Positive Employee Recruitment and Retention Vital for Organizations

Essay, 2018

12 Pages, Grade: 3


Table of Contents

Workplace Conflict

Positive Attitude and Mindset at work

Qualities of Positive People or Employees

Recruitment process




When it comes to workplace, the first thing that comes to mind is working 24x7 under pressure and tolerating work place conflict. Sometimes one doesn’t feel like going to work because of unwanted pressure or workplace conflict. A person doesn’t feel motivated to go to work because it an employee’s productivity might decrease. 95% of human resource leaders admit employee burnout is sabotaging workforce retention [1]. One out of five employees find workplace environment to be hostile. Here I have discussed how organizations can minimize work place conflict and politics by recruiting positive workforce and making work environment friendly.

The first section discusses the usual types of workplace conflicts. The second part discusses relevance of positive attitude at workplace. Third section focuses on the qualities that should be taken into consideration while hiring people to encourage positive workplace environment. Fourth section will highlight process to recruit them. Fifth section is discusses about employee retention.

Workplace Conflict

One third of employees at U.S. companies (with more than 1,000 employees) are currently looking for new jobs, with 86% citing their company’s broken processes as a driving factor behind the decision [2]. Workplace conflict is the most talked about topic in and out by employees. Till workplace conflict is not about conflict of interest and counterproductive conflict, it is sometimes healthy. Some common types of workplace conflicts are listed below:

a) Power Conflict: It usually exists in decision making process.
b) Economic Conflict: If personal interest is involved and conflict is for monetary or human resource then it is dangerous.
c) Value Conflict: Here religion, ethics and politics come into picture which gives rise to incompatibility.
d) Organizational Conflict: This might involve hierarchy and inequality due to pay or any other factor.
e) Interpersonal Conflict: These are challenging as it involves two individuals who have compatibility problem.
f) Environment Conflict: These are external factors which are not directly related to organization.
g) Counterproductive Conflict: This conflict may result in reduced productivity, poor service, loss of company, increased work-related stress, false litigation or claims and unfriendly environment as well as employee dissatisfaction. This type of conflict should be stopped immediately and measures taken for non-repentance of the same.
h) Conflict of Interest: Here one has to differentiate between personal conflict of interest and organizational conflict of interest. Personal conflict of interest can be side lined till it doesn’t result in loss for individual. But organizational conflict of interest cannot be side lined as organization as well as employees will be impacted by it.

Due to workplace pressure and the fear of being left out, employees are not taking holidays or vacations. They are ignoring their family resulting in emotional attachment at work with female employees resulting in office romance and separate set of problems and conflicts.

Employee or people with positive mindset and attitude are emotionally strong, cooperative, accommodating and collaborating. They usually don’t avoid or compromise for personal gain. Their goals and relationship with team, subordinate and supervisors are clear and simple. They don’t encourage workplace conflict they are not focussed on personal development and gain. The proceeding section discusses about qualities of positive attitude and mindset people and how they can benefit an organization.

Positive Attitude and Mindset at work

Today staying focused and happy is becoming challenging day by day. A Harvard Business Review survey reveals 58 percent or people say they trust strangers more than their own boss [1]. This is shocking as the first thing that is taught to a child is to not go with strangers. How do we justify this corporate mistrust prevailing in organizations? Are the organizations doing enough to overcome this and embrace change and equality? Sometimes the sole cause of conflict can be workplace romance because still people are finding love at workplace. A study by Glassdoor suggests that men and women are almost equal when it comes to finding love in the workplace and surprisingly women find love a little more frequently than men [1]. At times employee’s efforts are not recognized at work and this makes them suffer more than pay hike.

Lack of appreciation and recognition are again demotivating factors. Top reasons given by employees for leaving their jobs: career development (22%), work-life balance (12%), managers' behaviour (11%), compensation and benefits (9%) and wellbeing (9%) [2]. Work-life balance and wellbeing accounts to 21% of personal reasons which might include kids, spouse and family. So it is important for an employee to be emotionally and mentally sound and happy. This factor is equally important for healthy organizations. In mentally healthy organizations, 52% of employees enjoyed flexible work arrangements, 75% reported open door and relaxed work environments, and 69% were offered professional development opportunities [2].

