Friday, June 11, 2010

Why Devaluing Others Devalues Oneself

Have you ever felt like you have been devalued by someone else? How did it feel? Were you angry and downtrodden? I have and know exactly how it feels when other people have devalued who I am and what I do. I regained my emotional composure in spite of these judgments, and realized that I am still who I am and that I did not die of sadness or inferiority. Overcoming rejections and hurtful situations can be difficult but not impossible. The word “haters” comes to mind when I observe or know of people who constantly devalue others based on personal judgments.

Before I started to write about this topic I thought about how I may have been a hater myself in some instances. So I guess I can not put a halo on for this one. After taking responsibility for value judging others, I tuned back into the innermost genuine part of my character that frowns upon the very thought of people taking a voluntary stance of superiority over others.

There is no doubt that society imposes certain criteria that most people try to live by for acceptance and self-gratification and part of the deal is a certain degree of devaluing others to feel better about themselves. There are reality TV shows devoted to flaunting and glorifying the “fun” associated with trying to look and be “better” than others. Self-improvement, common courtesy, and the golden rule of treating others as you would like to be treated appears to be a thing of the past.

In sharing a brief camaraderie moment with one of my colleagues, she pointed out that her father had once told her that she was not better than anyone else but no one else was better than her. That inspired me to take this topic and run with it for the article. We enjoyed sharing the empowerment one feels when we maintain the idea that others do not determine our value and that even when we are faced with gestures of dislike or hate from others, one must remember that the value judgment that truly matters is; you guessed it, your own.

When we hold on to the truth that lies within our genuine characters of self-worth, we become our own best heroes. We just need to remember that we possess certain talents, abilities, skills, and characteristic traits that are unique and that no hater can take them away no matter how much they devalue you.

Changing the frequency of our lives to gain empowerment over our decisions at our homes and work organizations can make all the difference in the world in terms of joining the haters groups or serving as examples and pillars of greatness for the betterment of society. Devalue others and devalue yourself; empower others and empower yourself!

Friday, June 4, 2010

Human Resources vs. "UN" Human Resources

The momentary insensitivity of an HR professional can set in motion a disastrous and a potentially harmful chain of events for any business today. Taking a closer look at what can happen when employees seek advice from their employer’s HR department and instead are treated as if they are a nuisance, can reveal that some “Un” human resource professionals have managed to settle in positions for which they have no calling. The reality of what we see in the news these days concerning workplace violence and vengeance can lead one to wonder if the HR representatives are abiding by the core values and professional HR code of ethics that can strategically minimize some of the employer tragic stories.

Many companies of all sizes have HR departments comprised of ordinary people who serve in many different roles for the benefit of the organization’s growth and stability. The many facets of HR have become difficult for people to understand when it comes to functions and responsibilities. Some see all HR people as recruiters, some as administrators, and yet some as strategic business partners and legal consultants available to help companies stay out of the court room. The variations are customizable to the organizational structure and strategic measures. Nonetheless, people view HR as the one-stop shop for employment issues, concerns, investigations, etc. The bottom line is more and more people look to HR for advice and counsel. So, along with the responsibility to counsel the employer, the HR professionals need to maintain the “human” approach when dealing with employee concerns, complaints, and any other issues that may come their way. Showing the employee genuine care and concern should never be asking for too much.
In these days, it is the best approach from a “best practices” standpoint.

Ann Bogardus, states in her PHR/SPHR Study Guide book that by the middle of the twentieth century, the personnel function was part of almost every business and thus in 1948 the personnel practitioners developed into a profession. Today, this profession is called Human Resource Profession and plays key roles from administration to strategic partnerships. Hence, it behooves businesses to take a closer look at their HR departments to assess if their “un” human resources representatives can be either properly trained and coached to serve in their respective roles or replaced by professional “Human” Resources teams that can provide all aspects of HR while maintaining the “human” touch necessary for the overall stability and safety of their organizations.

In consideration of how all the pieces of the Human Resources fit together in the realm of business and organizational growth, it becomes increasingly important to examine, assess, and determine the best solutions at least on an annually. A coherent argument on the benefits of in-house vs. outsourcing of the HR department can draw interesting conclusions. One sided views without proper quantifications is a dangerous precedent and quantification without the “human” element will produce skewed and inconclusive results.

Taking a serious look from both angles will allow organizations to view and decide on the best possible solutions that can improve their bottom line. Understanding the importance of balancing the HR functions in conjunction with the core values and strategic company goals can make all the difference in the world. Start your journey today by reaching out the HR professionals that can offer your organization the tools needed for compliance with a winning edge on the real “Human” Resources approach.