essay about work environment

Essays About Work: 7 Examples and 8 Prompts

If you want to write well-researched essays about work, check out our guide of helpful essay examples and writing prompts for this topic.

Whether employed or self-employed, we all need to work to earn a living. Work could provide a source of purpose for some but also stress for many. The causes of stress could be an unmanageable workload, low pay, slow career development, an incompetent boss, and companies that do not care about your well-being.  Essays about work  can help us understand how to achieve a work/life balance for long-term happiness.

Work can still be a happy place to develop essential skills such as leadership and teamwork. If we adopt the right mindset, we can focus on situations we can improve and avoid stressing ourselves over situations we have no control over. We should also be free to speak up against workplace issues and abuses to defend our labor rights. Check out our  essay writing topics  for more.

5 Examples of Essays About Work

1.  when the future of work means always looking for your next job by bruce horovitz, 2. ‘quiet quitting’ isn’t the solution for burnout by rebecca vidra, 3. the science of why we burn out and don’t have to by joe robinson , 4. how to manage your career in a vuca world by murali murthy, 5. the challenges of regulating the labor market in developing countries by gordon betcherman, 6. creating the best workplace on earth by rob goffee and gareth jones, 7. employees seek personal value and purpose at work. be prepared to deliver by jordan turner, 8 writing prompts on essays about work, 1. a dream work environment, 2. how is school preparing you for work, 3. the importance of teamwork at work, 4. a guide to find work for new graduates, 5. finding happiness at work, 6. motivating people at work, 7. advantages and disadvantages of working from home, 8. critical qualities you need to thrive at work.

“For a host of reasons—some for a higher salary, others for improved benefits, and many in search of better company culture—America’s workforce is constantly looking for its next gig.”

A perennial search for a job that fulfills your sense of purpose has been an emerging trend in the work landscape in recent years. Yet, as human resource managers scramble to minimize employee turnover, some still believe there will still be workers who can exit a company through a happy retirement. You might also be interested in these  essays about unemployment .

“…[L]et’s creatively collaborate on ways to re-establish our own sense of value in our institutions while saying yes only to invitations that nourish us instead of sucking up more of our energy.”

Quiet quitting signals more profound issues underlying work, such as burnout or the bosses themselves. It is undesirable in any workplace, but to have it in school, among faculty members, spells doom as the future of the next generation is put at stake. In this essay, a teacher learns how to keep from burnout and rebuild a sense of community that drew her into the job in the first place.

“We don’t think about managing the demands that are pushing our buttons, we just keep reacting to them on autopilot on a route I call the burnout treadmill. Just keep going until the paramedics arrive.”

Studies have shown the detrimental health effects of stress on our mind, emotions and body. Yet we still willingly take on the treadmill to stress, forgetting our boundaries and wellness. It is time to normalize seeking help from our superiors to resolve burnout and refuse overtime and heavy workloads.

“As we start to emerge from the pandemic, today’s workplace demands a different kind of VUCA career growth. One that’s Versatile, Uplifting, Choice-filled and Active.”

The only thing constant in work is change. However, recent decades have witnessed greater work volatility where tech-oriented people and creative minds flourish the most. The essay provides tips for applying at work daily to survive and even thrive in the VUCA world. You might also be interested in these  essays about motivation .

“Ultimately, the biggest challenge in regulating labor markets in developing countries is what to do about the hundreds of millions of workers (or even more) who are beyond the reach of formal labor market rules and social protections.”

The challenge in regulating work is balancing the interest of employees to have dignified work conditions and for employers to operate at the most reasonable cost. But in developing countries, the difficulties loom larger, with issues going beyond equal pay to universal social protection coverage and monitoring employers’ compliance.

“Suppose you want to design the best company on earth to work for. What would it be like? For three years, we’ve been investigating this question by asking hundreds of executives in surveys and in seminars all over the world to describe their ideal organization.”

If you’ve ever wondered what would make the best workplace, you’re not alone. In this essay, Jones looks at how employers can create a better workplace for employees by using surveys and interviews. The writer found that individuality and a sense of support are key to creating positive workplace environments where employees are comfortable.

“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions.”

In this essay, Turner looks at how employees seek value in the workplace. This essay dives into how, as humans, we all need a purpose. If we can find purpose in our work, our overall happiness increases. So, a value and purpose-driven job role can create a positive and fruitful work environment for both workers and employers.

In this essay, talk about how you envision yourself as a professional in the future. You can be as creative as to describe your workplace, your position, and your colleagues’ perception of you. Next, explain why this is the line of work you dream of and what you can contribute to society through this work. Finally, add what learning programs you’ve signed up for to prepare your skills for your dream job. For more, check out our list of simple essays topics for intermediate writers .

For your essay, look deeply into how your school prepares the young generation to be competitive in the future workforce. If you want to go the extra mile, you can interview students who have graduated from your school and are now professionals. Ask them about the programs or practices in your school that they believe have helped mold them better at their current jobs.

In a workplace where colleagues compete against each other, leaders could find it challenging to cultivate a sense of cooperation and teamwork. So, find out what creative activities companies can undertake to encourage teamwork across teams and divisions. For example, regular team-building activities help strengthen professional bonds while assisting workers to recharge their minds.

Finding a job after receiving your undergraduate diploma can be full of stress, pressure, and hard work. Write an essay that handholds graduate students in drafting their resumes and preparing for an interview. You may also recommend the top job market platforms that match them with their dream work. You may also ask recruitment experts for tips on how graduates can make a positive impression in job interviews.

Creating a fun and happy workplace may seem impossible. But there has been a flurry of efforts in the corporate world to keep workers happy. Why? To make them more productive. So, for your essay, gather research on what practices companies and policy-makers should adopt to help workers find meaning in their jobs. For example, how often should salary increases occur? You may also focus on what drives people to quit jobs that raise money. If it’s not the financial package that makes them satisfied, what does? Discuss these questions with your readers for a compelling essay.

Motivation could scale up workers’ productivity, efficiency, and ambition for higher positions and a longer tenure in your company. Knowing which method of motivation best suits your employees requires direct managers to know their people and find their potential source of intrinsic motivation. For example, managers should be able to tell whether employees are having difficulties with their tasks to the point of discouragement or find the task too easy to boredom.

A handful of managers have been worried about working from home for fears of lowering productivity and discouraging collaborative work. Meanwhile, those who embrace work-from-home arrangements are beginning to see the greater value and benefits of giving employees greater flexibility on when and where to work. So first, draw up the pros and cons of working from home. You can also interview professionals working or currently working at home. Finally, provide a conclusion on whether working from home can harm work output or boost it.

Identifying critical skills at work could depend on the work applied. However, there are inherent values and behavioral competencies that recruiters demand highly from employees. List the top five qualities a professional should possess to contribute significantly to the workplace. For example, being proactive is a valuable skill because workers have the initiative to produce without waiting for the boss to prod them.

If you need help with grammar, our guide to  grammar and syntax  is a good start to learning more. We also recommend taking the time to  improve the readability score  of your essays before publishing or submitting them.

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Creating a positive work environment: 7 proven strategies

What are the ingredients of a positive work environment, and what strategy do you use when people aren’t sharing the same physical space? We take a look.

A positive working environment is critical for workplace culture and the employee experience . It influences everything from stress levels and mental wellbeing to productivity and performance. But creating a positive work environment goes far beyond the color of the office walls. In fact, it goes beyond the workplace entirely.

Research from McKinsey suggests that some sectors will have up to 5 times more employees working from home after the pandemic than pre-lockdown. However, while this makes your company’s ‘work environment’ less tangible than it was in 2019, there’s still a lot you can do to improve and harness it, providing your people with a positive and motivating work environment they’ll want to wake up to.

Let’s look at some of the key ingredients that make a positive work environment and how to get it right.

Learn how global HR leaders build company culture

Download these 6 expert tips to discover the link between employee engagement and company culture.

What is a positive working environment?

When you think of: ‘working environment,’ the first thing you might imagine is a physical space. The desk you sit at, how close you are to the coffee machine, the color scheme in the meeting room. But the working environment is about far more than just the physical.

A positive work environment is a space that promotes employee wellbeing , productivity and growth. A few factors go toward this, including having good working practices, relatable values, a supportive atmosphere, and a culture of trust.

In short, a positive working environment is a space that encourages people to perform at their best. And this applies whether they’re working collectively in a physical space or remotely through virtual environments .

