The modern labor market and workforce are home to diverse perspectives and philosophies about the factors that inspire workers and the aspects of their jobs that make them feel good about themselves. Others believe that work has become a substitute for religion in many people’s lives, causing them to be miserable. In contrast, others believe that finding your passion is a trap that limits individuals’ ability to develop a true passion in a field. Some argue that the idea of finding your passion is a trap that limits individuals’ ability to develop a true passion in a field. In addition, many say that the concepts we now have about the level of participation that workers should have in their jobs are out of date and that the workplace needs a new “operating system.” In this article, I will discuss the philosophy and outlook that informs my view of human resources and the proper place it should have inside a company.
In his TedTalk, Shawn Achor makes the case that having a good attitude and being optimistic substantially affect professional achievement. He contends that the method by which our brains perceive the environment, and not the circumstances of our lives, is the primary element in determining our level of pleasure. Heuristic work leads to greater productivity and worker engagement, as stated by Dan Pink in his book “Drive: The Surprising Truth About What Motivates Us.” Pink contends that the American workplace is plagued by too much compliance and too little engagement and that heuristic work is the solution to this problem. Dan Ariely agrees with the notion that our current views about the motivation of workers are out of date. He believes worker motivation should incorporate purpose, creativity, challenges, ownership, identity, and pride.
In his piece titled “Workism Is Making Americans Miserable,” Derek Thompson argues that work is increasingly becoming the focal point of many people’s lives and identities, even though it often falls short of the aspirational standards people set for it. This contradicts the notion that employers often see an employee’s desire for purpose as just an accessory so long as it does not interfere with the company’s ability to make a profit.
In light of these many points of view, the philosophy and attitude that ought to be adopted by workers, managers, and administrators is one that prioritizes employees’ internal fulfillment and happiness. This may be accomplished by offering people chances for advancement, work that is both hard and important, as well as a feeling of purpose and ownership in their job. A sunny disposition and an upbeat attitude toward life are two qualities that may be beneficial to one’s career and general enjoyment in the workplace.
Managing the employment relationship between an organization and its employees is one of the primary responsibilities of the human resources department of any successful business. This department is accountable for recruiting and retaining employees with the necessary skills, developing and preserving a productive work environment, and ensuring that employees feel appreciated. One of the most important factors determining a company’s performance level and capacity to recruit and keep the best personnel is the company’s philosophy and attitude toward those employees.
My whole worldview revolves around the concept that workers are an organization’s most valuable resource and should be treated with decency, respect, and fairness. The health and happiness of employees, as well as their level of job satisfaction, are directly correlated to the quality of the culture that exists in the workplace. To develop an atmosphere like this, supervisors and administrators need to adopt a communication style that is open and transparent, regularly provide employees with feedback and recognition, and encourage the development and expansion of opportunities available to workers.
It is essential to place the needs and well-being of workers at the forefront to cultivate a constructive atmosphere in the workplace. This involves competitive pay and benefits packages, enabling flexible working arrangements, and cultivating a culture that values inclusion and diversity in its workforce. Pleasant working conditions are linked to better levels of employee motivation and job satisfaction, which, in turn, are associated with enhanced levels of performance improvement, engagement, and commitment. In addition, businesses that emphasize their workforce tend to see lower employee turnover rates, which helps them save money on the expenses associated with recruiting and training.
In addition, a management and leadership philosophy that emphasizes people should be adopted by businesses. This includes acknowledging and placing value on workers’ unique abilities, perspectives, and experiences and providing an opportunity for those individuals to contribute to the business and further their careers there. Managers and administrators must help workers progress in their careers by providing them the opportunity to succeed and the assistance they need to build the knowledge and skills necessary. This not only helps the workers on an individual level, but it also benefits the firm as a whole by fostering the development of a more racially diverse and professionally competent workforce.
I concur with the sentiment that successful management of human resources requires strong communication skills. It is the responsibility of managers and administrators to encourage open and transparent communication, as well as to listen to the problems and views of workers actively. This may be accomplished via frequent feedback sessions, team meetings, and individual talks with team members. When workers and management can communicate effectively, it helps to establish trust and fosters a shared purpose.
It is necessary for professionals working in human resources to guarantee that workers are protected and treated properly in line with the law. This is in addition to promoting a good work environment, which is also crucial. This involves ensuring that all employment regulations, such as discrimination, harassment, and health and safety, follow the letter. The professionals who work in human resources can contribute to developing a culture of trust and respect by emphasizing the importance of fair treatment and looking out for the welfare of their employees. This, in turn, can benefit the employees’ overall well-being and level of contentment in their jobs.
The formulation and execution of policies and procedures that support both the objectives of the business and the requirements of its workforce is an additional critical component of human resource management. The creation of policies that promote flexible working arrangements, the promotion of work-life balance, and the creation of chances for employee development and progress are all included in this. Professionals working in human resources should also be responsible for monitoring and analyzing the success of these policies and making changes to them as necessary to ensure that they continue to fulfill the requirements of both the firm and its workers.
Lastly, human resources should be an organization’s strategic part, helping support the company’s overall goals and objectives. This entails working closely with other departments and management to understand the company’s demands and ensuring that the strategies and procedures for human resources meet these requirements. It also entails giving senior executives guidance and assistance on employee relations, talent management, and succession planning. By taking on a strategic role, human resources may contribute to establishing a competitive advantage and assist in securing the organization has continued success over the long run.
Conclusion
In conclusion, to have a pleasant and productive work environment, one must have a working environment based on trust, respect, and mutual support. Workers, managers, and administrators should all make it their mission to embrace a concept that places a premium on the health and happiness of each employee, as well as cultivates an environment that encourages open communication and teamwork. This may be accomplished by implementing programs encouraging a healthy balance between work and personal life, providing chances for professional development and advancement, and fostering an environment that appreciates diversity and encourages inclusion. In addition, the achievement of success for any firm is contingent upon a workplace culture that is upbeat and productive. Workers, managers, and administrators may contribute to creating a supportive and inclusive atmosphere that fosters the development, productivity, and job satisfaction by adopting an attitude that emphasizes collaboration, respect, and accountability in their work. Whenever I have the chance to do so, I will prioritize promoting the concepts above and cultivating a constructive culture in the workplace.
List of References
Olga Khazan, “’Finding Your Passion’ Is Terrible Advice,” The Atlantic, July 12, 2018, https://www.theatlantic.com/science/archive/2018/07/find-your-passion-is-terrible-advice/564932/
Shawn Achor, “The Happy Secret to Better Work,” Tedx Bloomington, May 2011, https://www.ted.com/talks/shawn_achor_the_happy_secret_to_better_work
Dan Pink, Drive: The Surprising Truth About What Motivates Us (New York: Riverhead Books, 2009), 110.
Dan Ariely, “What Makes Us Feel Good About Work?,” Tedx Rio de la Plata, October 2012, https://www.ted.com/talks/dan_ariely_what_makes_us_feel_good_about_our_work
write