Improving Environmental and Labour Standards in Canada by Focussing on Income

Levels and Human Rights of Labourers

Introduction

The vital interlink between worker motivation and their behaviour has been established in

existing management sources and literature (Abraham et al., 1995). The motivation level of

the workers and the manner in which they are treated goes a long way into determining the

extent to which they are committed. It also determines how they feel responsible towards

adhering to the laid down rules and standards of working within an organisational context. In

the practical sense, in countries like Canada, this aspect has been examined as a means to

leverage better commitment and activism on the part of business corporations towards

environmental sustainability and accountability. Though the concept of corporate social

responsibility has changed over time and is no more regarded as an activity incurring

overhead costs, there still are some notions which act as impediments in the way of a full-

fledged and committed approach to environmental responsibility and sustainability (Abraham

et al., 1995). In the modern business environment, corporate social responsibility has been

cited as a potent method through which companies can leverage benefits in the form of a

better brand image and more effective stakeholder management.

However, despite such positive development, the aspect of environmental sustainability and

accountability has not been institutionalized in many sectors of the country and even large-

scale companies have struggled to establish it as a part of the organization’s culture and way

of working of its people. In the wake of more intense competition and aggressive expansion

by companies, the need for better environmental sustainability and accountability has been

felt. In the wake of such a realization, the use of labour issues as a means to bring about

improvement in environmental sustainability and accountability has been explored

(Aggarwal, 1995). The research will seek to understand the case through a thorough research

of secondary sources of information including annual reports of companies and reports of

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environmental watchdog companies in the recent years. It will also adopt a qualitative

approach through the use of personal interviews to understand from the directors of leading

companies in Canada’s manufacturing sector as to how they deal with labour and

environment standards. This essay has investigated the manner in which the income levels of

the workers and the way they are treated in their organisations can be used to lead to better

environmental sustainability and accountability.

Allocation of human activity, work related laws and environmental sustainability in

Canada

It is important to mention at the outset that exploring the possibilities of bringing about

improvement through focusing on labour and environmental laws can open up many avenues

to bring about improvement in labour and environmental standard, it is necessary that the

policy makers as well as the management personnel understand and focus on the factors that

are related to worker motivation and loyalty (Doorey, 2017). The economic effects of

environmental and labour standards are important to be assessed when understanding the

subject matter of the researcher (Harrison et al., 2019). The call for institutionalisation of

environmental policies and labour standards to lead to the addressal of alarming

environmental and labour issues in countries like the USA and Canada has achieved new

dimensions in the modern times and calls for harmonisation of policies.

In this research study, the case of labour standards and wages vis-à-vis environmental policy

will be studied. The study will be based on the evidence-based observation that when a

country attains higher incomes for the workers, the tendency to institutionalise environmental

policy is highly likely. Keeping this assumption in mind, the case of Canada and its labour

standards will be evaluated to understand how they influence the environmental concerns

(Doorey, 2017).

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The many avenues that are relevant to the given case can be associated with various factors

which can be capitalized on to bring about significant improvements in environmental and

labour standards. However, investing in the human rights of workers and their income levels

can promise fruitful results. It is based on the fact that these factors can lead to positive

changes in human behaviour, beliefs and principles which have a direct and indirect impact

on the environment. Hence, it is through the assessment of these factors that meaningful

improvements in labour and environmental standards in Canada can be brought about.

It is said that the impact of human activity and laws related to work is not overlapped.

However, it depends on profession health and protective laws.

The employee who works in an organization can get influenced by different factors, climatic

variations will impact the individual in an organization, which will affect work culture that

includes production activities and marketing strategies, it may also affect government or

public affairs of a country. The factors relating to trade and creation of wealth will get

affected. The customs and social behaviour of the employees who work in the organization

are different as they follow different work culture and ethics. It is also true that the

organizational efficiencies and effectiveness get affected; the skillset of an individual differs

as a result. If the employees are supported with the individual competencies it will create

better working environment and individual efficiency increases competitiveness. It is

accepted by the government that the environment will help the individual to improve

cultivation, devising practices and to improvise the product quality and required output,

employee creativity leads to individual and organizational growth. This depends on setting up

the desired goals, planning for the goal, working for achieving such goal with the given time

and implementing the plan accordingly which will fetch desired outcomes as expected

(Harrison et al., 2019). To implement such changes in any country they need to maintain

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common labour standards. To make any changes in the organizational working, there is a risk

factor and that needs to be managed in an effective way. There are restrictions that implied by

government for an individual and the organization for the betterment of economy. It is

believed that restrictions will protect the organization from the policies and strategic laws that

have been implied.

