Positive Workplace Culture

In today’s society it is crucial to establish a basis of trust within an organization in order to remain competitive and successful. It is the foundation upon which all relationships are built. If employees feel you don’t trust them to do their jobs correctly, they will be unwilling to do much without your approval. But on the other hand, when they feel trusted, and that you believe they will do the right things, they will naturally want to do things well and be deserving of your trust.

Give contests to the workers between each other and give points to the workers for whatever good things they have done and also must deduct points when they do not do well suppose for example when a worker keep absenting themselves must deduct points for every absence so the staffs will turn up every day and they will be motivated to turn up for work for everyday and put in such a way that that the staff who earns the most points will get rewarded with the most bonus and that will motivate the staffs to do good

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

In ADP 6-22 there is a section dedicated to building trust, trust may sound cliché or soft depending on who you are but by developing trust you are in turn developing mutual respect. It says that “it is important for leaders to promote a culture and climate of trust”(ADP 6-22 chapter 6-50)

Workplace culture is often hard to describe, because it means something different in every organisation and many times employees feel it’s ‘just the way things are’. But so often it can define a company and when it’s not working well, everyone knows about it.

Meeting with staff, providing the opportunity to discuss concerns, ascertain motivation and build relationships between management and workers. Collect and analyse performance figures and observe trends, (for example absence levels, retention, production or customer service). Use staff satisfaction surveys to determine the mood of employees. Promptly analyse responses to identify areas requiring action.

Respect and values work of others: When someone doesn’t feel that they fit in their workplace it can make other around them feel quite down as their can pick up a negative vibe, however if everyone just values and appreciates everyone and speaks nicely then everyone will interact perfectly fine and everyone will be feeling a lot happier, everyone should feel comfortable with each other because then everyone will be smooth running and the care will be delivered at a good pace and care. Making clear decision: Every team member who may be involved in something should always feel that they have the right to voice their opinion, however if there is an individual there who doesn’t feel involved enough to say something then their will need to be an agreed procedure to maintain the relationships between everyone and to keep everyone’s moods positive and try to get everyone to participate. Identify skills and approaches needed for resolving

We must trust subordinates and peers to collectively strive to foster this environment throughout the

Sometimes employees have turn to focus on personality rather than the actual problem. So recommending a regular staff meeting that addresses issues within the work place. Not only the managers and supervisors should be instructing but junior staff given the privileges to explores and vent out their concerns, and the meeting environment should be cordial, respectful and peacefully. I will also want to recommend that the management should keep in touch with all employees through email messages and phone calls concerning all the changes and important information going on in the

When managers say ‘I want my staff to be caring, pleasant, happy and enthusiastic’, you would ask, ‘what are you giving them so they will do all of this?’ The reply is usually, ‘They get paid.’ If you want your staff to do all the above then they need a return in the appropriate dimension - the emotional one. This means creating an atmosphere where the staff passes on to your customers what they get from you. For example:

The purpose of this assignment requires consideration of how to develop and maintain trust at work, as well as how teams are built within the workplace and what effects and concerns a manager needs to be aware of.

1. Place others first in your thoughts. Healthy work relationships begin with the ability to recognize co-workers needs. Remember team goals and work to develop an attitude of kindness toward teammates. Show respect to people joining your team - even before he/she has a chance to earn it. Commit random acts of kindness.

Gaining employees trust is about telling the truth, even when it is difficult, and being truthful.

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.

There should be trust amongst each other in order to be able to work together successfully.