Assignment Sample on Employment Issues in Energy Companies


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In last few years, the ability to produce electricity has improved, though the actual production of electricity has not been proportionate with this improved capacity.  Main causes for the low implementation of productions are: (i) fuel shortage, specially the shortage of coal, and (ii) useless agreements for power Purchase. Traditionally, insufficient production power has been the main contributor to power shortage.  However, production capacity has enhanced in the last few years because of high contribution of the private sector. The demand for energy has weakened with the huge economic narrowing that has been impacted by the global pandemic outbreak of COVID-19. Even when it did not happen, the slowdown of the economy had delayed global energy accumulation growth to 0.6% in 2019 which was 2% growth rate per year in the previous two decades. According to a study of IEA, evaluates a weakening in global energy demand of 5% and corresponding declining 9% and 4% demands of oil and gas, correspondingly, at the end of 2020. With excess supplies, the market of energy is currently at a all time low. Producers of Oil and gas have been facing issues with challenges stimulated by the COVID-19 pandemic from very beginning of the year. When demand rises very high in the spring as numerous cities and states go in lockdowns, the stocks of energy companies also go down radically. Many challenges have been raised as well as opportunities for energy transition. Renewable energy has become more robust than other divisions throughout this period. The worldwide usage of renewable energy faced an improvement of 1.5% globally in every sector between the period 1Q19 and 1Q20. The usage and production are anticipated to increase by  1% and 5%, accordingly, in 2020. Before the pandemic delayed projects and investments, this year was projected to set new records, joint renewable energy dimensions. The aim of this report is to come up with a solution both globally and regionally as they have undertaken every issues in detail to provide a solution for the stakeholders. All the problems regarding bankruptcy, covid-19 impact, cost effectiveness of the expenditures and not having supplies for adequate amount of resources, have been taken into consideration in this discussions. Although both rules and institutional platforms differ from one sector to another, a successful renewable energy zone (REZ) procedure based on robust stakeholder engagement and the flow of data among stakeholders, decision makers and the company. But the many issues which the energy sector has faced affect the stakeholders also. Stakeholders who are affected during this period are renewable energy project developers, electric utilities, environment, natural resource, and land-use authorities, economic and social development authorities, environment, wildlife, social , and other interest groups, and non-governmental organizations. There are sections which may also be called a roadmap and the key points that discussed in the roadmap are:

  •         Issue discussion which discusses the issues that are faced by the energy sector, background of the issues as well as the legal and moral factors of the issues.
  •         Perspectives of the problems and issues for the sector, employees and the stakeholders.
  •         Alternative solutions for issues to recover the loses of the sector.
  •         Presentation of the policy recommended actions and their implementation.

Issue discussion

When the bankruptcies were caused then the workers of the organization faced various issues. These issues were required to be mitigated at any cost. The most effective issues that were faced by the employees were that a difference in their salaries. The wages that were paid to the employees were reduced to a greater extent. This means that this was a benefit for the employers. When the salary was reduced due to the bankrupts of the energy companies then the organization was benefitted through this since a reduction was faced by them through which they will pay the money. When there were bankruptcies, it means that the company was currently under debt due to which the company had to halt all the activities that were taken place. The organizations had the opportunity to cut off money that was required to be paid by the organization. Though the company was under pressure, the main victims were the employees of the organization. They had faced a huge difference in the wages that were paid by the organization. This originally started from November 2020. This is because of the Covid 19. A huge loss was faced by all the sectors of the business due to the fatal virus. The pandemic situation led to the bankruptencies in the energy companies. This issue has to be stopped or else the employees will die without bread and butter in their stomach.

This is a legal matter. It is quite obvious that when a company is under debt, it will be unable to pay the wages to the employees of the organization. With the help of this, the employees should know the consequences of the damage caused. Knowing this only, they were hired. So, in this case, there is no fault of the organizations. The employees should be accustomed to this.

There are various policies with the help of which the bankruptcy can be stopped. These policies should be implemented by the companies so that they can be paused. These are as follows:-

  • Asset liquidate- With the help of this, the assets are required to be liquidated. With the help of this even if the company faces debt, it can recover itself with the cash available by liquidating the assets available.
  • Creditors- The company should search for good and effective creditors with the help of which even during the times of bankruptcy, the creditors can help them to manage the debts. They can provide financial support to the organization and help them recover from the loss incurred by the organization.
  • Consolidation- The consolidation will ensure that when the company is in the verge of attaining debt, the counselor will remind them and help them pay off their debt within time. This will reduce excess pressure in future.

