‘A positive feeling towards HR initiative taken in an organisation leads to higher employee morale’
Do you really believe in the above hypothesis that a positive feeling of an employee towards the initiative leads to higher morale. There are companies who are doing a good amount initiative to keep the employee happy and motivated but they never see the results. The question is why, where the HR is lacking and why are they failing to keep up the employee’s morale.
Is it because they are not doing good work or they are not discussing with employee about their requirement or is it because these initiatives are not discussed before it is implemented.
This is the topic for my thesis. I would be really glad and appreciate if you can throw some light on this. Your comments will be valuable for proving the above mentioned hypothesis right or wrong.
Thanks & Regards
Shalini
From India, Mumbai
1Do you really believe in the above hypothesis that a positive feeling of an employee towards the initiative leads to higher morale. There are companies who are doing a good amount initiative to keep the employee happy and motivated but they never see the results. The question is why, where the HR is lacking and why are they failing to keep up the employee’s morale.
Is it because they are not doing good work or they are not discussing with employee about their requirement or is it because these initiatives are not discussed before it is implemented.
This is the topic for my thesis. I would be really glad and appreciate if you can throw some light on this. Your comments will be valuable for proving the above mentioned hypothesis right or wrong.
Thanks & Regards
Shalini
From India, Mumbai
Dear Shalini,
No matter wat ever initiatives the HR ppl make, it must be approved by the Senior Management. It is the way they put the things across to the Senior Management - the things they want to happen (employee happiness..positive sense of being a part of the company.. etc etc) can happen.
So ultimately its the CORE ability of the HR member to put these things across to the Management and get their approval in movign forward. If they say no - then its a BIG NO.
Some Senior Mgmnt are ready to listen - some simply dont . . .thats where the HR person has to try his best to convery the message effectively.
From India, Madras
No matter wat ever initiatives the HR ppl make, it must be approved by the Senior Management. It is the way they put the things across to the Senior Management - the things they want to happen (employee happiness..positive sense of being a part of the company.. etc etc) can happen.
So ultimately its the CORE ability of the HR member to put these things across to the Management and get their approval in movign forward. If they say no - then its a BIG NO.
Some Senior Mgmnt are ready to listen - some simply dont . . .thats where the HR person has to try his best to convery the message effectively.
From India, Madras
Ravi: If HR ppl are not serious abt employee well being... then u have termed the person 's designation wrong. He/she is not an HR person at all.
From India, Madras
From India, Madras
the company where i work encourages change and improvement in prevailing practices. my boss believes that we have all our routine tasks to do, but its the initiatives we take or changes we suggest will make the system more effcient. we are graded better for taking initiatives.
From Pakistan, Multan
From Pakistan, Multan
I absolutely agree that “ A positive feeling towards HR initiative taken in an organisation leads to higher employee morale’
First and foremost to keep employees motivated it is the responsibility of HR to communicate clearly with the employees, listen patiently to their concern and address tactfully .
I do agree that there are times when initiatives taken by HR are not approved by the management due to some reason or the other. Here comes the role of true HR professional where communication plays a vital role, HR professional should understand why the management has disapproved and logically communicate to the employees the reason for disapproval and convince the employees that it is not the case that the management or HR is not thinking in align with the employees but certain constrains brings situations to a standstill. I am sure the employees will understand and will take it positively. There will be very less percentage who would not be convinced ---- here attitude comes into picture which needs to be addressed.
One more point I would like to state as quoted by Ravi that “hr people are never serious about employees well being” then in that case they donot deserve to be in this profession HR are even human and employees too.
Anita
From India, New Delhi
First and foremost to keep employees motivated it is the responsibility of HR to communicate clearly with the employees, listen patiently to their concern and address tactfully .
I do agree that there are times when initiatives taken by HR are not approved by the management due to some reason or the other. Here comes the role of true HR professional where communication plays a vital role, HR professional should understand why the management has disapproved and logically communicate to the employees the reason for disapproval and convince the employees that it is not the case that the management or HR is not thinking in align with the employees but certain constrains brings situations to a standstill. I am sure the employees will understand and will take it positively. There will be very less percentage who would not be convinced ---- here attitude comes into picture which needs to be addressed.
One more point I would like to state as quoted by Ravi that “hr people are never serious about employees well being” then in that case they donot deserve to be in this profession HR are even human and employees too.
Anita
From India, New Delhi
I will give a simple example which by which i was highly motivated due to HR initiative taken by my companies CEO.
It was in the beginning of year 2008, I worked with a manufacturing company. One day I was working quite late and trying to finish salary processing for that month before leaving for the day. The CEO, just passed by and saw me. Five minutes back, he came back to my desk and said ,”Hi Bipin, why are you working so late today?” The rest was a normal chit chat.
This incident left me highly motivated for many months to come. I was amazed by the fact that my CEO knew me by name, while I was merely a grass-root level executive, almost a nobody in the organization which was 500 big. Sometimes later I discussed this incident with my manager and he revealed that on seeing me working so late,CEO has called him just to ask my name.
So you guys can imagine if we HR ppl get motivated with small initiatives like then why cant our employees.......
From India, Calicut
It was in the beginning of year 2008, I worked with a manufacturing company. One day I was working quite late and trying to finish salary processing for that month before leaving for the day. The CEO, just passed by and saw me. Five minutes back, he came back to my desk and said ,”Hi Bipin, why are you working so late today?” The rest was a normal chit chat.
