Page 10 - ADU Voice
P. 10
10 voice · FALL 2022
That is where mutual trust develops. are making a real contribution to the bigger
Employees at any workplace wish to feel picture, making a difference, having a sense
cared for and valued and that is how they of ownership and feeling like their presence
distinguish their situation from others’ matters.
when they compare happiness quotients.
For example, Ali and Badr are in a conver- Additionally, when team members get along
sation where both work twelve hours a day, well, their productivity naturally improves
but Ali feels happier because his place of as they enjoy learning from each other.
work provides some places where he can Memories are shorter and expectations are
destress. Companies such as Zoom Video higher now, so young employees need to
Communications, Google, Apple, Medela and feel they are happy in order to stay engaged
UIPath offer evidence that such initiatives in the organization. Of course, young
foster employee happiness at work in today’s employees may need to be reminded of the
multi-faceted professional landscape (Ward, importance of working productively and effi-
2020). ciently, as well, but that message is better
received when they come from an attitude
of happiness.
In conclusion, when organizations make
happiness at work a strategic goal of orga-
nizations to draw and engage young talent
There is a clear
and gain competitive advantage, positive
‘What’s in it for me?’ word of mouth and market perception of a
outlook in youngsters company presents the organization as an
and organizations ‘employer of choice’. If someone is happy
need to prepare to with his professional life, it shows in his
social dealings and interactions. People are
tackle this question.
the one distinguishing resource in the suc-
cess of an organization and their happiness
supports the sustainable development of any
The current generation of youngsters is business. So, can happiness and work co-ex-
highly motivated by rewards and recogni- ist? You bet they can.
tion, especially if they come as direct benefits.
There is a clear ‘What’s in it for me?’ outlook
and organizations need to be prepared to
tackle this question in a mutually reward-
ing relationship. They need to constantly An Instructor of Management
upgrade their engagement initiatives in in the College of Business,
Ms. Prerna is currently com-
order to stay abreast of youth expectations, pleting her Doctorate in Business
attitudes, emotions, moods and divergent Administration (DBA). Her main field of
personalities. Once attracted, there needs research is the recruitment and selec-
to be equal rigor in efforts to retain employ- tion of employees, which lies within the
ees. Research has constantly suggested that larger discipline of HRM and OB.
people feel happy at work if they feel they