Why is it important to have a positive working environment?

A positive working environment has benefits for people at all levels in an organization. Research from Deloitte shows that 94% of executives and 88% of employees believe a positive workplace culture is essential to business success. That’s because creating a space where employees feel happy and inspired naturally leads to a more lively and collaborative workforce who are motivated to achieve their personal and professional goals.

Here are five of the benefits a positive work environment could bring to your workforce:

Less stress and burn-out

According to the UK’s Labour Force Survey , 828,000 employees suffered from work-related stress, depression or anxiety in 2019/20 resulting in the loss of 17.9 million working days. That's a lot .

So it's essential to create an environment where people feel comfortable asking for help to manage stress, avoid burnout and minimize absenteeism .

Increased productivity

Happiness and productivity go hand-in-hand. A study by Oxford University into the productivity of BT workers showed employees were 13% more productive when happy - working faster, making more calls per hour and converting more calls into sales. 1

A positive working environment equips people to complete tasks more efficiently, increasing overall work output while helping individuals progress faster up the career ladder.

Staff retention

It should come as no surprise that happy employees are less likely to start searching for opportunities elsewhere . While you might be able to attract talent with a good salary, if company culture, working environment and progression opportunities fail to live up to expectation, people will soon start looking for a new job.

The Work Institute estimates the cost of replacing a single US worker at ,000, or about one-third of a worker’s annual earnings. 2 Meanwhile, employees who leave within the first year bring little-to-no return on the investment made to hire them. This makes quick turnover one of the most expensive and preventable costs a company faces.

Better wellbeing

According to the CIPD’s annual health and wellbeing survey , 2020 was the worst year on record for mental health at work. Nearly two-thirds (68%) of respondents reported some form of anxiety, and 58% said they had experienced at least mild symptoms of depression.

Improved morale

In a nutshell, employee morale is the overall satisfaction, attitude and outlook that people feel at work. High employee morale encourages your workforce to engage and work collaboratively, bringing a positive mindset to the job.

Key factors that affect morale in the workplace include good business communication between employees and management, providing clear and measured career pathways, and celebrating accomplishments and employee successes.

How to create a positive work environment

So how do you do it? According to the Work Institute, 78% of the reasons employees quit are preventable. But creating a positive work environment doesn’t have to be an uphill battle. Here are seven of the critical areas to focus on.

Create a great onboarding experience

You've heard the expression, 'first impressions are lasting impressions.' And it's true – a good employee experience starts from day one. The Hays What Workers Want survey demonstrated that an unwelcoming office environment deterred 64% of applicants. And unwelcoming staff put off 44% of new starters as early as their first day. 3

Understanding the needs of your new hire is essential for creating that great first impression . Office-wide introductions and a clear walkthrough of their role, along with tours of the workplace – virtual or physical – can help them feel at home and give them the first taste of your company culture.

Own your values

There's a correlation between companies with clearly articulated culture or organizational values and overall business performance. But many organizations find it's easier to talk the talk than walk the walk.

Clear and inspirational company values are what shape your business vision and unite your workers. But you need to make sure you put them into practice to give people a real sense that you’re all working toward a common goal.

Encourage connections

Building positive connections between all your employees is essential in creating a culture of team collaboration , where workers at all levels feel like part of a team. And it’s more important than ever in today’s remote working culture where people may have few opportunities to meet up physically.

Team-building exercises – face-to-face or virtual – can be a great way to bring colleagues together, building up rapport and social connections to create an environment that supports mutual respect and trust.

Focus on wellbeing

It’s essential that employers are aware of what’s going on with their employee’s wellbeing, and that they demonstrate that awareness. Fifty-eight percent of UK employees would consider leaving their job if company leaders didn’t show empathy to staff needs, according to Workplace from Meta research. 4

Offering benefits like discounted gym memberships, flexible working options, and free counseling can help reduce workplace stress and improve overall wellbeing. But an open-door policy, where people feel free to talk to leaders about what's on their minds, could be even more effective.

Encourage diversity and inclusion

Does your company welcome people of all ages, ethnicities, cultures, religions and genders? Diverse, inclusive teams power innovative, forward-thinking organizations. But if diversity in your company is low, it can directly impact the experience of diverse hires and how comfortable they feel in your work environment. Find out more about how to improve diversity in your workplace .

Get the physical workplace right

It's incredible just how much of an impact a suitable physical space can have on our mood. Everything from the chairs you provide to the office lighting will directly impact your workers and their ability to perform at their best.

But it's not all about work. While creating a comfortable, productive space is essential, it's just as vital to design spaces for collaborative working and downtime, enabling people to build social connections and take charge of their mental wellbeing in the work environment.

Employees who feel their leaders communicate with them directly and truthfully are far more likely to respect the company they work for and feel positive about their work environment. And people aren't just demanding openness about the organization itself – 62% of employees want transparency on societal issues like climate, diversity and inclusion, our research shows. 5

With remote and hybrid working increasingly part of the mix, you must get your messages across while enabling employees to communicate effectively with you and everyone else.

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• Workplace culture: what it is and how to create a positive culture in your organization
• What is diversity and inclusion?

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The four types of organizational culture: which is the best for your business, discover how to influence your company culture and be the right kind of ally., recent posts.

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110 Work Environment Essay Topic Ideas & Examples

Inside This Article

Having a positive work environment is crucial for employee satisfaction and productivity. A good work environment can foster creativity, collaboration, and overall job satisfaction. However, creating and maintaining a positive work environment can be challenging for employers. To help generate ideas for improving your work environment, here are 110 work environment essay topic ideas and examples:

• The importance of a positive work environment for employee morale
• How company culture impacts the work environment
• Strategies for creating a more inclusive work environment
• The role of leadership in shaping the work environment
• The benefits of a flexible work environment
• The impact of remote work on the work environment
• How to improve communication in the work environment
• The effects of stress on the work environment
• Addressing workplace bullying to create a safer work environment
• The benefits of team-building activities for improving the work environment
• How to foster creativity in the work environment
• The impact of office layout on the work environment
• Strategies for promoting work-life balance in the work environment
• The benefits of a diverse work environment
• Creating a more sustainable work environment
• The impact of technology on the work environment
• The benefits of a collaborative work environment
• Addressing conflict in the work environment
• Promoting mental health in the work environment
• Strategies for improving employee engagement in the work environment
• The impact of office perks on the work environment
• Creating a more inclusive work environment for LGBTQ employees
• The benefits of a supportive work environment for working parents
• Addressing burnout in the work environment
• Promoting diversity and inclusion in the work environment
• The impact of micromanagement on the work environment
• The benefits of a positive work environment for employee retention
• Strategies for promoting work-life balance in a high-stress work environment
• The role of recognition and rewards in shaping the work environment
• Addressing toxic behavior in the work environment
• Creating a more environmentally friendly work environment
• The benefits of a wellness program for improving the work environment
• How to promote teamwork in the work environment
• The impact of office politics on the work environment
• Strategies for promoting work-life balance in a competitive work environment
• The benefits of a mentorship program for improving the work environment
• Addressing discrimination in the work environment
• Promoting diversity and inclusion in a male-dominated work environment
• The impact of office gossip on the work environment
• Strategies for promoting work-life balance in a fast-paced work environment
• The benefits of a flexible work schedule for improving the work environment
• Creating a more inclusive work environment for employees with disabilities
• The impact of company values on the work environment
• Strategies for promoting work-life balance in a high-pressure work environment
• Addressing harassment in the work environment
• Promoting diversity and inclusion in a predominantly white work environment
• The impact of office cliques on the work environment
• Strategies for promoting work-life balance in a demanding work environment
• Strategies for promoting teamwork in the work environment

In conclusion, creating a positive work environment is essential for fostering employee satisfaction and productivity. By implementing some of the above strategies and ideas, employers can improve their work environment and create a more inclusive and supportive workplace for their employees.

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Work Environment Essays

Ideal work environment, how work environment prepares and responds to emergency preparedness, popular essay topics.

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77 Work Environment Essay Topics

🏆 best essay topics on work environment, 🔎 easy work environment research paper topics, 👍 good work environment research topics & essay examples, 🎓 most interesting work environment research titles.

