Most public administrations in states and especially employees in large corporations have a natural instinct to increase their earnings and maximize benefits. This instinct is formed by the survival struggle in our genes and the constant desire for something better. Everything seems normal up to this point. However, the overlooked point is that there should be two sides for this mutual benefit relationship, and both sides should be efficient for maximum benefit.
For example, if employees of a state running a budget deficit constantly demand more benefits or if the employees of a company whose profitability is in danger constantly press for salary increases, it means not fulfilling the first condition of this mutual benefit principle. Conversely, if a highly profitable company exploits its employees with minimal benefits or if a public budget that gives too much behaves unbalanced in resource distribution, it also violates the first condition of this principle and is undesirable.
Such situations are open to discussion and cause discomfort, leading to a vicious cycle and additional energy loss.
So, what should be done to balance and improve the situation?
The answer lies in creating value. In other words, as employees contribute value to an institution, its corporate culture, efficiency, and quality, on the other hand, the institution's efficiency increases, and the mutual benefit environment can continue to improve. Similarly, improving the benefits of employees in the face of improvements in an institution will provide mutual benefit and can lead to increased productivity in the long run. In fact, this approach is one of the essential aspects of sustainability and the continuous improvement principles, including quality management. Therefore, sharing the excess and the deficiency is the responsibility of both parties, and adding value to the institution for mutual survival will result in benefits for both parties in the future. The important thing is to be able to create and manage this.
Dr. Bilinç Dolmacı
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