Ideal Work Environment

Ideal Work Environment
The experiences that people have had in their workplaces tend to shape their perceptions of an ideal work environment. This is because each individual has unique needs that have to be met to make him or her satisfied and productive. In this essay, a description of a great work environment is given. Additionally, the underlying policies and practices, managerial behaviors, morality/ethics, and diversity issues are explored.
From an employee's perspective, a great work environment is usually one that meets the needs and expectations of a worker. The needs may include work-life balance, career development opportunities, and a healthy and safe work environment. All these aspects are often discussed in the literature as factors linked with the performance or productivity of a worker. According to Sirega et al. (2020), training, health, and safety are critical to determining productivity. Even though an ideal work environment from a worker's point of view may not consider one's productivity, it can be argued that a great work environment brings out the best in an individual. A great working environment will always keep the employees satisfied. The idea of job satisfaction has received significant attention from scholars who explore what makes workers satisfied and what happens when employees are satisfied. For example, employee engagement raises the level of satisfaction by making workers feel a deep connection with the firm (Arifin et al. (2019). When this happens, the employees will not feel the need to leave in search of better work. Even under pressure, employees make the necessary efforts to adapt and adjust.
Several policies and practices can be used to create a cohesive organizational culture. In this case, the first policy should be to always hire the culture that the organization wants to create. Cohesiveness can only be achieved if all individuals subscribe to the same shared values and behaviors. Hiring individuals whose values and belief systems are aligned will help create a unified culture (Young Entrepreneur Council, 2018). This policy can be used to guide the best recruitment practices for the organization. It is the role of the management to create and foster an organizational culture. Therefore, one practice for the management personnel that is critical to ensuring a cohesive organizational culture is embodying the core corporate values. This could also mean leading by example where individuals in management positions live by the values they are instilling in the workforce. This may require a greater level of transparency and engagement between the management and the employees.
Lastly, the organization should promote diversity to allow learning to take place. Despite the need to hire individuals whose values are aligned, diversity increases the need for sharing, which helps bring people together to form great teams. Diversity may also promote healthy and positive competition by tapping into tribal instinct (Young Entrepreneur Council, 2018). A difference in methods and approaches should not be a tool for jeopardizing progress. Rather, it should be used to drive a sense of competitiveness between units and departments as long as the goals and objectives are unified.
Several managerial behavio...