The culture within a workplace is often overlooked when considering a place of employment, when actually it should be of higher priority. A contributor to a positive organizational behavior is having a fun work culture (Ford, McLaughlin, & Newstrom (2003). There’s several components attributing to positive culture to discover, such as the impact to an organization’s people, impacts on productivity and impact of physical environment and safety. Consequently, the overall benefits to productivity and financial fitness of a company are well worth the initiatives it takes to create and maintain a positive workplace culture and can be measured by productivity success. This report will uncover the important aspects of maintaining a positive workplace …show more content…
When the vibe is dreadful, one feels it too. Therefore, having a negative culture within a company hinders productivity in more ways than one. Lack of productivity is typically caused by reducing engagement of employees. If an employee does not have a strong morale in the work they do, the productivity will suffer. This happens when an individual does not feel valued for the accomplishments. Nevertheless, this demotivation causes an abrupt stop to the level of production within an individual as well as an entire team. When productivity has reached its maximum potential, it’s visible inside and out. In addition to the bottom line of a business clearly showing high profit margins, and the cohesive team is engaged and willing to go the extra mile. Everyone enjoys working together as professionals and handles constructive criticism well. An independent or silo group that does not work in sync as a team is not helpful in the bottom line of an organization. Having fun at work leads to a number of beneficial outcomes, such as a greater ability to attract new employees, improved turnover and absenteeism, better communication among employees greater employee commitment, an improved organizational culture, and an increase in customer satisfaction (Ford, McLaughlin, & Newstrom …show more content…
Figure out what the interests are and have a dedicated social committee to plan different ways of incorporating fun within the workplace. Set up community involvement opportunities where employees can work as a team to accomplish a development in the community (Ford, McLaughlin, & Newstrom (2003). Setting up opportunities where engagement is encouraged, but not mandatory is a great way to gain enthusiasm. Ford, McLaughlin, & Newstrom support this idea that a fun work environment presents a combination of factors that collectively add up to tangibly and publicly showing concern for the person, that person’s achievements and worth, and the desire to fabricate that person believe that the organization is an exceptional place to be
Sanders, E. J., & Cooke, R. A. (2005). Financial Returns from Organizational Culture Improvement: Translating Soft Changes into Hard Dollars. Human Synergistics/Center for Applied Research, Inc. Arlington Heights IL USA
First of all, working on unproductive teams could possibly increase an employee’s thoughts of leaving their current job. Unsuccessful and ineffective teams have the potential of creating a sense of frustration and cause stress levels to increase within the members of the team. Ineffective teams can create a sense of distrust in management or feelings that management does not care about you. In order to avoid these poor management mistakes and downfalls, effective managers must ensure that their employees stay motivated by having measurable objectives (SMART Goals) that dovetail into the team goals. In doing so will ensure that their individual contributions will directly influence the teams’ results. Furthermore, managers striving to have top-performing groups/teams need to motivate group members to work toward the achievement of organizational goals and reduce social loafing, the perception of inequity within a team can lead to disgruntled
If you go to work unhappy you will make everyone else around you unhappy and your time there all the much longer. If you go to work happy and looking forward to the day, others will be happy and your time there will go by faster. The second step is to play. You can bring fun into almost any job. The benefits of having the play step in the workplace are enormous.
Cuma, M. A. (2011). Raising morale: Six ways to create a positive work environment. Canadian Consulting Engineer, 52(7), 34.
