How Organisations Strive to Build a Happy Workforce - Term Paper Example

Critically Appraise How Organisations Strive To Build a Happy Workforce The primary aim of this particular report is to critically analyse the approach of modern companies towards building a happy workforce in the workplace. It has been noted that a happy or a satisfied workforce is the one, which works with utmost dedication and effectiveness towards attaining the goals and objectives of business in a stress free manner. This particular aspect is quite beneficial for companies as it directly impacts the profitability and the overall success of the business in a comprehensive and favourable manner. Contextually, it has been analysed that companies take various steps towards ensuring employee satisfaction in the workplace for reaping significant benefits. Certain recommendations have also been made for organisations to ensure proper execution of plans towards satisfying the employees. Therefore, it can be concluded that companies should strive hard to build a happy and satisfied workforce ensuring both long and short-term sustainability and most importantly attaining superior competitive position over their chief business market competitors. Table of Contents Abstract 2 Introduction 4 Aim of the Report 5 Review of Literature 6 Characteristics of a Happy Workforce 6 Strategies to Attain a Happy Workforce 7 Challenges in Executing the Strategies for Building a Happy Workforce 10 Critical Evaluation: Evidences from Case Studies 12 Recommendations 17 Conclusion 20 References 22 Bibliography 27 Introduction With rapid change of business scenario in the modern day context, companies felt the need of operating effectively in possible domains to cope up with the fluctuating needs and demands of the markets wherein they operates. Contextually, the prevailing organisational behaviour plays a decisive role in developing the performance of the companies in the global business sector. Organisational behaviour can be better described as the study of the impacts caused by groups and structures on the behaviour of individuals within the workplace (Eccles & et. al., 2013). It has been apparently observed that organisational behaviour is a multidimensional approach, which comprises leadership, teamwork, creativity, motivation, perception and attribution along with stress as major factors. These are also depicted to be the integral parts of workplace behaviour that ensures efficiency of operations in both short and long-run (University of Maastricht, 2007). It is worth mentioning that inefficiency in one of the crucial aspects of organisation behaviour, which might impose unfavourable impacts to business, as it directly affects the motivation of employees in workplace at large (Fox, 2006). Behaviour of employees in workplace directly reflects on their approach towards ascertaining the goals along with the objectives of business and fulfilling their respective job responsibilities. In the modern day scenario, where the rivalry amid companies became quite immense, it has become significant for companies to ensure that they perform better in comparison with the operations of their rivals for attaining maximum sustainability (Ministry of Manpower, 2014). Likewise, companies are also aware about the interrelation prevailing between productivity of employees and dedication with that of organisational performance. Contextually, the management of companies emerge with certain practices through which they can motivate employees to work more effectively with utmost dedication towards the accomplishment of predetermined organisational targets. Encouraging employees towards attaining the goals in workplace is amid the basic activities that influences workplace behaviour at large. It would be crucial to mention that the approach of the companies towards ensuring better productivity from the end of the employees influence the same to assure happiness and satisfaction of human resource in workplace. There are various approaches of modern day organisations that might contribute towards ensuring a happy and satisfied workforce. These approaches encompass employee motivation, ensuring better workplace culture, confirming better working environment as well as infrastructure and framing better employability terms along with conditions among others (Pearson, 2013). However, in the process of creating a better and happy workforce, companies emerge with approaches that motivate employees towards ensuring high productivity through taking extra work pressure, which is again a major factor causing workplace stress. This again affects the happiness and satisfaction of the employees (Topolosky, 2014). Hence, it becomes challenging companies to create the right balance amid employee satisfaction and organisational productivity along with interest. Aim of the Report In order to gain a comprehensive understanding about the above discussed subject matter, this report will primarily emphasise collecting secondary data with the assistance of reviewing various literatures, journals and articles as well as reports among others. Contextually, with the assistance of the obtained data, the report will critically evaluate about how organisations strive to build a happy workforce in a comprehensive manner altogether. Review of Literature Workforce can be duly considered as one the prime resources, which any organisation possess in the modern day business scenario. This directly affects the wellbeing of the operations of a business either in a favourable or unfavourable manner. Dedication and efficiency of employees towards attaining predetermined organisational goals as well as objectives are the ultimate factors of attaining success in any