Could work be more satisfying, participatory, and challenging? Is work reform possible? I believe the answer is yes to both questions, however to achieve those goals there has to be collaboration from all parties involved. This essay will depict the parties that are involved in the process, their roles and responsibilities, and the reasons why Canadian labour is in need of reform.

First of all, let’s look at the reasons why our current labour market is in need of reform. To do this we must look at the reasons exemplified from both sides of the equation; the employer side and the employee side. Employees have two important desires; to possess both extrinsic and intrinsic rewards. Extrinsic rewards can be easily identified such as, “adequate pay, opportunities for advancement, and access to training”. Intrinsic rewards are the psychological rewards such as “autonomy, challenge, and control”. (pg. 132 commentary) Workers want to know they have some control over the amount of work performed daily; they want to be able to complete it without feeling like someone is watching their every move; and they want to know that their workplace is safe from both physical and mental harm.

The employer’s motives for work reform are more predictable. One could almost label them as extrinsic because their goals are concerned with money. They wish to reduce operating costs, increase productivity and efficiency and obtain flexibility from their staff. If these results are achieved overall their business costs will reduce in the long term.

Yes it can, but in order to achieve it a change needs to be initiated within the organization which is achieved by starting at the top of the company. The president and vice presidents need to start the change by talking to it, acting to it, and directing their first level managers to accept it, and motivate it.