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Employee unionization results in a lot of potential problems for Rexall. First andforemost, employees are too comfortable with their position and feel protected by the union. Thisresults in a lack of urgency to improve the quality of service they provide. Employees feel noneed to improve or to perform well, because they do not fear being sacked, out of protectionfrom their employee union. Furthermore, they lack the necessary motivation to improve becausetheir union holds them to predetermined wages, thus, there is limited potential for furthermonetary compensation to reward behaviour or extraordinary performance. Raises are not anoption and incentives are capped. It is recommended that, since Rexall is unable to providemonetary compensation, the company should try to implement other means of motivation to keepemployees motivated to perform well, be it through positive or negative reinforcement. It is alsorecommended that Rexall utilize intrinsic motivation in order to keep costs low. Perhaps, moreautonomy could be used as a reward for good performance. "Manager-for-a-day" or "Employeeof the week" methods could be used to serve as motivational rewards for high-performingemployees. Rexall's current motivational system of a pizza party for well performing offices arenot necessarily motivational, particularly, to smaller stores that do not have as wide of a