Work place culture is important in many aspects of employees’ wellbeing. A positive work place that takes due consideration of its employees in indicating its policies supports employees in lowering levels of stress, achieving higher levels of job satisfaction, reducing conflicts in work and social lives as well as increasing levels of one’s commitment and overall performance in an organization. Instituting work place culture needs the support and input of employees as their role will aid in their effective applications and eventual outcomes.
Making work-life balance policies available is an important step in helping employees balance their work and personal lives (The State of Queensland, 2009). Leadership Role My leader takes the role of leading by example and from the front. She believes in the idea that if you are not the lead dog, the viewer never changes. She has developed a culture of involving all employees at the work place with the aim of motivating them and making them feel responsible. She is involved in employees’ welfare and seeks to understand each and every individual.
My leader will personally see to it that employees beat their project deadlines not through harassment and coercion but through free consultations and quality relationships. Positive Attitude My attitude as well as that of my fellow employees is at the moment described to be at its highest level. We believe that nothing is impossible to undertake and the joy of beating deadlines, successfully hitting targets and innovatively handling complex projects gives us the satisfaction to stay on. The real supportive work culture that develops positive attitude exists within my organization.
Furthermore, I believe that I am able to achieve better standards in performance and handle more complex assignments. The culture of work life balance policy is deeply entrenched and employees have the choice to make between taking a holiday and continuing to work. We feel motivated and confident. Our leader is a hands-on individual who indulges into regions that are not within her field but the courage and confidence in which she tackles challenging areas, motivates even the hardest heart.
Replacing my leader with another person may not be simple and soon. This is because she has hardly spent a year in the position but has instituted policies that have significantly turned around a department that was struggling to achieve its goals, meet its targets and improve in performance. There has been no serious plan to replace her but there have been rumors about promotion to a senior level.
The right candidate for her replacement will definitely come from within since the job portfolio demand internal experience. Furthermore, the culture of internal hiring has also been the norm and precedence is likely to occur. Conclusion It is important to know the details of workplace culture before or during interview. This will assist in avoiding situations of job dissatisfaction. A good work environment will form the thin line between the job you love and the one you regret to have accepted.
Private investigation on the organization background before joining would assist in providing indicators as to whether accept an offer or turn it down. I would personally renew my contract with my organization if my leader is not replaced. Reference: The State of Queensland (Department of Employment and Industrial Relations), (2009), Workplace culture. Retrieved on 14th May, 2009 from: http://www. deir. qld. gov. au/industrial/family/policies/implementation/culture/index. htm