Sample Essay On How The Positive Energy Impact On The Work Environment
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How the Positive Energy Impact On the Work Environment
If a corporate leader of an organization ponders that the key to augment the productivity level of employees is through money then is at a major fault. Human beings are complex creatures as there is no simple formula to keep them motivated for a long-period. Creating a positive energy in the surrounding is pertinent to create a better working environment. The human motivation is derived through both intrinsic and non-intrinsic things (Bruce, 2003). A psychologist in the early 19th century was analyzing the impact of light on the productivity level in an Electric factory, Hawthorne Works. During this process the psychologist made different attempts to evaluate the different level of illumination. During this entire process the psychologist observed a significant increase in the productivity level. When he fully investigated the issue, it came to his understanding that the light was not a contributing factor but the way the company was making efforts to improve the working environment actually motivated the employees. The workers developed a level of feeling that the employer has hired highly paid consultant to improve the working environment of workers. This created a sheer positive association of the employees with the employer and in return, it improved the productivity.
Improvement in Quality of Work
One of the foremost important impacts of positive energy is toward the quality of work. According to a research conducted by Middle East leading jobsite, bayt.com, the UAE leads amongst the major Arab countries in terms of employee motivation. This is the major reason behind the fact that United Arab Emirates turnaround itself in just few decades. If history of giants like Facebook and Microsoft is observed, the key to their success is due to their positive energy that helped them turn their start-ups into multibillion companies. Working in these organizations is like a dream come true for many individuals. One of the biggest concerns of people working for private companies and having the responsibility of entire family is related to the fact that what will happen to the family, if he or she dies (Green & Butkus, 1999). Even such kind of concerns of employees is solved by employees like Google, who pays the family half of the salary for 10 years if an employee dies. This is how organization ensures that the employees develop a sense of association with the company.
Fast Pace Synchronization with Organizational Culture
When an individual joins an organization, he or she takes some time to be synchronized with the organizational culture. This assimilation with the culture is of sheer significance if an organization is willing to get maximum benefit from the individual’s recruitment. Individuals tend to perform best when they know the cultures and the way people operate. The presence of a positive energy in the organization will ensure that the new recruits will easily be able to be part of the overall culture. This will not only enhance the motivational level of the particular individual but the organization will be able to get benefit from the individual as he will be performing at a high potential (Clegg, 2000). This individual will have high chances of leading a team; hence, he will develop a better loyalty with the organizations.
Myriad organizations throughout the world have few employees on which the organizations are highly dependent. Such organizations suffer a lot when that particular individual leaves the organization abruptly. It takes much time to fill that position and even after getting a replacement, it takes months and sometimes years of time to fit that position. Instead of relying more on individuals, the organizations should lay its efforts towards improving its processes, which will assist the reliance on individuals. For developing such quality processes, a positive organizational environment is of immense significance. An organization with positive energy affects the overall processes of it as well.
Sense of Ownership
No matter, how much organizations works to develop world-class processes, if there is not a positive energy amongst the teams, the companies will not be able to enhance a sense of ownership. In places where the individuals do not have a sense of ownership towards their companies, the organizations need to micro-manage everything to evaluate if there is any drift from the appropriate behavior. In spite of micromanaging everything, a better strategy is to empower individuals, so they choose the way they want the task to be completed. In return, the employees are held accountable for the timely goals only. This strategy, gives a sense of feeling to employees that the organization trusts them and in return they do all the possible things to maximize their outputs (Thomas, 2000). During the construction of the iconic Burj-ul-Arab, the management created sense of association with the workers through an effective incentive policy to create the required level of ownership. The reason why most of the innovations in the recent history of the world were developed by start-ups was due to the same reason. The individuals working on the start-ups develop a sort of emotional attachment with their work, which helps them to produce excellent products and services.
Hyatt Hotels Corporation is a leading chain of hotels, which is sheer active in United Arab Emirates. Hyatt is known for its employee centric attitude. Whenever an individual is hired by Hyatt Hotel from another country, the management of the hotel sends assigned friend to received him or her from the airport. The company sends a specialized postcards on the birthday of the employees and they make a personalize call to wish them. Not only this, Hyatt Hotels globally participate in a “Celebrating Our People” event. This weeklong activity is aimed towards celebrating the amazing contribution of the employees towards the company. Although, this seems to be like an extremely small thing that the company is doing for the employees but these small things help create the big difference. Small things related to the employees help them feel a part of the company. Remembering employees on their birthdays seems like a small thing but it helps create an emotional connection with the employees (Haasen & Shea, 1997). The employees tend to develop the feeling that company values their existence in the organization.
