e they don't feel that they are contributing to the level that they can at this job because they aren't passionate about it. They feel stifled. When you treat someone like a resource they will feel like a resource; another cog in the big wheel.

If you shift the emphasis to “human” side of the definition, you are defining a being of potential. A being of potential cannot be squeezed into a pre-determined need. You will have to find out the strengths of that person and about what they are interested in; what they are passionate about! This information will then allow you to determine exactly what they can do in your company to provide value by using their

Interest in the field of human resources has exploded in recent years due to the promises it offers for a better understanding of human beings at work. The term is now as ubiquitous as it has once been obscure. It is taught in schools and universities; it has turned into one of the main functions of a corporation in addition to marketing, finance, and accounting. Yet despite this trend, there are still many challenges facing the field. It seems like the subject of HR is talking the talk but not walking the walk. It is true that it is easy to talk about how we should treat employees and how to reward them in order to create an incentive for greater performance, but how do we tackle the most common problem of job dissatisfaction?

I believe that the root of all problems in the human resources field has to do with the fact that it has not been accurately defined. The way you define something determines how you will use it. For example, imagine a waiter at an Indian restaurant bringing you a bowl of warm water with a slice or a couple of slices of lemon in it at the end of your meal. If you define the contents of the bowl as "soup", you will begin to drink it (until someone stops you!). However, if you define it as a bowl to wash your hands, you will put your hands in the bowl and begin to wash your hands. In the very same way, the emphasis on the subject "human resources" has been misplaced. We put too much emphasis on the word “resource” rather than on the word “human”. “Now what’s wrong with that?” you may ask. To answer this question, we will begin with defining the words.

A resource, as defined by www.dictionary.com is “an available supply that can be drawn on when needed.” Now if you take this definition you can clearly see that a resource is something you rely on for a pre-determined need. You already have a need and you need to fill it. Realize that in the job market today, people are ready to do anything to get that illusive dream they call “job security”. They say, “I will do anything if you give me a job.” The job that they are required to do is pre-determined. The outcome of this is have to change themselves to fit the job if they are not passionate about it (this is the equivalent of trying to push a square peg in the round hole and we learned when we were younger that it just doesn't work!). If they love to do it, then job dissatisfaction is out of the question. However, if they do not love what they are doing you will have a person who is on the payroll just doing the bare minimum which creates no value to pass on to your customers. There is a high probability that the person will eventually quit because they don't feel that they are contributing to the level that they can at this job because they aren't passionate about it. They feel stifled. When you treat someone like a resource they will feel like a resource; another cog in the big wheel.

If you shift the emphasis to “human” side of the definition, you are defining a being of potential. A being of potential cannot be squeezed into a pre-determined need. You will have to find out the strengths of that person and about what they are interested in; what they are passionate about! This information will then allow you to determine exactly what they can do in your company to provide value by using their s

but how do we tackle the most common problem of job dissatisfaction?

I believe that the root of all problems in the human resources field has to do with the fact that it has not been accurately defined. The way you define something determines how you will use it. For example, imagine a waiter at an Indian restaurant bringing you a bowl of warm water with a slice or a couple of slices of lemon in it at the end of your meal. If you define the contents of the bowl as "soup", you will begin to drink it (until someone stops you!). However, if you define it as a bowl to wash your hands, you will put your hands in the bowl and begin to wash your hands. In the very same way, the emphasis on the subject "human resources" has been misplaced. We put too much emphasis on the word “resource” rather than on the word “human”. “Now what’s wrong with that?” you may ask. To answer this question, we will begin with defining the words.

A resource, as defined by www.dictionary.com is “an available supply that can be drawn on when needed.” Now if you take this definition you can clearly see that a resource is something you rely on for a pre-determined need. You already have a need and you need to fill it. Realize that in the job market today, people are ready to do anything to get that illusive dream they call “job security”. They say, “I will do anything if you give me a job.” The job that they are required to do is pre-determined. The outcome of this is have to change themselves to fit the job if they are not passionate about it (this is the equivalent of trying to push a square peg in the round hole and we learned when we were younger that it just doesn't work!). If they love to do it, then job dissatisfaction is out of the question. However, if they do not love what they are doing you will have a person who is on the payroll just doing the bare minimum which creates no value to pass on to your customers. There is a high probability that the person will eventually quit because they don't feel that they are contributing to the level that they can at this job because they aren't passionate about it. They feel stifled. When you treat someone like a resource they will feel like a resource; another cog in the big wheel.

