Argument in favor of establishing a positive culture - It seems like a pretty simple concept that people would like to work in a positive environment. It is safe to say that no one enjoys going to work if it 's such a negative environment to the point that every day is dreaded. Employees spend the majority of their time at their places of employment, so why shouldn 't the majority of your life be a positive experience. For many workers, their colleagues are considered family or at the least their working family. People tend to develop close bonds to those they work with, and it would be beneficial of those bonds were happy ones. The paycheck just gets an individual in the door, it takes more to motivate them to be as productive as they …show more content…
When managers create a negative culture they are effectively setting up their subordinates for failure. In contrast, when managers make an effort to perceive their subordinates as valuable assets for ideas and capable of completing challenging work, the employees naturally want to live up to the expectations set of them. It is a matter of fact that employees become more engaged and committed when they work in a positive environment (Biggs, Brough, & Barbour, 2014). Creating a positive work culture has also proven to increase loyalty and lower turnover rates. A positive work culture has also been proven to lower the stress levels of employees (Promoting a positive work culture., 2015). It is common sense that a positive environment will lower stress and inhibitions normally caused by the pressures of a negative culture. In a positive environment where an employee is recognized for their contributions and ideas, they are perceived as a valuable asset to the company. When people are considered valuable and are able to see the effect of their contributions in respect to the whole project of work, they are more inclined to produce better quality work and provide feedback (Campbell, Arrowood, & Kelm, 2013). Creating a positive culture is manipulative? - Creating a positive culture is sometimes considered manipulative. Of course, it is manipulative. If a manager is not being manipulative, then they are not effectively doing
A healthy organizational culture can be done with two different strategies. The first strategy being an action plan for developing a company that gives back to the employees. A good company understands the importance of building a positive morale and disposition among the staff. Regions Bank has developed a "team works" incentive plan that rewards good sales behaviors for the branches. This has given the employees an opportunity to not only make a base salary, but reap rewards for attainable quarterly sales goals as well. When an employee takes control of their production it gives a sense of ownership to the staff member to take pride in their company and help them develop on a larger basis.
We cannot let our work and living conditions limit our success, we must take control of the situations in our lives. As much as we have all heard it, we need to keep a positive attitude and mindset, or at least try to. This is probably the easiest way to take control of the situations you are in; keeping a positive attitude has been known to increase your physical and mental health, which can really only benefit you. In a study performed by the University of California, Riverside, in which productivity, happiness, and overall physical and mental well-being were analyzed in working individuals, it was concluded that a positive attitude and outlook has a great effect on one’s life. Generally positive, or “happy people,” were found to be more satisfied with their jobs, to perform tasks better, and less likely to be unemployed and more likely to be physically healthier and live longer than their less happy peers (Joy). Positive people being less likely to be unemployed allows these individuals to accumulate more money, which makes the general public happier nowadays, and this ultimately makes the dream of having success more easily attainable. Happy individuals being found to be healthier and to therefore live longer than less happy individuals gives these happy individuals more time to attain the “American Dream” as well. Keeping
In today’s business world, it seems that the major pitfall is in employees’ lack of motivation and engagement in their positions. This results in decreased productivity and satisfaction, and overall diminished views of the establishment. The relationships between employers and employees also suffer from poor morale in the workplace. According to an article by Chris Musselwhite, Creating a Culture of Motivation, the first place to start in correcting this problem, is to educate managers on the benefits of an empowered workforce, and how to effectively inspire them.
Visit at least two different companies’ website and read about how each company explicates the working environment and its expectations of employees. In your discussion post, reference the websites you analyzed. Examples of companies include, Kraft Foods, Apple, CVS Caremark, Johnson & Johnson, and Target. Identify what your selected companies do to establish a positive working environment and committed employees. Be specific in identifying behaviors, programs, or initiatives. (Note: If a company website does not provide enough information, select another company.)
In finding happiness at work, there is a large but limited set of values or factors; the key is determining how much of each value is needed. The individual is the only one who can make the determination of how much of each value is needed. What makes one person happy at work is not the same combination for the next guy. One guy may value a big salary to be happy while another could be just as happy with a little less pay and a little more involvement. The right mix of variables is personal because priorities need to be set. Rare is the job that provides all the values that you need in the exactly right proportions. Because of the rarity of the perfect job, we need to decide on what values we could be content with upholding.
A good culture encompassing strong values, vision, morale’s and beliefs and behaviours expressed by employers and employees of an organisation can be the driver of the overall performance of a company. A good culture can help support the implementation of changes and new initiatives and are likely to be supported by those involved.
A healthy work environment “is a set of interconnecting surroundings, circumambiencies, and conditions that determine, influence, and guide growth and action” (Kramer, Schmalenberg, & Maguire, 2010, p. 4). There is a variety of different characteristics surrounding a healthy work environment. Some characteristics are “a culture of collaboration and communication, adequate and appropriate staffing, authentic leadership, meaningful recognition, and continued professional development” (Sanders, Krugman, & Schloffman, 2013, p. 346). A healthy work environment assists in satisfied employees, which in turn retains
When trying to maintain a healthy organizational culture the leader has many factors that he/she must balance. Maintaining a healthy organizational culture may be viewed as an entire strategic
Positive work environment: a culture where junior employees are given fair amount of responsibility and are allowed to challenge themselves is one where employees are more enthused to work and enjoy what they do.
A healthy culture is crucial to the success of any organization. Creating a healthy organizational environment is the responsibility of the organizational managers and leaders in collaboration with their employees. One strategy that an organizational manager can employ in order to create a healthy culture is to provide an atmosphere of personal responsibility and accountability. By creating an environment where teams can hold each other accountable while celebrating successes as a team intensify loyalty, commitment and dedication to the organization. In addition, an honest and accepting atmosphere increases productivity and inspires creativity, maximizing the organization’s
In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.
Another vastly used concept in management theory and practice i.e. the positive psychology pursues organisational virtues and social responsibility. Positive psychology is applied in contemporary management to facilitate social relation between a leader and his subordinates to develop a sense of security and create positive emotional states of the individuals. With smaller sized team and more freedom in work,Google Inc. keeps the employees working towards a set purpose besides instilling high levels of self- motivation and work empowerment within them. Google Inc. focuses on noble tasks and convince their employees of their significance in bringing changes and peace to the world by organising the world’s information and making life better for individuals and the society(Cook 2012).Hence,it can be observed that through positive psychology,high employee satisfaction and achievement can be gained through self-motivation,self-improvement and self-inspiration by incorporating passion in their work and align them with the organization’s own’s values.This in turns improves the company’s productivity and innovation ability which will then elevate the corporation’s social and economic status.
An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced
Can managers influence the culture of their organisations? Discuss with reference to at least one example. It is only since the 1970s that the emphasis has shifted from a management-by-numbers to a more people-focused way of managing, in response to various problems that could not be overcome using the prior method (e.g. limitations to the Theory X way of managing, new production methods etc.). Pop-management theorists have since made direct links between an organisation’s culture and its performance, though this is not the entire story. As Kilmann et al (1985) put it: ‘a culture has a positive impact on an organisation when it points behaviour in the right direction... alternatively, a culture has a negative impact when it points
A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive, company pride among employees expands and improves the employees’ willingness to learn. Conversely, disinterested employees lack commitment to their company and lack desire to learn, making training more difficult.