The organizational culture at Home Depot provides the framework through which individuals and groups interact and behave in the company. A corporation’s organizational culture refers to the system of ideas, routine, traditions as well as expectations which impact on the behaviors of the company’s stakeholders including employees and the clientele base (Jha & Srivastava, 2014). At Home Depot, the workers demonstrate the firm’s organizational culture in a bid to maximize the level of customer satisfaction. Arguably the biggest retailer of home improvement in the U.S., Home Depot applies organizational culture to make certain that the work environment motivates the workforce and at the same time ensure that patrons feel welcome. Additionally,
Motivation also derives from the sense of happiness, without the want to accomplish something and have that sense of accomplishment they would not be motivated to do something. At work would be a good example of how happiness plays a role in motivation. If a person is working in an environment that they thoroughly enjoy they would be more motivated to work at an adequate pace than a person who were to dislike their work environment, wishing they weren’t there and be somewhere else instead. The New York times published an article stating that it had been estimated by the Gallup Healthways studies, that approximately $300 billion dollars is lost per year due to lack of production from unhappiness. A bit of research was done over the course of a decade by Teresa Amabile, a professor at Harvard Business School, and Steven Kramer, an independent researcher, they had collected approximately 12,000 live recorded electronic diaries of employees from seven different companies. The results showed that a third of the employees were more often than not unhappy with their work. The reports resulted in a profound impact on workers’ creativity, productivity, commitment and collegiality. Happy employees are more likely to have more ideas and often perform better at their tasks. Happiness in the workplace is also quite contagious as there are three areas that positive
...d more enjoyable place to work. Studies have shown that people who have fun in the workplace, work harder and are more efficient in his or her work (Terrion & Ashforth, 2002, p.58). It has helped others to understand why people joke and how groups are developed through communicating with humor. While there are some limitations where humor can negatively impact the workplace, these circumstances are rare (Terrion & Ashforth, 2002, p.83-84). Further research might concern itself with the important of humor at work, the relationship between the culture and workplace humor (Plester and Sayers, 2005). This is another research question that could lead to further research and studies. Workplace humor examination may identify suggestions for handling staff effectively to avoid conflict, lawsuits and to ensure a pleasant, productive work environment (Plester & Sayers, 2005).
High performing teams prioritize the teams objectives and goals over that of the individual and they become more results oriented. “Our job is to make the results that we need to achieve so clear to everyone in this room that no one would even consider doing something purely to enhance his or her individual status or ego. Because that would diminish our ability to achieve our collective goals. We would all lose.” (Lencioni, 2002).
Chapter sixteen in our textbook highlights the benefits of organizational culture and what it can do for any company with a strong culture perspective. In fact chapter sixteen-three(a) speaks widely on how a strong culture perspective shapes any organization up well enough to perform better than any of its competitors who do not balance any organizational culture. If not mistaken after viewing SAS institute case they are well on track with facilitating a high performance organization culture. First, SAS institute motivate all employees to become goal alignment in their field of work. This is where they all share the common goal to get their work done. In one of the excerpts taken away from this case, an employee- friendly benefits summary expresses the statement “If you treat employees as if they make a difference to the company, they will make a difference to the company.” “SAS Institute’s founders set out to create the kind of workplace where employees would enjoy spending time. And even though the workforce continues to grow year after year, it’s still the kind of place where people enjoy working.” Clearly highlighted from this statement that SAS Institute is mainly ran off of a fit perspective. Which argues that a culture is only as good as it fits the industry. Allowing a good blueprint or set up will
As we learn from the case study, the Lincoln Electric Company is the largest global manufacturer of machines for welding, which are used in all kinds of construction projects. This means that the company has a large global presence and many employees, so its culture affects thousands of its workers. Even though it is now 2014, the company still has a large market share and very satisfied employees, so clearly the culture leaves employees satisfied and motivates them to work hard for the company.
Luthans, F. and Youssef, C.M. ‘Emerging Positive Organizational Behavior’, Journal of management, vol.5 no.3 June 2007 pp. 321-49.
Finding a job with a thriving workplace culture can be a challenge, but the payout is worth it in the end. Jobs where the employees are happy and thriving are going to be the best options for the employee obviously but as well as the employer. If the employer is able to keep their employees happy, they will be more productive which in turn will boost profits for the company. Workplace culture is the basically the values, traditions, attitudes, beliefs and interactions of a company. Workplace culture is very important as it attracts talent, encourages employees to stay with the company, and is the basis on moral in the organization.
It is said that people are the greatest assets to an organization and it is their beliefs, customs, perspectives, attitudes, and values that constitute to the culture that prevails in an organization. Culture, a very common word in today’s world, plays a very vital role in organizations and it not only affects an employee’s professional development but also their personal harmony. Culture gives a sense of belonging to people, a sense of who they are and how productive they are at their work place. It helps in interacting with each other at a work place.
Companies that have been successful in organizing hi performing teams have reaped the benefits of having appropriate team cohesiveness. However, contrary for companies that have tried and failed at the everchanging task of keeping the lines of communication open between employees and leaders to reach a final product. It is not wise for a leader to place emphasis on team member relationships alone, but more importantly on problem solving techniques and motivating each individual and the team as a whole. Organizations that have set out to improve the quality of the products and business structu...
Organizations use teamwork because it increases productivity. This concept was used in corporations as early as the 1920s, but it has become increasingly important in recent years as employ...