Workplace Environment Management System †Free Samples

Question: Discuss about the Workplace Environment Management. Answer: Introduction The report discusses the workplace compositions and the work environmental issues in the organizations of past decades till present. In the 1990s, the workplaces used to be stable for the management along with the employees. The staffs used to work for longer period and some of them use to work for life time. However, the technological developments have changed the work style of the employees in the organizations. There are various researches organized to analyze the issues in the organizations due to the change of the work style and the motivational factors of the employees behind it. The report discusses about the present issues of the workplaces comparing it with the scenario of the workplace environment of the 1990s. For the research purposes the report has considered various research journals and articles consists of the discussion on issues of the work life of the employees of the present generation and the past decades. Key Issues According to the article by Hakim published in 1990, in that decade also organizations use to face various issues due to change in the working environment. Though, at that time the working environment was much stable at that time. The traditional and opportunistic approaches of the employers maintained the workplace environment standards in that decade. There is various manpower strategies used for the workplace environment balance by the employers (Hakim 1990). According to the article by Edwards published in the year 1998, there used to be various contemporary issues of changes in the work culture and these issues increased the reflexivity in the social formations and the organizations. The reflexive modernization and significance of the learning system in it has changed the view and perceptions of the employees about their workplace. These reasons have been reflected in the workplace practices in that generation (Edwards 1998). In recent days, there are various reasons behind the lack in engagement of the employees in the organizations such as lack of motivation factors, lack of concern about the customers, productivity, safety and quality of the services due to various approaches of the employers in the organizations. The article states that, the lack of interest and passion of their work leads to deficit in the engagement of the employees in the organizations. Apart from that, the less engaged employees use to doubt on themselves and their obstacles in the job responsibilities (Gallup 2017). Due to such reasons the organizations are facing various obstacles such as Inefficient performance of the employees; Ineffective business operations in the crucial exercises; Low customer ratings about the products and the services provided by the company (Sleight 2017); Profitability rates of the organization from the present investment and the future investments; Low-turnover and less investment opportunities for the organization; Due to such reasons the employees are facing various obstacles such as Safety measures in the factory set ups; Crime incidents such as theft and inter organizational rivalry and various others; Failed quality measures in the production set up; Absenteeism among the employees of the firm (Gallup 2017) Changes for Workplace Engagement From the literature review, I suggest that, there are various changes required for the better work place engagement and the recovering from the issues faced by the organizations and the employees. Such changes are as follows An employee engagement survey needs to be conducted for the analysis of the opinions of the employees along with the mistakes occurred due to wrong performances. The survey should be specific, actionable and relevant as per the purpose behind the survey. However, focus should be given to the measurement of the individual performances (Gallup 2017). Selection of the right professional for the managerial posts in an organization. In the researches it is found that, the best managerial personalities use to measure the performances of the employees and determine the ways to fulfill the deficit with correct approaches. Good managers recognize the strength and weakness of the employees in an organization. Thus, best managers need to be hired for the analysis of the performance measurements along with motivating all of the employees (Sleight 2017). The responsibilities and work modules should be designed as per the interest and the motivational factors of the hired employees. The recruitment process of the organizations needs to be changed and some psychological tools need to be implemented for the analysis of the perceptions of the employees (Shuck and Reio Jr 2014). There should be a certain investment for the talent retention in the organizations. The performance quality should be revised by time with certain strategic measurement and various methods of leadership should be induced among the employees to achieve the goals of the organization (Bersin 2017). Workforce and Managerial Implications After the study of the cases stated in the literatures, I think that, the managers of an organization can implement a good work culture along with valuable business practices and professionalism among the employees. There are few necessary steps required for the improvement in the engagement of the employees such as The managers should focus on the engagement of the employees at the local and the organizational levels, should value each employees knowledge and skills and pursue in modification of the approaches of the employees (Shrm.org 2017). The HR managers should train the managers of the different departments and the make them responsible for the accountable performances of their respective team members (Gallup 2017). The managers should ensure transparency in the change processes. Along with that, they should assign engagement championships in the organizational level (Iveybusinessjournal.com 2017). Conclusion In this report, I have gone through various issues in the workplace environment and the employees engagement in various organizations. With the detailed discussion I conclude that, there are various steps required to make people motivated for the job responsibilities. For the research purpose, I have gone through the key issues in the industries and the psychological barriers of the employees for performing their responsibilities. The report concludes that, the motivational factors of the employees need to be focused for this purpose and the managerial perceptions and strategies need to be modified to make people engaged more in work. References Bersin, J. 2017. It's Time To Rethink The 'Employee Engagement' Issue. [online] Forbes.com. Available at: https://www.forbes.com/sites/joshbersin/2014/04/10/its-time-to-rethink-the-employee-engagement-issue/#37fc60e26cf3 Edwards, R., 1998. Flexibility, reflexivity and reflection in the contemporary workplace.International Journal of Lifelong Education,17(6), pp.377-388. Gallup, I. 2017. Five Ways to Improve Employee Engagement Now. [online] Gallup.com. Available at: https://www.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx Hakim, C., 1990. Core and periphery in employers' workforce strategies: evidence from the 1987 ELUS survey.Work, Employment Society,4(2), pp.157-188. Iveybusinessjournal.com. 2017. The Millennials: A new generation of employees, a new set of engagement policies . [online] Available at: https://iveybusinessjournal.com/publication/the-millennials-a-new-generation-of-employees-a-new-set-of-engagement-policies/ Shrm.org. 2017. Developing and Sustaining Employee Engagement. [online] Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/sustainingemployeeengagement.aspx Shuck, B. And Reio Jr, T.G., 2014. Employee engagement and well-being: A moderation model and implications for practice.Journal of Leadership Organizational Studies,21(1), pp.43-58. Sleight, R. 2017. Workplace practices and employee engagement. [online] Athenaeum.libs.uga.edu. Available at: https://athenaeum.libs.uga.edu/handle/10724/28908