|
ARCHIVE
|
Township Laws, CPPA Future, Upcoming Events
August 26, 2009
|
Discrimination, Stroke Care, Data
July 29, 2009
|
Redistricting, Voter Turnout
June 24, 2009
|
Health Insurance, Graduation
May 27, 2009
|
e-Government, Public Notices, Innovation
April 29, 2009
|
[MORE]
|
|
|  |
|
|
The Value of Positivity
by Tricia Jack, M.P.A. CPPA
Take
a look around… is your workplace
a happy one? Do people laugh
and smile? Is the atmosphere
one of fun, or one of boredom
and frustration? Do employees
trust each other? How many
of us go home at the end
of the day thinking “I love
working there?” How many
of us think “I can’t wait
to go into work tomorrow?”
Is it a positive work environment?
The
research proves it:
there is value in positive
emotions at work. Generally
the research shows that
people who have fun
at work are more productive,
have better relationships
with their peers and
are more creative and
innovative. People who
are happy at work are
also more loyal – even
when the pay is less
than they really want.
It’s a fact of life that sometimes people get frustrated and
bored at work. Having fun can help to alleviate boredom, and it is widely known
that laughter releases endorphins that lead to a feeling of well-being and
optimism, and can reduce tension in difficult situations. Mark Twain reportedly said:
"The
human race has only one really effective weapon, and that is laughter. The
moment it arises, all our hardnesses yield, all our irritations and resentments
slip away and a sunny spirit takes their place."
Of course there are boundaries, and the humor and fun must
be appropriate, both in content and timing. The work must still be done, but a
positive atmosphere can help it along considerably.
So how do you know that your
organization is a great place
to work? First, take a look
at a model and make a comparison
to your organization. The Great Place to Work
Institute
has developed a model that is simple and makes sense. It is based on trust,
with aspects of credibility, respect, fairness, pride, and camaraderie as the
fundamental aspects of a great place to work. Below are examples of how this
plays out in the workplace:
Credibility:
open and accessible communication,
competence in coordinating
human and material resources,
integrity in carrying out
vision with consistency.
Respect: Supporting professional development and showing
appreciation, collaborating with employees on relevant decisions, caring for
employees as individuals with personal lives.
Fairness: balanced treatment for all in terms of rewards,
absence of favoritism in hiring and promotions, lack of discrimination, and
process for appeals.
Pride and Camaraderie: In personal job and individual
contributions, in work produced by the team, and in the organization’s standing
in the community. This is also an ability to be oneself, to be socially friendly
and have a welcoming atmosphere, indeed a sense of “family” or “team.”
Second, you can measure employee satisfaction. Employee
satisfaction surveys can measure how people feel at work – about their jobs,
the organization, management and culture - and are a worthwhile investment as a
starting point to identify the positives as well as the problems and to assess
what can be done to solve them.
In next month’s column, Ken Embley will address the issues
surrounding negative workplace behaviors and the toll that can take on an
organization.
The Center for Public
Policy & Administration can
assist in designing and
implementing employee satisfaction
and organizational culture
surveys. For more information
contact:
Ken Embley, Outreach
Director
Phone: 801-581-7261
Email:
ken.embley@cppa.utah.edu
Tricia
Jack, Program Manager
Phone:
801-585-7722
Email:
tricia.jack@cppa.utah.edu
Or visit www.cppa.utah.edu/outreach
[PRINTER FRIENDLY VERSION]
|
|
| |
|
|
|
LETTERS
|
|
There are no letters for this article. To post your own letter, click Post Letter.
|
|
[POST LETTER]
|
|
|
|