• Responsibility in the Work Environment and at Home
• Ethical Theories in a Work Environment
• Means of Creating a Healthy Work Environment
• The Impact of the Work Environment on Management
• Employee Productivity and Working Environment
• Parole Office’s Work Environment and Ethical Dilemma
• Stress Management in the Work Environment
• Listening Skills Importance in the Working Environment This section describes different aspects of listening, defines terms, enumerates characteristics of effective listening, and various elements of paying attention.
• Post-Pandemic Work Environment The COVID-19 pandemic has changed the way people approach work because the majority of companies had to transition to remote work.
• Organizational Requirements for a Dynamic Work Environment In the corporate world, it is important for a person to diversify their areas of expertise. Organizations require an intelligent person who can quickly adapt to a work environment.
• Expert Systems in Work Environment This paper will seek to analyze how an expert system could be integrated in my work environment as a regional manager by trade.
• Employee Benefits in Today’s Work Environment Subsidized meals at the company will be appealing because they provide an immediate cost-saving benefit to the potential employee.
• Best Buy Company and Result-Only Work Environment The paper discusses the approach to organizational change that the ROWE (Result-Only Work Environment) program illustrated on the example of Best Buy Company.
• Socialization Outside the Work Environment This research notes that socialization outside the work environment significantly contributes to personal growth.
• Cultivating Healthy Work Environments The investigation focuses on the issues of incivility, the importance of it to nursing, ways to create a healthy environment, and practical application of the strategies.
• Leadership Behavior and Healthy Work Environments Leadership behaviors such as motivation significantly influence workers’ well-being, productivity, and the way they act.
• Revising Principles of Providing a High Standard and Safe Working Environment Currently, there is a call for a revisit to the current Fair Labor and Standards Act (FLSA) and Family and Medical Leave Act (FMLA) principles.
• Nursing Work Environment and Redundant Functions This paper will examine the functions such as hospital premises and toilets cleaning, which initially are not the responsibility of nurses, and another staff is to fulfill them.
• Cultural Work Environment: Impact of Cultural Diversity The US society has always been highly diverse in terms of culture. At present, the number of people having different backgrounds is growing at an unprecedented pace.
• Creativity in Individuals and Working Environment Creativity, vital for many modern jobs, can be promoted in both individual works and among an organization. Various ways can be implied to motivate workers to be more innovative.
• Creating a Healthy Work Environment: Employee Benefits Brochure The brochure emphasizes the core structural components that secure and regulate the work of nurses in the organization.
• Corporate Ethics in Work Environment Corporate ethics has different meanings to different people. Every organization formulates a set of rules, ethical programs, which define how its employees conduct themselves.
• Organizational Culture and Inclusive Work Environment Understanding the structure of the cooperative, economic, and social ties between employees will allow the manager to outline the interests of employees.
• Work Environment and Organizational Culture The human resource department is tasked to ensure that all employees have the tools to complete tasks, work in a favorable environment, and growth-oriented culture.
• Hoffmann-La Roche Ltd.’s Work Environment Leadership Hoffmann-La Roche is a subsidiary of the Swizz-based Roche Holding AG and operates under the agency of National Pharmacy L.L.C.
• Civil and Ethical Work Environments for Nurses This work examines the importance of leadership and accountability in the nursing workplace and considers how these contribute to maintaining a civil and ethical work.
• Ethics of Working Environment Ethics are a set of principles that are founded on work and diligence, which helps mould the character of the employees in the workplace.
• Nurse Burnout and the Work Environment: Effects on Productivity
• Combating Drugs Within the Work Environment
• Improving Morale and Productivity in a Union-Based Work Environment
• Promoting Gender Inclusivity and Harassment-Free Work Environment
• Discouraging Bullying: The Role of Ethical Leadership and Its Effects on the Work Environment
• Women and Equal Employment Opportunity in Today’s Work Environment
• Managing Human Resources Work Environment Issues
• The Factors Affecting Employee Work Environment and Its Relation to Employee Productivity
• Creating and Maintaining High-Performance Work Environment
• The Role of Government in a Global Work Environment
• Employer Characteristics and Work Environment
• Hostile Work Environment: Closed Door Meetings Violate Company Policy
• The Need for a Flexible Work Environment
• Personal Values: Meaning and Value of the Work Environment
• The Changing Educators’ Work Environment in Contemporary Society
• Dental Assistance Work Environment and How Do They Work
• Motivation, Stress, and Communication in the Work Environment
• Critical Care Outcomes and Nurse Work Environment
• Retaining the Thin Blue Line: What Shapes Workers’ Willingness Not to Quit the Current Work Environment
• Virtual Work Environment Increases Employee Performance
• Human Resources and the Competitive Work Environment
• Political Behavior and the Way It Reflects the Work Environment
• Ethical Conduct and the Work Environment at Apple Inc.
• The Difference Between Two Forms of Sexual Harassment: Quid Pro Quo Harassment and Hostile Work Environment
• Customer Feedback and Work Environment
• Designing Work Environment for Better Decision Making
• Employee Relations and Work Environment Success
• Sexual Harassment in the Workplace and Its Impact on the Work Environment
• Job Satisfaction, Work Environment, and Relations With Managers in Britain
• Health and Safety in the Work Environment
• The Causes and Effects of Stress on Individuals in the Work Environment
• Social Work and Practice for an Effective Work Environment
• Nurse Work Environment, Job Satisfaction, and Turnover Rate
• Work-Life Balance: How Can We Achieve It Within the Work Environment?
• Professional, Ethical, and Privacy Issues in the Work Environment
• Important Component Needed for a Cohesive Work Environment
• The Five Critical Components of a Creative Work Environment
• Non-Discriminatory Work Environment
• Enhancing the Work Environment to Promote Wellness
• Relationship Between Satisfaction and Productivity in Work Environment
• Managing Workplace Bullying Experiences in Nursing: The Impact of the Work Environment
• Google’s Organizational Culture and Work Environment
• Intercultural Communication Issue Within a Work Environment
• Successful Learners and Their Effect on the Work Environment
• How Management Changes Created a Work Environment
• Manufacturing Equipment and Factory Work Environment
• The Benefits and the Future of Telecommuting: The Evolution of a New Work Environment
• Understanding the Managers Job and Work Environment
• Ethical Leadership and How to Create a Positive Work Environment
• Office Politics and the Work Environment

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StudyCorgi . "77 Work Environment Essay Topics." December 30, 2022. https://studycorgi.com/ideas/work-environment-essay-topics/.

StudyCorgi . 2022. "77 Work Environment Essay Topics." December 30, 2022. https://studycorgi.com/ideas/work-environment-essay-topics/.

These essay examples and topics on Work Environment were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on January 9, 2024 .

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Impact of Employees' Workplace Environment on Employees' Performance: A Multi-Mediation Model

Gu zhenjing.

1 Institute for Cultural Industries, Shenzhen University, Shenzhen, China

Supat Chupradit

2 Department of Occupational Therapy, Faculty of Associated Medical Sciences, Chiang Mai University, Chiang Mai, Thailand

3 Program in Leisure Industry Management, Commercial College, Chinese Culture University, Taipei City, Taiwan

Abdelmohsen A. Nassani

4 Department of Management, College of Business Administration, King Saud University, Riyadh, Saudi Arabia

Mohamed Haffar

5 Department of Management, Birmingham Business School, University of Birmingham, Birmingham, United Kingdom

Associated Data

The original contributions presented in the study are included in the article/supplementary material, further inquiries can be directed to the corresponding author/s.

This study examined the impact of workplace environment on employee task performance under the mediating role of employee commitment and achievement-striving ability. For this purpose, data were collected from the academic staff under a cross-sectional research design, and they were approached through convenience sampling technique. As per recommendations of established sample size criteria, we distributed a sum of 420 questionnaires among the respondents. Among these distributed questionnaires, only 330 were received back. The returned questionnaires were checked for missing and incomplete responses and after discarding the missing responses useable responses were 314 which were used for the data analysis. Data had been analyzed through structural equation modeling (SEM) by using Smart PLS 3. The SEM was done based on measurement models and structural models. The results indicated that a positive work environment had the power to improve employee performance. Similarly, a positive work environment also improved the employee commitment level and achievement-striving ability significantly. Both employee commitment and achievement-striving ability also improved employee performance. While in the case of mediation, it had also been observed that workplace environment triggered employee commitment and employee achievement-striving ability which further improved employee performance.

