Current Issues of Human Resource Managment - Essay Example

Management Introduction Organization is a structure with a ‘collage’ of workers doing their allocated work under the supervision of a leader, for thebenefit of the organization as well as them. So, a kind of psychological contract exists between the employer and an employee consisting of beliefs, informal obligations, etc. It is the duty of the organization to provide the employees an optimal stress free working environment. In that environment only, employees will show optimum productivity. But, sometimes the organization will not be able to provide a best working environment particularly due to factors in the external environment, leading to a tremendous buildup of stress levels among the workers. In this globalised world, an economic problem in one country will not get restricted to that country, but gets spread to other countries. This is what happening today, with the economic recession starting in United States of America, is having a very negative effect all over the world. Many companies are suffering losses and as a result, many employees are losing their jobs. Also, many organizations have quietly cut the salaries and other fringe benefits to their employees. So, the fear that their jobs and salary are at stake and to continue working, the employees are forced to work pushing their limits, leading to stress. With stressed mind, the employees will be hard-pressed to use his/hers physical and mental part, to work effectively for the organization. Stressed mind in the sense, due to the poor match between work load and the capabilities, resources, etc of the worker, the mind of the worker could be become disoriented leading to the damaging of workers biological, psychological or social systems.. Stress factors Stress is something which can happen to an individual both due to a positive action or change as well as negative action or change. That is, stress can be felt by the employees, if positive actions or changes like promotion, new assignments, new responsibilities, etc happen in his/hers professional life. Also in the same but different way, the employees will become stressed, if he/she faces negative actions or changes both in his/hers professional as well as personal life. The negative events or issues that could trigger stress are unemployment, suspension, failure to meet the targets, pressure, intimidation, abuse, etc from the superior as well as co-workers, divorce, deaths, etc, etc. When the above mentioned negative changes or actions occurs, they will be least expecting it and so they will be unable to handle it. That is, those negative changes or events are not the things, which the employees will expect with interest, actually, they will be dreading about it. So, when those negative things happen or actualize, the mind will go into a stressful state, unable to handle or solve the things. According to the Selye Stress theory, when an individual is going through first stage of stress, he/she will have an "alarm reaction," with his/hers body preparing oneself to "fight or flight”. (Gabriel). Apart from the above mentioned negative stress initiators, Work related stress could occur to the employees if they face a grueling and exhausting workload, less than expected pay, politics in the work environment and the resultant job dissatisfaction. In those stressful environments, both the physical and the mental part of the employees will undergo negative changes, which will result in illness. Steps organizations can take to reduce stress Even though, it is not always possible to work in a stress free environment, particularly in today’s recession filled and competitive business world, the strategy should be to keep the stress level to bare minimum. To keep the stress levels down, allocation of apt salaries, incentives, promotions and importantly appreciation to the deserving and hard working employees will increase the motivational levels, and thereby reduce the stress levels to as minimum as possible. “Provide appropriate financial incentives and rewards, and non-financial praise for the employees’ achievement” (Armstrong, 2004). According to the Perception and equity theories, individuals will get stressed out, if they perceive themselves as under rewarded or if don’t receive the benefits they are entitled to. In any organization, the workers do their duties for personal motivations like money (salary), and if that motivating aspects was compromised because of the current economic situation, it could lead to de-motivation and formation of stress. Along with the salary, employees’ motivation will get a great boost if they receive additional financial rewards, promotions and recognitions. This perspective is fully supported by Herzberg theory. That is, according to Herzbergs two-factor theory, good wages are good motivational factor, which can accentuate the excellence level. If a goal is set and the rewards part of the job is revealed before hand, then the workers will motivate themselves and will surely work in cohesion and importantly with less stress to achieve success. Also, apt salary, rewards, promotions and recognitions to deserving workers will motivate others also, to reach that status. So, the organization can quickly get across their main goals by appropriately linking rewards and punishments to the activities of the employees. Providing rewards for the successful attainment of specific performance goals, enhances intrinsic motivation (Marzano et. al). Effective communication channels and thereby minimal stress levels can be actualized by firstly focusing on the physical environment of the organization, with the leader taking the initiative. In this tough economic scenario, organizations should realize that effectively conveying and receiving empathetic and at the same time motivational messages through communications channels increases substantially the performance of