People are the Most Valuable Resource to a Company

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PEOPLE ARE THE MOST VALUABLE RESOURCES TO A COMPANY 1

Human resource is one of the primary resources of a business. The honing of the skills, knowledge, expertise and vision of the people within an organization can move a company form one stage of productivity to the next. Among these characteristics are emotions, personalities and attitudes, all of which have a role to play in the overall viability of a business.

Emotions refer to complex psychological states that involve subjective psychological experiences and psychological and behavioral responses (Hockenbury & Hockenbury, 2007). Emotions are often short lived but can have a tremendous effect on work relationships among clients as well as coworkers. A person’s frame of mind and subsequent actions can either create concord or trigger dissonance in the workplace. For example, on a good day, a colleague (A) might be able to joke about the outfit another colleague (B) is wearing and there are no repercussions. Based on the emotional on state of colleague (B) on another day, the same witticism from (A) might be met with much aggravation. This same shift of emotions can affect employer-employee relationships. An employer might tolerate certain behaviors from an employee in one instant and be completely annoyed by the same actions just a moment later. The spontaneity of emotions requires that these psychological processes be carefully managed and controlled to secure a harmonious working environment.

Like emotions, personalities also have a bearing on the relationship shared amongst employers and employees. The workplace is a mix of people who are from divergent backgrounds and persuasions, but they must find a way to collaborate for individual success as well as the success of the organization. Managers need to understand the different personalities in the business so as to be able to capitalize on them for greater output. In instances where employees feel that their true self is being stifled, the end result can be less than favorable for all. For example, an employee might possess a very effervescent personality that is constantly being challenged by an employer who sees it as vulgar and inappropriate. The employee may choose to rebel and perpetuate the behavior or might feel boxed in and become withdrawn. It would have been more beneficial for the team leader to channel the energy the employee exhibits in a direction that would make him/her feel valuable while the business benefits concurrently. This employee, for example, could be given a task in the human resource/ personnel department to interface with clients. After all, first impressions of a business and its members are lasting.

The third strand of interpersonal relationships in the workplace that affects all stakeholders is that of attitudes. ‘Attitudes’ is a broad category that can encompass reaction to challenges and change, response to and demonstration of work ethics, as well as response to suggestions and criticism. Regardless of the angle from which the concept is examined attitudes play a major role in the life of a business. Ray (2015) suggests that attitudes in the workplace determine “engagement” which is the responsiveness of workers toward each other. For example, an idea may be conceptualized by one worker or by the employer and is either met with unwarranted skepticism or acceptance based on the attitudes of the workers toward each other. Attitude also determines “retention” (Ray, 2015). Thus, based on attitude to work, a person may or may not feel a sense of loyalty to the business. Where there is a lack of devotion, work ethics are normally poor. If the opposite is true, then the business stands to flourish through workers who are engaged and have the mandate of the organization at heart.

The Benedictine values of responsible stewardship could be incorporated into any business to motivate workers while fortifying the future of the company. The Benedictine tradition is rooted in six core values which are Excellence, Community, Respect, Personal Development, Responsible Stewardship and Integrity.

Excellence- The mantra of any business should be excellence at all levels. In a bid to promote excellence, stakeholders need to feel a sense of acceptance, worth and value in the workplace. The onus is therefore on employers and business owners make workers feel that they have a major part to plain the success of the business. There needs to be a scheme of challenge, encouragement and motivation in order for people to perform at their optimal. Incentives, workshops, empowerment seminars and on the job training opportunities are ways of inculcating a spirit of excellence amongst workers.

Community- The workplace is a network of individuals, who all have something to offer the business. The structure of a business should be so designed that everyone feels a sense of belonging and camaraderie. It is very important that the social atmosphere of the business reflect equity and civility so that clients and workers can enjoy a satisfying and welcoming environment where needs are met and job satisfaction is guaranteed. Events such as socials, reward systems and good publicity campaigns are among the strategies that can be used to foster a communal feeling in the organization.

Respect- For a business to grow there has to be mutual respect amongst stakeholders. Each person needs to know the parameters of certain interactions and at no time should these parameters be breeched or compromised. There is an adage that “familiarity breeds contempt” and such contempt sometimes arise from over-stepped boundaries. A clear definition of roles, expectations, rights and responsibilities of each worker is a step in the right direction of securing respect and equity in the workplace.

Personal Development- Stagnation is one of the main factors that can easily bring a company to its knees. When workers feel limited, motivation becomes lacking and interest fades. The opportunities and motivation should be put in place for workers to seek self-upgrading and personal development opportunities. In a changing world, workers need to keep abreast of transformational prospects as well as improve their ability to function in a global market. Managers therefore need to encourage any activity that encourages personal development.

Responsible Stewardship- Stewardship takes into account the response of a business to the environment. It is a way of giving back and can be used as a tool for promotion of the company. Manages need to be cognizant of the fact that their businesses survive as a result of the resources extracted from the environment. Care has to be taken not to deplete these resources and not to find one’s business liable for damage to the environment. Public campaigns on environmental protection and preservation could be one strategy used to create awareness while marketing the business.

Integrity- Every successful business venture if founded on integrity. Integrity speaks to issues of honesty, transparency and moral judgment. It rests on the value systems of individuals and is critical if the organization is to be seen as a trustworthy network of people. Matters of trust and confidentiality come into play and these are essential to the continuation of a business. Where there is mistrust and cynicism, a business is destined for failure. Every level of the hierarchal ladder therefore needs to reflect integrity.

Hockenbury, D.H. & Hockenbury, S.E. (2007) Discovering Psychology (5th Edition). New York: Wroth

Publications.

Ray, L. (2015). The Effect of Employee Attitude on Productivity in the Workplace. Retrieved from

http://everydaylife.globalpost.com/effect-employee-attitude-productivity-workplace-3168.html

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