Myriad organizations face the major of employee absenteeism. This issue create hurdle in various ongoing projects of the company. High ratio of absenteeism in an organization reflects that there is something wrong in the human resource strategy of the company. If we unearth the issues of absenteeism, the major thing that causes is the lack of motivation amongst the employees (Whiteley, 2002). Many organizations throughout the world assign work to project teams. Individuals from these project teams have different roles and duties. If one or two individuals in that team consistently follow a habit of being absent that does not only affect that particular individual, but it has a large impact on entire team. Therefore, the issue of absenteeism should be systematically investigated to allow the teams to work efficiently. Various organizations now allow the notion of working from home if the individual is not able to attend office but such a policy will only be implementable if the employees have sense of association with the company.
According to recent research by Bayt.com and YouGov, the major contributing factor for the employee motivation is the work-life balance. According to the Section 7 of the UAE labor laws, the maximum daily working hours for an employee is eight hours or forty eight hours per week. These working hours can be increased to 9 hours for employees working in hotels, cafeterias, trade, and security. Although, this is according to the legal laws of UAE, but there are myriad organizations, which exploit these basic rights of labor. These organizations exploit these rights and expect the employees to provide productive results (Topchik, 2001). The positive energy in the organization arises from the motivation of individuals at the workplace. This motivation level is kind of psychological state that can only be attained if there is work-life balance. This is the reason, the organization provides various offerings like insurance, paid vacations, incentives, home loans, and child studies support to motivate the individuals. If the individuals do not have a positive feeling from his home, then his work-life will be affected. Therefore, creating a work-life balance is not only beneficial for the employee but the company as well. How one can expect an employee to work on a creative idea if he or she is mentally disturbed. An organization with the highest level of employee with the work-life balance has a competitive advantage over others.
A positive energy in the working environment not only helps augment the productivity of employees but it also assist to attract talent in the organization. If the employees of the organization are motivated then tend to promote it in their circles. This positive word-of-mouth the organization is able to create helps it to attract quality human resources. Countries like United States of America, United Kingdom and United Arab Emirates employees people from diverse nationalities with different range of expertise. For employees getting job in these countries is highly competitive as people from around the world desire to work in such countries. While employees face the challenge of competition, the employers face the challenge of sustaining and attracting challenge. Since the aforementioned countries have people from multiple nationalities with high level of expertise, they are also at risk from the employers’ perspective as they can join other organization. Therefore, an energetic, motivated and decent working conditions influence the working environment.
Going Beyond Conventional Limits
Resistance to Change
It is a human nature that we tend to resist change. In this fast paced technological landscape, the organizations are now prone to frequent changes. These changes either occur in market or the companies inside. For example, there are myriad used car companies operating in United Arab Emirates and it is now a multi-billion industry. What will happen, if the laws changes from being a tax free for cars to charging a proportion of taxes for used cars. This small change in taxation is going to affect the entire industry. If the employees of the organizations are not resistant to change, they will not be able to resist difficulties of the industry and inside the organization.
It can be concluded that creating positive energy in the surrounding is pertinent to create a better working environment. The presence of a positive energy in the organization will ensure that the new recruits will easily be able to be part of the overall culture. This will not only enhance the motivational level of the particular individual but the organization will be able to get benefit from the individual as he will be performing at a high potential. An organization with positive energy affects the overall processes of it as well. No matter, how much organizations works to develop world-class processes, if there is not a positive energy amongst the teams, the companies will not be able to enhance a sense of ownership. In places where the individuals do not have a sense of ownership towards their companies, the organizations need to micro-manage everything to evaluate if there is any drift from the appropriate behavior. Many organizations throughout the world assign work to project teams. Individuals from these project teams have different roles and duties. If one or two individuals in that team consistently follow a habit of being absent that does not only affect that particular individual, but it has a large impact on entire team. An organization with the highest level of employee with the work-life balance has a competitive advantage over others. A company with a positive energy around will allow its individuals to go beyond their limits to produce something that outperform the competition. This outperformance by the employees is only possible if the individuals are highly motivated to do something.
Adair, J., & Thomas, N. (2004). The concise Adair on teambuilding and motivation. London: Thorogood.
Bruce, A. (2003). Building a high morale workplace. New York: McGraw-Hill.
Clegg, B. (2000). Instant motivation. London: Kogan Page
Green, T., & Butkus, R. (1999). Motivation, beliefs, and organizational transformation. Westport, Conn.: Quorum.
Haasen, A., & Shea, G. (1997). A better place to work a new sense of motivation leading to high productivity. New York: AMA Membership Publications Division, American Management Association.
Thomas, K. (2000). Intrinsic motivation at work building energy & commitment. San Francisco: Berrett-Koehler.
Topchik, G. (2001). Managing workplace negativity. New York: AMACOM.
Whiteley, P. (2002). Motivation. Oxford, U.K.: Capstone Pub.
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