The success of a company depends on its level of productivity and customer satisfaction. However, the two factors depend significantly on employee satisfaction at the workplace. Most Firms try to consult the workers first in case of a problem because they are the heart of the business. Likewise, a significant number of top-ranking organizations have established policies that address the concerns of all staff. Conversely, employee dissatisfaction is one of the leading reasons that lead to the downfall of an enterprise. As a result, managers should formulate plans that identify and solve any issue that affects the performance of the workforce.
This paper focuses on the reasons that led to a strike at a small restaurant called the Happy Meal. Consequently, the eatery had to shut down for three consecutive days because none of the one hundred and ten employees came. Instead, they gathered outside the manager’s office with placards that showed several demands that led to the strike. Likewise, they arranged themselves according to gender because each group had different grievances. Indeed, each of the fifty males and sixty females wanted the manager’s attention before they resume work. Therefore, the research focuses on the main issues that led to the strike and the best solutions in three sections namely, findings, conclusions, and recommendations.
Employees filled up a questionnaire with three main questions that addressed the pressing issues at work. Firstly, forty male employees believe that the manager mistreats them most of the time, which represents 80% of them (Jeong, 2017). On the other hand, fifty-four female workers, which are about 90% of them, claim that the manager is unfair towards them at the restaurant (Jit, Sharma, & Kawatra, 2016; Singer, 2018). Moreover, both groups assert that the manager favors the opposite gender when allocating duties (Cheng, He, Wu, & Zhang, 2016). The results, in this case, are significant because more than 75% of both groups of employees believe that the manager is unfair towards them.
Secondly, the personnel at the eatery want the supervisor to distribute duties equally between both genders. The questionnaire recorded fifty-seven female and forty-six male workers who support the statement above (Porat, Halperin, & Tamir, 2016). Likewise, the results represent 95% and 92% of men and women who work at the restaurant respectively. Each cluster claims that they receive more work than the other does, which sparks a rivalry between them (Lewin, 2017; Wallensteen, 2018). As a result, they believe that they should work for an equal number of hours despite gender.
The third finding is that a significant number of the participants feel that they deserve a pay rise. The issue is essential because fifty-eight female and forty-nine male workers support it (Novo, Herbón, & Amado, 2016). Likewise, the results signify more than 95% and 97% of men and women respectively. According to the results, only three out of one hundred and ten workers believe that salaries should remain the same (Menkel-Meadow, 2017). Consequently, most of the employees claim that wages do not correspond to the working hours.
The results reveal that working conditions could affect the overall performance of an enterprise. Primarily, the manager of the restaurant has two working groups whereby, female employees work during the day and male ones at night. The daytime group claims to do more duties than the other one because they clean the establishment, cook, and serve the customers. On the other hand, the group that works in the evening believes that they are underhanded because the night hours are hectic. Similarly, the employees assert that the manager is unfair towards them because of the uneven distribution of duties. As a result, they demand an equal number of working hours and responsibilities irrespective of gender. Indeed, the results show that the manager does not distribute work equitably among the employees of the eatery.
Moreover, the workforces agree that they deserve a salary increment because they work for many hours. The matter is vital in the conflict resolution process since more than 95% of employees at the restaurant support it. Likewise, they want the pay to reflect the number of hours that one spends at work. The employees want the manager to hear the complaints and solve them before they report to work. For that reason, the strike seeks to address bias and insufficient pay at the Happy Meal.
According to the findings and conclusions in this research, the following are the appropriate recommendations:
The leaders should summon all employees and use a mediator in the negotiation process.
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|Workers’ Thoughts||Number of Males (Out of 50)||Number of Females(out of 60)|
|Claim that the manager treats them unfairly||40||54|
|Think that they deserve a salary raise||49||58|
|Believe in equal distribution of work between both genders||46||57|