These aspects hint at the importance of recognizing and examining the intersection of

environmental and labour laws and the ways in which worker motivational factors can be

leveraged to experience better outcomes in terms of environmental sustainability. It is

pertinent that the income levels of the workers in general are improved so as to make them

active agents of environmental protection and improvement through a well-defined corporate

social responsibility policy of the organisation. The role of the government at the national and

local levels, members of the local communities as well as watchdog agencies is vital in this

regard. It is necessary to note that the ways in which the organisations perform and their level

of commitment to environmental awareness and accountability is determined by the strictness

of laws, rules and regulations in place and the extent to which the agencies are proactive in

ensuring their adherence (Doorey, 2017).

The changes in environmental factors that impacts on work related laws  

As per the concepts, the fields related to law that is affected by atmospheric changes are

workers especially manual workers of a social class or political force and the department

concerned with a nation’s workforce. It may relate to the impact of human activity which

helps to promote the protection the labour, and safety of a state or organization against

criminal activity. Hence, the procedures that are followed and the measures that are taken to

ensure the organizational security are vital (Abraham et al., 1995). These concepts have

found expression in the environmental and labor laws of Canada in the form of minimum

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wages, healthy working conditions of workers, scope for professional growth and career

advancement as well as better communication and inform exchange within the organisation.

The institutionalization of these rules and standards which have a direct impact on the job

satisfaction and motivation level of workers has been recognized as effective steps taken to

ensure that they can be used for the purpose of building a formidable environmental policy

(Abraham et al., 1995). Societies and organisations with a better income level and motivation

quotient were more likely to be serious towards environmental sustainability and

accountability and most likely to institutionalize them.

The utilization of the physical resources, individual work capacity and the employee

commitment needed to support the organizational goals and objectives are important to be

managed. These factors essentially relate to a company in terms of its operations and policies

(Doorey, 2017). The trade that is carried out with the agreed contracts of different countries

and operating the business across different countries affects environmental and the individual

efficiency. It was assumed that the organizational strength and individual capacity,

procedures and policies that are followed to identify human rights will affect the

sustainability of the enterprise. Better planning techniques and implementing the individual

skillset in the production and marketing may lead to reduced down flow in the market and the

factors that are associated with that will improve organization and individual performance.

It is proved that the law of an individual or a worker related to lesser benefits or gain which

has been acquired from more energy or money that has been invested so that this has affected

the individual worker for the facilities that were not received for their accomplishment

(Harrison et al., 2019). More profitable returns with minimal or economical investments, the

factors that will combine both working standards and ethics, managing financial and

managerial aspects of the betterment of organization are the main factors that are required to

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be managed effectively in this regard. In supporting occupation as a professional work,

education plays a vital role in the labour development. It helps the individual to accept the

instructions given to follow the process and manipulate the things to acquire desired results as

per the strategic planning (Harrison et al., 2019). The concepts and the theories related to the

knowledge of the labour will uplift the economy in term of environmental sustainability. As

per the different theories, labour should not work as an individual, they need to work as a

team, it will help in improving the labour efficiency and effectiveness.

Labour and environmental aspects and sustainability and accountability

It has been opined that for an organization to derive better labour standards, the rights of an

individual will play a vital role and freedom for innovation. The contract between a worker

and the organization deepens on the performance of the labour as they are paid more based on

the performance and work efficiency, it also depends on the faith and the good will for both

employee and the organization as they need to possess mutual understanding between each.

Increasing in trading depends on better quality and innovative products. This helps in

acquiring market and increased profit and demand for the particular product, better trading

practices will help in improving the economical standards. Moreover, the organization should

have healthy relationship with the workers to improve the trust factor and create better

environmental atmosphere (Nadvi, 2019).

Goals for developing sustainability: It is necessary to differentiate between short term and

long term goals. In this regard, systematic planning is required to achieve such goals, which

include risks, need to set multiple goals and their achievement needs to be ensured.

