What Makes a Good Employer: Organizational Behavior Insights
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.
- Introduction: Redefining What Employees Want: Why good employers offer more than salaries
- Employee Empowerment and Quality of Life: Empowerment and autonomy as key retention tools
- Edward Jones as a Model Employer: Edward Jones training and ownership programs examined
- How to Research and Evaluate a Potential Employer: Practical steps for assessing prospective employers
- Conclusion: Beyond the Salary Package: Final advice on holistic employer evaluation
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What makes this paper effective
- It grounds its argument in a concrete, well-known real-world example (Edward Jones) rather than relying solely on abstract claims, giving the analysis immediate credibility and specificity.
- It balances theoretical claims about employer quality with practical, actionable advice for job seekers, making the paper useful to two distinct audiences simultaneously.
- It uses direct quotations from industry professionals and trade publications to support its central claims, demonstrating appropriate use of external authority.
Key academic technique demonstrated
The paper demonstrates effective use of the extended example as an argumentative device. Rather than listing abstract criteria for a good employer, the author anchors each criterion — training investment, employee ownership, performance rewards — to specific, cited data points from Edward Jones. This technique transforms general claims into verifiable evidence and models how to move from assertion to substantiation in short analytical writing.
Structure breakdown
The paper opens with a broad claim about shifting employee priorities, then narrows to the principle of employee empowerment backed by an expert quotation. It introduces Edward Jones as the central case study and supports the selection with quantitative data. A middle section provides practical guidance for evaluating employers. The conclusion reinforces the central thesis that salary alone is insufficient. This funnel-then-zoom structure is well-suited to short persuasive essays.
Introduction: Redefining What Employees Want
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.
Employee Empowerment and Quality of Life
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 as a Model Employer
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.
Conclusion: Beyond the Salary Package
In short, do not let money be the only factor influencing your employment decision. A holistic evaluation of a prospective employer — one that considers training opportunities, workplace culture, employee empowerment, and organizational values — will serve you far better in the long run. Be prepared with a list of well-reasoned criteria when asked why you chose a particular employer, and ensure those reasons reflect what truly contributes to a fulfilling professional life.
References
Ann Eby, "Target companies with winning workplaces." The Toronto Star, 07-28-2001.
Ann Harrington, Robert Levering, Milton Moskowitz, and Christopher Tkaczyk, "100 Best Companies to Work For." Fortune, 01-20-2003, pp. 127.
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