form of business (Armstrong, 2010). However, the dedication and efficacy of employees are directly relevant with the approach of organisations towards satisfying or motivating the workforce (Suma & Lesha, 2013). Therefore, it is evident that organisation needs to strive hard to build a happy and satisfied workforce towards attaining maximum success in business. Characteristics of a Happy Workforce In order to develop or ensure a happy and satisfied workforce, organisations firstly need to depict about the characteristics of a happy workforce. In this regard, Spivey & et. al. (2009) affirms that a satisfied or happy workforce is one, which works towards attaining the objectives of an organisation in a dedicated manner. Employees of a happy set of workforce deemed to be more involve in performing their respective job responsibilities towards attaining the overall goals of business. Furthermore, the study of Spivey & et. al. (2009) also portrayed that a satisfied or happy workforce in workplace is more productive in comparison with a set of demotivated employees. Again, the characteristics of a happy workforce can also be understood from the low level of stress, which experience by the employees in workplace (Spivey & et. al., 2009). In this similar concern, Allen & Wilburn (2002) stated that satisfaction of employees in workplace can also be comprehended from the quality of work deliver by them. Again, employees or workforce who depicts maximum involvement in decision making and various other operational aspects of organisations also depicts the characteristics of being satisfied in workplace. It is vital to mention that a happy workforce will be more dedicated towards attaining the goals of business. Contextually, they will provide extra efforts in terms of working extra hours to fulfil the desired organisational targets (Allen & Wilburn, 2002). This is also an important characteristic of a happy workforce. Strategies to Attain a Happy Workforce As depicted above, a happy workforce is one, which works with utmost dedication and effectiveness towards attaining organisational goals. Contextually, it is quite important that organisations must emerge with certain effective plans in order to form an effective and happy set of workforce in workplace. In this context, several strategies and approaches need to be framed and executed from the end of the management of business. According to the study of Gainey & Klaas (2002), client/customer satisfaction is one of the primary goals of any form of business in the contemporary scenario. The study depicts that in order to ascertain the deliverance of quality services to the customers, organisations need to make sure that their employees are dedicated towards delivering quality products or services to the customers. Contextually, companies adopt strategies of providing effective training programs specifically for employees towards enhancing their skills and competencies with regard to their job roles as well as responsibilities (Bratton & Gold, 2012). This approach of companies assure that employees deal with less challenges while conducting their work and ultimately experience a lower level of stress in the workplace. This might again act towards enhancing the satisfaction level of the employees or the workforce altogether (Gainey & Klaas, 2002). In this regard, satisfaction amid employees is also deemed to attain with regard to their personal and family life. Employers in the contemporary scenario are aware of the aspect that employees when have better communication and spend a considerable amount of time with their family members or their friends are deemed to be happy and more stress free in workplace. These eventually make them quite productive and effective in performing their respective works. Contextually, Ilies & et. al. (2009) observed that companies develop strategies to enable employees for leading a better personal and family life. The study affirms that companies adopt strategies of providing flexible working hours to employees wherein they can segregate a specific amount of time from their work and spend certain hours with their family members or friends (Ilies & et. al., 2009). This also deemed to keep employees or workforce happy. It is also believed that job satisfaction amid the workforce directly results into low employee turnover, which again proves to be a positive factor for organisations. In this regard, Alimohammadi & Neyshabor (2013) conducted a study revealing the association prevailing between satisfied employees and organisational commitment. The study affirmed that motivation approach of organisations towards their employees is also directly related to employee satisfaction. With effective motivational approach (both intrinsic and extrinsic), employers are often able to satisfy the needs of the employees to the maximum level, further enhancing their commitment towards the accomplishment of organisational goals (Kargar, 2012). The study of Alimohammadi & Neyshabor (2013) analysed 195 employees from 10 companies of Iran towards obtaining appropriate results based on the notion that whether employee motivation leads to employee satisfaction and consequently enhance commitment towards organisational goals. The results of the study that include both male and female employees made it apparent that most of the employees obtain job satisfaction owing to their fulfilment of needs and demands, which is attained through extrinsic and intrinsic motivation. The study also affirmed that when satisfied, these employees also depict maximum commitment towards their job role and organisational objectives (Alimohammadi & Neyshabor, 2013). According to the observation made by Olclham & et. al. (1976), there lay certain situations wherein employees respond positively towards their job responsibilities. The study reveals that growth and development of employees in workplace is one of the prime aspects, which keep the employees intact towards their work. Contextually, companies need to assure that employees in the workplace experience growth and development in their job role from time to time to attain maximum job satisfaction. This is also one of the approaches of workplace motivation. The study of Olclham & et. al. (1976) consider the viewpoint of 201 employees from 25 banks wherein the responses of the employees revealed that periodic growth and development in the job role is an extreme factor for motivation for employees and they attain maximum satisfaction from this particular aspect (Olclham & et. al., 1976). Strategic human resource management over the years has become one of the decisive aspects, which is associated with providing greater value to human resource of business. As earlier mentioned, human resource of any business is amid the most productive resource, which ought to be treated with immense value. Contextually, Richard & Johnson (2001) stated that a firm’s competitiveness is directly relevant to its approach towards managing human resource. According to them, employees who are provided with value for their work becomes much satisfied and happy in their jobs as compared to other employees. Again, when employees are aware of the fact that they are being important for their respective organisations and operations, they deemed to provide more dedication towards attaining the predetermined goals. Contextually, companies can strategize their move towards involving workforce in the decision-making procedure and other operational aspects, which will further keep their interest intact and encourage knowledge sharing in the workplace (Richard & Johnson, 2001). These aspects are also deemed to be vital in creating a happy workforce within the organisations. Challenges in Executing the Strategies for Building a Happy Workforce The above discussion reveals certain strategies through which organisations could be able to form a happy set of workforce within the workplace However, executing the strategies undertaken in a proper manner is another important aspect, which accounts for the success of implementing these strategies in an effective manner. In the process of executing these set strategies, organisations often face several challenges that further hinder the effectiveness of the strategies framed towards ensuring a satisfied workforce in the workplace (Ow, 2013). Contextually, the study of Angle & Perry (1981) reveals that organisations often find much difficult in motivating all employees in an equal manner so that they could assure maximum commitment towards their job role and responsibility. Notably, maintaining a better workplace environment and culture is often considered to be one of the major approaches in forming a happy workforce. However, arguing in this particular aspect. Morrill & et. al. (2003) stated that with diverse employees having dissimilar set of behavioural traits, it is hard for employers of organisations to ensure a balanced workplace environment with fewer conflicts amid the workforce. Owing to this dissimilar behavioural trait, it is difficult to satisfy each and every employee equally, further eliminating the prospect of having a happy workforce altogether (Morrill & et. al., 2003). Again, employee motivation is another important characteristic or approach of establishing a balanced and happy set of workforce. According to Herzberg (2003), each individual has own individualistic needs as well as demands and hence satisfying the same equally is a potential challenge for employers in the workplace. There are set of employees who are low in confidence and have less faith in their capabilities. Since they are less in confidence, they are quite hard to be motivated towards attaining the goals of the organisations in a comprehensive manner. This aspect acts as a potential challenge towards attaining the goal of a happy workforce. Again, there also exist certain behavioural traits amid employees in workplace where they have the fear of failure. This group of employees are quite challenging to deal with in terms of motivational aspect (Herzberg, 2003). Hence, it is quite apparent that with a diversified workforce with distinct personalities, it is hard to motivate each employee equally towards the formation of a satisfied and happy workforce. Specially mentioning, establishing proper communication and interpersonal with the employees is another crucial approach towards developing a happy workforce, which in turn, would ensure maximum productivity and quality of work. However, companies also need to deal with certain specific challenges in this particular regard. It has been noted that in order to assure proper impersonal relationship with the employees, it is important to develop a proper interpersonal relation and communication between the employers and the employees or the workforce altogether. Various components of having proper interpersonal communication further include the aspect of familiarity and perceived notions along with credibility among others. In order to develop proper interpersonal communication, it is important for the employers of organisations to comply with the above-discussed elements. However, owing to differences existing in personality traits and ideas amid the employers and the employees, the above-discussed components are quite tough to balance, further hindering the development of a proper interpersonal relationship (Krizan & et. al., 2010). This is also an important factor, which affects the approach of companies towards gaining a happy and satisfied workforce. Again, ensuring healthy relationship amid the employees also acts as a key component in managing or building a happy workforce. It is evident that for proper team building, it is crucial that employees have common goals and perceptions that bind them together towards attaining one particular objective. However, rising issues such as lack of communication, conflicts of interest and ineffective leadership ultimately hinders the formation of effective teams in workplace that again lead towards inefficient productivity and operations (Dyer & et. al., 2013). This aspect directly influences the satisfaction of the employers along with the employees in an unfavourable manner. Again, in the process of building happy workforce, organisations need to adopt several key measures that might act positively in terms of gaining a satisfied workforce. However, the measures can also adversely affect the primary objectives of businesses such as attaining greater profitability in certain scenarios. Evidently, organisations spend a considerable amount in motivating employees (in monetary terms), creating a safe and healthy working infrastructure and developing suitable terms along with conditions to motivate them towards higher productivity. However, these approaches does not work fruitfully at certain times making greater wastage of resources such as labour, which in turn raise potential risks of negative operational performance (Hayes & Ninemeier, 2009). This might also act as a hindrance towards building a happy and satisfied workforce in workplace by organisations. Critical Evaluation: Evidences from Case Studies As previously mentioned, organisations in this modern day context tend to develop diverse set of strategies for building a happy set of workforce as it accompanies with higher productivity and greater quality of work. Again, in the process of attaining a happy workforce, companies often face several challenges that might adversely affect their operations at large. Contextually, in order to gain a comprehensive understanding about the aforesaid subject matter, several practical examples will be crucial to consider. For instance, Procter and Gamble, one of the most renowned companies of the world has been quite effective over the years in terms of management of employees and ensuring a satisfied and happy workforce. The company adopted a wellbeing program to analyse the satisfaction level of the employees in the workplace. The program consists of analysing the relationship of the employees with the sub-ordinates, growth and development of the employees in the workplace and personal wellbeing among others. The company conducted a survey worldwide for its human resource and revealed about how happy the employees are in the workplace. Accordingly, the company devised its plans of employee wellbeing towards the accomplishment of predetermined business targets. The company, through this particular program, reveals its care about the employees in terms of concerning their health and safety, their satisfaction with the employment terms along with conditions and fulfilment of demands and needs in the workplace among others. Through this particular approach, the organisation portrays maximum value for the employees towards their contribution in the organisational success. Through this particular approach, the company has experienced a sharp decline in the absenteeism rate of the employees in workplace along with increased satisfaction, which further resulted in higher employee productivity. Increase in work life balance can also be viewed to be one of the approaches that executed by the company (OSHA, n.d.). The results for the above discussed survey have been provided in detail hereunder. (Source OSHA, n.d.) The above discussed case study of the company i.e. Procter and Gamble reflected about how employee satisfaction in workplace can be attained through providing value to the work conduct by the employees, which in turn influences the operations of the business favourably. In this similar context, the case of Google Inc. and its workplace environment will also be vital to consider. Notably, similar to that of Proctor and Gamble, Google is one of the biggest and the most renowned companies of the world both in terms of revenue and scale of operations. However, the real success factor for the company relates with the innovative thinking and approach of the employees towards fulfilling their respective job responsibilities in the workplace. The company is often considered to be one of the best places to work owing to its workplace culture and organisational behaviour. Notably, the company possesses a workplace wherein no set of rules for the employees in terms of their dress code, behaviour and way of working among others exist. Identifiably, the workplace of the company has a restaurant where free food is served to each and every employee of the organisation. Again, there also exist a fitness centre in the workplace where employees are allowed to visit during their working hours. Through this particular approach, the organisation ensures that its employees are highly satisfied and happy while fulfilling their respective job roles as well as responsibilities in the workplace. This aspect also ensures that the employees will be able to work with utmost innovativeness through acquiring less amount of stress in the workplace (Emerald Group Publishing Limited, 2002). This particular case study shows that proper and stress free working environment contribute positively towards ensuring satisfaction of the employees, which ultimately proves to be quiet beneficial for the overall business unit. It has been noted that in