Judge T. A, Millett B, and Boyle M (2014). Organisational Behaviour. 7th ed. Frenchs Forrest: Pearson Australia. Rollinson D (2008). Organisational Behaviour and Analysis. Harlow: Pearson Education Limited Starbucks. (2015). Working at Starbucks. Available: https://www.starbucks.co.uk/careers/working-at-starbucks

The Hierarchy of a Mafia Family - 511 Words

A mafia family has a very intricate structure of power. Often it varies based on the particular family, but most have the same general configuration. At the top of the family is the boss. The boss is followed by an underboss that controls the capos underneath him. Each capo is over a certain number of soldiers. The soldiers control the business done with the associates. Another key player is the consigliere. This person serves as an ‘unbiased’ and ‘elected’ advisor to the family boss. The boss of the family controls all of the business of the family. All financial revenue, legal and illegal, is paid to him and he distributes pay to his capos that then pay the soldiers and associates. He also decides if a person can enter the family and become a soldier. Anything done by the family goes through the boss and is approved by him. Ultimately, the boss decides who lives and who dies. Just below the boss is the underboss. His role varies from family to family, but often his role is similar to being vice president. He is groomed and prepared to take over as boss if the boss dies. If the boss goes to jail he is still the boss, but the underboss runs the day-to-day activities. The underboss is also settles disputes just as the boss does, but on a smaller scale. There is a direct connection between the boss and underboss, but between them there is an indirect connection to the consigliere. This man serves as an advisor to the boss and gives an impartial opinion to the matters. HeShow MoreRelatedThe Origins Of The American Mafia1711 Words   |  7 Pageslifestyle and the American Mafia is no exception to this trend. Mafia themed movies such as Scarface and Goodfellas have proven to be timeless classics. However, the American Mafia goes deeper than the media shows. 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To What Extent Was Nationalism the Main Cause of British Decolonisation Free Essays

To what extent was nationalism the main cause of British decolonisation Decolonisation is the process by which empires disintegrated and colonies achieved in dependence. Britain decolonised between the years 1947 and 1964, nationalist movements was considered the main reason for decolonisation of the British Empire, but where other factors just as significant? Britain had flourished during the war with a victory however; this left them with severe financial and economical set-backs. The Second World War weakened the British economy this in turn reduced their imperial power to maintain control of their colonies, Britain often used emergencies; which allowed them to buy time from nationalists which would weaken their interest. We will write a custom essay sample on To What Extent Was Nationalism the Main Cause of British Decolonisation or any similar topic only for you Order Now They needed to ‘cling’ to their empire, as it was the only source of support for their economy, they were able to sell cheap goods for more and paying their workers a low wage added to their economy. Although some would argue that due to the low wage paid to the workers this caused them to not be able to buy thing as they were too expensive. Britain was shadowed by the United States and the Soviet Union, Britain’s status was way down the hierarchy, these two superpowers created an international climate which the reservation of the empire was rapidly difficult. However, the empire provided resistance from the US and USSR. Britain was also increasing the spending on nuclear weapons, rather than on weapons and soldiers in the cold war therefore, Britain couldn’t police the war. They needed army defence clearly nuclear dependence wasn’t needed. During the war time Japanese, Burma etc were revealing the weakness of the British imperial power, this gave hope to other territories starting with India. The nationalist’s movement was led by Mahatma Gandhi and the Indian nationalist’s congress to free India, India eventually through a lot of hardship gained independence this surely accounted as significant, it shows Britain’s weakness. This inspired other colonies to be freed and use Gandhi’s non-violent tactics, also made Britain powerless, no longer influential and loses their main sour of resources for trade etc. Due to the increased contact with African soldiers’ during the war, the Indians spread the word and soon African colonies wanted freedom, a self government and independence. Increasing colonial development which created an African middle class this helped with the nationalising of African colonies, as they had more knowledge, educated and now understand that they deserve freedom. By 1945 there was an increase in nationalist groups within Africa. Britain had loss India therefore they needed a much more productive Africa, Britain modernised them, they