see attachment 2 assignments
Discussion board # 1 Human Resource.
Please note that there are three posts needed to successfully complete the discussion board assignment. An initial post addressing the discussion board topic is due by end of day Saturday. Two response posts to at least one other student is due by end of day Tuesday.
Initial post: #1
Includes one substantive initial post using at least two scholarly or professional references with accompanying in-text citations to support any paraphrased, summarized, or quoted material.
your initial post should be at least 350 words.
Includes an open-ended, thought-provoking question posed to classmates.
Part 1: Do you think there are some benefits that are more important than others to employees? Describe an experience working for an employer where you did not like all or some of the benefits. Did it motivate you to leave or change jobs? Why?
Part 2: Locate and discuss recent research (in last 5 years) on workplace benefits and how employers may satisfy the needs of a diverse workforce. What are some of the advantages of hiring a diverse workforce? How can employers design workplace policies to retain a diverse workforce?
When responding to another student, search and report facts that may contribute to their suggestions for future research.
Respond to post # 1 (NatO)
Response posts:
Includes at least two substantive responses that each include at least 1 scholarly, professional, or textbook reference with accompanying in-text-citation to support any paraphrased, summarized, or quoted material.
responses should be at least 200 words.
Part 1:
Employees have different priorities when it comes to the benefits they receive from their employers
(Chin, 2022). I have observed that some of the benefits that employees value the most are compensation, a
flexible work schedule, and a flexible workplace (Kivak, 2023). Many individuals are focusing on work-life balance. However, the importance of these benefits may vary from one individual to another, depending
on their specific needs and priorities (Chin, 2022).
For instance, some employees may prioritize extended leaves of absence to travel or take care of personal matters, while others may value reimbursement to further their academic or professional development. It is essential for employers to consider the unique needs and preferences of their employees and customize their benefits packages accordingly (Chin, 2022). Employers need to ensure that their employees receive the benefits that they value the most to promote job satisfaction and retention (Chin, 2022).
I used to work for a company that provided good salaries, excellent healthcare benefits, wellness and health perks, and tuition reimbursement. However, they didn't offer flexible working hours or a flexible workplace. While I appreciated their benefits, I wanted to find a job that would offer me the flexibility that I desired. Eventually, I decided to leave the company and found a job that met my expectations.
Part 2:
According to Otike and colleagues emphasized in their research ensuring workplace diversity is imperative for any organization striving to create an inclusive work environment (2022). Employers should maintain a diverse workforce by recruiting and retaining employees from different backgrounds, ethnicities, genders, religions, and ages (Otike et al., 2022). It's equally crucial to provide benefits and policies that cater to the diverse needs of their employees. This includes offering flexible work arrangements, health insurance, paid leave, parental leave, employee assistance programs, and other benefits that recognize and support the diverse needs of their workforce. Managing diversity is essential for an organization's productivity, profits, growth, turnover, stability, and cohesion (Otike et al., 2022).
Additionally, there are several advantages to hiring a diverse workforce. Firstly, it can lead to increased creativity and innovation (Cletus et al., 2018). When individuals from diverse backgrounds collaborate, they bring different perspectives to the table, leading to more innovative approaches. Secondly, a diverse workforce can help improve customer service (Cletus et al, 2018). A company can better serve diverse customers by having employees from different cultures. This can lead to increased customer satisfaction and loyalty. Thirdly, a diverse workforce can help improve productivity (Cletus et al, 2018). When individuals feel appreciated, they tend to be more driven. This can lead to increased productivity and better business outcomes.
Employers can implement various strategies to design policies that foster diversity and inclusivity in the workplace (Cletus et al., 2018). For instance, they can provide equal employment opportunities to individuals from different backgrounds and ensure that their company culture is inclusive and welcoming to everyone. They can also develop training programs that educate employees on diversity, equity, and inclusion to help them better understand and appreciate the diverse perspectives of their colleagues (Cletus et al., 2018). Additionally, employers can establish employee resource groups that provide support and networking opportunities for underrepresented groups in the workplace. By adopting such measures, employers can create a more diverse and inclusive workplace culture that attracts and retains a diverse workforce.
To my classmates—Have you ever left a company with the expectation of receiving better benefits, only to realize later that it was not the best decision?
References
Chin, E. (2022). Effective Benefits: Improve Employee Retention and the Bottom Line. Plans & Trusts, 40(5), 24–29.
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52.
Kivak, R. (2023). Flexible Work Arrangements. Salem Press Encyclopedia.
Otike, F., Messah, O. B., & Mwalekwa, F. K. (2022). Effects of workplace diversity management on organizational effectiveness: a case study.
Respond to post # 2(ArtHI)
Response posts:
Includes at least two substantive responses that each include at least 1 scholarly, professional, or textbook reference with accompanying in-text-citation to support any paraphrased, summarized, or quoted material.
responses should be at least 200 words.