This incident left me highly motivated for many months to come. I was amazed by the fact that my CEO knew me by name, while I was merely a grass-root level executive, almost a nobody in the organization which was 500 big. Sometimes later I discussed this incident with my manager and he revealed that on seeing me working so late,CEO has called him just to ask my name.
So you guys can imagine if we HR ppl get motivated with small initiatives like then why cant our employees.......
From India, Calicut
Yes, I agree with you Bipin. I am heading the learning and development unit of the SC Malaysia. I start work at 6.45pm and leave at about 8pm. My boss knows that I work late not simply to clock in long hours but due to numerous projects. She commends favourably at meetings and this is indeed a morale booster. A pat on the shoulder or kind words from our bosses make us go the extra mile:icon1:
From Malaysia, Petaling Jaya
From Malaysia, Petaling Jaya
Thanks a ton.
But dont you think so that its very important that employees should feel positive and should have faith on the HR w.r.t whatever initiatives they are taking is for the benefit of the employees. Because if the employee do not see a positive outlook, he/ she will never feel motivated.
So here again we have 2 sides to look at. First, is it important to manage employees thought well or second, is it important to manage HR initiatives well
Please do comment :)
But dont you think so that its very important that employees should feel positive and should have faith on the HR w.r.t whatever initiatives they are taking is for the benefit of the employees. Because if the employee do not see a positive outlook, he/ she will never feel motivated.
So here again we have 2 sides to look at. First, is it important to manage employees thought well or second, is it important to manage HR initiatives well
Please do comment :)
From India, Mumbai
Shalini... I know what u r trying to focus at.
first of all - corporates require an orientation on HR and the value addition. Sometimes its merely seen as something which can be easily done away with. PPl are more focused on production - so there is a high respect and value for those in production lines (or related fields)..but they forget that "the function that values ppl" shuld also be give equal importance.
So in this case I would say - We shuld manage the thoughts of the corporate well.
But:
Its not just enough to invite ppl for dinner and give them a glass of water to fill their stomach.
:icon10: :icon10: In case u have not understood wat I meant from the above... its just that - after orienting the corporate and helping them THINK in the right way, we cannot just offer poor HR services....... So HR initiatives must also be managed well, and the purpose of the initiative must have a clear objective - linked to the vision of the company.
So here - I would say HR initiatives shuld be managed well.
If u ask me to prioritize: it would be like -
first : Manage Employee / owner thoughts
Second: Manage HR initiatives
Becuase in my previous experience, I have seen that employees just underestimate the HRs work/profession. So no matter wat ever we try to do - they just spread a negative message saying - "another corporate game to cheat us!" So the mindset must be first changed... along with it - the initiatives taken from the HR end, should create an atmposhere for managing these thoughts well. Else it would be collapse!
From India, Madras
first of all - corporates require an orientation on HR and the value addition. Sometimes its merely seen as something which can be easily done away with. PPl are more focused on production - so there is a high respect and value for those in production lines (or related fields)..but they forget that "the function that values ppl" shuld also be give equal importance.
So in this case I would say - We shuld manage the thoughts of the corporate well.
But:
Its not just enough to invite ppl for dinner and give them a glass of water to fill their stomach.
:icon10: :icon10: In case u have not understood wat I meant from the above... its just that - after orienting the corporate and helping them THINK in the right way, we cannot just offer poor HR services....... So HR initiatives must also be managed well, and the purpose of the initiative must have a clear objective - linked to the vision of the company.
So here - I would say HR initiatives shuld be managed well.
If u ask me to prioritize: it would be like -
first : Manage Employee / owner thoughts
Second: Manage HR initiatives
Becuase in my previous experience, I have seen that employees just underestimate the HRs work/profession. So no matter wat ever we try to do - they just spread a negative message saying - "another corporate game to cheat us!" So the mindset must be first changed... along with it - the initiatives taken from the HR end, should create an atmposhere for managing these thoughts well. Else it would be collapse!
From India, Madras
Hi Shalini,
We are an HR person, we always keep people first. Our service is for the intra organizational people only. We know that management apply authoritative approach but it matters that how you are presenting your people interest in front of them.
Shalini, employee feel motivated on consideration of their issue also. As in my organization we used to have the policy of Second Saturday as a full day off then later we have amended the policy and make every saturday as a Half day policy. We got so many apprehensive and awful mail as well responses. So, what we did, we have forwarded all that mails to the management for the second thought. Lastly our effort and management's second consideration motivated them and they have adopted this change very beautifully.
So, all would like to recapitulate it by saying that pinch of initiative of HR person can also lead to motivation.
Bipin is right we can give them affiliation, send them appreciation mails and recognize their effort. This work will cost us nothing but would be helpful for them.
Kindly provide your feedback on the above matter.:-P
Regards,
Rachna
From India, Delhi
We are an HR person, we always keep people first. Our service is for the intra organizational people only. We know that management apply authoritative approach but it matters that how you are presenting your people interest in front of them.
Shalini, employee feel motivated on consideration of their issue also. As in my organization we used to have the policy of Second Saturday as a full day off then later we have amended the policy and make every saturday as a Half day policy. We got so many apprehensive and awful mail as well responses. So, what we did, we have forwarded all that mails to the management for the second thought. Lastly our effort and management's second consideration motivated them and they have adopted this change very beautifully.
So, all would like to recapitulate it by saying that pinch of initiative of HR person can also lead to motivation.
Bipin is right we can give them affiliation, send them appreciation mails and recognize their effort. This work will cost us nothing but would be helpful for them.
Kindly provide your feedback on the above matter.:-P
Regards,
Rachna
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt