Rough Seas

Rough Seas on the LINK650

Jennifer Arroyo

Stratford University

Rough Seas on the LINK650

Employees expressed their dissatisfaction in very open manner. Unfortunately for LINK650, these signs went unnoticed. Each individual is different, and will stick with dissatisfaction for so long, until enough is enough. The following describes employee dissatisfaction, the decreasing commitment of employees.

Topic One

Employees often experienced what McShane and Von Glinow (2015) call emotional dissonance. They quit because they were dissatisfied with working conditions while other people quit because they couldn’t tolerate the supervisors. The turnover was high and voluntary. Employees also lacked motivation. They were completing the bare minimum to get by. The reduced work effort was just another way they expressed their dissatisfaction. A number of employees even faked a variety of injuries to get out of work. Unionization was another way they expressed dissatisfaction. Employees signed labor union cards after the death of a crew member. Safety problem were on the rise, and employees unionized.

Topic Two

The employees didn’t trust LINK650 or its supervisors. LINK650 tried to shut down the union that employees formed to resolve safety problems. The company pressured supervisors to push employees to work harder. Their unreasonable practices and behaviors lead to the distrust of the employees. (McShane & Von Glinow, 2015). Additionally, job security was very low. This was due to the supervisors unreasonable behavior. They would fire employees for minor infractions. With the uncertainty of what’s next, the job security was not so secure anymore. Furthermore, employees weren’t told what was going on around them. LINK650 withheld information about issues on the rig. Employees were left in the dark on many things and were uninvolved.

Conclusion

LINK650 as a company was not only unreasonable, but went about business in an irrational manner. It seemed as...