Employee a Key Part of Business

An Entrepreneur acts on opportunities and transforms them into values for others to benefit socially, culturally, and financially. In acting on these opportunities, you need the support of both humans and technology. For the values to be well accomplished, it must follow some internal dynamics strategies, like a. mission, vision, and objectives, b. owner’s requirement c. develop a guiding strategies d. acquire all relevant resources e. outcome.

Business relations are connections between stakeholders in the process of businesses, such as employer-employee relationships, managers as well as outsourced business partners. A company that consistently strives to discharge all its responsibilities towards its employees is in an ideal position to implement some advanced ideas in the management of human resources.

We’ve seen one too many enterprises fail because the focal point was merely producing results. While this is a given to any business that wants to achieve long-term goals, the saying “the end justifies the means” just isn’t the right way to conduct business. Achieving results at the expense of employees is a quick shortcut down the path to failure. And enterprises have now realized that they are nothing without their employees.

Some businesses have survived by understanding that the investment in talent development is part of their outlay into human capital as it pertains to skill development for job advancement. Less forward-thinking businesses believe the investment is part of overall rewards, recognition, and retention programs. Some even require a time commitment from employees for the business’ investment in their learning. Professional development may well be a way to reward or recognize good employees, but this is a risky and myopic view.

Most leaders would agree there is a requirement and benefit to developing their employees, which will help the business fulfill its mission and attain its goal. More importantly, it is getting the employees involved in the management and decision-making processes of the business.

I once worked in an organization, where the MD himself is encouraging the employee to be hostile to each other, he doesn’t like seeing employees building a cordial relationship. He sees it as a threat to the organization, instead of the other way. At the end of the day potential employee left and the organization is now retrogressing.

Employee morale is based not on how employees are performing, but on how they feel about their performance and their role in the workplace. The employees’ perception of their company, its products, their contributions, and their value as employees fuels this perception. If they work for a losing company, produce an inferior product or service, feel they do not contribute much or that they are unappreciated, employees do not feel positive about their roles and have correspondingly low morale.

An organization that is perceived to act ethically by employees can realize positive benefits and improved business outcomes.