The point is that should organizations be appreciating positive attitude and mindset at work for becoming mentally healthy organizations? This question will be answered in the next section. Standing for the team and other employees of the organization needs tough people who can think above themselves and are selfless. Though being in a competitive environment where they are working to earn doesn’t dissuade them from doing right and helping other colleagues. They are well-versed with the famous saying by Henry Kaiser that “Problems are only opportunities in work clothes”. Their positive attitude and mindset encourages them to change problems into opportunities. So such employees can easily solve challenging problems with their hard work and positive outlook. They don’t work for personal goal or benefits but they work for organizational goals and team benefits. Such employees are courageous enough to take ownership and accountability of the work assigned and also of their teams. They pop up with innovative ways to improvise and bring fun at work. Employees with positive attitude acknowledge during conversation with other employees or team. They are good listeners and have patience.

Lillian Smith said that “When you stop listening, stop learning, stop looking and asking questions, always new questions, then it is time to die”. This is true because now your problem analysing and solving abilities are fading away. You are constantly asking new questions without realizing the importance of current problems which may be an answer to your constant new questions. Positive people imbibe adaptability and are highly flexible and can adapt to changing situations. They have a level of self-awareness and can effectively strike emotional balance. They are smart enough to turn back and vouch at their experiences and learnings rather than blindly following without analysing details.

Positive attitude people can strike balance between work and home. They are equally dedicated to both their responsibilities and have ability to view situations without attaching themselves to it. Such people have curiosity and open to new constructive ideas, approaches and processes.

Positive people are crucial to organizations as they do not initiate politics at work and are also not manipulative. They can close negotiation at a positive note and are straightforward in their dealings. They have remarkable ability to minimize negativity and conflicts at work place. They are open minded and closed mouth people.

Sometimes customers are the sole cause of problems and chaos due to their unpredictable behaviour. Due to their actions and activities inspite of perfect plan and strategy, things fail and become messy. In such situations staying positive and standing with team and organization works. This is what positive employees do. They are true to themselves and to others. Their non-manipulative nature and working for selfless benefit makes them worth a fortune. Fake or problematic customers or some such families of customers can be easily spotted and can be separated to be handled differently with positive attitude and mindset as negativity cannot overcome negativity be at work or home.

Thus instead of believing on strangers, one should believe teams and bosses and vice versa should also be applicable.

So it can be stated that positive attitude and mindset is critical for workplace and smooth functioning of organizations.

Qualities of Positive People or Employees

38% of unhappy workers admitted to listening in on a private conversation, 5% to drinking alcohol, 15% to taking naps, 9% to helping themselves to co-workers’ food in the fridge, 40% playing pranks on co-workers, 5% to watching Netflix and 2% to using the company credit card for personal purchases [2]. Why staying happy at workplace is so important to almost of the employees? 60% of employees would take slightly less pay for an empathetic employer, and 77% would even work longer hours [2] and if this is not surprising then the statistics of 98% of HR professionals and 92% of employees voting for empathetic employers driving retention [2] will blow your mind. So empathy is a key factor for CEO’s in employee hiring and retention. Positive minded people empathize with others. Even in workplace this is applicable. People cannot switch personalities between work and others. If this is applicable then person is not trustworthy and behaviour is not positive.

Previous section has discussed some of the key traits of positive people and their role in running organizations smoothly. Here some more qualities of positive employees are being elaborated:


Excerpt out of 12 pages


Positive Employee Recruitment and Retention Vital for Organizations
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ISBN (Book)
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employee, employee retention, employee recruitment, HR, management, organization, conflict, workplace conflict, Leigh Branham, positive, positive mindset, positive attitude, Dr. Jim Harris, Getting Employees to Fall in Love With Your Company
Quote paper
Dr. Manisha Kumari Deep (Author), 2018, Positive Employee Recruitment and Retention Vital for Organizations, Munich, GRIN Verlag, https://www.grin.com/document/428594


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