Management of practices, which that take people as the organization’s assets lead to its financial success. Many managers are not very keen on such management practices and principles denying themselves the competitive advantage resulting from their employee’s well-being. According to numerous research conducted in several industries, organization’s development has been attributed to the implementation of to the high involvement or high management practices. The management practice that I find most surprising is the employment security.

Employment security is an important practice of management that determines the organization’s success due to the employ engagement and motivation. If employees feel that the increase in productivity will threaten their jobs due to innovation and mechanization, they may fail to engage in productivity improvement and other forms of cooperation. Employment security facilitates the implementation of the other high-performance management practices such as extensive training. An example of a practical experience is the case of the General Motors’ as it aimed at implementing new arrangement of work in its Saturn plant in which case the management guaranteed the employees their job security. Once employees have the assurance that their employment will not be interfered with, they tend to work harder and offer their knowledge and efforts to increase the productivity of the organization. Laying off of the employees that a company has spent resources training and developing their talents is a great loss as it opens unhealthy competition from the other closely-related firms. Employment security can be guaranteed by taking obligations with the workers’ unions, which intervene in case an employee is dismissed unlawfully.

Firms may lay off their employees due to some financial strains, but the action leads to losses, as the company has to pay benefits, which consumes its finances leading to more strains. The biggest loss is to those companies that offer extensive training and development to their employees because they lose the talents and abilities of these workers. Job security helps in building the employee partnership in various organizations, especially in the long-term. Many firms will pursue short-term benefits at the expense of their employees’ job security. Such firms find themselves in difficult situations since their employees have low morale and are less productive leading to the company’s poor performance. Hen companies or organizations spend resources in acquiring and training their worker force, the management should always aim at maintain their employees for a longer period instead of hiring new workers now and then. The practice helps the employees work in a relaxed mood and feel more attached to the company and pay more loyalty to the employer. The effect of this is increased productivity, less competition, innovation, and the tremendous development of the organization.

Giving job security to employees brings about discipline in the workforce since hiring of new workers is low saving on recruitment costs. Furthermore, commitment to job security helps the organizations keep their worker force for long and smaller. The employees also work harder, than those of the competitors leading to long-term benefits for the company. Employees with the assurance that their job is safe do not waste time looking for new job opportunities in the other areas and concentrate on their progress. The workers also feel attached and obliged to their employer, which in turn increases productivity.

Works Cited

Pfeffer, J., and J. F. Veiga. ‘Putting People First For Organizational Success.’. Academy of Management Perspectives 13.2 (1999): 37-48. Print.