To improve the working conditions and to motivate the workforce, the organization should assign responsibility to them along with autonomy and authority. There should be frequent meeting of the managers with their resources. Employees should bond well with one another. Flexi hours could be introduced to introduce flexibility. Organization should promote innovation and out of the box thinking.
The strategy we would build up is helping employees prevent and reduce stress. As part of strategy for reducing stress is to use some of your problem-solving and communication skills to encourage your organization to do everything they can to respect your rights as an employee and provide a good, healthy, and safe working environment.
You have certain rights as an employee. The laws about employees’ rights vary from country to country. If you are employed by an international NGO (Non Government Organization), you may have rights under the laws of the country in which your NGO is registered. The NGO may also have a written policy outlining your rights.
Among NGOs operating internationally it is generally accepted that the rights of an employee include the right to:
Be respected;
Not be harassed or victimized at work;
Not to be discriminated against because of your gender, race, tribe, religion, sexual orientation, or disability;
Work in adequate conditions which do not cause you health problems;
Have sufficient breaks (to allow you to eat, and to rest for a few minutes after several hours of work);
Have enough time for adequate sleep between shifts; and
Have adequate safety at work so that you are not put at unnecessary risk.
Here are some suggestions for ways that your NGO could support national staff, if these practices are not already in place:
Providing employment contracts;
Briefing about the cultures of expatriate team members to improve understanding (and vice versa);
Proper induction to the NGO and the job;
Developing a staff manual in a form which national staff will use;
Negotiating working hours for national staff (e.g. time off for a siesta after lunch, then working in the evening to make the time up) as well as arrangements for Rest and Recuperation (R & R);
Giving thanks and rewards for good work;
Providing stress-management training;
Providing good endings for staff finishing their contract;
Improving communication.
