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The article focuses on how sociologists seek to improve the climate of the workplace in the academia. Jenifer Sheridan reports the challenges that can drive the employees out which she experienced after in her computer science career. She insists on how the problem of men orientation can drive women out of a job. She discusses how she faced the challenge in the past workplace through harassment. For example, whenever she presented her work at the meeting, the questions could only be asked to her male co-workers who are quite disappointing. The challenges drove her from the computer science company to the graduate school where she studied women working in the dominant male environment. She states that even if you recruit people who are diverse and very qualified, they will never stay without a healthy working environment. Her aim in research is to counter unconscious biases which are capable of creating obstacles to underrepresented groups.

Thriving “I Do Not Know Attitude”

From her research, most of the department chairs are not motivated to change the environment of the workplace. They do not realize the challenges faced by the employees in the workplace, since they overestimate the perception of the colleagues by a large margin. The department chairs portray “I do not know attitude” when represented with the data on the challenges that the employees face in the work environment.

Even with the available evidence on problems in the workplace, they are never eager to take action which may be as a result of fearing that the interpersonal conflicts may be stirred up. Also, the reluctance in resolving the challenges is as a result of lack of the necessary skills to handle such situations. Hence, they try to keep the peace by not talking or trying to manage them.

How to Overcome the Issue

Sheridan started examining the tangible outcomes that can be yielded from the department environment which she did to give the department chairs the particular reasons which will compel them to care about the working climate. She stated that in a department or the workplace where employees feel recognized or included in the decision making process, they are motivated to research and improve the welfare of the workplace.

The climate is known as collegiality which in the past has impacted the women and men equality. From her analysis, it is evident that the improvement of the department’s climate will make everyone happy and increase the productivity in the workplace.

She insists on the characteristics of a favorable environment which comprise the supporting of a transparent and open environment, training and development, work-life balance, and strong teamwork. She states that a healthy environment is where colleagues appreciateeach other’s efforts, and support personal and professional development.

Work-Life Balance

According to the research, the departments that support the work-life balance do not necessarily fit into the missions of many employers. Many working women are insufficient to going out with their families due to the pressure they experience at work, especially from their fellow senior females.

She recommends further research on the service activities, retention of employees, which are essential factors, and the publication impact. She states that some employers seem to be discouraged by the discussed factors in details since they appear to think that they may concentrate more on their personal life in comparison to work.

Cultural Influence

The change in the working environment is gradual and might take a lot of time to accomplish the ideal goals. Most of the employees have used a lot of time on improving the working environment, but they have not been successful due to various cultures that hinder that.

She says the gap, especially on gender role in the companies, will close if we change the negative cultural influence. She observes the change in the institution she works on hence attributing the specific factors which lead to the general changes. She states that if we can change our attitude, we can introduce a healthy working environment for all individuals.

Hence, from the article, it is evident that career is affected by various factors which influence the productivity of the company. The key factors that influence career in the working environment if they are not satisfactory can lead to little company productivity. The situation in the company is the essential factor which affects career development. If they do not support development, they hinder promotions which limit the employees.

Employer and Employee Interaction

Other prerequisites that affect the working environment are the employee personality and the view of the employer. Despite one working hard and producing quality outcomes, they will never develop without the superior recognition. Employees need to be recognized by the organization through promotions.

Hence, from work, the employer’s need to change the working environment by ensuring that it is satisfactory for the company such that there is open and transparent communication. It will make sure that the employer and employee discuss issues efficiently and the relevant information is well conveyed for the target population.

Long-Life Development

Other essential factors that ensure that the environment is safe to the workforce are the encouragement of the training and development, work-life balance, and teamwork. Education is a vital tool in the development of career which gives one skills essential in career, in improving one’s personality, and that can lead to personal professional development.

The article’s writer concluded by stating that changing the culture in the place of work will improve the healthy environment in a company. Changing the altitude is the backbone behind the change in cultures which supports a healthy working environment.

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