-50%
Solution
Feeling included is identified as a strategy in which the employees who possess differences and disability are involved and valued for positive contribution in the organisation. According to CIPD (2022i) feeling fairly treated include ensuring that pay, benefits, facilitation and maternity and paternity leave provided. This result to assumption of a feeling of highly valued in an entity since their qualities are identified for success in organisation operations.
McClelland’s Human Motivation Theory
For demonstrating business and human benefits, McClelland’s Human Motivation Theory is relevant. According to Johnson et al. (2018), this theory is informed by the view that people have a single or up-to 3 core motivation drivers. These include achievement, affiliated and power-based balance. Hence, for business benefits, they entail reduced turnover levels. Business benefits entail efficiency and effectiveness in roles implementation. In prevalent misunderstanding being evident, it is possible to manage overall disputes and conflicts in-depth. Further, for business benefits, profits would be achieved and leverage on competitive advantage.
Dan Pink Model
For human benefits, individuals positively gain from the provided total rewards/strategic rewards and embrace of successful L&D successfully. An appropriate instance is relevant positioning and large talent pool established, staff wellbeing and motivation attained. Considering of Dan Pink Model, it identify people need to be intrinsically motivated when the internal drivers are a priority. Hence, Saudi Aramco provide total rewards with reduced staff absenteeism. In this regard, for Saudi Aramco for example, by offering total rewards, staff absenteeism are lowered, turnover and entire wellbeing increased. The rationale of this entail achieving a feeling of high-level appreciation and recognition and as such implementing their functions successfully and with less coercion.
In summary, considering my views, by enhancing inclusivity, fairness and valuing others, organisations are able to leverage on competitive advantage. This is since they are able to promote a mutual-based respect and accepting all people despite of their differences. Further, working as a people practice professional, I feel that this is important to ensure employees feel their input is a priority in different issues and needed respected by all people. Through a fair-based treatment for all, an opportunity to access resources such as rewards is provided. Also, in line with CIPD HR Professional Map, this note scope of employees feeling highly valued and prioritised to guarantee their inclusion in the organisation operations.
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