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Lien vers l'article : http://www.edmontonjournal.com/business/Secret+workplace+happiness/2092997/story.html




JOURNAL CRITICS


Absenteeism is a huge issue for all the companies around the globe. In addition to this problem, poor performance and low moral affects the employee’s feelings and behavior towards their work. This article is written by Bev Betkowski, from the Edmonton Journal, as it deals with a solution for making an individual happier in a work place.
Firstly, the author introduces her article by questioning what matters to an individual about their occupation. This is one of the better strategies to grab a reader's attention. Furthermore, she explains briefly the reason of employees being unsatisfied in a work place and the consequences that follow. According to the author, work happiness can influence poor performance, absenteeism and low morale. In my opinion, I think the author is right when she says we spend the majority of our waking hour at work, and we have to improve our work environment. However, the author does not make the distinction between absenteeism and poor performance. In reality I think absenteeism is the consequence of a poor performance due to a bad atmosphere. This problem can be solved by fixing the source of the environment.
Secondly, some of the authors’ solutions are improving the comprehension of the work place, and how people help themselves and each other. I consider these solutions are mostly efficient and can resolve the pressing issue of job satisfaction. For instance, when you know exactly why you are working and are able to get a sense that your job has importance, it has a positive impact on ones individual performance. Personally I judge it more professional to explain the fact that salaries get some responsibilities and have more weight in a firm than saying: '' Find a meaning to work for" (Betkowski,2009). By keeping in mind the purpose of why one is working brings self motivation in their performance. This makes employees be more optimistic about their employment and leave them wanting to do a thorough job. However, Bev Betkowski doesn't account for the responsibilities, and focus on the appreciation of colleagues in a work place. "When you recognize and acknowledge co-workers, that creates the spirit of "team work". (Betkowski,2009). In my point of view that's correct but team work is, most of the time, a source of conflict too. For instance, when you have a project, you probably have some workers that you can't bear or can't work with them for specific reasons such as laziness or being unreliable.
Thirdly, Bev Betkowski doesn't deal with this conflict which is specific. Although, she does refer to Kinjerski's study which illustrates important statistics about on the job happiness. Indeed when employees really thought about what they were accomplishing at work, “Absenteeism dropped by 60% and turnover by 75 %." (Betkowski,2009)
These results are interesting, but here we don't know if the author is talking about a survey where there is team work, managers or secretary workers where each level of the firms is different. In other words, the pressure differs from each job and I don't think a president will rethink his work as a member of staff.
Fourthly, I am perplexed of seeing nothing about employees with disabilities. They are an important part of absenteeism and I don't imagine they react as an employee should in order to be recognized and appreciated. The authors don't talk about them although diverse solutions exist for them.
When I read this article I have the impression that I should feel guilty only because I didn't optimized my behavior or talked to my colleagues. I consider happiness as an important motivation element and the author is totally right when she finds the solution for the problem. But, I believe this is not the only way for solving this kind of problem. Bev Betkowski forgets to include other factors influencing the happiness in ones job as the cultural environment, the weight of salaries, the place of work and other factors which influence each employee and his/her performance (moral or productivity). For example, most of the people need more comfort or more light in their job in order to be glad about their job. However, according to her there is only: "The job meaning, the job environment and the colleague’s comprehension” for solving this problem (Betkowski,2009).

In conclusion, this article tries to indicate some values to the readers such as what the best behavior to have satisfaction in a typical firm. The author identifies one solution for resolving poor performance, low morale, or absenteeism. But in truth, it cannot be the only way for fixing such a problem as absenteeism or moral trouble. On the other hand, the solution proposed by the author can be one of the best and cheapest solutions. Unfortunately, people forget them, but disabled people sometimes have more complicated answers to their troubles. Low moral for a disabled person is probably more complex and the solution is probably different. As we can see, there is no ONE BEST WAY for fixing these troubles and we can think about why the writer didn't propose other solutions as re-design or re-tool for making his article more efficient.