Introduction

According to the assumptions of human resource management (HRM), improved performance is accomplished through the employees of the organization. Employees are thus viewed as a valuable asset to every firm to improve performance ( 1 ). Before the last decades of the 20th century, the performance was viewed as the result of a mix of aptitude and motivation when given adequate resources, and therefore motivating people became an important aspect of most management. Whenever human resource (HR) is used to its greatest capacity, a business may attain limitless productivity, efficiency, and performance. All employees may not work in the same way since they have distinct working styles. Some personnel have the greatest potential regardless of the reward, whereas others benefit from a boost now and again ( 2 , 3 ). The employees' performances are determined by their willingness and openness to complete their jobs. Furthermore, if employees are willing and open to accomplish their jobs, it is possible that their productivity will grow, which will contribute to improved performance ( 4 ).

Employees, equipment, and supplies, on the other hand, must be provided with the required resources to perform, independent of their talents and expertise ( 5 ). “Performance appraisal impacts directly onto highly emotional tasks in professional life, judgment of a person's commitment, and competence,” ( 6 ). According to several academics, implementing a well-defined framework for analyzing employee performance is critical to a company's successful operation ( 7 ). The major difficulty for businesses, according to ( 8 ), has been focused on improving the performance of employees efficiently so that their authenticity remains on top. In other sense, how can businesses use performance evaluation procedures to increase their capacity to discern “excellent” employees (those who perform well) from “poor” employees? Furthermore, according to ( 9 ), many crucial variables in the study and implementation of a performance assessment model are still missed, which may explain why there is not currently an integrated approach for assessing employee performance.

The physical and behavioral aspects are the two facets of a healthy working climate. The prior refers to the factors which are linked with the ability of employees to remain physically associated to their workplaces. while the etiquettes of office bearers are influenced by the behavioral aspects of the environment, the workplace environment plays an important role in shaping behaviors of employees individually. Consequently, employees' motivation to work hard, their efficiency and performance are shaped by the influence of the quality of the workplace. Worker' levels of willingness to keep motivated, creative, engaged with colleagues, and loyal to job are all influenced by the factors of workplace environment ( 10 ). According to some researchers, this feature of relatedness with workplace environment have mixed beneficial and adverse impacts ( 11 ).

The majority of the workplace environments in developing countries are not up to the mark. Unfortunately, most firms consider a safe and healthy work environment to be an unnecessary expenditure and do not invest heavily in sustaining a comfortable working environment ( 12 ). For sustainable development, it is vital for any firm to have dedicated employees who are committed to their goals. When people work in groups, there is a possibility that they may behave as if they are entrepreneurs, so every group member engages in as many tasks as possible to demonstrate that he/she is the most promising person in the group. Employee commitment levels boost employee performance in firms which enhance their commitment levels. Previously, firms have given their employees job security to boost their dedication to the firm and efficiency ( 13 ). Employee performance is tied to employee commitment. Few academics have argued that each commitment element's psychological status varies from one worker to another ( 14 ).

It is supposed that affective commitment as well as employee performance have a positive relationship, suggesting that workers have a belief that their companies would be treating them positively (i.e., fair rehabilitation, involvement in choice determination) could boost interpersonal loyalty of them to the organization and, consequently, enhance their effectiveness ( 15 ). Moreover, the workers with a high sense of commitment to the company's goals feel a strong sense of ownership over their responsibilities, while the employees with a lower level of commitment to the company's targets feel no such obligation. Certain research indicates that normative commitment and performance of employees have a negative relationship ( 16 ). Employees who have a higher level of organizational commitment find themselves “stuck” in situations where they have little option to quit the organization even if they do not really want to stay. As a result, individuals take their jobs in a less serious manner, and their production suffers ( 16 ).

Eudemonia refers to working for and achieving job-related goals, as well as realizing one's maximum potential, and is based on the philosophy of eudemonia drive (i.e., achievement striving). Achievement striving, according to the notion, indicates employees' motivation to take action toward personal greatness ( 17 ). On the one hand, the social contact motivates accomplishment seeking by facilitating currently operating and combining for the purpose of fostering creativity and accomplishing work objectives. Achievement striving, on the other hand, is a performance-oriented aim that has a beneficial impact on staff performance ( 17 ). Employees are more likely to strive for an outstanding performance if they have a strong accomplishment drive. Employees who have meaningful social connections at work are more likely to be motivated to complete the assignments on time (i.e., achievement striving) ( 18 ).

Employees' performance has been evaluated before in different business sectors, leaving behind the gap for a specific sector's evaluation. Moreover, different firm level environmental factors along with job-related factors have been evaluated with specific mediation of employee-related factors such as motivation, adaptability, flexibility, proactivity, skill level, and commitment for evaluating the employees' performance ( 19 ). This kind of evaluation left a gap for assessing the specific mediating role of employees' commitment between their workplace environment and performance. Therefore, we utilized the employees' commitment as a potential mediator between employees' workplace environment and employees' performance. Similarly, the role of achievement-striving ability has been utilized as mediator previously along with occupational commitment between social interaction and job performance ( 18 ) leaving a gap for evaluating the impact of achievement-striving ability between workplace environment and employees' performance. Therefore, this study was designed to evaluate the mediating roles of employees' commitment and achievement-striving ability.

The impact of employee workplace environment has been studied previously for the evaluation of performance of the employees at different organizational levels but has not been studied among employees of the academic institutes therefore, it posed some questions to address whether it has any impact on the performance of employees of academic institutes or not. The question stated that what role could employee commitment and achievement striving ability of employees could play in the context of academic institute job performance of employees? To answer these questions, this study focused on evaluating the impact of the workplace environment of employees on their performance. The multi-mediation analysis was also carried out in this study to evaluate the aiding role of employees' commitment and achievement-striving ability of employees between workplace environment of employees and their performance.

Theoretical and Hypothesis Support

Employee performance is achieved through the organization's employees, according to HR management theory ( 20 ). To increase the performance, employees are thus considered as a vital asset in any company. Previous to the later decades of the 20th century, performance was considered as a combination of ability and motivation when given sufficient resources, and therefore motivating people, became a key element of the most of the management practices ( 21 ). When HR is employed to its full potential, a company may achieve unattainable levels of production, efficiency, as well as performance ( 22 ). So, this study gets motivation from HR management theory for evaluating the performance of employees.

The willingness as well as openness of employees to fulfill their work determines their performance. Furthermore, if employees are enthusiastic and motivated to accomplish their jobs, their performance is likely to improve, contributing to increased productivity ( 23 ). All this could be achieved under the premises of HRM theory. This study also gets a support from the theory of ecological systems. This theory is also known as “individual theory.” According to this theory, people in a specific environment have a dynamic relationship with their social, physiological, and physical environments. This theory also states that the workplace environments are inter-related in which the job settings are connected with each other and have an effect on activities at workplace in terms of context, time and processes ( 24 ). This theory underpins the importance of environment at workplace for the workers and individuals involved in organizational processes.

Once employees get a favorable working environment, then they become more dedicated to their assigned tasks which ultimately improves their performance. So, the ecological systems theory has a lot to offer to shape up the workplace environment. This study also gets support from social exchange theory in which favorable workplace environment provides a sort of motivation to the employees to work better. Such motivational activities in organizations take place having background support of some exchanges socially. The process of social exchange takes place between an organization and its workers indicating that the organization recognizes the contributions of its employees and ensures that they are well-cared for ( 25 ). This theory provided the basis for understanding the effect of employee performance in the context of the workplace environment.

Employees, in return, do their best to achieve the targets set by their organizations and they perform better in a given favorable working environment. Thus, a social exchange is in practice for this study. Social exchange theory also provides a basis for employees' commitment as if the workplace environment is favorable and suitable, it develops a sense of trust for the organization among the employees. The employees in exchange show more commitment toward the set targets of the organization. This trust is built as a consequence of management support, and as a result, employees are motivated, which aids in the development of a good attitude toward work, and employee commitment is increased, resulting in improved performance ( 26 ). A combination of these theories for evaluating the employees' performance has also been studied before and provided a basis for the conduct of this study.