Part 1:
Benefits play a crucial role in employee satisfaction, retention, and overall well-being. Some benefits indeed hold more importance than others, depending on individual employee needs and the context of their work and life situations. The importance of specific benefits, such as;
Health Insurance: Considered by many employees as the most critical benefit. Research shows that health insurance can directly influence an employee's loyalty and perception of their employer (Kaiser Family Foundation, 2019).
Flexible Working Hours: The demand for flexible working hours has risen significantly, especially with the advent of the COVID-19 pandemic. Flexibility can significantly impact work-life balance, leading to increased job satisfaction and productivity (Allen, Golden, & Shockley, 2015).
Retirement Plans: Secure retirement plans are highly valued, especially among older employees. They represent not just a benefit but a commitment to an employee's long-term well-being and financial security (Madrian, 2014).
Working for any employer that offers minimal health insurance coverage, and no flexible working hours. Despite a competitive salary, the lack of comprehensive health benefits and rigid working schedules can lead to a decline in physical and mental well-being. The inability to attend to personal and family health needs without worrying about out-of-pocket costs or taking unpaid leave could create significant stress.
Additionally, the lack of flexibility in working hours might exacerbate work-life balance issues, leading to burnout. This scenario, though hypothetical, illustrates how inadequate benefits can demotivate employees, potentially prompting them to seek employment elsewhere.
In my situation, I have experienced the majority of these issues with various employers over the years, the most impactful, having a family, has always been a lack of health care and time off to attend to personal issues. Which in many cases motivated me to make a change, but for the most part the changes always related more to the monetary value versus benefits, the way I perceived things working as a contractor for the majority of my career was the value of the dollar, which could serve to provide me with the benefits I needed for my family in a fit for purpose manner, versus getting what an employer might deem as reasonable, I purchased or acquired my own.
While, all benefits are valuable, as discussed some are more critical than others. Employers that fail to recognize and act on these priorities may struggle with higher turnover rates. Employers need to align their benefits offerings with the needs of their workforce to foster a supportive, loyal, and productive work environment.
Part 2:
Various studies and expert opinions have highlighted the significance of workplace benefits in meeting the diverse needs of employees and the numerous advantages of having a diverse workforce. They have also provided insights into designing workplace policies that effectively retain a diverse workforce.
A diverse workforce brings numerous benefits to an organization, including increased productivity, creativity, and a competitive edge in the marketplace. Diversity in the workplace is known to reduce lawsuits, enhance marketing opportunities, and recruitment, and significantly improve a business's image (Esty et al., 1995). Furthermore, the global economy's increasing interconnectedness necessitates more interaction among people from diverse backgrounds, making diversity critical for an organization's success in the competitive global framework (University of Florida, 2020).
To meet the diverse needs of their workforce, employers must adopt inclusive and flexible workplace policies. Recommendations for retaining a diverse workforce include promoting diversity in marketing to reflect the organization's commitment to inclusivity, using creative recruitment strategies to reach a wider pool of candidates, and explicitly accommodating flexible schedules during the hiring process to cater to candidates in varying situations, such as working parents or those juggling multiple jobs (Behavioral Health Center of Excellence [BHCOE], 2021b).
Building a sense of community among staff is paramount for improving turnover rates, particularly for BIPOC employees and members of other marginalized groups. Creating a psychologically safe workplace, combating systems of discrimination, embracing diverse styles and voices, and leveraging employees' identity-related knowledge for organizational learning are critical steps toward retaining a diverse workforce (Ely & Thomas, 2020). Additionally, providing opportunities for collaborative problem-solving and regular team discussions can foster a supportive culture and enhance job satisfaction (Behavioral Health Center of Excellence [BHCOE], 2021b).
the benefits of a diverse workforce are manifold, spanning increased creativity, productivity, and a stronger competitive edge. Employers can satisfy the needs of a diverse workforce and retain them by implementing inclusive policies, promoting flexibility, and fostering a supportive and psychologically safe work environment. These strategies not only help in retaining a diverse workforce but also contribute to the overall success and competitiveness of the organization in the global market.
Question for Class: How can employers effectively address the diverse benefits preferences among different generational peers in the workplace to improve job satisfaction and retention?
References
Allen,T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings.Psychological Science in the Public Interest, 16(2), 40-68.
BehavioralHealth Center of Excellence [BHCOE]. (2021b). Recommendations and resources for recruiting and retaining a diverse workforce.
Ely, R. J., & Thomas, D. A. (2020). It’s time for a new way of thinking. HarvardBusiness Review. November–December 2020 issue.
Esty, K., Griffin, R., & Schorr-Hirsh, M. (1995). Workplace diversity. A manager's guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation.
KaiserFamily Foundation. (2019). 2019 Employer Health Benefits Survey.
Madrian, B. C. (2014). Applying insights from behavioral economics to policy design.Annual Review of Economics, 6, 663-688.
University of Florida. (2020). Managing a diverse workforce. HR022, Food and Resource Economics Department, UF/IFAS Extension.
