Ideal Work Environment
The contemporary world is characterized by major issues such as vast unemployment in developed, developing, and under-developing countries. Therefore, most people are just content that they have a job position and do not care if their jobs have an ideal work environment. As a result, many organizations are taking up the responsibility of ensuring that their employees are working in an ideal working environment to ensure positive work productivity and employee satisfaction. Further, the increasing competition between companies in the same industries requires productive human resources and an ideal working environment contributes towards good performance and increased profits for the companies. Thus, an ideal work environment is one that constitutes a positive work culture, engages the employees in the company’s processes, has growth opportunities as well as provides a work-life balance.
Culture refers to the general knowledge, beliefs and social life of a particular group of people. Every company has its own culture characterized by the ways that the employees interact with one another. It is important to note that the culture of any workplace is influenced by different aspects which include the company’s leadership style as well as its strategic management and organizational direction(Ward and Parker 150). Further, the different aspects that entail creating an ideal culture in any work environment. However, if these aspects miss in the work environment, they create negativity in the workplace in any given company or organization. Negativity in a workplace is evident when the employees are unhappy, disengaged and rude. Importantly, these aspects of negativity exist due to primarily discontentment by the employees in the workplace (Ward and Parker, 150). Therefore, an ideal work environment entails a positive culture where the employees are happy, trustworthy, and have respect.
Engagement of employees in a workplace
Engagement of employees in a workplace refers to the inclusivity of their opinions and ideas in the organizational management of the company or organization.Employees have the need to be included in company activities such as the decision-making process in aspects that relate to their actual work in the company.After providing their opinions and ideas, it is important for the company leadership and management to value the employees’ opinions and contributions (Wilk 52).This is possible through a productive and effective chain of communication and feedback from the leaders and managers to the employees. This means that every good idea given by an employee should be recognized and merit should be given to the employee by the management through positive feedback and affirmation enabled by the effective communication structures created by the leadership of the company or organization(Wilk, 52). Therefore, an ideal work environment is characterized by the full engagement of employees at all levels as they have the platform to provide their ideas, opinions, and contributions as well as receiving positive feedback and affirmations.
Employees require companies and organizations to have growth opportunitieswith the aim of enhancing growth in their chosen careers. This means that every individual is attracted to work in a company or organization that provides structures that support career growth in a significant field(Ward and Parker 152). This is only possible when the leadership and management of a company or organization acknowledge and appreciate the positive productivity of its employees, provides salary raises and commissions, and give promotions to employees who deserve them. Significantly, employees who stay in one job position for a long time without any signs of growth become easily frustrated and dissatisfied hence providing poor results in their work productivity(Ward and Parker 152). Career growth opportunities are established through the provision of in-service training, rotational leadership, skills training, and first priorities on vacant positions within the company or organization(Ward and Parker 152). Therefore, an ideal work environment is characterized by career growth opportunities which in turn create employee motivation to provide quality and productive results in the respective positions.
Work-life balance
Work-life balance is a crucial demand for many companies and organizations especially from the younger generation workforce in many countries. This is because the younger generation wants to excel in both their careers and other aspects of their lives at the same time without having to sacrifice any of the two concepts(Wilk 39). The older generation worked in work structure that required one to forego between building a career and having a personal life., Therefore it was difficult for many people especially women to have families and excel in their careers especially those in leadership positions(Wilk 40). To achieve a work-life balance, most companies and organizations, through their human resource departments, have created flexible working hours and workload demands hence employees are able to live their lifestyles comfortably outside their workspaces. Therefore, an ideal work environment is characterized by an effective work-life balance that helps employees to live their private lives without the demands of their jobs.
Overall,an ideal work environment is one that constitutes a positive work culture, engages the employees in the company’s processes, has growth opportunities as well as provides a work-life balance. Over the years, employees of different fields have come together to fight for their rights. However, with the rising competition of different companies in different countries, leaders and managers have been forced to create a better working environment for their employees with the aim of getting better results and employee productivity. Therefore, an ideal work environment ensures the prosperity of a company or organization through better employee welfare in the workplace.
Works Cited
Ward, M., and Sharon. K. Parker. “Connecting workspace, work characteristics, and outcomes through work design.” Organizational Behaviour and the Physical Environment, 2019, pp. 149-166, doi:10.4324/9781315167237-8.
Wilk, K. E. “Work-Life Balance and Ideal Worker Expectations for Administrators.” New Directions for Higher Education, vol. 2016, no. 176, 2016, pp. 37-51, doi:10.1002/he.20208.
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