EMPLOYEE PERSONAL ACHIEVEMENTS AND EMPLOYEE RELATIONS

EMPLOYEE PERSONAL ACHIEVEMENTS

"Employee personal Achievements depends on the person, and it different from each other, and there is no proper measurement to measure the extent of needs and wants commonly"

As Ebraham Maslow indicates, the human needs can be organised into a clear hierarchy that consists Five different needs.

 

HOW MASLOW'S THEORY EFFECT TO THE EMPLOYMENT?

In terms of Employment,  different employee has different needs according to the level of Employment. it can varies employee to employee. While Executive employee looking for to achieve esteem needs, Operation employee can be looking in to fulfil Safety needs. In the same way, Employer's expectation also being different compared to the Employee expectations.  

T Singh, MP Behera ( 2016) indicates that Employee expectation divides in to two needs level calling deficiency needs and Growth needs. Management first make sure Employees to fill the Deficiency needs that involved with Safe work environment and proper wages. When Management fails to fulfil it, Employee frustration and poorer performance can be caused affecting to the Business operation.

Simona Cătălina ȘTEFAN Ștefan Cătălin POPA Cătălina Florentina ALBU (2020)Simona Cătălina ȘTEFAN Ștefan Cătălin POPA Cătălina Florentina ALBU (2020) says that Higher level employee performance merely associate with fulfilment of High needs based on Esteemed and self actualization needs.

Maslow's hierarchy of needs may still have broad applicability in the business world, at least one aspect of each, salary as a hygiene factor (Herzberg) and esteem as a lower order need than self-actualization (Joseph E. Gawel 2019)

EMPLOYEE ACHIEVEMENTS HELP EMPLOYEE RELATIONS?

When Employees achieving their personal goals, it shows the personal success been achieved as a person. Personal achievements can be different according to the mode of achievement. Those achievements can be Academic, Professional, Educational, Community, Health and fitness or any other achievement that make value addition to the person. If these personal achievements make Organizational brand and Goodwill up, It'll definitely add an extra value to the Organization, and this can be a reason to improve employee relations as well.

In General, Employee relations has a pluralism perspectives as Employer and Employee expectations different with each other. While Employee working for maximize personal benefits, Employer working for maximize the Organizational benefits. Even though, Employer and Employee can work together to achieve a single objective without having any conflict of interest which is a rear incident.

COMBINATION OF EMPLOYEE ACHIEVEMENT AND EMPLOYEE RELATIONS ?

When an Organization has an Appreciation culture that values Employees' personal achievements like its own achievements, offering Rewards and Recognition, it'll definitely be a factor that create an Employee relations between employer and employee, Finally, This relationship makes Organizational performance up having motivated staff members in the force.

Modern Business Organizations are widely following the Rewards and Recognition concept encouraging Employees to achieve their Academic and professional goals, offering Promotion, Salary increments against each level of success to keep them on Board. This practice creates well educated and experience work  force to the Organization.

PERSONAL REFLECTION AND CONCLUSION

Employee Achievements has both direct indirect impacts to the Employee relations. When Employer positively respond on Employees' personal achievements, Employee relations concept come up, and it saves long term and Loyal Employee to the Organization at the end.

References

T Singh, MP Behera ( 2016),” Application of the Maslow's hierarchy of need theory: Impacts and implications on employee's career stages”,Volume 07- Issue 02, Page 43-52, available at: https://www.indianjournals.com/ijor.aspx?target=ijor:tdj&volume=7&issue=2&article=001

Ayesha Hanif, Islamabad, Pakistan, Wajiha Khalid, Dr. Tahir Nawaz Khan (2013),” Relating Maslow’s Hierarchy of Needs with Employee Turnover and Retention: Case Study of Local Telco”, Vol. 3, No. 2, International Journal of Human Resource Studies, available at: https://citeseerx.ist.psu.edu/document?repid=rep1&type=pdf&doi=a8b89cc7ca1321f93b27f71749f03ff3e3e99d76

Simona Cătălina ȘTEFAN Ștefan Cătălin POPA Cătălina Florentina ALBU (2020), “Implications of maslow’s hierarchy of needs theory on healthcare employees’ performance”, available at: https://www.rtsa.ro/tras/index.php/tras/article/viewFile/624/612

Drakopoulos, Stavros A. and Grimani, Katerina (2013), “Maslow’s Needs Hierarchy and the Effect of Income on Happiness Levels”, Online at: https://mpra.ub.uni-muenchen.de/50987/

Joseph E. Gawel (2019), “Practical Assessment, Research, and Evaluation Practical Assess”, Herzberg's Theory of Motivation and Maslow's Hierarchy of Needs, Volume 5 Volume5,1996-1997,Article11 available at: https://scholarworks.umass.edu/cgi/viewcontent.cgi?article=1066&context=pare