the employees and thereby reduces the stress. When the employees builds up a lot of stress because of the fear of retrenchment and also the fear that he/she is not performing up to the expected levels, it is the duty of the organization to open up communication channels and convey to the employees positive options. When the employees come to know that they will be fired shortly, their stress levels will accentuate very badly, not only affecting his/hers’ work but also their personal lives, impacting their entire family. “People are under stress, fearing or suffering loss of employment. Even those you fire could be given the assistance to cope with life after the pink slip. When you see how people choose tragic ends to their lives, you will certainly appreciate the need to prepare people to be flexible in life.” (citehr.com). So, organizations or HRMs or officials from HRD should personally communicate with each one regarding the options that will give them productive exits including optimum golden handshakes, entrepreneurial opportunities, even re-recruitment at a later date, etc. Individual can take step The organized human activity under the structure of organization has to be carried out with precision, for it to succeed. However, precision in organizing or planning cannot be done without the initiatives and the fullest co-operation of the motivated and de-stressed employees. Although, it is the responsibility of the organization to provide a working environment with minimal stress, employees for their part also needs do something at the personal level to de-stress themselves. From the employees’ perspective, stress builds up, when they continuously work without adequate sleep or rest or even a relaxed outing or activity. That is, any employee who works continuously for a longer period with a lot of pressures and stresses would face drop in their motivational levels, affecting their productivity. To correct that problem and pep up their motivation, it would be advisable for the employee to take a well deserved break during the weekends, fun filled outings once in months and visiting faraway tourist spots and indulging in adventures once in a year. As most of the stress is mental, it would be advisable for the employees to relax by indulging in some physical activity daily after the work hours or atleast once in a week. It always works in the opposite, with the employees who indulge in physical activities need to relax by indulging in some mentally relaxing activities like listening to music, seeing comedy videos, etc. All these activities, “recharges” them, de-stresses them and thereby motivates them. “Smart companies know how to manage the tension between celebrating and looking hungrily for next celebrations” (Graham, 2008, p.123). This way, the employees after working optimally for the organization, can de-stress and can come back recharged, contributing even more to the organization. The other thing that can be carried out by the employees to avoid stress is to balance their work life as well family life optimally. The employees or individuals who use internet, E-mails, cellphones, etc to work from home to make their lifestyle easy and control both the work and home always undergo a lot of stress. That is, people who integrate their work and family life are not always happier. Ellen Kossek, a professor of Labor and Industrial Relations at MSU, found that people who create clear cut boundaries between work and life are actually more connected to their families and importantly productive in their works without any stress, than those who integrate their jobs and personal lives. "We need to realize that it is OK to shut work out of our personal lives," said Kossek. "Its intuitive of counter, but spending more time specifically on work may actually help you spend more quality time with your family." Kossek and her collaborators - Professors Susan Eaton of Harvard University and Brenda Lautsch of Simon Fraser University, surveyed 95 supervisors and over 300 of their employees. They studied how separating or integrating work with family obligations impacted workers’ stress levels, happiness, time at work and performance. The survey revealed that managers who integrate tend to have more stress and thus have more work and life conflict than those who separate. "Counter to the popular perception of flexibility allowing people to excel in both their work and personal lives, employees who used portable work were rated lower in performance evaluations by their supervisors," said Kossek. (hrmguide.com 2008). So, to avoid stress, the employees on their own should avoid integrating work and family, and thereby optimally allocate adequate time to each necessity accordingly. Future of stress management What ever is the situation and however is the external environment the employers should always have a stress-free and smooth relationship with their employees. The organizations that really have a problem because of the economic down turn can communicate their inability to pay more compensation to their employees, thereby de-stressing them. It is possible only by proper communication. Having an amicable solution to the HR related problems of stress would help the organization and its employees to feel better and safe. Many organizations even today have not touched the employees’ salaries as part of their retrenchment strategy. They look at other options to cut costs and manage recession. Several multinational companies have successfully done it to perfection. Any activity such as unreasonable targets and thereby putting them in stress should be completely avoided as nobody gains anything out of such tactic. Managers have upper hand these days and really have become dominant. Instead of thinking about how to optimize productivity and thereby effectively overcome financial problems, managers look at the easy way out. (Clark and Lorsch, 2008, p.105). Organizations