Relationship of Employee Workplace Environment With Employees' Performance

Employees spend a major considerable amount of time at work, and their working environment has an impact on their performance in integrated ways ( 27 ). Employees who are satisfied with their work environment are more likely to have positive work output. A previous study has revealed that factors which shape up the workplace environment show their impact on the performance of employees ( 28 ). They also proposed that future studies on this kind of relationships referring to workplace environment and evaluation of performance could be conducted. A few scholars also encouraged future researchers to conduct comparison studies on private and public organizational levels for impact of workplace environments be on employee' performance ( 29 ). The researchers observed that the workplace environment is crucial since staff can work more efficiently doing their jobs in a nice workplace, which leads to higher employees' performance and organization output.

The terms “appealing climate” or “supportive atmosphere” refers to a situation which draws people and motivates them to work by giving them possibilities to accomplish ( 30 ). Workers are more willing to integrate their extraordinary use of skills, abilities, and knowledge to achieve success in a welcoming and supportive workplace environment. Employees will be motivated for a number of reasons to accomplish optimal performance and productivity inside a firm; such motivations could be endogenous or exogenous ( 31 ). Endogenous motivations help in accomplishing certain difficult tasks and exogenous motivations are the reward which are given in terms of the acknowledgments and the advanced salaries ( 31 ).

Another appropriate workplace strategy is to motivate employees to set their goals. Employees' performance improves as a result of this type of incentive program, and the productivity of the company rises ( 32 ). Goal setting serves two main functions as follows: First, to improve the behaviors of the individuals; second, to motivate them to work so that they can work effectively and efficiently ( 33 ). Generalized objectives are less successful than a particular aim. Furthermore, in contrast to an achievable objective, excellent performance is attained through hard goals. Based on the strategies of providing a better workplace environment to the employees, a few empirical investigations have been done in recent past in different contexts. These studies hinted to explore this kind of relationship even further for establishing this association as a set parameter in achieving improved employees' performance. Therefore, we suggested the hypothesis as given in the following:

H1: Employee workplace environment has positive and significant effect on employees' performance.

Impact of Employee Workplace Environment on Employees' Commitment

According to prior study, the employees' working atmosphere in the firm is vital and also has a significant impact on employees in a variety of aspects ( 34 ). If the working environment fails to attract employees and they have a bad perception of many workplace aspects such as sick leave, performance, mental illness, and performance, their demand will ultimately be lowered to a low level, impacting the institution's growth and productivity ( 35 ). Employee commitment to the workplace, innovation, efficiency, commitment, and financial wellbeing all benefit from a nice, secure, and reliable workplace, all of which affect the institution's development ( 36 ).

When employees work in groups, the individuals behave as if they are entrepreneurs, and every person in the group engages in as many events as possible to demonstrate how he or she is the brightest in the group. Worker level of commitment boost employee productivity in firms which improve their levels of commitment. Companies have traditionally offered job protection to the workers to boost their loyalty toward the company and performance. Employee performance is linked to employee commitment, which has three facets (affective commitment, continued commitment, and normative commitment). It was previously established that the office atmosphere had a favorable influence on workers' commitment to perform ( 37 ). As a result of this literature support, we hypothesized the following:

H2: Employee workplace environment significantly affects employees' commitment.

Impact of Employee Workplace Environment on Employees' Achievement-Striving Ability

One of the most critical factors influencing employee performance in an organization is the working environment. In today's competitive corporate world, monetary benefits are insufficient to motivate employees to reach better levels of performance levels ( 38 ). A mix of monetary and non-monetary rewards, on the other hand, is more effective better levels of employee performance, which results in increasing of achievement aims of the company for an instance, and it was observed that the employees of certain sector of companies wanted a pleasant, relaxing environment, and to achieve a higher degree of performance, a cooperative working atmosphere is required.

Billings noted that the employees are the focus of organizational decisions as they are present at their workplaces most of the day ( 39 ). In contemporary organizations, justice is not always administered through the equal distribution of employment resources as well as the provision of clear and acceptable explanations for choices taken, and employees are not always treated with dignity and respect throughout policy and procedure execution ( 40 ). This leads to a worse workplace environment while, it is proven that a better workplace environment is always suitable in achieving something good for the organizations. Achievement striving is totally the drive for achieving the targeted goals by the employees. The employees who are more targeted toward the goals are more productive in terms of their performance ( 18 ). In this way, if employees are given suitable workplace environment, then it could initiate achievement-striving ability in employees. So, based on this possible logic, we devised the following hypothesis:

H3: Employee workplace environment significantly affects employees' achievement-striving ability.

Mediation Between Workplace Environment and Employees' Performance

The performance of employees is a popular issue, and this is influenced in a range of ways by the workplace. Behavioral and physical features of a typical working environment are critical. All components which are linked to an employee's ability to physically engage with the workplace are referred to as the physical setting ( 41 ). While behavioral environmental components relate workplace occupants' etiquettes with one another. The workplace atmosphere has a positive impact on individual employee behavior ( 42 ). Consequently, workplace environment quality has a significant impact on workers and their motivation, enthusiasm, creativity, and efficiency. Work motivation, innovative behavior, attendance, colleagues' engagement, and career management are all influenced by how strongly they are connected to a company ( 43 ).

Depending on the physical circumstances in the workplace, it might have a beneficial or harmful impact. The majority of the working environment in underdeveloped nations is insecure and dangerous. However, most businesses consider a safe and healthy work atmosphere to be an absolute waste of money and therefore do not invest extensively in keeping it in good shape ( 44 ). Employees working in an unstable and unhealthy atmosphere, putting them at risk for occupational sickness related to the adverse effects of the environment on their productivity, which has an impact on the organization's total productivity ( 45 ). Employees are dealing with serious environmental issues at work, particularly in the software business, which makes it difficult to provide necessary amenities to improve their performance level ( 46 ).

Scholars recently examined software house workers' performance in the presence of physical and behavioral workplace ambient variables ( 47 ). As a result, this study's major goal is to analyze and evaluate the factors of the working as well as behavioral environment that influence employee performance. To accomplish the given task of evaluating the impact of the workplace environment of employees' performance, there was a dire need to find the facilitators who could boost the relationship of workplace environment and employees' performance. Based on this need, employee's commitment and achievement-striving ability of employees, which are discussed in previous section, are used as mediators of this study. So, we proposed the following hypothesis (see Figure 1 ).

Conceptual framework.

H4: Employee commitment significantly mediates the relationship between employee workplace environment and employee performance.

H5: Achievement striving significantly mediates the relationship between employee workplace environment and employee performance.

Research Methods

This study used a cross-sectional research design to collect data from the participants. This research design was commonly used in survey research and previously the researchers have used cross-sectional research design in their studies ( 48 , 49 ). This study design was most suitable to our aim of the study which was to investigate the impact of the workplace environment on employee performance. So, we had obtained the perception of the respondents through a cross-sectional research design. In this regard, teachers from the academic institutes were approached. The respondents in this study were selected based on previous studies, where academic teaching staff were approached for data collection to study the impact of workplace environment ( 50 ). Before approaching the academic teaching staff for data collection, we sought formal approval from the administration.

After getting approval from the administration, we contacted the teaching staff according to the list provided by the academic institutes. Moreover, before asking the respondents to provide their feedback, we ensured them regarding data confidentiality and their written informed consent was obtained. Additionally, to increase their motivation in the study, we offered chocolates to the respondent with the questionnaire, so that they could fill out the survey questionnaire with motivation. Before distributing questionnaires to the respondents, a suitable sample size was determined and the criteria regarding setting a reasonable sample size were consulted. In this regard, the widely used and accepted criteria for sample size devised by the study in ( 51 ), and previously used by various researchers, were followed ( 52 ).

Thus, as per the recommendations of this sample size criteria, we distributed a sum of 420 questionnaires among the respondents and of these distributed questionnaires, only 330 were received back. The returned questionnaires were checked for missing and incomplete responses and after discarding the missing responses 314 were retained. Additionally, we have employed Smart PLS software, which handles the small sample size very comfortably, so the issue of sample size does not raise any question in this study ( 53 ).

Owing to the cross-sectional nature of the study, it was likely to encounter common method bias in this study. We employed several techniques to reduce the issue of common method bias, we interchanged the place of the scales and items in the questionnaires, so that respondents could not develop a correlation among the study constructs while reporting the responses. This helped us to reduce common method biases ( 54 , 55 ).

Demographic Characteristics

The first section of the questionnaires dealt with demographic characteristics related to qualification, gender, and teaching experience. From the perspective of qualification, respondents were mostly with 18 years of education and 16 years of education; however, the percentage of 18 years education among respondents was high (90%). Second, the distribution of the respondents according to gender's perspective was almost equal [i.e., 54% (male) and 46% (female)]. While most of the teaching staff were employed in service with experience of more than 3 years, very few have <1 year of experience.

