Creating a Culture of Engagement - Article Example

Creating a Culture of Engagement Lecturer Creating a Culture of Engagement: Workplace culture A workplace culture is important to a company’s success because a right number of employees are involved. To achieve a good employee engagement and culture, a business must focus on meeting the needs of their employees such as the feeling of being connected, recognition and being part of something extraordinary. Good workplace culture thrives in the setting of goals, the communication of business values to workers and customers and the attitude of the employees (Squazzo, 2011).

A workplace culture reinforces how a business operates with unspoken and spoken beliefs, values and the norms shared by the employer and employee. Workplace culture is reflected on how workers dress, the time they report to work, how their lunch break is spent and how they solve internal and external issues. Workplace culture unifies employees as they are allowed to form their opinions about the culture of a workplace. Involving employees unifies the entire organization including the management.

Workplace culture starts at the top with the company owner and upper management. The unity makes employees feel like they are involved, and they are part of a team, making them more concerned for the success of the entire business, not just their individual accomplishments.Workplace culture increases marketability. Workplace culture is a part of the brand build for your business, and it will make an impact on how individuals are being hired and what type is attracted to the company. People seeking jobs tend to look for companies that fit their kind of lifestyles, for instance, flexible hours, casual dress codes, other work opportunities or companies with extra amenities like gyms.

Companies with well-defined cultures are well recognized as better places to work, making them be known among prospective employees (Reid & Hubbell, 2005).A good understanding of a workplace culture improves productivity Workers who understand their workplace culture have a better understanding of their goals and often fulfil the needs of their managers, fellow employees and customers. Theyre invested in their work and demonstrate loyalty. Employees who work for companies with healthy workplace cultures may be more productive in their work.

Interventions that positively improve workplace cultureCulture change initiativesTo improve the quality of workplace culture, the organization should come up with a program to implement changes that would make their working environment more comfortable (Tomlinson, 2010).Skill training and career buildingTraining the employees in the workplace enables them to gain the knowledge that is required for them to grow. This program will lead to the increase in team spirit between workers and supervisors leading to the improvement of retention rates.

The correlation between workplace culture and organization commitment has been very dynamic since they are strongly related. Satisfaction with the control level over the environment of work has the highest correlation with the level of commitment. A good workplace culture enables individuals to be fully committed to the organization has they are comfortable with the way the organization carries the workers needs and issuesImpacts of intrinsic motivation on professional fulfilmentIntrinsic motivation promotes self-improvement that helps employees clarify their goals and desires leading to a more satisfied and long lasting sense of satisfaction.

It also allows employees to experience inner satisfaction promoting their creativity and innovativeness thus releasing tension in the workplace (Ferro, 2010).It increases responsibility as it creates the cause-effect between responsibility and freedom increasing a more responsible behaviour. It promotes resourcefulness and motivation for employees to solve their problems and reach their goal. Intrinsic motivation may have an impact on professional fulfilment as it will take a long time promote this may be because employees may not trust its value.

In addition, it also gives more power to employees may create unpredictable results to the organizationConclusionThe culture in an organization is vital. It plays a great role in the creation of a happy and healthy environment in which work can be done. Effective employers recruit qualified individuals for a particular job, motivate them by giving them clear goals and responsibilities, and give them the necessary training that will help throughout their careers. Management who trust their workers, communicate positively with them and recognize work that has been done well and reward them.

Doing this will build a competent workforce that will give their company a competitive advantage (Attridge, 2009). In communicating and promoting the organizational ethics of employees, their acknowledgement and acceptance of it can influence their work behaviour and attitudes. When the interaction between the management and workers is good, contribution to team communication and collaboration improves. In addition, the employees will also be encouraged to accomplish tasks towards achieving the organizations mission and objective, thereby enhancing job satisfaction.

ReferencesAttridge, M. (2009). Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature. Journal of Workplace Behavioral Health. Ferro, S. (2010). Creating a Culture of Professional Engagement. Journal of Jewish Communal Service, 85, 195–199.Reid, B. J., & Hubbell, V. (2005). Creating a performance culture. Ivey Business Journal, 1–8.Squazzo, J. D. (2011). Creating a culture of engagement. Healthcare Executive, 26, 18–20, 22–4, 26.Tomlinson, G. (2010).

Building a culture of high employee engagement. Strategic HR Review.