The Role of Organizational Culture in Creating an Ideal Work Environment

1 The Role of Organizational Culture in Creating an Ideal Work Environment Ideal Work Environment A Great Working Environment A great working environment for me has several characteristics. Firstly, it should encourage a healthy work-life balance. The organization should ensure that the workers focus on other aspects of their lives, including hobbies, family, and spiritual pursuits. There should be flexible work hours and the option to work from home. Furthermore, the workplace should also have all the required equipment to accomplish the assigned tasks, and they should be in good condition (Kolls, 2016).

Moreover, the work environment should have private work areas, a cafeteria, free beverage stations, a gym, and gaming areas. There should also be employee recognition and rewards to boost their morale. The company should recognize employees who complete their tasks on time or work for extra hours. The work environment should also be comfortable for the workers, including having proper lighting, ventilation, and protection against very low or high temperatures.

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Another characteristic of a great working environment is offering development and advancement opportunities to the employees (Goffee & Jones, 2013). The company should invest money and time into training and development programs to feel appreciated. It should have training programs to help employees develop their skills because if employees are not offered progression opportunities or new challenges, they can leave the company. The organization should also compensate the workers based on their roles and performance rather than favoritism. Additionally, the company should offer health insurance, discounted cell phone plans, and commuting reimbursement.

Cohesive Organizational Culture An ideal work environment must have policies and practices that contribute to a cohesive organizational culture. According to Hall (2019), a cohesive culture makes the workers feel valued, have a sense of belonging, and commit to organizational and personal goals. Cohesion leads to improved performance, employee engagement, and retention in the workplace. A cohesive culture enables workers to relate to their colleagues, supervisors, subordinates, and senior management. It fosters belongingness as it makes the employees feel needed, experience value, and be committed to achieving success. In such a culture, the workers love their work, perform it, and their coworkers. Organizations should create a cohesive culture by implementing human resource practices and strategies that move beyond benefits, compensation, and talent acquisition to ensure that the employees' work is purposeful (Hall, 2019). The workers should also feel that the compensation is fair and that the company is concerned with their wellbeing by offering programs that compensate them in both material and nonmaterial terms. A cohesive culture depends on the effectiveness of the human resource department to implement policies and practices that focus on employee inclusion, purpose, and assurance that their voices matter.

3 When employees feel a sense of belonging and their work matters, they become committed to the organization (Hall, 2019).

According to Forbes (2018), cohesive company culture can be created by hiring individuals who share similar values with the organization. Another strategy is to allow the workers to play an active role in the firm. For example, in Hubstaff Talent, a company that operates remotely, the culture committee meets, brainstorms ideas, and gets feedback from the other team members regarding strategies beneficial to the firm. The committee then plans team events to bring the workers together and enhance the culture (Forbes, 2018). Another strategy to achieve a cohesive culture is to treat workers like customers by giving them what they want. For instance, Sharebert has a policy that allows employees to work from any location. The company is only interested in the results and not the hours. This flexibility leads to employee satisfaction.

Moreover, a cohesive culture can be created by embracing team diversity. For example, at Peerspace, the company embraces all its employees' diverse backgrounds and ideas (Forbes, 2018). Encouraging positive competition can also create a cohesive culture.

Managerial Behaviors Several managerial behaviors should be present in a great working environment. One of them is giving the workers some autonomy in performing their tasks. The management should allow the employees to think independently and make some decisions. In such an environment, the employees are likely to be more creative and inventive, leading to increased efficiency (Kolls, 2016). The management should also practice justice and fairness when dealing with the workers. For example, awards and promotions should be based on the employees' performance (Kolls 2016).

4 Moreover, there should be a free flow of information between the management and the employees. The organization needs to communicate what is going on with the employees instead of deceiving, distorting, stonewalling, or spinning. There should be honesty in the organization, including candid, clear, timely, and complete communication (Goffee & Jones, 2013). The managers should communicate the organization's strategies, goals, objectives, expectations, guidelines, and rules. There should be transparent and open communication channels to communicate with their superiors and express their views. The managers should also listen to the employees' concerns and issues and act on them. They should consider their ideas and incorporate them into their overall strategy. The managers should ensure that there is effective two-way communication in the firm to ensure the execution of the company's mission.

Furthermore, the managers should support the employees to help them succeed in the workplace.

They should support workers during stressful situations, which leads to increased employee loyalty.

Ethics/Morality and Diversity Issues Ethics and diversity issues have a significant impact on organizations. An ideal workplace is ethical. Employees in an ethical organization are more loyal and inspired to perform their tasks (Trevino & Nelson, 2021). Therefore, ethical practices are beneficial to an organization as they help attract and retain employees. Ethical organizations also develop a culture that leads to employee satisfaction and productivity. Workplace ethics enhances the employees' performance and teamwork as it aligns their values with the business's.

Furthermore, the company benefits from increased revenues as customers prefer companies that engage in ethical practices. Organizations involved in ethical violations experience reduced market share, sales, and revenues. Ethical firms also attract investors. Such

5 companies also build a positive reputation as they are not involved in scandals. A positive image attracts new customers and employees (Agrawal, 2020).

Moreover, having an ethical culture guides the employees in making decisions when facing ethical dilemmas. The employees make decisions based on ethical principles, enhancing transparency and accountability in the firm. Ethical practices also enable an organization to avoid legal problems. For example, companies that fail to adhere to labor laws, environmental regulations, and worker safety requirements can face severe penalties.

Diversity issues also affect an organization in various ways. The company should accommodate and nurture individual differences such as diverse perspectives, core assumptions, and habits of mind (Goffee & Jones, 2013). Diversity entails accepting and respecting people's uniqueness and individual differences, including race, sexual orientation, physical abilities, political beliefs, ethnicity, gender, religious beliefs, and socioeconomic status (Patrick & Kumar, 2012). An ideal workplace is one in which people do not just tolerate others but embrace and celebrate the differences in each individual. An organization whose employees are diverse can serve diverse customers. Diversity also improves an organization's performance due to the broad perspectives of the workers (Patrick & Kumar, 2012). Moreover, diversity fosters creativity in teams because of different ideas.

6 References Agrawal, S. (2020). Business ethics. SBPD Publishing House.

Forbes. (2018, March 12). 10 proven methods for creating a cohesive company culture. https://www.forbes.com/sites/theyec/2018/03/12/10-proven-methods-for-creating-acohesive-company-culture/?sh=4250257b69c8 Goffee, R., & Jones, G. (2013). Creating the best workplace on earth. Harvard Business Review. https://hbr.org/2013/05/creating-the-best-workplace-on-earth Hall, T. (2019). Cohesion culture: Proven principles to retain your top talent. Koehler Books.

Kolls, S. (2016). The ideal work environment. GRIN Verlag.

Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 1-15.

Trevino, L. K., & Nelson, K. A. (2021). Managing business ethics: Straight talk about how to do it right. John Wiley & Sons.