Losing “decent work” leads to lower productivity for employees

I was on an international panel for the World Talent Economy forum earlier this week to discuss the topic Sound Work and Economic Growth. Good work is a concept that is not used much these days; it is an old concept that focuses on the holistic nature of the employee.

From Wikipedia, the free encyclopedia: According to the International Labor Organization (ILO), “decent work includes productive work opportunities that deliver a fair income, workplace security and social protection for families, better expectations for personal development and social cohesion, freedom for people to express their concerns , organize and participate. in the decisions that affect their lives and equality of opportunity and treatment of all women and men. ”

The idea of ​​decent work was a common concept when I first started in technology, but after the 1980s, the concept came to an end – a loss that not only adds to the Great Rising that is currently underway but also it also has a negative impact on productivity.

Let me explain why it is important.

What workers used to get

Decent work is not about matching skills, self-verification, or even a specific job. It focuses instead on the fairness, security, and social protection of workers. When I first entered the technology industry to work for IBM’s a subsidiary, IBM made every effort to ensure that I was cared for as an employee. For example, I was severely underpaid for my level, so for a while the company ensured that I received the highest increases (a sensible percentage) for anyone in my department. (This policy was not tied to my gender, even though the company was predominantly male at the time; I knew this because the women I worked with at the company were paid much more. same level than I was in the beginning.)

When a commitment to decent work was in place, firms rewarded employees such as subsidized food or even free food at work; subsidized services such as crèches for children; washing; assist with financial planning; and aggressive benefits associated with relocation. In addition, you were given a mentor, a pension to make sure you were covered during retirement – and the company paid for healthcare. These benefits were offset by a comparatively lower salary, but that delta was far less than the costs of the items covered by IBM.

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Losing “decent work” leads to lower productivity for employees

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