Human Resources Blog Steph Bashoury

After taking the Life Stress Inventory, Coping and Stress Management Skills Test, and Type A Personality Survey, I learned a lot about how I handle stress and where I can improve. The Life Stress Inventory told me I have a score of 272, which implies I have a 50% of have a health breakdown in the next 2 years, which was fun to hear. According to the Type A Personality Survey, my Impatience/Irritability score was 39, which means I’m usually patient and warm in my interactions but can occasionally become frustrated or impatient, especially when stressed. While this isn’t a huge issue, it’s a reminder to manage my emotions during tough situations, as traits like impatience and irritability can affect both relationships and health over time.

My Coping and Stress Management Skills Test score was 72 for problem-focused coping, showing that I tend to deal with stress by addressing problems directly. This is a helpful strategy when I can change or control the situation, but it doesn’t work as well for stressors that are out of my control. I’ve realized that I need to balance this with other approaches, like emotional-focused coping or finding ways to accept situations I can’t change.

To better handle stress as I move forward in my career, I plan to focus on a few key steps. First, I want to work on recognizing my emotions and staying calm during challenging situations to avoid letting frustration build up. Second, I’ll focus on self-care, like regular exercise, healthy eating, and getting enough sleep, since physical health is so connected to stress management. Finally, I’ll build strong relationships at work to create a support system I can rely on when things get tough.

Stress is a growing issue for many workplaces because it impacts both employee health and productivity. Organizations are addressing this in different ways, like offering wellness programs, flexible work arrangements, mental health resources, and stress management workshops. For example, companies like Google provide mindfulness training, while others offer unlimited vacation policies to help employees recharge and avoid burnout. By combining my personal stress management strategies with resources offered by employers, I hope to stay healthy and perform well in my career.

I recently experienced a situation where compensation played a significant role in my decision to accept a job. During my job search, I was offered a position at a retail company that I was initially excited about due to its brand reputation, but I had another offer with higher pay from a company where the brand aligned less with my personal values. Ultimately, the compensation offered by the first company, while lower, came with unique perks that felt valuable beyond just the paycheck.

What made this compensation package compelling wasn’t just the base salary but also the benefits, like flexible hours, discounts on products, and potential bonuses that were performance-based. These non-salary elements really made me feel valued and offered a sense of investment in my well-being, both inside and outside work. The company’s approach showed me that they prioritized not only my role’s immediate impact but also my personal growth and work-life balance.

On the other hand, the higher-paying offer came with minimal benefits, and I felt it wouldn’t bring me as much satisfaction in the long run. Though the salary was tempting, I realized that compensation involves more than just the monetary aspect. When a company demonstrates a commitment to my long-term growth and personal goals, it builds loyalty and encourages me to contribute more actively.

Ultimately, I accepted the job that aligned with my personal goals and values, reinforced by the holistic approach the company took toward compensation. This experience underscored how thoughtful compensation (salary combined with meaningful perks and opportunities) can be a motivating factor that extends beyond finances, encouraging engagement and commitment.

Reflecting on my journey through different types of training, I’ve experienced both effective and less-than-helpful approaches. My training as a Lululemon educator stands out as particularly impactful, whereas my experience in cycle instructor training left me feeling unprepared. Analyzing these two experiences sheds light on what makes training successful—and what can make it fall short.

The training at Lululemon was well-structured and practical, giving me essential life skills in sales and handling diverse situations. Through role-playing and hands-on scenarios, I learned how to communicate effectively, respond calmly to challenging situations, and understand customers’ needs on a deeper level. This type of training aligns with common goals in job and technical training, which aim to impart skills that directly improve performance and empower employees to handle job-related tasks confidently. Additionally, the training fostered skills I could carry beyond the retail floor, providing lasting value in both personal and professional settings.

