Harvard Reflection Paper - Job Sculpting - Essay Example

Job Sculpting affiliation Job Sculpting Harvard Business Review is known for their educational publications. They mostly focus on Business and Entrepreneurship. In this publication, the authors are providing tips on how to retain a talented workforce. The authors of this publication are talented in writing on human resource management. Timothy Butler has been a business author and mostly focused on employee retaining and motivation. In this case, the author used their expertise to put together a piece aimed at both searching for talented employees and retaining talented employees in an organization.

James Waldroop on the other hand, is a business school graduate with expertise in entrepreneurship and human resource management. The experience of the two authors was relevant to write on human resource management. From the publication, I learnt that every person has the power of having an employee expertise required by an organization. I learnt that like everyone else I have the urge of having the opportunity of serving in the top management of an organization. The difference is that some people have the required expertise while others lack the level of education required (Harvard Business School Press, 2008).

However, this does not hinder people from having a dream. It is human nature that we want to be the chief commanding officer in any organization. Not just for the job description but for the rewards that come with it. Every human has the hope and faith that they will be successful in life. The human nature is fashioned in a manner that it is never satisfied with its current achievements. The urge of having more makes the world competitive and developing. According to Harvard Business Review (2011) all humans under an organization have the hop e that one day they will move a step from their current job description.

Job sculpting revolves around human nature, and the will of individuals to succeed. The will of individuals to succeed creates the difference in the way employees are devoted to their work. When sourcing for employees, personal will to succeed should be considered as an added advantage. In an argument by Harvard Business School Press (2006) personal attributes should make the most of the requirement needed by employers. In terms of retaining employees, employers should satisfy the employee need for rewards and incentives.

Rewards and incentives make employees more inclined to working and achieving an organizations goal. In any organizational setting, employees are required to be devoted to achieving the goals of the organization. It is ethical that employees give their all to ensure that an organization reaches full potential. According to Schermerhorn (2009) until the termination of a contract an employee has a duty of using their 100% potential for the benefit of the organization. This is commonly referred to as living out your faith in an organization setting.

However, as much it is required of employees to be devoted to an organization, employers should provide comfortable and reasonable working conditions for employees to reach full potential. ReferencesHarvard Business Review. (2011). Harvard Business Review on Finding & Keeping the Best People. Boston, MA: Harvard Business Press.Harvard Business School Press. (2006). Performance Management: Measure and Improve The Effectiveness of Your Employees. Boston, MA: Harvard Business Press------------------------ (2008).

Shaping Your Career: Expert Solutions to Everyday Challenges. Boston, MA: Harvard Business PressSchemerhorn, J. (2009). Management. New York: John Wiley & Sons.