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7/30/2019 Inttroduction Contempory

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Introduction

Human is the main resource in an organization. Without human, an organization

cannot succeed their goal. Almost all the company are facing problem created by human. In

order to overcome this kind of problems human resource management plays a big role in an

organization. They have the toughest duties of a manager since human have different kind of

attitudes, values, aspirations, motivations, assumptions, psychology and life goals.

Looking at todays world, managerial level employees have to be up to date with the

current situation. This will help them to ensure what kind of training and specific skill that

needed by the lower level employees. At the same time, it will help their staff to be ready for

the technological changes.

Human resource management have a lot of roles to fulfil. They are not just a

department who take care`s of companies recruitment and their labour. They also can be

called as a guardian of an organization. Besides that they also will ensure that, the

organization is right on track and ensure that they will reach their goal. Human resource

management can be said as a key asset of the organisation. Even the Ministry of Labour, ask

human resource management to promote harmony at the workplace so that there will be a

healthy working style environment. This will make the employees to feel comfortable to do

their job. At the same time job hunters and seekers will find such an organisation to work.

Human resource employees need to know how to deal with stress, managing the

emotion of the employees and also need to know how work life balance. The success or

failure of an organisation it all depends on HR. Human resource management should have the

capability, integrity and professionalism in order to succeed in the ever changing

environment ( Mustapha Tannir O.G.E.R.O 2007).


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Dealing with stress through wellbeing

Stress is an unavoidable part of modern living comes from a simple event such as

crossing the road. So it is very common when a worker or employee having stress in an

organization. There are two types of stress that we need to know, Eustress and Distress.

Eustress is a positive stress and Distress is a negative stress. Eustress is caused by continuous

success and when expectations become higher. Distress is caused due to failure,

disappointment, failure, threats, embarrassment and other negative experience (R. Dhanapal

V. Ranjith Kumar, M. Ramachandran, and S. Sathish Ram, WCE 20011).

Figure 1: Eustress and Distress

Working system and style always changes around to be compatible with the system an

employee must always be aware with the current situation of the working environment. When

changes happening around it means the employee or staff need to change their working style

too. At the same time workload at their working place will start to be more than usual, new

kind of system need to be learnt by the employees in short time. This kind of situation is a

common thing that will always make the staff or employee to feel stress said by Christian

Pross and Sonja Schweitzer.

There are few other things also makes workers to go under stress in organisation. For

example, require the employees to work longer hours. Every human being has different kind


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of emotion and some of them cannot really work for longer hours. When they are forced to

work longer hours, some of them will get tired and from there they will start to feel stress.

Besides working longer hours, some of the employees might have personal problem. For

example having problem in working environment or having problem at their home. This kind

of situation also can make an employee to feel stress and therefore de-motivated.

Furthermore, selecting a wrong person to a particular job can cause delay of time at the same

time the employee will face difficulty and discomfort. This is because the employee may not

have experience with job that given by the organization. These are the common things that

will make an employee to go stress. When an employee goes under stress, it will affect the

organization at the same time. For an example absenteeism rate will increase at the same time

turnover rate will increase too. Accident at the work place also may happen. This will affect

the companies productivity and image.

So as a human resource employee, we need to know how to deal with this situation at

the same time find a salutation to minimize level of stress. There is little way we can use to

avoid this kind of problem, for example as HR we should analyze the skill level of the

employee first. Maybe we can use SWOAT analysis method to analyze their skill. By doing

this we can know the capability and their knowledge of work of an employee. This will help

us to know whether he or she needs training or not. Creating friendly environment at thework place also may reduce stress. The most important thing is upper level management must

always communicate with the lower level management. This will help the organization to

know the need of the employees and may reduce level of stress.


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Managing the Emotions of Employees

An emotion is a feeling that an individual could experience. This is a part and parcel

of life that each person will endure in their life. There are three stages of emotions that one

will undergo in their workplace (Michelle King). Firstly, is discrete, short- lived emotion

such as joy, anger, fear and hatred? Then, are moods, which are longer lasting feelings and

not necessarily tied to any particular reason. Last but not least is dispositional or called as

personality traits which define overall approach to life. All three types of manner can be

contagious and apparently will have impact in ones life.