Maximum goals need to be achieved in a given period of time which will increase the

employee incomes and standards of living and also their monetary benefits. Ensuring a

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reasonable wage will satisfy human basic needs but not the luxury, the basic wage system

will help the employee to lead satisfactory life (Novitz, 2018).

Pricing Strategy for organizational sustainability: Better working conditions and effective

support from higher management, working with supportive teams and better working

environment lead to increase productivity. Systematic planning to complete the daily

deliverables and the support from management will lead to betterment in individual

efficiency and organizational productivity. Analyzing the competitors and working

accordingly will lead to achieve desired goals in the given period of time. Employee

creativity leads to individual and organizational growth. This depends on setting up the

desired goals, planning for the goal, working for achieving such goal with the given time and

implementing the plan accordingly which will fetch desired outcomes as expected (Nadvi,

2019).

Sustainable enterprises opportunities: If workers receive better monetary rewards, the

efficiency of the labour increases and it improves individual growth and company standards.

Hence, to implement such changes in any country, they need to maintain common labour

standard policies. When it comes to any changes that need to be implemented in the

organization, there is a risk factor and that needs to be managed in an effective way (Harrison

et al., 2019). This includes individual and the company level risk factors.

Better financial decisions: This depends on the leader’s perception towards profit and

financial developments (Novitz, 2018). Many times, marketing strategies might fall short of

expectations. The key factor for increasing efficiency is to reduce cost, less investments with

more profits leads to increase in efficiency and economic improvement (Harrison et al.,

2019). Organizational culture and practices may lead to increased employee trust and

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efficiency. It depends on the policies and practices that will be followed by an enterprise, and

the ethics and customs that they follow as a part of traditional practices.

Labour-related factors which influence sustainability

Industrial culture and external environmental factors that help in improving growth of the

economy and profits of a company are important. Individual rights related to equality, better

working conditions and providing facilities to the employees in working environment,

healthy competition between the workers and their career progression are also vital (Doorey,

2017). Retaining efficient workers, planning for better investment strategy, making better

financial decisions and external institutions play a vital role in development of an enterprise.

They support small scale industries by providing financial support and help in promotional

activities and better marketing strategies. These in turn, help the companies to sustain in the

global markets. Better marketing strategies include effective cost reduction techniques,

improvising the quality of the product, increased productivity and more cost benefits that

increase organizational profits. The individual efficiency depends on the company benefits

that will be provided to the employees both monetary and non-monetary. Benefits which will

help the company to retain the employees and reduce retention rate are important. The

promotional factors in an enterprise include better company standards and improve product

quality.

Betterment in transferring the ownership of the legal document, handling internal labour

crises, updating the contracts as per the agreed terms and conditions are important worker

related areas. For example, protective measures that need to be taken for a labour, monetary

benefits for the workers, systematic provision provided for the labour based on the

contractual agreement, individual rights based on the work and the benefits that are provided

by the government for weaker section in the society, need to be provided as per the

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government laws. It is said that the government associations should support the labour laws

for the betterment of labour and the organization. Sustainability is the process of increasing in

amount and value in relation to trade, industry and the creation of wealth in economically

weaker section and the action of utilizing a resource in developed countries. Increasing in

labour standards leads to individual efficiency, effective working environment which

increases organizational profits, and it leads to increase in overall business development and

individual effectiveness (Aggarwal, 1995). Monetary benefits increase possession of a strong

desire and ability to work successfully in the organization.

Development of an enterprise for its sustainability includes the below factors

Characteristics involved in environmental sustainability:

 Establishment of wealth and financial resources

 Preservation and protection of environment

 Equality in organizational community

Enterprises deal with personnel of a business. The individual efficiency increases

productivity. The effectiveness of the working environment depends on faith, assurance, less

differentiation and satisfied employees. An organization with motivated employees leads to

constructive environment organizational structures and facilities. Organizational structures

depend on lawful and ruling structures. These cover financial investments and savings,

investments should help in reducing the financial risk and be more flexible in adopting new

changed. Financial savings will help in organizational development and stabilizing the

sudden crises. Production, marketing and relationship with buyer/ purchaser: The buyer

always prefers better products in lesser price and they need more buying options in minimal

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prices which increase more demand (Abraham et al., 1995). Marketing strategy depends on

creating innovative products in the markets for lesser price and the products which are more

reliable and effective. Interconnected structures that support organization: It depends on

community factors and different levels of functioning within the organization, the skillset of

an individual differs and if the employees are supported with the individual competencies.

