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Running Head: MANAGING HUMAN RESOURCES
Managing Human Resources
Student’s Name
Professor’s name:
Date:
MANAGING HUMAN RESOURCES
Summary of the case
Walgreens is a retail company which has decided to hire a significant number of people
with disabilities not out of any legislative pressure but purely out of its own organizational
convictions and organizational values. While making these decisions, they were aware of the fact
that they need to create certain physical changes, change and simplify processes etc. They were
pleasantly surprised when they found that these changes led to improvement in productivity by
20%!. Now, they are planning to make this policy organization wide instead of some stores only.
One of the data collection instruments was a public opinion survey based on life
satisfaction (McLeod, S, 2007). There seemed to be a distinct correlation between the gross
domestic product and the personal income of the citizens. In other words when the country is
rich the overall feel of the population is that they are happy. It is important to also note
happiness is a relative term. Different factors such as money, security, and health can affect its
longevity.
Critical thinking questions
Role of Money
Money helps us to meet our physical and bodily needs like hunger, thirst, sleeping on a
cozy bed. Need of money cannot be underestimated. It has been found that richer countries are
happier than poorer countries barring Bhutan. However, when a tipping point comes or why
Scandinavians are happier than Londoners when both are having similar economies are questions
difficult to answer. We can only comment that money is important for happiness but money is
not the only factor (McLeod, S. 2007). As far as organizations are concerned, they can use
money to attract talent as well as to maintain equity (within the company as well as in industry).
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MANAGING HUMAN RESOURCES
Emphasis of money as a financial incentive
Money is an important financial incentive. More than money, it is its value to signal
many more things. It signals good status, comfortable car, housing as well as savings for
retirement. However, it is NOT the sole factor for motivation (Easterlin, 2015). A well behaved
boss, good culture, opportunities to learn- these can be some of the better things which can
motivate than pure money.
In the modern capitalistic society, pay inequality is a feature which has now increasingly
been accepted. However, the grounds are debatable. On an average for the same job, females,
minorities and other discriminatory factors ensures that they may be paid 25%-50% lower than
their male colleagues. Pay inequality of these types matter more than something done purely on
basis of merit (McLeod, 2007). Hence, hiring and evaluating managers need to make sure that
these extraneous considerations are eliminated first.
Key learning
There is practically no difference in the performance of people with special needs and
people without them in many jobs. Hence, Managers should shed their inhibitions to hire people
with special needs. There is never an easy way to explain inequality to an individual or a group.
The best way to approach the situation is with facts. The fact is education and experience tends
to open more doors to higher pay. Even then the catch is the type of education e.g. an MBA vs. a
Master’s in History. Those who do manual jobs most likely will never make six figures. It is
possible to compensate for this reality by giving financial incentives to everyone. For example:
departments that exceed their monthly quota should receive a bonus.
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MANAGING HUMAN RESOURCES
This means that all the workers will receive the same amount of bonus in percentages in
most cases. If there were no proposed resolutions to this problem the employee satisfaction
would definitely go down? The work environment may become hostile or employees may be
frequently absent. High volumes of turnover are also possibilities. Their lives outside of work
would be struggle because they could not adequately provide for their daily lives. If the
employee has a family the pressures are greater?
Managers should be careful enough to design and redesign the jobs properly so that it
meets two pronged goals: Goals of hiring as well as goals of productivity. The United States and
many other wealthy countries do not function on the barter system. The cost of living
determines the happiness of individuals and this is also affected by money (Easterlin, 2015). If
the mean income of an area is $100,000 but payment from most of the jobs is $65,800 this means
that there is a deficit. The people who live there that make $65,800 or below are either forced to
move or pick up an additional job. Their level of satisfaction is low since their necessities and
rent are under threat. Organizations are responsible for the income that employees receive
because they set the jobs and the salaries.
Conclusion
The keys in this article are: happy nations equal happy people and compensation for
unequal pay. The richer a nation is the happier the people are because their jobs may yield more
money. This means they can take care of basic needs and sometimes indulge their wants. There
will always be unequal pay of some type. The way to compensate is the application of financial
incentives. This helps to offset the hardship an employee would face on a flat salary.
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MANAGING HUMAN RESOURCES
References
Black’s Law Dictionary. (n.d.). What is Financial Incentive? Retrieved June 20, 2015
from
http://thelawdictionary.org/financial-incentive/
Easterlin, R., A. (n.d.). The Economics of Happiness. Retrieved June 20, 2015 from
http://www-bcf.usc.edu/~easterl/papers/Happiness.pdf
McLeod, S. (2007). Maslow’s Hierarchy of Needs. Retrieved June 20, 2015 from

Maslow’s Hierarchy of Needs

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