THE HUB:
Good customer relations begin with:
Part 3      3} Aligning The Workforce To Job Experience.
People function better in the firm when they have a deeper sense of self & see how the (DSS) is aligned to the job experience & their aspirations: 1) Managers / business owners in the process of recruitment, selection and placement of the human capital into strategic areas in the firm must see beyond academics, experience and the individual (s) aptitude level: you must go beyond the usual recommendations put forward by some of the highly respected motivational theorist in addressing issues that relates to absenteeism and high labour turn-over. Many persons are pushed into career paths through internal and external pressures that never stop to think about the personality at the level of the (DSS). So, those personalities that are subject to these pressures end up living the dreams of someone else and in most cases because of this they go through life searching for self and self fulfillment. These, in most cases, result in unstable work attitude that often leads to absenteeism and job seeking behaviour that negatively affect the growth of the firm. It must be noted that this is not the only factor that influence’s negative work attitude, but these facts are so important to the short and long term strategic vision of the firm and its competitive and sustainable development that it must take center stage in the recruitment and staff development  processes.

2) If it can be agreed upon that everything has purpose including the lives of the potential employees and employees of your firm: if appropriate steps can be taken to help people individually and collectively to tap into the realities of leading purpose driven lives which in turn is aligned to the job experience, they will be much easier motivated to display healthy work attitudes. Absenteeism bases on lies and half trusts will be significantly reduced, all else being equal: job changing behaviour, all else being equal, will also significantly be reduced and the workforce will be highly motivated to deliver more in the work place. These realities will set the stage for firms to experience unusual growth in its human capital and the firm. When people are drawn into environments that allow them to function at the level of passion it enhances their creativity and innovative thinking abilities, it allows them to put their best foot forward to realize positive outcomes and new beginnings and reach the point of experiencing close to self actualization. With this superior work attitude in the work place where employees are self motivated and empower to do thing based on the awareness of their deeper sense of self, purpose and passion there will be no limit to what a collective body with collective interest can achieve. This will be a dream come through for every business owner / manager in their drive to increase market share, retain customer loyalty and increase the viability of the firm.

Good customer relations begin with:
Part 4    4} The First Customer Reward Systems.
It is important for the business owner / manager to know that your employees are your first customers and creating environments that fashions a sense of growth that allow the human capital at an individual & collective level to experience close to self actualization.

1)  Financial Reward Systems: The last few decades have seen the birth of many methods of motivational theories designed to encourage the human capital in the work place to display better work habits in the interest of sustaining the growth and competitiveness of the firm. These methods of motivations represent both financial and non-financial reward systems, which by no means should be taken for granted because of its enormous positive impact it has on the human capital: some examples of these Financial Reward Systems are 1} performance related benefit schemes 2} profit sharing invested interest schemes and 3} fringe benefits schemes. All of them, individually, have shown to have desirable influence of the workforce. The results are even better when business owners/company managers adopt these methods collectively to the firm corporate policy structure.

2) Non-Financial Reward Systems: has served to help employees to feel as though they are a part of the inner circle of the firm. With the express intent of these reward systems that includes 1} Job Rotation, 2} Job Enlargement 3} Job Enrichment 4} Team Working and 5} Quality Circle business owners / manager are able to better motivate their workforce. These systems are designed to encourage employees to gain an intricate knowledge of the dynamics of the firm, make more meaningful contribution towards the growth of the firm and assume better leadership. A clear understanding of these statistics will help business owners and managers to create more enabling environments for both the employees and the positioning of the firm’s to realize its business strategic plans. It should also be noted that all is not cast in stone if even the above are realized by the firm. Appropriate and relevant training programmes must, however, still be designed and implemented to fashion the strategic alignment of the employees at the level of the (DSS). Research conducted by The Business Campus & Corporate Advocates Inc shows that people function better generally when they are thought the process of interfacing with their deeper sense of self. This (DSS) should also be aligned to the work experience and the work realities to the individual and collective aspiration of the workforce. For more information contact us using Email:advocates92@gmail.com