the contemporary business scenario, the expectation level of the employees from the business units has changed rapidly and companies have the need to move in accordance with the same to ensure a happy and satisfied workforce. Effective management of talent in workplace is again a crucial approach towards ensuring a happy set of workforce in the workplace. In this context, the case study of Aberdeen Group will be crucial to consider. A survey conducted by the Group in the year 2012 depicted that a few of the top class companies of the world work in alignment with the success of business along with proper management of the organisations. The survey conducted by the group also highlighted that those business units that are able to achieve maximum engagement of the employees in workplace along with ensuring higher satisfaction of employees, they are able to attain a proper balance in their business operations at large. However, the results obtained in the survey also portrayed that out of 250 organisations that were analysed in the survey, only 177 organisations were observed to be implementing proper approaches towards attaining the satisfaction of employees in the workplace (Lombardi & White, 2012). This aspect again raises a critical argument on the approaches of organisations towards attaining satisfactory employee operations. It is worth mentioning that understanding the personal attributes of the employees also enables companies to develop effective plans towards gaining a happy and satisfied set of workforce. However, it has often been argued that in the absence of proper balance between the personality traits of the employees and perceptions of management, positive contribution of business units towards developing the personal wellbeing of the employees is highly uncertain and unrealistic approach altogether. It would be vital to mention that growth and development of employees in workplace is another important aspect, which is associated with accomplishing greater employee satisfaction. Notably, companies in the modern day context stretch more on ensuring development of their employees towards the attainment of predetermined business targets in a stress free manner. Contextually, the case of Toyota and its workplace development will be vital to consider. The company strongly believes that continuous growth and development of its business over the years is largely because of the commitment and enthusiasm of the employees towards their job roles and responsibilities. It has been noted that in order to develop interest and commitment of the employees towards performing daily operations effectively, the management team of Toyota emerged with the idea of “All Toyota”. This is one of the approaches related to employee development through which the company promoted teamwork competencies amid the employees (Toyota, 2014). This aspect worked positively towards enhancing the satisfaction level of the employees in the workplace. Identifiably, providing right job to right person is another major approach of companies towards motivating employees in the workplace for attaining desired organisational targets. Evidently, companies in the contemporary scenario are aware of the aspect that employees can perform better in the workplace at the time when they are well acquainted with their respective job roles that they are assigned with. In this regard, the aspect of proper training might be a critical approach but it might not provide a comprehensive solution to this particular aspect (Wellins & et. al., n.d.). Contextually, companies adopt the approach of allotting work to employees based on their skills and competencies. In this context, the case of AT & T will be crucial to be considered. The company is a renowned one in telecom sector holding more than 125 years of operational experience associated with it. However, in recent times, the company lacks in the domain of attaining greater employees’ satisfaction level in the workplace. In this regard, the management of the organisation developed effective strategies for ensuring augmentation in employee satisfaction level by more than 15%. These strategies include engaging employees in organisational operations, enhancing their morale and raising employee cooperation among others. Contextually, the company appears with the plans of allocating job roles to the employees based on their skills and competencies so that they could be able to perform the same with utmost effectiveness (AT & T, 2013). These eventually supported the company to gain utmost satisfaction level of the employees in the form of establishing a happy workforce in its workplace. Hence, it is quite apparent that there lay different approaches of gaining superior employee satisfaction level in the workplace wherein a few might ensure delivering effective results while certain others might also deliver negative results for the overall business. Recommendations Apparently, a satisfied workforce is the one, which depicts maximum dedication and enthusiasm towards attaining the goals of the organisations in an effective and efficient manner. A satisfied set of workforce is deemed to be one of the imperative assets of any particular business, which further ensures maximum growth and sustainability of the business units (McGraw Hill, 2009). Contextually, it becomes mandatory for companies to ensure the attainment of higher workforce satisfaction in order to raise profitability. In this regard, certain recommendations can be made to employers in order to enable them to meet the demands of the employees and attain their satisfaction in the workplace to the maximum level. Improving employee satisfaction is not a myth, rather it can be attained through particular