This paper examines the qualities that distinguish good employers in the context of evolving organizational behavior and corporate culture. Moving beyond salary and fringe benefits, the paper argues that employee empowerment, robust training programs, fair treatment, and a positive workplace environment are the true hallmarks of a desirable employer. Using Edward Jones — a two-time Fortune "Best Companies to Work For" honoree — as a case example, the paper illustrates how strategic human resource practices such as generous training investment and employee ownership programs attract and retain loyal workers. The paper also offers practical guidance for job seekers on how to evaluate potential employers through research and direct engagement.
With changing corporate culture and rapid transformation in the definition of a worker, employees no longer base their decisions on salaries and fringe benefits alone when selecting an employer. The companies that everyone wants to work for are the ones that invest heavily in their employees. Not only do they provide adequate training to their workers, but they also have a set of strong human resource policies. While a good salary package counts to a certain extent, it is not the only thing employees are looking for.
Good employers are the ones who work hard to create a positive and attractive workplace. They treat their workers fairly and are strongly committed to meeting their needs. It is extremely important for employees to know that their company cares about them and would seriously address their grievances. Understanding organizational behavior — how people interact within companies — is central to building that kind of environment.
Apart from a supportive culture, employees should be given complete freedom to make decisions within their own job areas. While management is required to supervise and assist, it should not unnecessarily interfere or dictate. In other words, employee empowerment should be the top priority of any employer, as it serves as the best retention tool in the long run.
Brian Toda, a human resources consultant with Hewitt Associates, explains what makes a good employer: "Employees today want challenging work and they want to be treated well. And they want employers to accommodate their many and varied interests and responsibilities outside the job. It's all about ensuring a good quality of life." (Ann Eby, 2001)
Edward Jones is an example of a company with human resource practices that are close to perfect. The financial advisory firm ranked first for two consecutive years on Fortune magazine's list of best companies to work for in America. It "spends 3.8% of its payroll on training, with an average of 146 hours for every employee." (Harrington, 2003) This level of investment in workforce development reflects the company's commitment to its people and sets a high benchmark for the industry. Fortune's Best Companies to Work For rankings highlight firms like Edward Jones that consistently prioritize employee welfare.
Apart from its training program, Edward Jones has a strong employee ownership program — a factor that plays a dominant role in attracting and retaining loyal workers. Though it currently employs more than 8,915 investment representatives across the United States, Canada, and the United Kingdom, every worker feels like an integral part of the firm because the company consistently works to create win-win situations. Investment representatives are adequately rewarded for their performance; for example, some 3,500 couples were sent to exotic locations around the world in 2002 as recognition for their contributions.
When selecting the right employer, it is important not to fall for the salary package alone. No matter how attractive it may seem at first, it is likely to lose its appeal if other significant factors are missing. For this reason, thorough research on a potential employer is necessary before accepting an offer. The first step is to review available literature on the company. If the organization has been in business for a long time, chances are that much has been written about it in leading newspapers and business publications — a reliable source of information that can help you make an educated decision.
Edward Jones, for example, has frequently appeared in the news for its training programs and its well-regarded compensation and reward system. These consistent mentions across reputable outlets offer a strong signal of the company's culture and values.
"Practical steps for assessing prospective employers"
When selecting the right employer, it is important not to fall for the salary package alone. No matter how attractive it may seem at first, it is likely to lose its appeal if other significant factors are missing. For this reason, thorough research on a potential employer is necessary before accepting an offer. The first step is to review available literature on the company. If the organization has been in business for a long time, chances are that much has been written about it in leading newspapers and business publications — a reliable source of information that can help you make an educated decision.
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