Instrument Development

We followed a five-point Likert scale to collect the data for all exogenous and endogenous constructs ranging from five to one on a description of strongly agree to strongly disagree. The independent variable in this study (workplace environment) is measured through 10 items. The one-dimension of the environment (hedonic environment) is used in this study, which denotes the positive side of the workplace environment. Sample items for this scale include, “The transparency of rules in my institution is making my work easier,” and “My company is a positive workplace.” This scale is used in a recent study ( 50 ). This scale contains reverse coded questions, and we have also used these reverse coded questions to restrict the respondents from providing monotonic responses. The outcome variable in this study, employee performance is measured through six-items scale covering the perception of employees' task performance. This scale is developed by Koopmans et al. ( 56 ). The sample items for this scale include, “I kept in mind the results that I have to achieve in my work.” Although in previous studies ( 50 ), another dimension of employee performance has also been used such as contextual and counterproductive work behavior. However, we have used task performance as a measure to assess the response regarding employee performance which denotes it well.

Employee commitment is assessed based on six items-based scale of affective commitment developed by a research team ( 57 ) with sample item, “I would be happy to work at my organization until I retire.” While the second mediating variable, achievement-striving ability is assessed based on a scale developed by in a study ( 58 ) with five-items scale. A sample item for this scale, includes, “I am a very determined person when it comes to my job.”

Assessment of Measurement and Structural Model

We have employed a multi-variate data analysis tool in this study to test the hypotheses through structural equation modeling (SEM). For this purpose, the most commonly used partial least square (PLS) approach through Smart PLS was used ( 59 ). This software deals very well with the complex nature of research frameworks/models ( 60 ). In addition to this, smart PLS has good predicting capability even with a small sample size and it deals with small sample size very well. Lastly, it does deal better with the non-normal data and the issue of normality is handled by Smart PLS very well. Assessment of SEM is based on two approaches/methods, the first one is based on the measurement model while the second one is based on structural model ( 61 ).

Table 1 illustrates the reliability and validity of the study constructs, based on the assessment of the measurement model. At this stage of reliability and validity of the study, the model has been confirmed. For the issue of reliability, the first measure in this regard that is used is Cronbach Alpha or is termed as alpha. The minimum acceptable value for this indicator of reliability is 0.60 ( 60 , 62 ). Alpha statistics have been found statistically high above this benchmark; for instance, the alpha value for the construct, workplace environment is 0.929, for employee performance it is 0.745, for achievement-striving ability it is 0.839 and for employee commitment, it is 0.893. Thus, all the constructs possess good alpha reliability. Similarly, the second measure of reliability (rho-A) is also within the acceptable range (>0.60). The value of Rho-A for the workplace environment is 0.939, for the employee performance is 0.768, for the achievement-striving ability is 0.877, and for the employee commitment is 0.925. Thus, the second measure of reliability is also met. The third measure of reliability is based on composite reliability, which also shows a good level. The values for composite reliability are within a range of 0.830–0.941, illustrating good composite reliability.

Reliability and validity of the study constructs.

In the case of validity, it has been tested through average variance extracted (AVE) and it has been found that the AVE of the respective constructs is greater than the threshold limits of the acceptable range (≥0.50). All the study constructs possess greater AVE values (≥0.50) which indicate that the convergent validity has been established ( 63 ) as illustrated through Table 1 . The AVE values range between 0.551 and 0.663.

The second measure to assess the convergent validity is outer loadings ( Figure 2 ). At this stage, each indicator was checked for outer loadings, and it was observed that outer loadings are above the threshold value of 0.708. Table 2 illustrates the outer loadings of all study constructs. Two items have been dropped in this study due to weak or poor outer loadings. One item from the study constructs workplace environment (WE-10). Similarly, from employee performance, two items (ETP-3 and ETP-6) have been dropped due to poor outer loadings. One item from the construct achievement-striving ability (AS-4) was dropped. One item with slightly low outer loading (ETP-2) was retained in employee performance as the AVE of this construct was above the threshold value (≥0.50). Thus, all the indicators met with convergent validity criteria, and it can be referred that the model possesses convergent validity.

Path estimates.

Outer loadings (convergent validity).

While testing the other side of validity (discriminant validity), we have followed two well-established criteria, the first one is Fornell and Larcker ( 64 ) and Heterotrait-monotrait (HTMT) ratio of correlations ratios ( 60 ). Tables 3 , ​ ,4 4 illustrate these two criteria. The first criteria in this regard indicates that the square root of the AVE of variables is higher than the correlations among them ( 52 , 65 ). For instance, the square root of AVE of achievement-striving ability is 0.814 which is higher than the correlations in that column (bold and underlined values in diagonal). Similarly, the square root of AVE of employee commitment is 0.808 which is also higher in that column. Same pattern is observed for employee performance and workplace environment.

Discriminant validity (Fornell–Larker-1981 criteria).

Note: Values in the diagonal and bold are square root of AVEs .

Discriminant validity (HTMT).

The HTMT ratio is used as the second measure to assess the discriminant validity. Two criteria were observed in this regard (liberal and conservative). Both criteria were met as the values of HTMT ratios in all columns are <0.90 and 0.85, describing that both liberal and conservative criteria are met. Liberal criteria HTMT ratio indicates that value of HTMT should not be higher than 0.90 while conservative criteria indicate that value of HTMT should not be higher than 0.85. Table 4 illustrates the discriminant validity through HTMT ratios.

Two criteria were used to assess the model fitness, namely, the coefficient of determination ( R 2 ) and effect size ( f 2 ). Table 5 illustrates the quality criteria based on coefficient of determination. Here, it has been observed that predictors (workplace environment) along with the mediators (achievement-striving ability and employee commitment) are explaining 63% variation in employee performance; thus, predicting a good and reasonable model fitness ( 52 , 66 ). Similarly, 10% change is observed in achievement-striving ability and 8% change in employee commitment as a result of the workplace environment. Figure 2 also illustrates the coefficient of determination, and it can be assumed that these values of coefficient of determination are satisfactory ( 60 ). Table 6 illustrates the effect size in terms of f 2 . All the effect sizes have been found satisfactory and depict good quality criteria ( 52 ). In addition to this, we have also tested the model predictive relevance based on Q 2 ( 67 ) and all the values of Q 2 have been found to be higher than zero, indicating model predictive relevance.

Coefficient of determination.

Effect size.

Hypotheses Testing

At the final stage, we tested hypotheses based on t - and p -statistics (See Figures 1 and ​ and3). 3 ). Direct hypotheses have been tested based on direct paths while hypotheses related to the mediation relations have been tested based on indirect paths (indirect effects). Table 7 illustrates direct, indirect, and total paths while Table 8 indicates hypotheses testing status. The first hypothesis of this study (H1) related to the relationship of the workplace environment and employee performance has been found statistically significant based on t - and p -statistics and it is accepted. The regression coefficient in this regard indicates that one unit change in the workplace environment will bring 0.55 unit change in employee performance. Moreover, this path also indicates that in the presence of positive workplace environment, employee performance (task performance) moves upward and positive change in task performance is observed.

Path significance.

Direct, indirect, and total path estimates.

Hypotheses testing.

Similarly, the second hypothesis (H2) of this study which is based on the relationship of the workplace environment and employee commitment has also been found statistically significant as evident from the p - and t -statistics (H2 supported). This state of affairs indicates that with the upward change in the workplace environment there will be positive change in employee commitment. It can be safely assumed that a positive workplace environment tends to promote employee commitment. The third hypothesis of this study was based on the relationship of the workplace environment and achievement-striving ability, which has also been found statistically significant as illustrated in Table 8 (H3 is supported). Thus, a positive change in the workplace environment increases the achievement-striving ability of the employees at the workplace.

While talking to mediation hypotheses, these have been tested through the indirect effects as illustrated in Table 7 . Indirect effect for the path Workplace Environment → Employee Commitment → Employee Performance has been found statistically significant ( p < 0.005) which indicates that employee workplace environment positively increases the employee commitment level which further triggers employees to demonstrate a higher level of employee performance (H4 supported). Similarly, the indirect effect in H5, i.e., Workplace Environment → Achievement striving Ability → Employee Performance has also been found statistically significant ( p < 0.05) (H5 supported). This indicates that a positive workplace environment improves employees' achievement-striving ability which further enhances their ability to show a higher level of performance.

