There Are Many Things Managers Might Do To Create And N

There Are Many Things That Managers Might Do To Create And Nurture A P

Describe a work environment or situation that you consider to be positive and what aspects stand out as making it that way. Describe a work environment or scenario where you have observed some negative aspects and the impact those have. Describe the role that a manager has in creating a healthy and positive environment. Provide an example from your own experience of specific actions or behaviors that you observed in a manager who nurtured a positive work environment. Explain the steps that a manager could take when there are things that are making the environment toxic. Provide examples to illustrate. Explain the steps individual employees can take to build a healthy and positive work culture. Support your ideas by connecting them to the week's Learning Resources, as well as other credible resources that you have read or observed.

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Creating and nurturing a positive work environment is essential for fostering employee satisfaction, productivity, and overall organizational success. A positive environment is characterized by mutual respect, open communication, recognition of achievements, and a culture of support and growth. From my personal experience, I recall working in a department where team members felt valued and supported by the manager, which fostered a sense of belonging and motivation. The manager regularly recognized individual contributions, encouraged collaboration, and maintained transparency about organizational goals. These aspects contributed significantly to a productive and satisfying work atmosphere, as employees felt empowered and engaged.

In contrast, I've also observed environments where negativity and toxicity led to declining morale and high turnover. In one scenario, a department suffered from poor communication, favoritism, and a lack of accountability. Employees felt unappreciated and ignored, which resulted in decreased motivation, increased conflicts, and a toxic atmosphere that hindered performance. The negative impact was evident in absenteeism, reduced collaboration, and a rise in workplace grievances, illustrating how detrimental a toxic environment can be for both individuals and organizational effectiveness.

The role of a manager is pivotal in establishing and maintaining a healthy, positive environment. Managers serve as leaders who set the tone for organizational culture—they model behaviors, enforce policies, and facilitate open communication. According to Lindberg & Vingård (2012), indicators of healthy work environments include trust, fairness, and participative decision-making. Managers who foster transparency, provide constructive feedback, and recognize achievements contribute to a positive climate. For example, from my experience, a manager who actively listened to employee concerns and addressed them promptly created a sense of trust and loyalty among team members. This behavior encouraged openness and helped resolve conflicts early, maintaining a harmonious work environment.

When workplace toxicity arises, managers should take deliberate steps to remediate the situation. First, identifying the sources of toxicity—such as poor leadership, unclear expectations, or interpersonal conflicts—is essential. Implementing training programs on emotional intelligence and conflict resolution can help managers and employees develop healthier communication skills (Ramesh & Vasuki, 2013). Addressing specific issues directly, providing coaching, or even restructuring teams if necessary are practical measures. For instance, if favoritism is evident, the manager might introduce objective performance metrics and ensure transparent decision-making. Further, promoting organizational values that emphasize respect, inclusivity, and accountability can help shift a toxic culture toward positivity (Smits, 2017).

Individual employees also play an important role in fostering a positive work culture. They can contribute by exhibiting professionalism, practicing open communication, and supporting colleagues. Engaging in team-building activities and providing constructive feedback can enhance mutual trust. Additionally, employees should feel empowered to voice concerns or suggest improvements without fear of retaliation. As highlighted by the TEDx talk by Glenn Rolfsen (2016), change begins with individuals committed to creating a better environment. When peers collectively promote respect and recognition, the overall atmosphere improves, leading to higher morale and productivity. Therefore, both managerial actions and employee behaviors are integral to cultivating an organization where everyone feels valued and motivated.

References

• Lindberg, P., & Vingård, E. (2012). Indicators of healthy work environments - a systematic review. Work, 41, 1-11.
• Ramesh, G., & Vasuki, K. (2013). Addressing employee's underperformance by nurturing a positive work environment. Journal of Commerce & Management Thought, 4(1), 55–69.
• Smits, K. (2017). An invisible constraint: Don't overlook the power of organizational culture. PM Network, 31(5), 24-25.
• Rolfsen, G. D. (2016, May 2). How to start changing an unhealthy work environment | TEDxOslo [Video file]. YouTube.
• The five most common types of conflict in the workplace. (n.d.). Retrieved July 12, 2017.
• TheTableGroup. (2013, February 6). The four disciplines of a healthy organization [Video file]. Retrieved from YouTube.
• Goleman, D. (1998). Working with emotional intelligence. Bantam.
• Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279.
• Katzenbach, J. R., & Smith, D. K. (1993). The wisdom of teams: Creating the high-performance organization. HarperBusiness.
• Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.