On the other hand, my cycle instructor training fell short in terms of structure and practical teaching. The sessions lacked clear objectives and were poorly organized, with little emphasis on developing the tools and confidence needed to lead classes effectively. Kirkpatrick’s evaluation model underscores that effective training should result in measurable improvements in knowledge and job performance. As a result, I found myself having to piece things together on my own. Without a strong foundation from the training, I relied on trial and error, learning through observation, and experimenting during actual classes. This lack of structured support made the learning curve steeper and left me feeling less prepared than I would have liked.

Comparing these experiences has deepened my appreciation for well-planned, outcome-focused training programs. A thoughtfully designed program doesn’t just meet immediate needs but also empowers employees with transferable skills, fostering long-term growth and confidence in their roles.

I completed the Implicit Association Test (IAT) and learned that I apparently have a moderate automatic preference for young people over old people, which is not something I have ever felt. This result has prompted me to reflect on the implications of implicit bias in selection processes, particularly how it can undermine both reliability and validity.

Implicit bias operates beneath the level of conscious awareness, influencing our judgments and decisions in ways we may not recognize (Payne, Niemi, & Doris, 2020). In the context of selection processes, this bias can lead to inconsistent evaluations of candidates. For instance, an interviewer may unknowingly favor younger candidates due to positive associations with youth, even when older candidates possess equal or superior qualifications. This inconsistency jeopardizes the reliability of the selection process, as it fails to apply the same standards to all applicants.

Moreover, implicit bias can distort the validity of selection decisions by skewing the criteria used to assess candidates. Research has shown that biases can result in discriminatory practices that perpetuate societal inequalities (Better Homes, 2024). When decision-makers allow their biases to influence evaluations, they may overlook candidates who are genuinely qualified but do not fit their preconceived notions of an ideal candidate.

To counteract implicit bias in selection processes, one effective strategy is to implement structured interviews. This approach standardizes questions and evaluation criteria, reducing the influence of personal biases. Training on recognizing and addressing implicit bias can also equip decision-makers with tools to minimize its impact.

Recognizing my own implicit biases is the first step toward fostering a more equitable selection process. By actively seeking to understand and address these biases, we can work towards a fairer evaluation system that prioritizes qualifications over stereotypes.

References:

Aallison. “Understanding Implicit Bias-and How to Work through It.” Better Homes and Gardens Real Estate Be Better Blog, 18 Apr. 2023, bhgrecareer.com/bebetterblog/implicit-bias/.

Payne, Keith, et al. “How to Think about ‘Implicit Bias.’” Scientific American, Scientific American, 20 Feb. 2024, www.scientificamerican.com/article/how-to-think-about-implicit-bias/.

Interviews are pivotal in determining the right fit between candidates and organizations. Drawing from my wide range of experiences as a barista, fitness instructor, project engineer, and in retail, I’ve seen firsthand what makes an interview effective and what can hinder the process.

My interview for a project engineering role stood out as particularly effective. The structure was clear, with a standardized set of questions that ensured a comprehensive evaluation of my skills and experiences. However, what truly set this interview apart was the conversational tone that the interviewer had established. It felt less like a robotic Q&A session and more like a genuine conversation, which allowed me to share my insights and ask questions comfortably. This approach not only enhanced the interview’s reliability and validity—ensuring that my responses were assessed against relevant criteria—but also emphasized the importance of person-organization fit (P-O fit). The interviewers were knowledgeable about the role and fostered an atmosphere that made me feel welcome and encouraged open communication, which I think is crucial for assessing cultural alignment.

In contrast, my interview at Target was very different from this positive experience. The atmosphere was tense, and the lack of organization was very noticeable. Questions seemed scattered, and there was little consistency in how my responses were evaluated. This disorganization affected the interview’s utility; without a clear framework, it became challenging to gauge how well I aligned with the role or the company’s values, and the atmosphere most definitely did not allow me to feel comfortable open in my communication.

Based on these experiences, I would advise employers to adopt structured yet conversational interviewing styles (we’re all human at the end of the day, so why shouldn’t it resemble a normal humane conversation!). Effective interviews should prioritize clarity and consistency in questions while fostering a welcoming atmosphere for candidates. Additionally, incorporating realistic job previews can help candidates understand both the positive and challenging aspects of the role. This approach not only enhances candidate experience but also increases the likelihood of finding the best fit for both parties, ultimately leading to better employee retention and satisfaction.