This study analyzed the impact of employee workplace environment on employee related factors including employee commitment and achievement-striving ability of the employees. The hypothesis of this research indicated that the workplace environment had a significant impact on shaping the performance of employees. A lot of research in the past had evaluated the similar kind of relationships in which changing environments and the factors of environments of workplace had significant contribution toward the job performance of employees ( 68 ). For instance, the work in ( 10 ) stated that with an increase in per unit variance for physical and behavioral environmental factors, employee's performance was increased which supported our argument. The possible reason behind this outcome was the psychological ability of employees which molded or reshaped the behaviors of employees in case of conducive and restrictive environments of workplace. All employees may not work in the same way since they have distinct working styles due to different workplace environments. Some personnel have the greatest potential regardless of the workplace conditions, whereas others benefit from a supportive environment of the workplace ( 2 ).

The direct effects of workplace environment of employees on employee commitment and achievement-striving ability were also evaluated in this study and found significant outcomes indicating that workplace environment influences the employee-based factors as well. The direct effects on employee commitment showed that if a conducive environment at the workplace was provided, then it could develop a stronger sense of commitment in the employees toward their job and organizations. Similar kind of results were also reported by some of the previous researchers ( 69 ). In exploration of the relationship between workplace environment with employee commitment, these researchers found that if environment of workplace is suitable then it could lead to wellbeing of employees which in turn improve commitment to work by the employees. Employee commitment levels boost employee performance in firms that increase their commitment levels. Previously, companies have given their employees job security to boost their dedication to the firm and performance ( 13 ).

Another dimension to this study was exploration of the relationship between workplace environment and achievement-striving ability of employees. The results indicated similarly the positive association between workplace environment and achievement-striving ability of employees. This kind of relationship evaluation was new as no one in past had evaluated the direct association of workplace environment of employees to achievement-striving ability of employees. The majority of the workplace environment in underdeveloped countries is not safe. Unfortunately, most firms consider a safe and healthy work environment to be an unnecessary expenditure and do not invest heavily in providing a comfortable working environment ( 12 ). The indirect effects of employee commitment and achievement-striving ability between workplace environment of employees and their performance are also evaluated in this study.

Both indirect effects of employee commitment and achievement-striving ability proved to be significantly mediating the relationship of workplace environment of employees and employee performance. This indicated that if employees were more committed to their work, then association of workplace environment and employee performance would be enhanced. Similarly, if employees had good ability of achievement striving then association of workplace environment with employees' performance would also be strengthened. Few researchers have claimed that the psychological status of every commitment element differs from one employee to the other ( 14 ). It is assumed that organizational commitment and employee performance have a positive relationship, implying that employees who perceive a firm's behavior toward companions is decent (i.e., humane treatment, involvement in judgment) might very well boost their sentimental commitment with the organization and their performance in the organization ( 15 ). The results of the this study are related to the work discussed in ( 18 ) but with a limitation that they evaluated the mediating link of employee commitment along with some moderators as well.

Theoretical and Practical Implications

From a theoretical perspective, this study tends to add to the existing body of knowledge by investigating the impact of a positive work environment on employee performance which is the contribution of the study. Moreover, this study has tested two mediating mechanisms and proved that achievement-striving ability and employee commitment as a mediator increase employee task performance, which is also a unique contribution. The perception of academic staff has been documented in this study which is the contribution of the study. From the practical point of view, this study advocates that organizations should focus on the creation and provision of a positive workplace environment at the workplace to improve the task performance of the employees. Similarly, a positive work environment promotes the achievement-striving ability of the employees, so organizations should also focus on improving the achievement-striving ability of the employees through a positive workplace environment.

Limitation of the Study

Just like other studies, this study has also some limitations. The first limitation is its cross-sectional nature, which does not allow us to assume cause and effect relationships. In the future, researchers should focus on other research designs in replicating this model, which might provide deeper insights into longitudinal research design. Second, only academic staff were approached for data collection; in the future, considering other sectors can provide useful insights. Particularly, banking sector employees can be approached in future studies. Third, we have anticipated only one side of a workplace environment, while in the future, other types of workplace environments should also be tested. Further, this study in future opting larger sample size can provide more detailed and deeper insights regarding the relationship between the workplace environment and employee performance. We have used two mediating mechanisms in this study, considering other mediating variables such as job satisfaction can also be a future avenue. This model can also be tested with the moderating phenomenon in the future such as leadership styles or cultural variables such as power distance and collectivism.

Conclusions

Based on the empirical findings of this study, it can be concluded that a positive work environment promotes employee performance within organizational circuits. More specifically, the workplace environment can improve the achievement-striving ability of the employees, and employees tend to bounce back in difficult situations. Similarly, a positive work environment provides a nurturing and pleasant work environment which promotes employee commitment and employees tend to be loyal to their organizations. In addition to this, it can also be concluded that the employee commitment has the potency to enhance the task performance of the employees; because employees show a higher level of task performance when they are committed to their employer or organization. Similarly, employees with higher achievement-striving ability tend to show a higher level of task performance even in difficult situations. Further it can be endorsed that motivational activities in organizational cultures are triggered under social exchanges, and positive behaviors at workplace are promoted in shape of employee commitment. This increased commitment can result in enhanced and improved individual and organizational performance.

Data Availability Statement

Author contributions.

GZ: initial and final draft. SC and KK: analysis and interpretation. AN and MH: proof read, revision, and data validation. All authors contributed to the article and approved the submitted version.

Researchers Supporting Project number (RSP-2022/87), King Saud University, Riyadh, Saudi Arabia.

Conflict of Interest

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

Publisher's Note

All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article, or claim that may be made by its manufacturer, is not guaranteed or endorsed by the publisher.

7 Great Ways to Create a Healthy Work Environment

by Caitlin Nobes

Updated on May 18, 2021

Create a culture that means business™

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What makes a company a great place to work? Is it the perks? The location? Maybe the compensation?

Ultimately, the key to creating and sustaining a high-performing organization is establishing a healthy work environment. Businesses that prioritize long-term success must show that they care about their employees, whether their team members are on-site, remote, or part time. But it’s hard to define a healthy work environment, let alone put it into practice — particularly when so many employees are working from home. This piece delves into what a healthy work environment is and outlines seven steps to get there.

Download Achievers’ free report on what a healthy work environment and culture look like in our new normal

What does a healthy work environment look like?

While some classify work environments into various categories — like creative, social, goal-oriented, and traditional — the best work environments feature the positive elements of all these types. A fantastic work environment celebrates innovation and individuality. It encourages collaboration and teamwork while providing employees with the flexibility and autonomy they need to reach their personal goals.

Healthy work environments are also safe, both psychologically and physically. Organizations with great cultures make it a point to support employee wellness and accept all backgrounds. Their leaders are transparent about why decisions are made, and they recognize employees who live out company values each day.

7 ways to build a healthy work environment

Creating and maintaining a healthy work environment requires a winning strategy. Here are seven best practices you can follow to start transforming your organization’s culture for the better.

1. Give your employees a real voice

Feedback is one of the most valuable gifts you can get from your employees. Providing opportunities for employees to express their feelings lets you identify ways you can help them excel.

But to create those opportunities for sharing feedback, you need the right technology. Tools like AI-powered HR chatbots and pulse surveys make it easy to transition from annual surveys — which don’t result in timely action — to an evolving conversation with employees in real time. This makes it easy to pinpoint and resolve your organization’s most pressing issues. Look for an employee engagement platform that includes features like these to make building employee voice simple for HR, managers, and the C-suite.

However, soliciting feedback is only the first step. Failing to take action on survey results leads to lower engagement than failing to survey in the first place. To show employees that their voices actually matter — and keep them motivated to share what they really think — encourage managers to create action plans in response to feedback collaboratively with their teams. Managers can host team sessions to review survey results, discuss areas for improvement, and develop next steps that everyone has a stake in.

2. Show appreciation every day

Think about the last time you got a shout out from your boss when you least expected it. It probably gave you a rush of confidence, instantly boosting your mood. Maybe it even gave you the energy you needed to close out a big project. Frequent, meaningful recognition can dramatically improve employee engagement, retention, and satisfaction . Not surprisingly, recognition is a key part of a healthy work environment.

