Workplace Environment Discussion: Leadership Management, Semester 2

This discussion post analyzes the workplace environment, drawing upon the principles outlined in Goffee and Jones' "dream company diagnostic." The student, working in the telecommunications industry, evaluates their organization's adherence to key imperatives such as magnifying employee strengths and maintaining clear communication. The post details specific practices, like recognizing top performers and encouraging employee input, and considers how these contribute to a positive and motivating work environment. The student also adds to the "dream company diagnostic" based on their experiences as a marketing manager, including the importance of encouraging new ideas, providing regular feedback, and assigning work based on expertise. The post concludes with references to support the arguments made in the discussion.

Running head: WORKPLACE ENVIRONMENT
Workplace Environment
Name of the Student
Name of the University
Author Note

1WORKPLACE ENVIRONMENT
Do you feel like your organization supports most of these or are they guilty of doing
mostly the opposites? Focus in on at least two of these imperatives and discuss how your
organization is or is not upholding them (possibly with policies that support the
opposite).
The organization I am working in belongs to the telecommunication industry. The
organization supports many of the guideline that is being followed by Goffee and Jones in
their “dream company diagnostic”.
My organization mainly magnifies the strengths of the employees. This is done
through various games and competitions that take place within the organization. The
managers at the end of every month, declares in front of all the employees of the company,
the best performer of the month (Goetsch & Davis, 2014). The employee receiving a high
score in the performance part, are rewarded either through cash or through kind. Best
performer of the week is given a token or a coupon, which can be redeemed at the end of
every month. This method of focusing on the strengths of the employees in turn motivates the
employees in performing better and also encourages them to work in a team for the
betterment of the company (Alliger, 2015). This also helps is maintaining a better
understanding and communication between the employees and their higher authorities.
Another aspect that the company follows is maintaining a clear external an internal
communication (Mujtaba, 2013). The employees are encouraged to communicate the new
ideas and their opinion is taken into consideration for the final decision making of the
organization. Thus, the employees know their importance in the organization, which in turn,
help in the growth of the company (Greene, 2018).

2WORKPLACE ENVIRONMENT
Consider the idea of a “dream company diagnostic”. Given your own job,
company, and the industry in which you work: what would you add to this list
when it comes to your own job situation and why?
The organization I work in follows many of the guidelines like that of Dream
Company diagnostic. I work as the marketing manager in the organization. I make
sure that the employees and the team members feel motivated to do their job. Apart
from the guideline followed by the dream company diagnostics, I follow many other
guidelines in order to help the employees work harder for the organization (Greene,
2018). These are:
 Encourage suggestions and new ideas
 Organize meeting at the end of every month in order to make sure of their
issues related to their job.
 I assign work to the employees according to their expertise.
 I make sure of their holidays after the successful completion of a huge project
(Mujtaba, 2013).

3WORKPLACE ENVIRONMENT
References:
Alliger, G. M., Cerasoli, C. P., Tannenbaum, S. I., & Vessey, W. B. (2015). Team
resilience. Organizational Dynamics, 44(3), 176-184.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
Greene, R. J. (2018). Rewarding performance: Guiding principles; custom strategies.
Routledge.
Mujtaba, B. G. (2013). Managerial skills and practices for global leadership. ILEAD
Academy.