Figure 2 Emotions

Emotion plays a big role in working environment. All human being have different

kind of attitude and physical. We cant judge a person emotion by seeing them. We can only

know them when we are communicating each other. Some people do not exactly show their

real emotion, they prefer to pretend as they are normal. These kinds of people are really

dangerous in working environment. Sometimes it may turn to a positive outcome to the

organisation but if its turn to be negative, than the organisation will face lots of problem. Foran example absenteeism rate will increase, turnover rate will increase; there will not be


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quality productivity in the company at the same time the working environment will be not

healthy. Situation like this can bring bad reputation towards the company. Job seekers and

hunters will not apply job to this kind of organisation. They will be scared that, they might

have conflict with their working pears or having other kind of problem.

In order to minimize this kind of negative emotions problem in an organization, we

have to come up with a solution to help this kind of employees that have problem. One of the

ways is by having EAP (Employee Assistance Program). Program like this will help the

employees to share and manage themselves. Other than that, employees always get frustrated

or tension when they are not equally or fairly treated. The upper level management must

always remember that, they must not be bias. At the same time, they must always have direct

communication with the employees. If there is aproblem with an employees attitude, higher

level management must not have a discussion at open working area. They should always have

a close door discussion, so may make the employee feel embarrass in front of his or her

colleagues. By doing this the employee will share more things and feel more comfortable to

discuss.

Other way that an organization can do is to have an open door policy among all

management staff. This may help the organisation to know, why they are not productive.

Besides that, having a roundtable discussion with the employees will be an effective way to

know their problems. This kind of discussion will give chance for them to pour out their

feelings. It may help to reduce their negative emotion towards the organisation. Another

effective way is have a weekend activities among co-workers like rock climbing, bowling,

hiking or other activities that promote togetherness and conversation.

An organization also can use AET (Affective Event Theory) to know in detail about

their employees. AET is model founded by organizational psychologist Howard M.Weiss and

Russell Cropanzanno. The reason to find this theory is to explain how emotion and moods

influence job performance and job satisfaction. It explains the linkages between employee

internal influence and their reaction towards the incident that occur at their working place. At

the same time, we can also know the employees performance, organizational commitment

and job satisfaction were affected or not. Managing employees emotion is one of the hardest

jobs for an organization. This kind solution may help the organization to minimize the

problem.


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Ensuring Work Life Balance is fair for All Employees

Choose a job you like and you will never have to work a day in life has been quoted

by the great philosopher, Confucius during (551-479 BC). This shows even folks during

those past centuries have given prime priorities in ensuring work life balance generally.

Narrowing down to work life balance, it shows that it has to be fairly applied for all employee

across the nation as it is said to be an interaction between salaried work and auxiliary

activities which are unpaid work in families and the community, leisure, and personal

development too. Besides above interpretation of work life balance, it also matters about

creating a gratifying work culture where the promising tension between work and alternative

quantum of peoples lives is compromisingly attenuated. Practicing the 'exact' combo of

participation in salaried work and other aspects of their lives will facilitate them in

maintaining a balanced healthy lifestyle in their daily life. This blend will not remain

constant, but may expose to manipulation and fluctuation over the time.

In depth, work life balance is rounded by numerous distinguished principles which

administer employees the dexterity to uphold their responsibilities internally and externally of

work while developing self worth and self respect. These principles can be made into practice

by assorted ways.

First and foremost, flexibility in work environment should be largely enforced by

organizations fairly among all employees. Practicing flexibility in most organizations is not

easy but putting it into compromising test is much reliable as they can assuage their out of

work obligations. For an instance leaving their office early to fetch their kids from school,

allowing employees to work from home via Internet when employees are exposed to home

responsibilities like construction at home, baby sitting ill elderly ones at home and etc.

Perhaps necessity of work life balance is merely not something that you can add an actual

number to as it solely depends on the time requirement of personal life as far as professional

life investment. Flexibility at work place and home can assure a professional time and life

management by all working adults if it is practiced often.