spent up to 120 million pounds, the money was mainly spent on a groundnuts investment in Tanzania the investment which failed caused a huge turnover in debt for Britain. Also creating the sterling area colonies had to use pounds an attempt to make Britain much more economically productive, to improve their way of living this however, back-fired instead it encouraged nationalism activists to start really fighting for what they wanted as they thought if we have been educated we might as well use this to run our county on our own. Some people would argue that the Asian and African nationalist movements were chances for Britain to show that they really are powerful and can control these movements, also it made Britain more determined to keep their empire intact even if this meant violence. For example in India there were peaceful movement used although turned into violence as Britain wasn’t planning to lose, the famous day of the Amritsar Massacre, when people were protesting and were brutally shot down etc. Eventually Britain lost India and they gained their independence. On the other hand, Britain also failed to keep control in Palestine. Palestine gained independence in 1948 and became known as Israel. However, it doesn’t end there, the Arabs and Jews conflict was increasing rapidly; the UK couldn’t keep control mainly because they didn’t have enough financial support needed to police the country, so they decided to leave and the conflict increased. Some people would argue this made Britain seem like cowards as they couldn’t finish what they’ve started. There were clear consequences outstanding to this slip-up, it made Britain appear weak and this inspired other colonies to protest. In 1956 the Suez crisis was a strong turning point for the world as it revealed Britain’s limitation from the beginning showing they couldn’t go any further both military and financially wise. This was obviously very humiliating for Britain, and Eden the prime minister at the time who decided this unintelligent action resigned soon after: under embarrassment, illegal invasion, rejection from the USA, the Frances trust in Britain vanished. The USA and USSR became the most dominant powers and left Britain behind. Britain lost whatever influence it had left on the Middle East, and some of Europe. Britain’s relationship with the USA was seriously damaged this caused a run on the pound the value of the dollar increased, also Britain lost its sovereignty as it was under the control of the Usa in terms of nuclear power as they had dual key which Britain needs the USA to do anything with it. Egypt was the first non- white country to challenge Britain and defeat them this, this dilemma caused far worst issues. Britain lost it influence nearly worldwide, as the world lost trust in them. That setback caused them to lose colonies because of nationalist movements such as the Gold coast in 1957, Nigeria in1961, Malaysia in 1962 etc. Britain needed to have European power but France no longer trusted in Britain. Britain’s problems at home weren’t any better; Eden just resigned after embarrassing the country. The public’s attitude at the time was that they were apathetic, they wanted and needed their own welfare: post-war recovery. Due to the increase in immigration the racism from the British increased too, for example a well known race riot in Notting hill. However Mc Milan becomes prime minister, he accepts the need of decolonisation and believes ‘the day of the empire is gone, modern days are arising’, the fact that most empires were decolonising such as France, Belgium, Portugal took the longest but eventually let go, this shows that there was no real benefit in keeping a colony. Mc Milan changes the foreign policy and restores the relationship with the USA as they agree with being anti-colonial anyway. He decides to focus on Europe were their chances of success was much greater. However, British conservative white settlers were reluctant to let go and believed that independence given to colonies were rushed without preparation. Mc Milan government concluded that they would leave as soon as possible. In conclusion, although nationalism appears to be the main cause of decolonisation, other factors were just as significant and more such as, post war financial issues, the Suez crisis Eden’s failure, etc. It looks to me that success usually comes through money and if the UK had financial support then they would still have their empire or have a huge status in the world. How to cite To What Extent Was Nationalism the Main Cause of British Decolonisation, Papers

Industrial Relation for Urban and Regional Research - myassignmenthelp

