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A sound mind in a sound body

Human Resource Management.

A contemporary world arena of business making continuously watches an incessant competition race among contestants. They pursue the goals of getting profits and taking a prevailing position in a particular business field. No doubt, each company focuses on reaching success which is hard to imagine without leadership. It is true to assume that the dominance in the world market place requires huge resources involvement. Thus, the shareholders having invested in the company’s prosperity expect the ‘harvest’ to be visible and tangible. So, in this connection we speak about the feedback that the investing participants are eager to see. Here it is relevant to consider the paramount importance of the company’s human resource management (HRM), since it is the human resources (HR) that bring along the company’s exuberance. The personnel being the integral parts of the whole profit making machine comprise the ‘motive force’ that can’t be neglected.

In addition, the workforce is commonly quite varied, thus the HRM is supposed to apply a smart diverse managing program referring to and taking into account the employee-concerned factors. Such factors include race, gender, age issues. With the hindsight we may assert that the above mentioned aspects used to and still to some extent continue to be a sticking point on the way to individual recognition at workplace and field of activity. Hence the company’s management policy resorts to certain regulations in leveling inequalities when evaluating the personnel potential and proficiency. So, in 1960’ emerges the notion of ‘affirmative action’ aimed at minimizing and eventually eliminating the prejudiced attitude to the employees for the recruitment process to be regardless of race, religion, origin, gender etc. Thereby, on the grounds of this idea special affirmative action programs (AAP) became to be developed to provide equal  opportunities for such groups as minorities, women, disabled people, veterans (Berkley Lab, 2010, Oct 26). However, why was such practice in human resource management perceived in different ways?

Perhaps we should mind that each notion, idea, process in our world faces diverse opinions and there can be arguments both ‘for’ and ‘against’. The AAP enclosed into the managerial policy evoked a dual response as well. One of the points to say ‘NO’ is a financial side of the matter, since the program presupposes expenses. Not the least of the aspects appears to be a complicated and long-term cultivation of the non-discrimination-prone standpoint and attitude. Still let’s analyze whether the game is worth the candle. Should the companies be obsessed only with revenues and ignore the role of the individuals and their direct impact on the business development? It’s a pure delusion to exploit human resources as soul-absent money-making mechanisms. As a matter of fact, the sound environment and fair non-biased approach to people is a substantially essential aspect of the company’s well-being, since the staff in such conditions will demonstrate loyalty and effective productivity. Moreover, even today and in the future perspective the company is likely to gain respect and acknowledgement for the efforts to adhere and spread the idea of equality. Thus, the company’s sound system – ‘body’ is sure to have a sound ‘mind’ – company’s human resources. So, maybe that is the key to success.

References

Aclu position paper. Affirmative Action (2000)
European Academy of Legal Theory. Brussels. Affirmative Action Program (2002-2003)

Lawrence Berkley National Laboratory. Affirmative Action Program (2010, October 26)