Human Resource project - Essay Example

Tom Blandi was quoted as having said that “our attitude control our lives. Attitudes are a secret power working twenty four hours a day, for good orbad. It is of paramount importance that we know how to harness and control this great force.” This wisdom can sum up all issues in any organization or anybody, for that matter, if success is the ultimate goal. Attitude or behavior is the manifestation of emotional intelligence, which is defined by Dr. Laura Belsten , owner and executive coach with the CEO Partnership, “as the ability to be aware of our own emotions and those of others, in the moment, and to use that information to manage ourselves and manage our relationships optimally.

” The level of emotional intelligence that one possesses can create negative or positive impact, on the owner of a company, on the company’s managers, personnel and even customers. If any organization becomes luckier in overturning the negative impact into positive, undoubtedly, success will be easily attainable. A negative behavior may be demonstrated by creating fear, stress, frustration, and anger. It can limit risk-taking and creativity. It can de-motivate, drain energy and discourage communications.

All these will be translated into a negative impact that will become apparent through the reduction in productivity, an onset of discontent, increased stress in the workplace, diminished teamwork, faster turnover, and the organization may be viewed by the customers with a negative image. It would be a comparative advantage for any organization to promote a more positive outlook within the company, and more effectively, to be able to detect the obvious negative impact and overturn them into positive attributes.

Positive behaviors like affording support on teamwork, creativity and risk-taking must be reinforced. Commendable traits such as motivating, confidence-building, open communication and productivity-conscious are to be enhanced. Through these efforts, positive impact shall be assured of, and can only lead to positive work environments, personal growth, favorable productivity, customer satisfaction and a more positive image in the eyes of the customers, and naturally, profits. If the members of an organization are lacking in emotional intelligence, management should not ignore this, because it will be to their detriment.

The first step which may not be that easy, is to recognize the unfavorable behavior, and the underlying reasons behind such undesirable trait. Once it is decided that the problem can be helped, the only solution is to talk to the individual or group about the effects of their negative behavior, and make them accept that they are causing hostilities or destroying the positive forces in the workplace. They may be required to undergo counseling and regular team-building seminars can help. It is essential that they acknowledge with acceptance and humility, because only then will there be willingness to change and improve.

If they refuse to settle the differences, then management has every right to take the most drastic step of terminating them, because instituting negative impact should not be tolerated at all. It must not be forgotten, that the best thing about emotional intelligence is that it can be learned and changed. In addition to enhancing the emotional intelligence of everyone concerned in the organization, there are twelve elements for effective managing that should be emphasized. Job clarity should not be ignored, because this is the way to set the direction for every employee, when what is expected of them is more explicit.

Their duties and function should be formally relayed to them in writing. Availability of materials and updated equipment should be ensured, otherwise, the productivity will be limited. Everyone has a unique talent, and harnessing each one’s strength to be fitting to the job assigned will certainly result into a happier worker. There is no substitute for recognition and praise when inspiring people. Caring and mentoring for other people in the workplace, which are the fifth and the sixth elements entail concern and interest in the well-being of the person.

It cannot hurt the manager if he has to apologize to a subordinate, because it only shows his humility, which would be taken well by the people under him. Nobody has a monopoly of ideas, thus, the valid opinions of the employees should count, and not to be set aside as insignificant. This can translate to a deeper loyalty, not only from the employees but definitely with the customers, when management will listen to their feedback. When it is clear, the employees can be easily connected to a more noble purpose of management, that will be worded in its mission statement.

Commitment on quality of work can best be achieved when there is consistency on the part of the manager in eliciting fair performance from everyone, and not to ignore those who shows timidity by passing on the burdens to his fellow workers. A worker can be inspired to be more productive when he feels he has a best friend at work, and also when he is regularly given an encouraging observation regarding his progress, and last but not the least, all workers should be given the chance to learn new things, and thereby allowing them to grow within the company.

Out of the twelve elements for great managing, the three most important are job clarity, matching strengths to jobs and connection to a noble purpose. Establishing an attainable direction is the only way to success. When these three will be satisfactorily fulfilled, the other nine elements will be placed in its proper perspective in a natural course. If management will be unmindful of the importance of the three elements mentioned, then an organization will be along the road of failure. There will be no need to praise anybody or be given opportunity to grow, because the absence of the three elements deemed to be important, will always result into lower self-esteem, stress and minimal productivity.

As a manager, it would do well to recommend that the mission statement of the organization will be posted in strategic places to serve as a constant reminder to all, and that they should be adopted into actual daily routine. There are many factors that can cause stress. When an employee is given a job that is not in line with his interest or expertise, it can be stressful for him. When a worker is troubled with economic problems, stress will definitely set in. When the workplace is not conducive for job purposes, the employer shows unfair treatment of the team members, and when there is no communication within the organization, stress will be present.

Stress is the emotional or intellectual tension that speeds up heart rate and raises blood pressure. Stress happens all the time, coping with it is an individual matter. Stress is manifested in the unhappy disposition that the employee shows, when productivity is low and focus on performance is missing. Management should be able to communicate within twenty four hours with the employee, to elicit the reasons causing the stress. It would be better that the employee will be the one to assess his predicament and admit that he is in a stressful situation and that he needs help, otherwise management will not be able to help to let go of the stress.

Management should offer an alternative course of action that can possibly eliminate the stress that is eating up a worker, or else, the stress will contaminate the others and will extend up to the manager, which is not good for business. One helpful factor that cannot be done away with, to ensure higher productivity is by giving feedbacks about the performance of the employees. Feedback is a direct or indirect expression of observation of a worker, in this case, that may be good or bad. In most cases, a worker is fearful of asking for feedback, hence, usually resorts to procrastination, brooding and self-sabotage.

The aim of feedback is for someone to implement change, usually for the better, when the feedback is negative. The best way to offer feedback is to be constructive about it, with reference to the future performance. When giving feedback, management would do well if the good qualities of the worker will be expounded first, before telling him that in the future, he should change something in his attitude or in his performance. Allow the individual to internalize the given feedback, and aid him to appreciate the benefits of improving and the consequences of not improving.

Feedback should be specific and not generalized, by stating the dates and names involved in the situation on which the feedback was based upon, to be clear that the character of the person is not being attacked, but it should only be the performance or the behavior. When giving a negative feedback that may elicit an unhappy reaction, one should not be derailed by making the person forget about the feedback. There should be focus on the aim of helping the worker improve. After the feedback had been given, a regular follow up is necessary, if indeed what had been discussed was absorbed and put into practice.

The most effective method is, aside from the feedback to be relayed regularly over a period of one year, at the end of the year, based on a prepared criteria for evaluation, the employee will first assess his own performance, to be concurred by his immediate superior and to be validated by a committee. Five career essentials important for the success of the organization shall be tackled. They are: attitude, relationships, results, expertise and network. They can all be self-explanatory, in the sense that they are all required of any work endeavor.

But the most relevant and useful factor for career advancement is result. One should never settle for substandard outputs, by being slack and a procrastinator. There is so much room for improvement in bringing about excellent and superior results, and this calls for the right attitude, appreciation of work relationships, recognizing one’s strengths and the creation of professional networks. Getting results is the ultimate goal of any organization. Now is the time to end procrastination, but on a long-term basis, working hard and focus on further career growth will be attained within a period of five years.