If you shift the emphasis to “human” side of the definition, you are defining a being of potential. A being of potential cannot be squeezed into a pre-determined need. You will have to find out the strengths of that person and about what they are interested in; what they are passionate about! This information will then allow you to determine exactly what they can do in your company to provide value by using their

very same way, the emphasis on the subject "human resources" has been misplaced. We put too much emphasis on the word “resource” rather than on the word “human”. “Now what’s wrong with that?” you may ask. To answer this question, we will begin with defining the words.

A resource, as defined by www.dictionary.com is “an available supply that can be drawn on when needed.” Now if you take this definition you can clearly see that a resource is something you rely on for a pre-determined need. You already have a need and you need to fill it. Realize that in the job market today, people are ready to do anything to get that illusive dream they call “job security”. They say, “I will do anything if you give me a job.” The job that they are required to do is pre-determined. The outcome of this is have to change themselves to fit the job if they are not passionate about it (this is the equivalent of trying to push a square peg in the round hole and we learned when we were younger that it just doesn't work!). If they love to do it, then job dissatisfaction is out of the question. However, if they do not love what they are doing you will have a person who is on the payroll just doing the bare minimum which creates no value to pass on to your customers. There is a high probability that the person will eventually quit because they don't feel that they are contributing to the level that they can at this job because they aren't passionate about it. They feel stifled. When you treat someone like a resource they will feel like a resource; another cog in the big wheel.

If you shift the emphasis to “human” side of the definition, you are defining a being of potential. A being of potential cannot be squeezed into a pre-determined need. You will have to find out the strengths of that person and about what they are interested in; what they are passionate about! This information will then allow you to determine exactly what they can do in your company to provide value by using their

”. They say, “I will do anything if you give me a job.” The job that they are required to do is pre-determined. The outcome of this is have to change themselves to fit the job if they are not passionate about it (this is the equivalent of trying to push a square peg in the round hole and we learned when we were younger that it just doesn't work!). If they love to do it, then job dissatisfaction is out of the question. However, if they do not love what they are doing you will have a person who is on the payroll just doing the bare minimum which creates no value to pass on to your customers. There is a high probability that the person will eventually quit because they don't feel that they are contributing to the level that they can at this job because they aren't passionate about it. They feel stifled. When you treat someone like a resource they will feel like a resource; another cog in the big wheel.

If you shift the emphasis to “human” side of the definition, you are defining a being of potential. A being of potential cannot be squeezed into a pre-determined need. You will have to find out the strengths of that person and about what they are interested in; what they are passionate about! This information will then allow you to determine exactly what they can do in your company to provide value by using their

e they don't feel that they are contributing to the level that they can at this job because they aren't passionate about it. They feel stifled. When you treat someone like a resource they will feel like a resource; another cog in the big wheel.

If you shift the emphasis to “human” side of the definition, you are defining a being of potential. A being of potential cannot be squeezed into a pre-determined need. You will have to find out the strengths of that person and about what they are interested in; what they are passionate about! This information will then allow you to determine exactly what they can do in your company to provide value by using their strengths and working in what they love to do. Everyone can provide value when they do what they love. Job dissatisfaction is out of the question when you love what you do. When you love something you will work late for it; wake up early for it; do anything just to do it! With that as the leading attitude, all acts of creation and work spontaneously creates value for the company and the customers. Value comes from passion! A passion for something creates the venue for excellence in that very thing. All of that happens when the emphasis is on the word “human” rather than on “resource”. We should change the name of the field to “human resourcefulness” rather than "human resources" to tap into the limitless potential within the human being rather than reducing them to a mere resource.

The answer to any problem lies in the way you define the problem. Change your definition and you change your possibilities. This is true for whatever field you are looking at. So today, take a look at an area in your life, redefine it, and then see if that new meaning opens up a new way to live it. If redefining it creates more potential you must start using it, and if it limits you, you must drop it. Where else can you use this? What else in your life has been misidentified? When you answer these questions to the best of your ability, the myriad possibilities of life will open up for you.