A company always looks at ROI as its purpose and reason for being. It is true that the original function of a business enterprise was as a support structure for basic services that is primarily rendered by the government. However, profits which were a secondary objective evolved into business's primary goal as the environment became more and more commercialised. From then on, businesses started to regard all costs and expenses objectively as such - statistical cost factors, including human resource costs. Many businesses went too far and created work environments that were too oppressive and tyrannical that the labour or workforce started to rebel resulting in violence and even deaths in the past centuries and even until today in some cultures.

That was the basis for the workforce uniting and organising into labour unions that represent the workers and sit in tripartite negotiations with the business management which necessarily required the government as arbitrator. Labour laws have been forged as a result of these collective bargaining agreements (CBAs), being models that most businesses pattern their coexistence relationships with their respective workforces. This is the current setting that is the platform of today's definition of the job market.

However important the workforce is in a business, productivity and profits can never be sacrificed in organising a company's workforce. Unlike the government, a business enterprise does not exact taxes from its employees, its constituent citizens. Profits therefore become business's lifeblood. This much must be understood by all components of society concerning the existence and operation of a business. It is not oppressive for a business to maintain a decent margin of profit as it is a tool and buffer in times of recession or slump that is a natural occurrence in any business or economic environment. And one of the most effective ways of assuring profits is by cost-cutting. And sometimes, cost-cutting includes little sacrifices on the part of employees' amenities and comforts in the workplace. There are times when opportunities for more income to employees, such as paid overtime work, are regulated or altogether suspended. These "little sacrifices", if left unexplained and unresolved, can oftentimes be cause for discontentment that could boil into full-scale strikes and boycotts.

Such situations can render once ideal jobs into disgruntlement and actions based on rash decision can lead to careers being ruined and companies closing shop. A very sad consequence.

Both the company and the employee should come to a mutual agreement, since the very beginning, in terms of employment terms and conditions that will define the kind and quality of employer-employee relationship they will share and maintain as partners in economic development and progress. A free and open dialogue between the management and the workforce (even without arbitration by/from the government) must regularly be held so that workplace creases can be promptly ironed out before it comes to a point where reason will no longer be hearkened.

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