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Summary of the article
The article, “First step of company culture shift: staff buy-in,” by Nora Underwood published on Tuesday, Aug. 31, 2010, in the “Globe and Mail Magazine,” emphasizes the need for companies to develop risk-free working environments. According to the article human resources require to work in a risk free environment to enhance creativity, innovation and invention (Nora, 2010).
According to the article, build, strengthen, and maintain job satisfaction among employees, human resources management need to understand the causes of employees attitudes, the results of negative or positive job satisfaction and devise mechanisms through which they can measure and influence employees attitude (SaarI & Judge, 2004, pp. 395-407).
Explain how you think the article illustrates a concept that the week covers
The week’s concept was concentrated on how employees’ job satisfaction affects the production of an organization. The main areas that the week was addressing are the need to understand the right approaches that management can implement to enhance growth of employees job satisfaction. The agenda, objective, and goals of the week align with the article; according to the article, corporate in smalls, medium and large enterprises need human and physical resources, this was the same dimension that the week’s readings had taken.
Management gurus are in agreement that human resources play the most crucial role in the success of an organization. Strategically managed organizations have an appropriate number of personnel with experience and expertise. With effective human resources management, job satisfaction is attained within an organization; Job satisfaction characterized a person’s contentment with his/her job; job satisfaction is a global theory determined by many different factors.
Those elements are including motivations such as pay or promotions, the work itself, the working conditions and the management of the company. In general, the job satisfaction may result from relationship of personal attitudes in relation to the job and the nature of the job or the work environment (Swamson, 2009, p. 89).
Present your personal opinion about what this article means in relation to job satisfaction, employee retention and labor mobility
In my opinion, the article was addressing real issues facing corporate whether in small, medium or large scale enterprises. The article is keen on the role that human capital attitude and feelings have on the overall outcome of business. The article opens room for management to consider the policies they have in place to ensure their human capital are satisfied with the prevailing conditions.
The article puts much emphasis on the relationship that employees retention has with job satisfaction. According to the article, when employees are satisfied, then they are more likely to stay longer in an organization, thus organizations benefit accumulated experience and knowledge from old staffs.
Job satisfaction is an important factor for improving employee performance in any organization; it facilitates utilization of employees’ intellectualism for the good of the organization. In contemporary changing business, expatriates’, professionals, and human resources are likely to move from one area to another seeking better working conditions and satisfaction.
The above change in the industry calls upon management to enact good favorable environment to enhance job satisfaction. Job satisfaction can shape the direction of labor mobility; mobility is likely to move to places where staffs get high job satisfaction.
The working environment, rewards, and incentives are the main factors that human resources should be sensitive to as they have the largest influence on job satisfaction; organizations can improve employee motivation, ensuring that the workplace is safe and without risks to health that may affect the physical or mental worker health (Renckly & Renckly, 2003, p. 23).
Lessons learnt from the article
From the article, the main lesson coming out is the role played by effective human resources in enhancing job satisfaction. I have learnt that management has the burden of ensuring that the employees are effectively vetted before engaging them. Their salary package should be attractive enough and have mechanism and systems to be utilized to communicate their issues to the management.
The role of human resources department in bleach the gap between the employees and the management has come more real. The management should look into satisfaction, intrinsic factors, extrinsic factors and benefits to motivate their staffs. More emphasis should be placed on extrinsic factors (SaarI & Judge, 2004, p. 400).
Gender mix in an organization affects the performance of a department; the management should have appropriate measures to ensure that there is a health combination of age, gender and expertise. Suggestions by Management gurus that there is close relationship between employees’ attitude and personal and situation of internal and external environment has come clearer in my mind.
I have understood that employee’s attitude on their organization or on the nature of their work influence the level of job satisfaction that they will get from their duties (Smith & Mazin, 2004, p. 234). The role that research plays in improving human resources management policies in an organization has come clear; previously I has not connected the role of research in human resources management but now I have a clear cut.
References
Nora, U. (2010). First step of company culture shift: staff buy-in Nora Underwood. Web.
Renckly, B. & Renckly, R. (2003). Human Resources. New York: Barron’s Educational Series.
SaarI, L. & Judge, T. (2004). Employees Attitude and Job satisfaction. Human Resources Management, 43(4), 395-405.
Smith, S. & Mazin, R. (2004). The HR answer book: an indispensable guide for managers and human resources professionals. New York: Amacom Div American Mgmt Assn.
Swamson, R. (2009). Foundations of Human Resource Development: Easy read Large Edition. San Franscico: ReadHowYouWant.
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