"Why work doesn't happen at work" and Employee Development”

            I agree with the perspective of the speaker as it is true that offices are the worst places to work in as they are full of inevitable disturbances and problems which are the main problems of the employee’s productivity.  The speaker also talks about how businesses and firms use a lot of their money bringing their workers together in the office, but when these workers gets there and settles, then the organizations want them doing the work somewhere else.  The reason as to why I agree with the speaker is because many people want to work in uninterrupted locations and time, thus being in the office splits their days with meetings and other office appeals (Fried, 2010).  

            For the HR to make the work more productive for both the employee and the company, managers can make the office a better place if they stop interrupting the workers with meetings.  They should plan for a specific day which they can make it for the meeting and let the workers have the other days doing their office work. These other days when there is no interruption from the managers, are the days that they will get their work done as there are no interferences.  The managers should have a scheduled meeting day.  Even if they have something that is urgent and can be canceled till the next meeting, that is the best thing to do.  Thus managers should avoid interfering with the workers stuff if not necessary (Holbreche, 2010). 

            Glass ceiling is the barrier that keeps people from reaching their wished jobs thus the HR has its role by using the developmental systems to help in its breakage.  Succession planning is the way of recognizing and spotting the high skilled employees who can fill the positions of the top directors if they are vacant.  The HR’s plays a role in this by developing the experience of the workers.  Companies should be more interested in helping their employees helping them plan their development by expanding the workers knowledge and skills to encounter the requirements of the clients and participate in the current demanding and quick growing business sector (Holbreche, 2010). 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Reference

Fried, J. (2010). Why Work Doesn’t Happen At Work. Retrieved From: http://www.ted.com/talks/jason_fried_why_work_doesn_t_happen_at_work.html  

Holbreche, L (2010). HR Leadership. Routledge, 2010