Introduction
The ideal working environment is the position of employees in the workplace when they feel comfortable, thanks to the favorable conditions created for them. Such situations can be different for each worker, and the ability to organize the space to suit everyone is one of the essential skills of a manager. A supportive work environment provides a company with employees willing to work and meet standards while feeling valued and respected for what they do. Such an ideal state at work has several components that must be observed.
Great Working Environment
Firstly, communication between employers and employees is critical. Managers must inform employees of any company goals or strategies that need to be achieved so that they can work towards them (Taheri et al. 1). In addition, employers should encourage a healthy work-life balance. This means they must provide a good break from work so that employees can have fun outside the workplace. Thus, the ideal work environment is one where people work and support each other while remaining positive.
Organizational culture is one of the main factors that form a good workspace. One crucial aspect of creating a good working environment is healthy relationships between colleagues. The company’s employees must have good communication skills to maintain the working environment at an appropriate level. Effective communication will allow employees to share ideas and best practices, improving company performance.
Organizational Culture Methods
Organizational culture can be formed, and there are methods to maintain and strengthen it. An attendance policy handles various attendance-related issues, such as tardiness, early departure, and unannounced absences (Gupta et al.). Attendance regulations often define these terms, which also detail or refer to disciplinary proceedings. For instance, a company might outline a progressive disciplinary plan and define tardiness as showing up more than five minutes after the start of a shift or the conclusion of lunch.
Companies should not forget that treating employees well is essential to reinforcing desired work values and behaviors. The formation of culture through the personal influence of the leader is based on the work of classical mechanisms of psychological impact: persuasion, suggestion, imitation, and infection (Gorton and Alexander 35). These people-oriented ways of social interaction allow leaders to implement the desired values and norms of behavior based on personal examples. Personnel training and advanced training are designed to transfer the necessary knowledge to employees and develop their professional skills.
In addition to the personal influence of the leader, corporate culture can be formed by creating ethical acts of behavior in the company. Regulatory ways of starting an organizational culture are developing a system of regulations and setting corporate norms. Such methods require the compliance of managerial and administrative documentation with development plans in terms of content and logic. Google has an anti-discrimination policy known as “equality of opportunity,” which forbids employers from mistreating employees or job applicants because of their age, nationality, ethnicity, gender, religion, or other characteristics (Gupta et al. 5). This policy is crucial because it encourages managers and employees to treat everyone fairly.
Style Leadership Behavior
The head must treat all with a specific interest and respect for all subordinates without exception. A good leader cannot afford to remain reactive in their actions and must take an active position in the organization (Taheri et al. 1). A leader should not lose sight of the fact that their behavior, whether they want to or not, will be reflected in their subordinates’ activities.
The personal leadership style adopted by the boss has a substantial impact on the value system adopted in the team. The individual style of the leader determines the nature of the rules of conduct for the entire production team, which must be aligned to avoid integration issues (Gorton and Alexander 31). Without completely comprehending this notion, the organizational culture will deteriorate rapidly.
In addition to reflecting one’s leadership style, a person must present a behavioral role model for subordinates. This notion implies the necessity of being supportive and appreciative of employees’ performance and requires one to show an understanding of the personal and professional nuances that workers encounter (Taheri et al. 1). A leader must serve as an example for others to follow by striving to perform at the level expected within the company. Their behavior will form and uphold an organizational culture that must fit the firm best.
Ethics and Diversity Issues
Ethics and morality refer to the norms of behavior that are mandatory for everyone, regardless of gender, social, national, or professional affiliation. Professional activity poses several specific questions for the employee, which are extremely difficult or impossible to resolve within the framework of universal ethics. In this regard, professional ethics need to be developed, which reflects professional morality as a specification of general moral principles and norms about various types of professional activity (Metcalf and Moss 449).
Awareness of professional and ethical problems, along with knowledge, skills, and abilities, is the most critical factor determining the professional autonomy of a specialist and the independence of the position expressed by them. Ethical principles form the basis of valuable professional activity. In this regard, higher vocational education should develop an understanding that professional training consists not only of the performance of professional duties but also ensures socially significant behavior within a particular profession.
Understanding the goals for which specific knowledge is needed is the essence of preparing a future professional, which includes following a firm’s policies. For example, a security policy deals with the information found in a particular region of a facility or the physical safety of the employees of an organization. It could specify the categories of personnel allowed admission into secret areas and mention using an ID card or fingerprint scanner. To behave ethically, one must comprehend and follow such nuances to the best of their abilities.
Another critical subject for modern organizations is the diversity of employees’ skills, backgrounds, and personalities. The impact of many views within a unit requires complex conflict management. Yet, it expands the employees’ mindset and allows them to generate more ideas that may cover vital areas of knowledge (Duchek et al. 388). Diversity is especially beneficial for firms in times of crisis, as employees are more capable of finding a solution through their unique professional and life experiences. Therefore, a homogenous group hinders its performance by narrowing the focus between various aspects of an organization’s activities, creating additional issues for a unit.
Conclusion
The company’s work is always closely related to how employees feel. Many parameters of an enterprise’s success, such as stability and profitability, depend on the staff’s morale. Therefore, it is essential to create conditions for workers to open up and use their potential fully. A comfortable working environment is due to several factors, such as corporate culture, the leadership abilities of managers, and good communication with colleagues. These aspects determine how an organization copes with difficult situations and how employees feel valued.
Works Cited
Duchek, Stephanie, et al. “The role of diversity in organizational resilience: a theoretical framework.” Business Research, vol. 13, no. 2, 2019, pp. 387–423, Web.
Gorton, Gary B., and Alexander K. Zentefis. “Corporate Culture as a Theory of the Firm.” National Bureau of Economic Research, no. w273532020, 2020, pp. 1–68. Web.
Gupta, Sumedha, et al. “Effects of social distancing policy on labor market outcomes.” Contemporary Economic Policy, 2022. Web.
Metcalf, Jacob, and Moss, Emanuel. “Owning ethics: Corporate logics, Silicon Valley, and the institutionalization of ethics.” Social Research: An International Quarterly, vol. 86, no. 2, 2019, pp. 449–476. Web.
Taheri, Rafia Hasan, Md Shipon Miah, and Md Kamaruzzaman. “Impact of Working Environment on Job Satisfaction.” European Journal of Business and Management Research, vol. 5, no. 6, 2020, pp. 1–5. Web.