Question: Discuss about theIndustrial Relation for Urban and Regional Research. Answer: Introduction Australia is a hub of a huge number of retail outlets and departmental stores. One of the known brands in the retail industry is 7 Eleven Inc. It is located in the United States with more than 626 outlets in Australia itself. The first departmental store was opened in the year of 1977. By the current time a huge number of franchise ownership rise to 442 and the amount of transaction rose to approximately 185 million annually (Endo, 2014). This report involves the implications of the enquiry that 7 Eleven faced related to wage theft and double shift frauds, from the employees working in the outlets. The falsification of data and records was the primary reason for the misplacement of the designations of the employees (Briton, 2015). A detailed analysis has been done based on the implications against the 7 Eleven enquiry and how it can be implied on the non working form of employment representation and the bargaining structures in the Australian Employment Relation system. The purpose of this report is to understand and analyze the implications about how they can used to represent and alleviate the allegation against the non-forms of employment representation and the bargaining structures to prevent conflicts. Discussion About the enquiry 7 Eleven faced a major setback regarding allegations that rose against it. Allegations regarding the inconvenience related to the disputed waging system and falsification of the data as well as employment records against certain employees who supposed to be migrants. Discrimination on certain basis added fuel to the crisis (Robertson, 2013). In the year 2014 Fair Works Ombudsman took up an enquiry against 7 Eleven regarding the allegations and upon such several issues was illuminated that breached the rules of Fair Work Act and that the company has failed to act as per the regulations of Fair Works Act and Fair Works Regulations regarding the underpayment. With further enquiry, it was revealed that the young employees faced much trouble and more than 70% of the audits were dubious (Bray, 2013). It was further revealed that the company failed to comply with the allotted payment of the employees and the maintenance of the records was not consistent. The irresponsibility of the company to set up an enquiry inspection was a further blunder. Furthermore it was uncovered that more than 60% of the franchise owner were amateurs in the retail industry and had no experience of employment management with little or no knowledge about the Industry Relation System of Australia. Shocking facts came up with the fact that most of the employees deployed were from vernacular background an were supposedly migrants who were made to do overtime duties in the outlet. The CCTV footage of the stores were manipulated by the owners who maintained their own business pattern instead of the allotted time under the legal regulation. Critical analysis of the implications As discovered and alleged by the enquiry commission, the grounds of the proposition was valid and it was indeed proven. 7 Eleven was indeed guilty of violation of the laws related to the employment pattern and the working scheme. Falsification of data an employment identity in order to gather free service from the employees as well as nonpayment of the overtime working employees without commendable remuneration (Li et al., 2016). Breaching of the protocols of appointing under experience franchise owners to flourish business was one of the illegal involvement activities to harm ones social security and integrity (Grasso, 2015). Lack of necessary authorization and inspection to mitigate the data loss and appointment of vernacular employees as well as deploying them with under wages was unjustifiable. The implications against a respected company like 7 Eleven is likely to cause serious consequences to both the business, its reputation as well as the entire Retail industry (Abdu, 2013). Allegations of tampering with evidence to prevent intense consequences and to do such, adoption of violent methods to suppress the opposition (Webster, 2017). Instances such as beating up of the employee who tried to complain and protest against the under payment waging system of the organization as well as bribing of the employees after the allegations were made to restrict further liabilities was charged against 7 Eleven. The franchisee structure of Australia was immensely affected due to the frauds and the charges of 7 Eleven came up. The employee relationship system was also stirred and unstabilized due to such. The sudden incursion of the enquiry in the stores was instrumental in the revelation of the shocking truth that was striding under the shadow of the organization. The reasons for the implications are to establish and generate more business revenue by cheating the employees who are one of the integrated parts of an organization. Under payment of wages was a severe blow to the integrity of the employees who impart a crucial part of their lives in dedication to their work and the organization. The gaps in the non-union form of employment pattern are one of the advantages that were taken by the employer with the idea that the employer was the final authority in any instance. It was taken into assumption that the employer has full authority to assign and relieve any employer from duty on any ground. This was one of the unethical steps that was adopted by 7 Eleven. The immoral way of suppressing the complaints by the employees who dedicated their time to the