Throughout my professional journey as a barista, fitness instructor, project engineer, and retail employee, I have recognized the critical role job descriptions play in ensuring clarity and efficiency. However, I’ve encountered several challenges stemming from poorly developed or maintained descriptions.

One significant challenge I faced while working in retail was the vagueness of job descriptions. Without clear task definitions, it was often confusing to determine who was responsible for what, especially during busy shifts. For instance, I frequently found myself juggling overlapping tasks that weren’t explicitly outlined, which created stress for both myself and my co-workers. This experience underscored the importance of conducting a thorough job analysis to identify the specific tasks and KSAOs (Knowledge, Skills, Abilities, and Other Characteristics) necessary for each role.

As a project engineer at a general contractor, I learned that job analysis is an essential HR function that forms the foundation for many other HR activities, including recruitment, compensation, and performance management. I often observed how essential it was to regularly update job descriptions to reflect evolving responsibilities, but this task was often deprioritized. In my experience, effective job analysis can enhance job design by defining how work will be performed and identifying the attributes needed for success.

The lack of well-defined job descriptions also posed challenges during performance evaluations. Without specific criteria for evaluating performance, feedback felt subjective, making it difficult to gauge my progress and areas for improvement.

To address these challenges, I believe organizations should adopt a systematic approach to job analysis. Regularly reviewing and updating job descriptions while engaging employees in the process can provide valuable insights and foster a sense of ownership. Additionally, utilizing HR software could streamline job description management, ensuring consistency and clarity across the board.

In summary, my experiences across various roles have highlighted the importance of clear and effective job descriptions. By proactively addressing the challenges associated with their development and maintenance, organizations can enhance performance and job satisfaction for everyone involved.

In today’s competitive landscape, companies like Hilton, American Express, and Adobe have cracked the code on what makes their workplaces not just good, but truly great. What’s the secret behind their success? A strong commitment to employee satisfaction and engagement.

Hilton stands out for its welcoming culture. With an impressive 96% of employees feeling valued and included, Hilton’s focus on onboarding and diversity creates a sense of belonging. This aligns perfectly with our discussions on how a positive workplace culture can influence employee behavior and performance. Their ethical management practices foster trust, which is essential for retaining talent and driving success.

Similarly, American Express prioritizes employee well-being with flexible policies and robust benefits. An incredible 94% of employees consider it a great place to work thanks to its focus on health and work-life balance. This demonstrates how effective HR practices enhance organizational culture and boost employee engagement.

Adobe channels innovation by creating an environment where employees feel supported and appreciated. High satisfaction ratings reflect their commitment to performance management and employee development strategies. Adobe’s culture of openness encourages creativity, proving that when employees feel valued, they are sure to thrive.

As I reflect on the kind of manager I aspire to be, I want to embody the values of support, integrity, and innovation exemplified by these companies. I truly value work-life balance and believe it is essential for both employee well-being and productivity. My goal is to foster an environment where team members feel empowered to contribute and grow while also having the flexibility to manage their personal lives. However, I acknowledge that challenges such as managing diverse teams and maintaining high morale can arise. By leveraging HR functions like performance management systems and regular feedback, I can effectively address these challenges and create a happier workplace.

The secret behind happy workplaces lies in the HR practices of companies like Hilton, American Express, and Adobe. By prioritizing employee engagement and aligning HR strategies with company goals, we can create environments where everyone thrives.

References

Work, Great Place To. “Adobe Systems Incorporated.” Great Place To Work®, www.greatplacetowork.com/certified-company/1000005. Accessed 4 Oct. 2024.

Work, Great Place To. “American Express.” Great Place To Work®, www.greatplacetowork.com/certified-company/1000311. Accessed 4 Oct. 2024.

Work, Great Place To. “Hilton.” Great Place To Work®, www.greatplacetowork.com/certified-company/1000367. Accessed 4 Oct. 2024.

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