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Is it important to build a conducive and positive culture in workplaces, and why?

September 30, 2019

Behind every success, there are many factors or reasons. In every workplace, leaders are working to create and sustain these factors and reasons that help their organizational business success. It is a huge responsibility and a duty of every workplace leader to develops conducive and positive culture. The workplace positive culture is shared values, belief systems, attitudes and set of assumptions that people in a workplace are practiced. A positive workplace culture improves teamwork, raises the morale, increases productivity and efficiency, and enhances retention of the workforce, employees satisfy their job, work as a team, enhance performance as well as a positive workplace environment reduces employees’ stress.

Three Researchers from University of Presov in Presov, Slovak (Viktória Ali Taha, Michaela Sirkova, Martina Ferencova, 2016) have published a research based on “the impact of organizational culture on creativity and innovation” is emphasized some evidence and information that backing the important to build a conducive and positive culture in workplaces, and why. This paper studies the relationship between culture (selected elements), creativity and innovation. Based on primary data obtained in a questionnaire survey conducted in Slovak organizations.  

Analyze Data in Relation to the Topic

The organizational culture is one of the factor that influences the organizational performance. With the key words of organizational culture, creativity, innovation, this paper presents the partial results of a study that examined the determining factors on the creativity and innovation among a sample of 184 organizations in the Slovak Republic. The paper aims to analyze the relationship between cultural aspects and creativity (individual and team) and between creativity and innovation. Correlation analysis (detecting statistical relationship between two variables) has been used for hypotheses testing.

The tested hypothesis and results are below.

H1: Higher degree of employees' identification with the values of the organization will be positively related to the willingness to produce new ideas.


The correlation indicates that employees' alignment (i.e. alignment of employees' personal values with organization's cultural values) is positively related (r = 0.356028, p < 0.05) to employees' willingness to come up with new ideas (Table1).

H2: Higher level of implementation of employees' new ideas in the form of innovation will be positively related to the willingness to produce new ideas.


The correlation analysis revealed relationship between the implementation of employees' new ideas in the form of innovation and their willingness to produce new ideas (Table 2). A correlation coefficient of 0.266 is thought to represent a small association between variables.

H3: There is relationship between existence of an atmosphere of psychological safety in the workplace and employees' willingness to produce new ideas.


Hypothesis H3 predicted a positive relationship between the existence of an atmosphere of psychological safety in the workplace and employees' willingness to produce new ideas. In the Table 3 we can observe that the correlation coefficient (r) is 0.618, which is interpreted as a large coefficient, i.e. atmosphere of psychological safety strongly affects employees' creativity.

H4: Higher level of open team communication about new ideas will be positively related to the team creativity.

The findings also support hypothesis H4, which posited that the level of open team communication about new ideas will positively affect the team creativity. The value of the correlation coefficient (r=0.320145) indicates moderate correlation between variables (Table 4).

H5: Better interpersonal relationships in the workplace will be positively related to the individual creativity

The results of correlation analysis indicate a relatively strong relationship (r=0.570395) between interpersonal relationships in the workplace and individual creativity (Table 5).

These tables details the correlations of the hypothesis. Study has shown that there is relationship between alignment of employees' personal values with organization's cultural values and employees' willingness to come up with new ideas and there is relationship between the implementation of employees' new ideas in the form of innovation and their willingness to produce new ideas also confirmed the relationship between the existence of an atmosphere of psychological safety in the workplace and employees' willingness to produce new ideas. The importance of the positive work environment with atmosphere of psychological safety, open team communication and good interpersonal relationships for achieving and strengthening the creative performance of employees listed.


Conclusion

In this study they found associations between variables and positive culture. The positive culture is one of the most important factor that affecting the organizations. In the research the hypotheses testing show that employees' identification with the values of the organization positively influences the willingness to come up with new ideas, whereas the value of correlation coefficient relationship indicates moderate strength of relationship. It has also been found that open team communication about new ideas positively affect team creativity and good interpersonal relationships in the workplace positively affect creative performance of individuals.

Developing conductive and positive culture in organizational atmosphere cause the business success, because that stimulate, promote and enhance the creativity, innovation, willingness, collaboration, performance, job satisfaction and productivity of the employees. It is also important the organization pay more attentions to create conductive and positive culture with good mutual relationships between the employees as well as between employees and their superiors.

Reference


Viktória Ali Taha, Michaela Sirkova, Martina Ferencova. (2016). The impact of organizational culture on creativity and innovation. Polish Journal of Management Studies · December 2016, 7-17.
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