organization was totally irrational and illegal. Alleviation of the issues raised against the 7 Eleven case regarding non union form of employment All the issues raised against 7 Eleven, one of the reputated retail brands of Australia have been totally valid and rational since all of the allegations have been justified by the enquiry commission. The actions that have been adopted by the organization in the suppression and the generation of revenue by malpractices. These issues could have been alleviated if proper and rational methods would have been taken up by the organization related to the wages and the payment framework of the employees. The organization could have revised a better solution so as to reduce the level of dissatisfaction or the inconvenience of the employees. Instead, the organization chose to act through violent methods. The proper filling up of the gaps in the employment relation system could have been helpful to identify and mitigate the rising escalations. The breaching of the legal provisions that was passed by the government regarding labor and employment as another blunder that could have been averted if the organization followed the protocols that ensure the social integrity of the workers or the employees (Sivaraman Turner, 2016). The origin of the employees is not one of the strong grounds of expulsion or non-payment of wages, that can be imposed on the employees. In simple words, as per the legal improvising, all the employees are subjected to payment of wages irrespective of the origin. Under Employment Relations every worker is deployed for a certain amount of remuneration, breaching of this principle is the primary reason for revolt an enquiry. Following the objective of maintaining a balanced Employment Relation System could ensure a better work culture and lesser conflicts. It was the sole responsibility of the employer to look after the benefits of the employees and not to discriminated over them regarding the fees and re muneration. The employers should be responsible to look after any benefits or facilities that the employees are entitled . Following of these methods and protocols could be beneficial for the mitigation of the issues and could have been helpful for the alleviation of these concerns. Improvising of bargaining structures in the retail industry to avert clashes and conflicts The 7 Eleven case is one of the crucial incidents that justifies the injustice that can be done by an organization, in the retails industry. To avert such incidents in the future regarding the wages and payment structure, certain methods and principles can be adopted by organizations that are discussed below (MORAN, 2014). Every organization should be flexible and should use the liberty to discuss its operations with the candidates while hiring them for the job. The organization should be clear and precise about the designation of the employees and the position that they would be working for. Most of concerns rise due to lack of proper information about the job role (Pekarek Gahan, 2016). The hiring and employment process should be done legally to reduced the liabilities and cut off all the loose ends to prevent any disruption and miscommunication in the future. Official appointment letter along with the promised remuneration should be clearly stated prevent future clash related to wages. Better management and human resources team can be managed to reduce friction in the workplace related to diversity and work culture, with lesser issues and concerns to rise o grounds of discrimination. Every organization should follow and formulate its wage structure as per the industry standards to reduce falsified claim from both ends (Wu Lin, 2014). Conclusion With the help of this report it can be concluded and justified that all the major allegations that rose against 7 Eleven was totally rational and valid as per the enquiry commission and the reports. 7 Eleven adopted several unethical methods to generate revenue and harm its employees on financial and social grounds. Their security has also been jeopardized under certain instances. Unethical methods have also been adopted to suppress the revolts that come up due to the non payment and the breach of norms. With reference to this case the implications have been analyzed and the respective methods that can be used to alleviate the concerns to reduce such clashes in the future as well as the methods to improve the bargaining structure in the retail industry have been provided. The methods to effectively reduce the crisis and escalations is to maintain an honest regard for the legal procedures and towards the employees who dedicate their time to the organization. References Abdu, G. (2013). Analysis of consumer behavior affecting consumer willingness to buy in 7-eleven convenience store.Universal Journal of Management,1(2), 69-75. Bray, J. R. (2013). Reflections on the Evolution of the Minimum Wage in Australia: Options for the Future. Briton, B. (2015). 7-Eleven scandal: The tip of a low-wage iceberg.Guardian (Sydney), (1705), 1. Endo, G. (2014). 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