Any company willing to reach success has to establish policies that would not only attract potential employees but also keep then wanting to be part of the company. Coming up with the successful policy would mean satisfying as many people as possible, people who have various interests and motivation to show up at work every day. Naturally, the policy has to establish a positive atmosphere so that an employee would feel at the very least as good at work as at home thus mitigating the influence of home environment as the only pleasurable one within the life of an employee. In order to establish a long-lasting policy that would benefit both employer and employee, it is necessary to find the answer to a very important question – what does make an employee happy?
When asked about the reasons to go at work, people give a wide array of answers. Some note that the only reason is money, the everlasting appeal of a paycheck each month. Some simply have the feeling that they have to meaning that they might not feel good at their current workplace but being unemployed is a perspective, which scares them a lot. Others find actually enjoyment within the company of coworkers. Some manage to establish strong friendships with coworkers that last for years on a very up close and personal level. Some people strive for organization and method in their lives. There are also cases when routine becomes so usual that to change something seems pointless and at times downright scary.

The company has to establish a positive working environment where there would be some system of punishment for severe mistaken, but no cutthroat competition that has long captured the realm of corporate culture. It is necessary to provide various incentives in the form of bonuses and other privileges to ensure that each worker gives his maximum on a daily basis. It is necessary to implement a lenient policy towards sick leaves so that the employees could have at least one day to stay at home and get their health in order if necessary. Most importantly, however, it is necessary to listen to the employees in order to see what they would like to see changed. Numerous researches have shown that on average 80% of people are dissatisfied with their jobs despite spending there the majority of their lifetime. In order for the company in question to break this negative tendency, it is of utmost importance to ask what the employee truly wants and how his wishes coincide with the goals and intentions of the company. If there is enough compatibility in these aspects, then the working relationship should be maintained. If the wishes of the employee or potential employee differ from the goals of the company, it is best to terminate the relationship. After all, the company needs people who not only do their job for money, but because they are loving it as well. Same goes for employees – it is of utmost importance to like the job at hand so as not to live the rest of the life until pension in misery.

Establishing policies is no easy task, because the companies are often restrained by countless factors, including the gravest one – budget limitations. Companies, unfortunately always tend to move against the happiness of employees and to strive for utmost financial profit only. It is still an often occurrence that the companies are unwilling to make a long-term investment that would pay back immensely in a slightly longer run. The policy needs to accommodate the employees and not discourage their presence at the company.

Outline
I. Introduction
Thesis: In order to establish a long-lasting policy that would benefit both employer and employee, it is necessary to find the answer to a very important question – what does make an employee happy?
II. Most common reasons for going to work
a) money
b) pleasure in routine
c) fear of public condemnation in the case of unemployment
d) uncertainty in the future
e) strong friendships with the coworkers
III. Things to account for when establishing a policy
a) understand what the employee wants
b) have a lenient policy towards sick leave
c) job satisfaction
d) determination of common goals shared by both the company and the (potential) employee
III. Conclusion