There’s nothing that people want more, than a spectacular colorful firework show for the 4th of July. Fireworks give the crowd something to dazzle and cheer for. They are the grand finale to a perfect family holiday.
Sky King Fireworks offer some of the best firework selections that are available. You can see so for yourself on their Youtube Channel or even check some of the latest products at one of their locations in Florida, Indiana or Pennsylvania. An online interactive catalog is also available.
One of the most popular products used in firework shows that make them more intersting are Artillery shells. The tube is loaded with the shells to create your own kind of sparkling show filled with plenty of thunderous booms. Some of the products include the “Sky King” ,”Astrodome”, Double Down and the Intimidator. An assortment of shells can also be purchased too. Mix some of these selections together to create an unforgettable 4th of July show.
Some of the most sought after shells in America are the Extreme 16. They have unrivaled color breaks and thunderous sounds that will make the crowd roar with excitement. Some of the colors that light up the sky include turquoise, yellow and orange with gold glitter, brocade with red glitter, yellow and blue with gold glitter, gold crown with green glitter and many other sparkly combinations. These spectacular lights will give America something to cheer for. Not only will they deliver a beautiful night lit up with lights, but the sound will echo throughout the town.
If you are looking for a show of colors that will bring everyone to your neighborhood show, this place has some of the most popular selections. You can view their products online at Youtube so you can decide what type of show to deliver to your area. Choose from some of the brightest most beautiful colors and the ones that will crackle the loudest and bring the largest booms. And while the crowd is busy watching the night sky all lit up, don’t forget to buy some sparklers to hand out to the children too. They can have their sparkling pre-show before the big one begins. Some of the best and brightest fireworks in American can be bought online by visiting their website http://www.skykingfireworks.com/ or at one of their locations.
First of all, I want to say Wooooof!(*breathe deeply*)
Being in the human resource administration department is one of the most challenging place to be in an organization.The state of being caught up in between the predicament of your colleagues and the management is a tough spot to beat. You want to bridge these two pillars of an organization and yet it’s not that easy as 1,2,3. I am not sure if it is excused that I am still less than a year in this role. I surely have a place to grow more, right? But…
One challenge I can easily identify is to find and hire the best people. We identify the requirement, get approval on the budget, post advertisement and viola, thousands of resume to screen! Not to mention the deadline that you have to deploy this newly-recruited person the soonest possible. Yes it’s tough but I swear it’s fun too. You get to know so many people, gain better understanding of different personalities and the continuous learning in every interview session is beyond comparable. Well, that’s the easily identifiable challenge.
Looking back in my first few weeks of getting a hang-on the recruitment thing, I first thought that was the most difficult stage of an HR person’s life. But oh, I was wrong! I came to realize that the biggest challenge is how to retain your employees who you hired because you believe they are the best.
An organization functions because of the financial capacity to operate, the value of the product or service they provide and of course, it’s people – the human resource. But what if you cross that bridge of having to face the fact that one or two or more of your employees want to quit their job in your company? How can you convince them to reconsider that decision? How can you retain them?
First, let’s identify the cause. There are so many factors why people quit their jobs. Some for family concerns which I believe the company has no power to overcome that need of the person. But a lot of people I know indicate reasons that can actually be controlled by the employer. Weeeee, I am not in a blind spot, neither totally helpless. In fact, there are still things, human resource function can do, to reduce that very costly turnover and promote retention and loyalty from the employees.
So how do we retain our best employees?
Why not, let’s go back to the basics of psychology. I am not a psychology expert. I am an IT graduate but psychology is part of our human life. So I want to go back to the basics of what “human beings” really need.
According to Maslow’s theory, people’s needs are defined according to this hierarchy:
We can definitely use this as a base to address the challenge to retain our best employees. Let’s give them their needs because they are human. Unless we hire robots, operates in a business intelligence (BI) environment, then all we have to do is configure them and they function exactly as we want them to be. But whether we like it or not, our human resource are human beings with needs that some organizations/employers are missing out.
So, let’s map it out – Employee Retention according to Psychology’s theory of Maslow’s Hierarchy of Needs.
1. Address that physiological needs. This is what people need in the most atomic / basic level to survive. Physiological needs are the physical requirements for human survival. If these requirements are not met, the human body cannot function properly and will ultimately fail. Physiological needs are thought to be the most important and they should be met first.
Organizations with the financial capacity to operate and who are responsible enough of conducting a study of competitive package rates in your industry can definitely provide fairly for the employees.
Putting in action can be:
a. Offer fair rates to help them afford a decent life
b. Give them an hour break to replenish energy in the middle of their shift
c. Implement fair or even flexible scheduling of work to ensure productivity
d. Allow sufficient time of rest for the employee to get revitalized
2. Safety & Stability
With their physical needs relatively satisfied, the individual’s safety needs take precedence and dominates human behavior. If the organization provides that sense of safety and stability for their employees, then definitely, the people who wanted to leave may reconsider.
Putting in action can be:
a. Provide a work infrastructure that is safe and conducive for working
b. Provide insurance coverage – like safety nets during illness or emergencies
c. Never delay the payday
d. Be more proactive in generating more business for your organization’s stability & continuity
e. Comply to statutory laws or you will end up in ministries of labor settling disputes
3. Feeling of belongingness
The people we hire came from different cultures with different set of talents and skills. The challenge of bringing them into your organization’s culture can be addressed if we place them in the role their talents & skills also belong. In addition, if we build a friendly culture where the organization listens to their employees and no discrimination regardless of race & color, it can definitely help satisfy that need.
Putting in action can be:
a. Place the right people for the right role with the right skills set
b. Build a positive culture in the team
c. Ensure harmonious working relationship
d. Promote open & honest work relationship
e. Implement team building activities
f. Involve them in projects, organization’s milestones
g. Organize events to build camaraderie
All humans have a need to feel respected; this includes the need to have self-esteem and self-respect. Esteem presents the typical human desire to be accepted and valued by others. These activities give the person a sense of contribution or value.
Putting in action can be:
a. Respect everyone in the workplace regardless of job level / position
The “boss” always have that notion of “you respect me” thing rather than having a notion of “I respect you too”. I believe this is more prevalent in most organizations, missing out to fill this need of their people.
Do you know, “the boss”, is the one of the most common reason why people quit their jobs? So for us employers, let’s try to figure this out more carefully.
b. Build a culture that harassment or belittling others should never be tolerated
c. Recognize their contributions to the organization
d. Learn to appreciate
e. Value their freedom and strength and allow them to be creative in their ways
f. Send them to internal or external trainings to gain new skills or knowledge; help them grow;
5. Self actualization
“What a man can be, he must be.” This quotation forms the basis of the perceived need for self-actualization. This level of need refers to what a person’s full potential is and the realization of that potential. Maslow describes this level as the desire to accomplish everything that one can, to become the most that one can be.
Putting into action can be:
a. Tailor fit job specifications to your employee’s skills set and develop them further
b. Allow them to fully maximize that potential you once saw when you recruited that person
c. Let him master it!
d. Define a clear career development plan
e. Be committed to developing them and establish a competency based system for them to achieve that career development plan (CDP) – to put it into actualization, not just on flowery words upon recruitment nor only upon the signed documents of CDPs.
These points I raised are just a few of so many things on the list that we can do to retain our best employees. But no matter what are those, the commitment of everyone in the organization to implement this is what really matters.
Think like human. Feel like human. Then only we will understand the challenge of employee retention and how to actually retain them.
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