This is very effective. If any company abides by these strategies then it will surely be able to mitigate all the risks that are available within the organization. the interest of the employees will also be solved.


As the energy business has confronted COVID-19. While the impacts of the COVID-19 pandemic are as yet working out across the worldwide energy area, one pattern has arisen throughout our audit which is reshaping the interchanges needs of enormous energy organizations, at any rate until a compelling antibody is created. The significant change in technique is the earnest new requirement for energy organizations to set up nearer computerized contact with their spread-out labor forces, even at distant creation offices. In question are wellbeing and security issues as well as focusing on the general health of disconnected workers and the ensuing emotional fall, the worldwide Energy + Industrials group at H+K chose to compose a progression of short viewpoints about how energy brands were reacting in their particular banking business sectors (Sarfraz,et al.,2018)

New more limited lines of correspondence have become essential since employee flare-ups of COVID-19 not exclusively can compromise wellbeing and security, however profitability, energy security and brand notoriety.

Remuneration and pay are considered as commonly critical and irksome total wrangling issues. In the business associations, the total bargaining measure has a couple of implications at solitary levels, for the bankas a determinant of creation and work costs, among supervisors on the resistance market, among directors and delegates as a dissemination of added regard, for laborers, as an imperative factor for their compensation and viability on an incredible work market, among agents, imparting the grit through the ‘wage floors’ applying to different social event of workers at a given managing level. The get-togethers could mastermind the supreme heap of pay and benefits in solitary terms or in total terms, anyway reflecting the place of work contract: The agents ought to be paid for their work, and the organizations ought to get abstract work.

Moreover, the trades reflect the interest of the overall huge number of social events included: chiefs, laborers through their address insects and government.

In this segment, we investigate the work relations through the piece of laborer’s associations, total dealing, wages and benefits. We gather that work relations sway the work market, arranging the lines for taking decisions in affiliations, yet moreover, by governments. Our argumentation explains the association among supervisors and delegates through authentic rights (set up by the law), trade measure, total managing, ‘performers’ in this cycle, remuneration and benefits, social and security protection.

For the policy‐makers to find a congruity between ensuring the rights and advance earnestness in their affiliation, also to zero in on their supervisors, more productive is, drawing on an extent of procedure measure. Critical perspectives cover wage settings, total managing, laborers’ representativeness, prosperity and security needs, working hours and arrangements (Alaaraj, et al.,2018). All these affect the plans and the work market flexibility. The delegates find satisfaction in having the choice to perform tasks agreeably and are more ready to play out an unrivaled work, growing the relationship at the workplace and become more surmised.


Profession movement is at the bleeding edge of representatives’ brains and is a critical impact for changing to different areas. This recommends that energy organizations should accomplish more to guarantee their staff has a make movement way in the event that they need to keep hold of top ability. Notwithstanding most of respondents saying they would/probably stay with their present association for the following three years, 77% guaranteed they would think about changing to a part in another area. The most normally referred to reason was a longing for vocation movement, trailed by interest in the more extensive industry and development. The greatest wellspring of ability rivalry is the environmentally friendly power area, featured as the most famous area to move to by 43% of respondents (Dell’Anna, 2021). Those working in the renewable area referred to the force and oil and gas areas as the territories they’d be generally disposed to move to, with 54% and 33% of votes separately.

Rivalry for energy ability is expanding. The discoveries from GETI propose that movement and improvement are fundamental to pulling in ability that is dynamic and able to migrate globally. Proactive associations need to ensure they are planning ability pipeline techniques with characterized vocation pathways and openings for tasks that extend and build up their representatives. Reformist associations executing these ideas will profit by a more grounded representative brand recommendation, which will help in the fascination and maintenance of profession spurred, capable and eager groups (Hao, et al. 2021). Creating the worker brand recommendation to draw in applicants outside the association’s conventional area could be an effective procedure. The discoveries from GETI exhibit that numerous specialized experts with adaptable abilities are keen on moving to new areas.