These lead to the creation of better working environment and individual efficiency increases

competitiveness.

Hence, it is through a well-defined policy of work practices and standards that organisations

can establish a work environment which is work-conducive and motivating as well. For

example, providing the workers reasonable remuneration and rewarding them regularly are

important. Having in place a well-defined reward and recognition policy can contribute

effectively to improve the motivation level of workers (Novitz, 2018). Providing the workers

monetary incentives and rewards from time to time for exceptional performance can

encourage them to display similar behaviour and work performance. At the same time, it

works as great deal in reinforcing trust on the organisation that the company would always

appreciate their hard work. It is important to note that many companies in the past have

attempted to establish a culture with environmental sustainability and accountability at their

heart. However, they have not been able to meet the desired results because of a lack of

meaningful engagement of the employees. Hence, it is necessary to understand that though

newer rules and environmental responsibility standards have been enforced in Canada in the

modern times, it is indispensable for organisations to engage the employees actively to lead

to the expected outcomes. In other words, strict rules, regulations and working standards can

only be effective in controlling the behaviour of the workers (Nadvi, 2019). However, such

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an approach can never encourage them to feel motivated and committed to the cause. Hence,

such a strategy is bound to fail in the long run.

Analysis

The focus on improving the environmental responsibility and sustainability of a business

through improvements brought about in labour practices has been regarded as a potent means

to achieve the corporate social responsibility goals. The institutionalization of various labour

laws and environmental issues in Canada has been in vogue in the recent decade. This can be

observed as more and more studies conducted across sectors hint at the desirable outcomes

companies have been able to derive from a commitment towards improving the working

condition, income levels and satisfaction level of workers to improve the company’s

performance in terms of environmental accountability and sustainability. It is necessary to

mention that on the contrary, evidence based on practice suggests that companies, wherein

the workers were not satisfied with their jobs, the income levels and the ways they were

treated, were most unlikely to display seriousness in tackling environmental issues (Nadvi,

2019). Moreover, it has been explored that most of the companies in certain sectors which

provide the workers lower wages that the policies and standards established in terms of

environmental sustainability and accountability are meant to be just enough to avoid penalties

and legal complications. This means that in most of the cases where the workers were not

very satisfied with their jobs and were paid less than other companies in the same sector, the

seriousness and commitment towards environmental sustainability and accountability was

much less. It is important to understand the underlying reasons behind such a phenomenon.

In the modern times, the demand for actions to bring about harmony in policies, institutional

frameworks and practices with regard to trade- related environment and standards governing

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the activities of labour have been in vogue (Novitz, 2018). Such a demand has been driven by

factors ranging from moral to social to economic, institutional and political (Nadvi, 2019.).

Many of such companies in Canada and the USA consider corporate social responsibility

related activities and initiatives as overhead costs and are not keen to institutionalize such

policies. Moreover, the intersection between labor laws, their income levels and human rights

is blurred and they fail to understand the significance of the same when it comes to the

element of environmental sustainability and accountability (Harrison et al., 2019). The

institutionalization of labour and environmental laws is vital so as to ensure that the working

practices and codes of best practices are established and followed in the right spirit in various

departments of an organisation. Many scholars have sought to relate the aspect of

commitment of the workers towards environmental sustainability and accountability to

employee motivation and a general sense of responsibility towards the organisation and the

environment. In most of the cases where motivation was found to be reduced, the

commitment was lesser. It means that the intrinsic motivation on the part of workers to be

responsible towards the environment, understand the need for sustainability and work in a

manner so as to reduce the harmful impact their activities have on the environment are

dictated to a great extent by it. Therefore, it is important to understand that the factor of

motivation plays a significant role as far as the urge on the part of the workers to be

responsible towards the environment is concerned.

Conclusion

The factors dictating the motivation and job satisfaction level of workers are hence important

to be investigated and worked on from the viewpoint of organisational performance as well as

its commitment to environmental sustainability and accountability. It is based on this

observation that in Canada, management scholars and policy makers have sought to

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emphasize on the income levels of the workers and their human rights as important factors

which can be leveraged to establish and maintain beliefs, practices and ideas which lead to

effective environmental sustainability and accountability.

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