tag:blogger.com,1999:blog-9220045813820945869.post703303136335461304..comments2023-11-04T20:42:11.524+00:00Comments on HR Case Studies: The fruitless search for employee happinessGraham Salisburyhttp://www.blogger.com/profile/05029948174384225988noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-9220045813820945869.post-72908168534609433202011-11-22T12:49:39.255+00:002011-11-22T12:49:39.255+00:00I’ve been thinking about this and the more you ask...I’ve been thinking about this and the more you ask me if I’m happy or ask me questions about my engagement then the more likely I am to move from unconscious satisfaction to conscious dissatisfaction! Then, let me give you my views (time and again) and don’t act upon them and you’ll send me completely over the edge!<br /><br />So let me score my goal, win my race, not bowl any maidens over and yes, I’ll be happy.<br /><br />EBTGAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-9220045813820945869.post-38648484480135485752011-11-22T12:34:25.362+00:002011-11-22T12:34:25.362+00:00Now this is certainly an intriguing point of view,...Now this is certainly an intriguing point of view, and one that I agree with. Thank you for articulating it! The thing I find with measuring employee satisfaction is that it will forever be a moving beast. People need to be given the best tools available to them in order that they can do a good job. Beyond that, they need the right environment to be productive, and have healthy relationships at work. Ahead of that, if they are engaged with the overall vision of the organisation they are onto a winner. But that lofty ideal shouldn't be the focal point. It's a journey which you need to evaluate specific to your organisation. No point in trying to have an engaged workforce if they don't have the right tools to even do their job.Anonymousnoreply@blogger.com