If managers of organizations were obligated only to provide employment, businesses and partnerships would inevitably fail. It is crucial, no matter the size or scope of an organization, that the main function of management will both address and handle the multifaceted needs of its employees through the provision of other services, both in literal and social terms. In short, it is the responsibility and role of management to ensure that employees are provided for in terms of finances, health care, and other related fiscal issues as well as making certain that more ethereal social issues such as community viability and emotional stability are positive.
One of the primary managerial duties in any organization with employees is to ensure that each individual is taken care of financially. This means that it is the responsibility and role of management to ascertain if pay rates are commensurate with national levels as well as if they are suitable for the community in which the majority of employees reside. This certainly involves a sustained level of awareness to such issues among management and the willingness to take economic change into account. Generally speaking, if financial security issues arise within an organization (whether its in terms of general pay scales, stock options, or other financial incentives offered) it is management that is held responsible.
With this in mind, it is key that management recognize their role as the providers of this security and that they make certain these needs and concerns are handled. As a side issue, if the community where most employees reside is not on par with the pay offered, it is up to management to address this problem by either raising pay scales or by making the appropriate changes to handle the situation. If employees cannot trust management with the task of understanding these very pertinent concerns, this could lead to great dissatisfaction with the organization as a whole and this could, in turn, be incredibly detrimental.
Related to the idea that it is up to management to ensure and provide financial wellbeing and security to its employees is the issue of health care. With skyrocketing corporate, organizational, and certainly personal costs of this necessity, it is also important for management to make certain that their plan is competitive and geared toward the needs of their employees. Since this is a growing concern among employees in all sectors, management must again be held responsible for the appropriate research that is vital when making such important decisions for employees. Management must be held responsible for selecting and implementing health care policy at the organization level and thus must also recognize that it is their responsibility to understand fully how their employees feel about it. Since one key role of management is to listen to the concerns of employees (especially in terms of health care and related issues of financial security) it is vital that they be held to task for decisions and listen to criticism when it is valid. The same applies to other less organizational issues that arise, especially in terms of the emotional stability of employees. Being as that it is crucial for management to listen to concerns, if they find that employees are unhappy it is their role to make any necessary adjustments to correct such problems as well as root out their ultimate cause.
All issues dealt with by management at the organizational level have an effect on employees and thus must be made with their best interest in mind. It is important to let employees know via regular meetings that their needs and opinions are valued. Employees should feel as though they have the ability and right to approach management with any of the issues listed above and these statements should always be taken into account when management makes further decisions. In sun, management is the backbone of the organization as well as its eyes and ears and employees must have this stable presence to address in case of problems.