should be more broad minded and empathetic with the problems of the employees. Organizations should also realize that recession is not eternal. Things are going to change in the near future and when things are bright they need bright people. Once the organizations let go the quality people by putting them under stress, it is never possible for the company to get them back. So, it is in the interest of the employers that such practices should be discarded once and for all, and no organization should take undue advantage of global recession. Instead help people in the organization to understand the situation better. Always demanding and dictating the terms will only result in the degradation of respect, one have for their organization. When the company is doing well, the organization and its managers can play a domineering role, when there is a concern that people were getting complacent. If this done, the dreaded complacency will not enter the organization. But, when the company is in difficulty like the current economic crisis, the organization should avoid dictating and punishing the employees, and thereby putting them under stress. Instead, the managers can become strong and supportive father figure, pointing out to the employees that things were not as bad as they seemed, and that the company had great strengths, which will ensure future success. With this attitude and optimal strategies, employees will have stress-free environment, thereby increasing productivity. “In the past, many managers did exercise tight control over employees. But the field of management is undergoing a revolution that asks manager to do more with less, to engage whole employees, to see change rather than stability as natural, and to inspire...people, to create a truly collaborative and productive workplace (Daft, 2004, p.4). Conclusion The mind of the human is the crucial ‘thing’ that will only make all the humans function and live. So, biologically or emotionally, it is mind of the human, which will make the human ‘work’. The motivated mind will only ‘configure’ the mind as well as the physical body, to function in an optimum way or even ‘push’ them in a maximum way to derive beneficial outputs for the humans themselves as well as the organization. On the other hand, the stressed out mind will ‘shut’ the mind as well as the physical body and will lead to further mental and bodily complications affecting their lives as well as theirs related and associated lives. If a goal is set and the motivation level is heightened by the organization as well as manager, without pushing the workers into a stressful environment, the workers can work in cohesion to achieve success. So, lesser stress levels will translate into higher motivation levels, which in turn translate to higher productivity and growth. And, if all the parts of an organization conduct this way, they can be fully utilized to have ubiquitous presence all over the world for the organization. To control the workplace stress and aggressive conditions is only in the hands of an effective management, which cares for its employees and its business, both. For making your business work better, it is the responsibility of the managerial level to sort out any kind of depressing and intensifying situation that can result in the stress and aggressiveness of the employees. The workplace stressors are the outcome of improper and troubling working conditions. The management should develop a good communication process with the employee so that a friendly and diverse environment is created on a workplace and the employees feel good while working. “Recognise their responsibility in humanisation of organisational environment to make the employees feel that the organisation where they work and spend a large part of their working life is theirs and realise that it is their second family and that they are taken not of, valued and cared for” (Rao, 2004, p.330). Such conditions will result in business promotion and development. When the staff will feel no stress and aggression, the management will also be comfortable because of normal working of the staff members. If they will care for their employees, their employees will care for them and a friendly work atmosphere will be established which will be beneficial for the workers as well as management. Unison of workers into teams, with an urge to usher an organization into top echelons will be successful, if the manager is able to optimally handle the crisis situations. If the managers with their effective managerial skills, efficiently and positively handles the crisis scenarios without putting any stress on the employees, performance of the organization can be optimized manifold and the organization would have a ubiquitous presence all over the world References Armstrong, M, 2004, How to Be an Even Better Manager: A Complete A-Z of Proven Techniques, London: Kogan Page citehr.com, Developing Your Organization During Recession... viewed on April 27, 2010 http://www.citehr.com/137662-developing-your-organization-during- recession.html#ixzz0mCtL8eBd Clark, C R and Lorsch, W J, 2008, Leading from the Board Room, Harvard Business Review, vol.86, no.7. Daft, R L, 2004, Management, Mason: South-Western Cengage Learning Kossek, E.E., Colquitt, J.A., & Noe, R.A. 2001, Caregiving decisions, well-belling, and performance: The effects of place and provider as a function of dependent type and work-family climates, Academy of Management Journal, Vol 44, pp.29-44. hrmguide.com 2008, Most Senior Employees Never Stop Working, viewed on April 27, 2010 http://www.hrmguide.com/worklife/keep_home_work_apart.htm Jones, Graham, 2008, How the Best of the Best get Better and Better, Harvard Business Review, vol.86, no.6. Marzano, R.J et. al. Classroom instruction that works. ASCD Rao, T V, 2004, Performance Management and Appraisal Systems: HR Tools for Global Competitiveness, Thousand Oaks, New Delhi. Read More