Respond To This Discussion: Answers As A Public Employee

Respond To This Discussion Answeras A Public Employee I Would Not Wan

Respond to this discussion answer As a public employee, I would not want to be categorized as a “cost†to the company, I would rather be categorized as an “asset†to the company. In the video, Barry was labeled an “asset†and was praised for almost everything he brought to the company, however, Sammy was just as smart and talented, and she also brought bigger marketing deals to the company that boosted it sales by 40%, but was not praised. Sammy began to feel very unappreciated, and unwanted at the company. Of course, I do not agree with employees being labeled as neither “cost†or “asset.†It only tells us that a company does not value the skills and hard work of the employees. I am “the equivalent of an appreciating piece of property,†because being a “liability to be minimized,†only means they are slowly looking for my replacement. My value to company is huge, I bring leadership, and benefits for the company, hardworking, and very reliable. When addressing the heart of human capital challenges, the heart and soul of employees does not fit into strategic “capital†management. Human capital needs to be a top priority in your company. If I was hired as Director, this would be an huge impact in a good way. It helps me to ensure that my employees are qualified, and are “assets†to the company, rather than a “cost.†The company and our employees should flourish, and be on top.

Paper For Above instruction

In the realm of public administration and organizational management, the classification of employees as "costs" or "assets" significantly influences workplace culture, employee morale, and overall organizational effectiveness. This discussion emphasizes the importance of fostering a positive environment where employees are valued for their skills, dedication, and contributions rather than solely viewed through a financial lens. Historically, organizations and especially public sector entities have struggled with this dichotomy, often leading to disparities in recognition and motivation among staff members.

Understanding the distinction is crucial. When employees are labeled as "costs," it implies that their value is limited to the expenses they incur—payroll, benefits, and other overheads—without accounting for their impact on organizational goals. Conversely, viewing employees as "assets" recognizes their potential to contribute positively to the organization's mission, culture, and service delivery. Such a mindset promotes engagement, innovation, and loyalty, which are essential for public institutions committed to serving the public interest effectively.

The scenario presented in the discussion echoes common issues faced by organizational leaders. Barry's recognition as an "asset" and praise for his contributions versus Sammy's overlooked achievements highlight the pitfalls of unequal acknowledgment. This disparity not only diminishes employee morale but can lead to decreased productivity, high turnover, and mistrust within the workforce. Public organizations, in particular, should strive for equitable recognition, as the societal impact of their work hinges on motivated, committed personnel.

From a strategic human capital perspective, prioritizing employees as valuable assets aligns with best practices in organizational development. By investing in employee training, professional growth, and inclusive recognition programs, public agencies can leverage their human resources to improve service delivery and community trust. Leadership should foster a culture of appreciation where every employee's skills are recognized, and their contributions are celebrated, regardless of their specific roles or visibility.

Furthermore, adopting a human-centered approach can help address challenges such as bureaucratic stagnation, limited innovation, and low morale. For instance, as a hypothetical Director, emphasizing the value of human capital proactively influences organizational dynamics, ensuring that staff feel valued and motivated. This, in turn, can enhance organizational resilience, adaptability, and overall performance.

In conclusion, rethinking employee classification from "cost" to "asset" is fundamental for creating healthier, more productive public organizations. Recognizing the intrinsic value of employees, providing recognition and growth opportunities, and fostering a culture of appreciation ultimately serve the public interest, improve organizational outcomes, and promote a positive workplace environment.

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