Achievement is a component in work life balance in an employees life as well. The

existence of balance between life and work will simultaneously result in achieving success in

their profession. As mentioned above, achievement can only be attained if the employee is


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able to perform satisfyingly, internally and externally of work where this effort will be bear

fruits of performance achievement both internal and external reasons of work. Through this,

an employee can design their own doom aligned with work life balance in achieving balance

in home and carrier as well.

Moreover, enjoyment is also classified as a component involved in work life balance.

Enjoyment is described as a particular source of pleasure that employees can carry out to

make work life applicable in their daily life. Applying enjoyment will ensure continues

success as employees will be able to work in an ambience that they will not only succeed but

also enjoy their success. Hence, productive work can be hands on if an employee enjoys work

n life as one dot. Happy employees are always able to produce outstanding performances

through elevated energy level which is said to be an added advantage to maintain to the

organizations profit elevator which the employee is attached too. The employee itself has

always been a valuable asset to the organization upon recruitment.

Norms of life has never been neglected regardless in any occurrence of life as pros

and cons are parts and partials of life. This norm is also apropos to the work life balance. The

advantages of applying and practicing work life balance will lead to elevated work

endowment, low turnover rate, increased employee loyalty, establishment of more enjoyable

work environment, more creative and innovative ideas of employees, and so forth. These

claimed pros of practicing work life balance will assure higher competitive benefit which

enables the organization to meet the objectives, goals, vision and mission of the organization.

On the other hand, the most significant disadvantage is the effort evolved in setting up the

appropriate work life balance practices such as, allowing an employee to work from home via

Internet is practical but upon identifying any errors in the work compilation a superior will

not be able to have personal communication with the responsible employee as reel

communication (via telecommunication mode) is ineffective compared to real

communication (face to face in person communication). This will somehow decrease the

productivity of the organization.

Few approaches have been indentified to promote work life balance in lives of all

employees which are through educational policies and leave policies. Educational policies

enable entitled employees to further their education which are within the organizat ions

scheme. Examples of educational schemes are conflict management, business strategy and

etc. Meanwhile, leave policies are policies which ensure benefits to the employees while on


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certain leaves such as, paid leave for pregnancy, family tragedy and more. Those two

approaches will more or less help in applying work life balance in a more stable manner.

Organizations should also eliminate certain habits in practice which are instead being work

load oriented, organizations should be more client oriented. Despite, prioritizing end result

should also be eliminated as an option to promote healthy work life balance. Concentrating

more on end result will not balance work and life as the first placement will always be given

to the work. Therefore, listed approaches as above will definitely promote a healthy work life

balance.

In sum, work life balance has to be made into habit and followed by practices to

generate a healthy work and life environment. Cultivating work life balance will ensure a

more productive employee, organization and last but not least the nation too.


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Summary

Shaping human resource management in an organisation involves all the matters

above. In order to be a profitable organisation, today an organisation should start looking into

their human resource management. Employees are the organisations assets and they are

taken care by the human resource in an organisation. If the quality of the assets deteriorates,

human resource management is to be blamed. Human resource management needs to handle

the employees in the way that the employees like it to be. They should conduct seminars for

the managers, so that the managers will know how to handle their team. This is very

important because the managers are the one closer to the employees in their department. If

every single aspect of the work place is being taken care the employees will feel at home at

their work place and they will not feel the work stress. Work life balance is important, human

resource management should be aware of this and implement it. There should be any gender

discrimination, where the bosses are only male and the female employees will not get

promoted. There should be proper appraisal conducted. The organisation should always have

gatherings and activities to know more about their employees. In this way, the employees will

feel that they are giving priority rather than only focusing on productivity of the organisation.

This will lead to increase in productivity or profit of the company, decrease in turnover rates

and absenteeism also will reduce. Managing emotions of employees is another importantaspect and many of them as neglected this in an organisation. If it is a positive emotion, there

would not be a problem for the organisation and if it is a negative emotion, the human

resource should look into the matter. Human resource management should closely

communicate with the employees with emotions problems and if needed they should be given

counselling. To avoid these things to happen, from time to time the human resource

management should organize motivation talks for the employees to have positive energy. All

these matter shows how important is Human Resource Management in an organisation, they

are the only one who can help an organisation to face globalization challenges and save the

organisations assets.

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