The worldwide pandemic has made numerous organizations across the world adjust to better approaches for working to stick to social removing and COVID-agreeable rules. Laborers in the energy business as of now feel the occasions of 2020 have brought about ‘another typical’ for the area 86% accept that this is the situation or will be soon. Simply 14% said they anticipate that things should return to the manner in which they were before the pandemic. As far as what another ordinary may resemble for the business, probably the greatest changes referred to by respondents were:

  • Social separating
  • Workspace adaptability
  • Diminished headcount
  • Decreased global travel
  • Diminished freedoms for exiles because of localization programs

Reassuringly, most of those experts (56%) accept that the occasions of 2020 have sped up the speed of energy change. Managers need to do what they can to reduce worries over a potential ability lack. Potential strategies to deal with this incorporate

  • Re-preparing existing workers
  • Extending their pool of expert project workers
  • Getting undiscovered ability by enrolling from outside their areas

Enthusiastically, energy representatives are hopeful about their areas’ development, with 69% of review respondents accepting their industry will develop throughout the following three years. This is contrasted with 19% who expect withdrawal and 11% who anticipate no change by any stretch of the imagination.



The strategies used to reduce the risk of bankruptcy of energy companies have been provided. There are the some points to clear the bankruptcy:-

  1. Always ready a Business plan in writing: Mostly, all the business starts their business in small scale, as the business grows in large perspective, and if there is no business plan in writing, then the business leads to bankruptcy. Most these companies must have a written plan to describe their policies and methods as related to their sales performance, operational budget, cash flow statement to go through for the performance of the company. By having a plan, businesses have a direction to evaluate the actions to achieve their business goals.
  2. Reduction in unnecessary expenses: To reduce the unnecessary expenses of the company on a monthly basis leads to reduce the risk of bankruptcy.
  3. Make communication with lenders: Always make close communication with the lenders and always make responses to the request of the lenders. Late in making payment, lenders or creditors will raise a question to respond quickly at the time of payment.
  4. Reduce the time lag in debt payment: Make payment of debt timely and not extending the payment for a longer period. Giving priority in the time of making payment makes the business go away from the risk of bankruptcy.
  5. Conservative behavior: Apply the conservative behavior, while doing business, never assume that customer is always there for to stay and always have to go pay. Not make dependency in customer for future, being practical for the future events, leads to reduce the risk of bankruptcy of any company.
  6. Reviewing the Insurance policies: Insurance policies are the important expense. By taking the insurance policy for the company, the risk of bankruptcy will reduce to the extent level. There are different policies to take with the consideration according to the term policy; this makes the company to make term payment with ease of installments.
  7. Make retirement strategy: Company always make retirement policy for the leads to    apparent success even when the company is on winding up process. There is lot of plans used to make plans for the betterment of the company to reach at the success.

Benefits for the employees with the reduction in bankruptcy of the company

If there is a reduction in bankruptcy in the company, the employers or stakeholders will receive much benefit, as the company is going well in the way of success, the employers will get benefit such as salary on time, and additional benefits will also serve by the company to the employers.


As the company is on the lower progress report, the employer will face a lot of problems like, getting salary extension, if there is no work in the company, there is nothing to do to the employers, because there is no work then there is no salary, this will reduce the progress level of the employer and lower the company’s progress also.


Adil, M. S., & Qaiser, F. (2020). Effect of Leader-Member Exchange Relationship on Occupational Stress in the Energy Sector of Pakistan: A Mediating Role of Job Involvement. Journal of Management Sciences, Geist Science, 7(1), 64-87.

Alaaraj, S., Mohamed, Z. A., & Bustamam, U. S. A. (2018). External growth strategies and organizational performance in emerging markets: The mediating role of inter-organizational trust. Review of International Business and Strategy.

Dell’Anna, F., 2021. Green jobs and energy efficiency as strategies for economic growth and the reduction of environmental impacts. Energy Policy, 149, p.112031.

Hao, J., Liu, J., Wu, D., Chen, M., Liang, Y., Wang, Q., Wang, L., Fu, X.Z. and Luo, J.L., 2021. In situ facile fabrication of Ni (OH) 2 nanosheet arrays for electrocatalytic co-production of formate and hydrogen from methanol in alkaline solution. Applied Catalysis B: Environmental281, p.119510.

Kuriyama, A., & Abe, N. (2021). Decarbonisation of the power sector to engender a ‘Just transition’in Japan: Quantifying local employment impacts. Renewable and Sustainable Energy Reviews, 137, 110610.

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Sarfraz, M., Qun, W., Abdullah, M. I., & Alvi, A. T. (2018). Employees’ perception of corporate social responsibility impact on employee outcomes: Mediating role of organizational justice for small and medium enterprises (SMEs). Sustainability,

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