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Essay / Research Paper Abstract
This 6 page paper offers suggestions for creating a positive environment when establishing a new business. Desirable structure and processes are suggested in order to effect an atmosphere conducive to professional and personal growth. Bibliography lists 4 sources.
Page Count:
6 pages (~225 words per page)
File: RT13_SA019Wrk.rtf
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Unformatted sample text from the term paper:
to consider a variety of things. In designing a professional setting, no matter what the industry, the structure should be one that fosters professional and personal growth of all
its employees as well as one that includes processes that allows has a similar effect. In starting from scratch, an entrepreneur will want to outline a hierarchy inclusive of a
chief executive and other officers and managers who will effectively run the company. For the most part, a flat structure is recommended without benefit of titles and staff positions that
allows people to focus on their own creative potential. At the same time, the designation and promotion of key players is vital to the company mood and future well being.
A mission statement to outline much of these ideas is strongly suggested. In doing this, attitudes of employees will surely be improved over other environments which are strict and demanding.
Many companies do take an old fashioned approach and while time clocks are obsolete, computers track employees every move in some organizations. However, such practices are not conducive to
creating a pleasant and creative environment that encourages an employee to give their personal best. Thus, the structure must be flexible and allow for changes and even the creation of
new positions. While this type of structure is preferable to the older, more rigid hierarchies, some people find the lack of specific guidelines, and the natural progression up the ladder
as not providing enough motivation. Simply some people need more structure. Further, there is anecdotal evidence that suggests that some corporations have tried to find ways of moving executives laterally
in order to substitute for the lack of vertical promotions which is a result of flatter structures (Gunz and Jalland 718). Thus, there are ways to remedy the problems that
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