approaches of handling employees in the workplace. In this regard, managing a proper value of business consistently during poor economic performance is one of the crucial steps towards ascertaining employee satisfaction in the workplace. Notably, when a particular set of workforce determine that their business or the companies wherein they are working are performing better as compared to others in poor economic conditions, they understand the value of the company in the market and consequently deliver their best towards performing any work effectively. Again, companies should also focus on reaching the long-term goals of business. Observably, when employees are aware of the aspect that the companies are capable of meeting long- term goals and objectives, they are deemed to be much satisfied while involving with the same. Specially mentioning, leadership issues in the workplace are proved to be major point of dissatisfaction amid employees in the workplace. A proper leader in the workplace might be the one who would be more involved with the workforce through developing proper interpersonal association with them. This will certainly help in keeping the employees happy and satisfied. Another crucial approach of gaining employees happiness in the workplace will be enhancing communication with them by the management. Management of any business should need to communicate with the employees especially while undergoing through turbulent times. Through the formation of effective communication, the management of the companies will be able to assure that employees are aware of the present status of the business and are convinced towards overcoming the critical situation eventually. This might also be a possible measure of determining satisfaction of employees in the workplace. Companies will also need to develop proper growth and professional development plan for the employees in order to keep them intact and satisfied towards their respective job roles and responsibilities (IISD, n.d.). Management will need to be flexible towards enabling employees in learning new skills and developing diverse capabilities in workplace (Folkman, 2013). Hence, it can be affirmed that the above discussed approaches of companies are expected to work positively in order to gain enhanced and greater employee satisfaction level in the workplace. Conclusion From the above analysis and discussion, it can be comprehended that in the modern day scenario, the operations of business are not limited towards profit maximisation only, rather these extended in multiple related aspects. In today’s business scenario, companies need to ensure effectiveness in each operational domain of business for attaining maximum success along with growth and sustainability. Companies often realised the need of attaining greater employee satisfaction level for forming a happy workforce, which would eventually work towards the accomplishment of predetermined organisational goals in an effective and efficient manner altogether. Since employees are regarded as the major assets of business, their satisfaction or happiness in the workplace will directly result in higher productivity in terms of both profitability and gaining a respectable position in the global market in a collective manner. It can be affirmed from a broader understanding that the organisations belonging to this modern day context strive to build a happy workforce for the purpose of reaping several significant benefits. These benefits include gaining greater profitability in terms of market share and most vitally attaining superior competitive position as compared to its chief business market competitors among others. It would be vial to mention that certain crucial factors eventually make the companies to form and develop a happy workforce. These factors encompass increased level of globalisation, gaining momentum of internationalisation as well as liberalisation, adoption along with the execution of innovative technologies and prevalence of extreme business market competition. However, attaining satisfaction and happiness of employees in the workplace is not an easy task for management of businesses, rather it is quite a challenging approach. Contextually, there are several measures that companies adopt towards gaining maximum satisfaction of the employees that further require proper execution strategies to ensure maximum effectiveness of the same. One of the most important approaches is the aspect of employees’ motivation in both intrinsic and extrinsic manner. This approach will ensure fulfilling the demands and the needs of the employees as a reward for their good work conducted, which further deemed to keep them happy and satisfied. Again, organisations that are involved with forming proper and periodic communication with the employees in the workplace will certainly be able to satisfy the entire workforce by a considerable level. Certain recommendations have been made to the companies towards building a happier and satisfied workforce in the workplace. To conclude the report, it can be stated that employee satisfaction in the workplace is quite important in the modern day context and companies strive hard to achieve the same to attain maximum success in their business. References Armstrong, M., 2010. Armstrongs Essential Human Resource Management Practice: A Guide to People Management. Kogan Page Publishers. AT & T, 2013. Billing Costs Reduced by 30% with Crucial Conversations Training. Case Study. [Online] Available at: http://cms.vitalsmarts.com/d/d/workspace/SpacesStore/6db057f6-671e-4299-a802-2e16d3cde917/ATT.pdf?guest=true [Accessed March 17, 2014]. Angle, H. L. & Perry, J. L., 1981. 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