Many business models and strategies underscore the role of the employee in products or service processes and delivery. However, many organizations do not pursue consistently and genuinely a system of employee worth that demonstrates that they matter (Healthcare Registration, 2013). The nature of organizational leadership contributes significantly to the culture within the organization. One has observed disparity in personnel promotion, compensation, and decision-making, especially in the issue of work breaks. Here, words and actions do not seem to signify that employees matter compared to the firm’s profit margin. It reveals a top-down structure that seems not to value the contributions of staff at the lower level. Many have worked in this organization for some years without any form of training and a compensation plan. In this firm, favoritism and lack of team celebration are common pitfalls noticed, especially at the lower level. This group in the production process is the generator of what the customer receives, and they contribute to the bottom-line. Thus, valuing them will translate into growth, profitability, sustainability, employee and customer satisfaction. The organizational bottom-line is not reflective of the strategic plans and goals set by the organization. It is my view that a critical look at employee worth, contribution, and appreciation will likely change the bottom-line and increase the market share of the firm.
It is crucial to develop an organizational culture that gives people a sense of worth and motivation. Internally, when employees perceive and understand that their employer values them, they will likely improve their performance and emotional engagement (Healthcare Registration, 2013). Employees will feel satisfied and committed to their work when they know they are “making progress on meaningful work” (Amabile & Kramer, 2011, n.p). Meaningful work
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Solution Recommendations
The difference between highly motivated employees and those that lack motivation falls within the purview of leaders and managers. The recommendation for the aforementioned, favoritism, lack of team celebration, and employee burnout is to create a culture of care and motivation for all personnel. The organization needs to celebrate every success. Also, it needs to introduce a policy of equal accountability and appreciation. The absence of promotion, pay increment, and training will in the long-term impact negatively on the overall performance of the organization. Creativity, mental and physical energy is generated in an environment where individuals are valued (Healthcare Registration, 2013). The management should consider introducing leadership training on the subject of employee value and appreciation. A well-structured compensation and staffing plan that celebrates each employee’s positive contribution to the organization should be incorporated into the organization's policy. High productivity, creativity, and emotional engagement happen in a culture of care, communication, and acknowledgment of individual contributions to the firm.
Expected Outcomes
The expected outcomes shall be in the areas of a high degree of equality, sense of belonging, and productivity. The leadership training shall be evaluated to know the trickle-down effect of its implementation. The focus of the training is to create a culture where leaders will lead by example. An employee assessment of how they perceive the compensation plan implementation is critical, with emphasis on the level of favoritism. Also, the performance of the employees is expected to improve following improved communication and introduction of equality strategy. The implementation of the strategy and training plan will result in a motivated workforce where everyone is valued and given equal treatment and opportunity. This approach will likely translate into high performance, profitability, employee and customer satisfaction.
References
Amabile, T., & Kramer, S. (2011). Valuing Your Most Valuable Assets. Harvard Business Review . Retrieved from https://hbr.org/2011/10/valuing-your-most-valuable .
Healthcare Registration. (2013). The Value of Valuing Employees. pdf