Recognition is the number one ask from employees in our new normal, and 82% of employees wish they received more recognition. Encourage recognition across your organization, from staff all the way to the C-suite. Recognition should be public so that employees echo and learn from others’ successes, and it should be specific enough to reinforce behaviors that you want employees to repeat.

The fastest way to make recognition a habit is to leverage recognition technology. Organizations without recognition technology are 160% more likely to recognize employees only twice a year or less. By selecting a modern recognition platform , employees can say thanks — or dole out reward points — anytime, anywhere, without interrupting their established workflows.

3. Focus on the workplace itself — even if you’re remote!

Did you know that an attractive office design can make employees up to 33% happier ? An employee’s workspace can keep them motivated, improve their well-being, and promote healthy habits . Invest in making your office a more enjoyable place to be, and your employees will love spending time there.

Even if most of your workforce is remote, where they work still affects their performance. Make sure your employees have a comfortable, stimulating place to work outside the office by providing a stipend for things like ergonomic chairs, extra monitors, and standing desks. Ask employees to speak up when they need a new mouse, keyboard, or other office supplies. And remind employees that keeping their desks decluttered, getting enough sunlight, and adding inspiring artwork to their workspace can maximize their productivity and boost their mood.

4. Turn your values into more than just words

No employee wants to work at an organization that lacks compelling values, or one that doesn’t practice what it preaches. Developing and living by meaningful core values drives a great organizational culture and, eventually, profits. Organizations with highly aligned cultures, together with highly aligned innovation strategies, see 30% higher enterprise value growth and 17% higher profit growth . Not only that, compelling values attract better candidates. Over 75% of employees consider it very important to work for a company with defined core values.

Employees look to leadership to establish standards for conducting business, internally and externally. Company values should reflect the underlying philosophy of a business , and they should be easy for all employees to understand and remember. You should also reward and recognize employees who exemplify your company’s core values, which encourages other team members to follow suit .

Discover how to maintain a consistent culture and values in our new normal

5. Create an environment of psychological safety and trust

An environment of psychological safety is one where employees are comfortable being themselves. They know they can express themselves freely without the fear of embarrassment or retaliation. When employees are confident their ideas won’t be rejected out of hand or scoffed at, they’re far more likely to participate in meaningful conversations, voice their opinions, and stay engaged.

Establishing a workplace that takes psychological safety seriously requires practice and dedication, but it’s worth it. Employees at high-trust companies report 74% less stress , exhibit 50% higher productivity, and experience 40% less burnout.

Psychological safety is built on a foundation of genuine care for the employee . Regularly check in on employees’ mental, physical, and emotional health, and give them the time off they need. Most importantly, teach managers to adopt practices that promote psychological safety. Workshops can be a great way for managers to practice leading with empathy, giving specific recognition, and phasing out micromanagement. Managers need to listen more than they speak and should invite open and honest conversations between them and their teams. Besides nurturing trust, this sets an example for team members at your organization who may find themselves in a leadership role one day.

6. Prioritize cultural alignment when hiring

Organizational culture is a shared experience , felt throughout a company and developed over time. As you might imagine, the people your organization hires play a huge role in sustaining its culture. Harvard Business Review found that when properly aligned with personal values, drives, and needs, “culture can unleash tremendous amounts of energy toward a shared purpose and foster an organization’s capacity to thrive.” Aligning your workforce with your culture should be central to your strategy for beating the competition.

Download Achievers’ free report on the culture alignment techniques that drive business performance

During the recruitment process, it’s crucial to vet candidates carefully to ensure they match the energy of your company and are passionate about its mission. Ask questions about the culture they experienced at previous companies and what they liked or didn’t like. Find out what research they’ve done on your organization’s culture and what positive qualities they bring.

And don’t forget it also goes both ways. The culture of an organization is apparent from the moment a candidate speaks to any employee. Since potential hires can pick up on cultural dysfunction during the interview process, the team members they meet should strive to exemplify your organization’s best cultural traits.

7. Empower your team with what they need to succeed

No matter how capable your workforce is, they need support to be their best selves at work. Empowering employees can take many forms, from extra learning and development, to greater flexibility in working hours, to autonomy over new projects. Employee empowerment requires managers, HR, and the C-suite to act in tandem to provide employees with whatever it takes to build success.

Of course, knowing exactly what your team needs to succeed requires a strong culture of feedback. Unfortunately, one in seven organizations lack a formal mechanism for listening to their employees. And while 64% of employees want an always-on feedback tool, only 22% of HR leaders say their organization is effective or very effective at fostering a culture of feedback.

Establish open feedback channels using tools like pulse surveys and HR chatbots, and then give employees what they ask for. This demonstrates that your organization is truly listening and encourages team members to keep voicing their wants and needs.

Start improving your work environment today

A healthy work environment is one where employees feel heard, they’re acknowledged for their contributions, and they understand how their work is part of something bigger. This leads to more innovation, greater trust in leadership, and an improved bottom line — organizations with highly engaged workers are 21% more profitable .

HR technology can help you reap the rewards of a healthy work environment. Achievers Recognize is an award-winning recognition platform that makes it easy for your entire team to start showing appreciation, whether they’re in-office or remote. With comprehensive reporting and analytics, Achievers Recognize tracks how your recognition program is performing in real time, from activation rates to recognitions sent and received. Achievers Recognize customers see consistent results : they’re 2.5 times more likely to see increased employee retention and 36% more likely to see an increase in employee engagement.

And if you’re interested in supporting employee voice, look no further than Achievers Listen . Achievers Listen is an always-on engagement platform that captures employee voice through easy-to-use pulse surveys and Allie, an AI-powered, always-on feedback channel . Achievers Listen’s features are rooted in engagement science, giving managers the information they need to act on feedback and measure results. Together with Achievers Recognize, it integrates seamlessly with the tools your employees use every day, like Slack and Microsoft Teams, making adoption second nature.

See how Achievers can help build a healthy work environment by scheduling your free demo today .

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The future of the workplace: Embracing change and fostering connectivity

Partners with organizations to provide research-backed expertise on leadership, talent management, learning and development, and future of work topics

Partners with clients across a variety of sectors on topics regarding analytics-led organizational transformations, with expertise in future of work and talent management to drive lasting impact

June 21, 2021 COVID-19 has changed the workplace as we have known it. While the physical space still exists, the overall idea of what a workplace is and what it is for needs to be reimagined. Organizations must deliberately address the changes wrought by the pandemic and the rapid pace of technological investment to enable remote and flexible work. In particular, organizations must take three key actions.

Embrace the hybrid model. The post-pandemic outcome is clear: a hybrid work model in which part of the workforce works outside of the traditional office for part of the time. The more important question: Which portion of the workforce needs to be present in the office, and when, and for what reason?

Employees are craving clarity  about what is coming next in terms of work arrangements. It falls on organizational leaders to chart the path for managers and employees. Transparent and frequent communication, with managers playing a key role, can help ensure that the organization moves in unison.

In a recent survey, we found that organizations that articulated more specific policies and approaches for the future workplace have seen employee well-being and productivity rise . More specifically, organizations that have clearly communicated post-COVID-19 work arrangements have seen a two-fold increase to employee-reported feelings of support, a three-fold increase to feelings of inclusion, and an almost five-fold increase to reported feelings of individual productivity. Attempting to force a one-size-fits all solution can have detrimental effects  on the workforce, particularly on women, people of lower socio-economic status, and people in less advanced economies.

Reimagine the physical space. The office of the future requires organizations to consider the altered footprint and layout that will emerge from a hybrid work model. Since in-person work will look substantially different, organizations need to make sure that their physical space is in tune with the objectives of the people within it. Pre-pandemic cubicle setups may be a thing of the past, making way for areas of collaboration, innovation, and community-building.

Real-estate footprints of many organizations will also change significantly. Already, we have seen many companies move to new geographies to tap new talent pools. For example, a large technology company recently announced some roles could remain remote indefinitely, allowing them to leverage talent from around the country. Others, such as a large financial company that is planning on having 60 desks per 100 employees, are rethinking their real-estate spend as they move to hybrid working models.

Manage fundamental human needs. The overnight shift to remote work has been one of the most notable real-time social experiments of recent times. It has shown that remote work does not necessarily come at the cost of productivity. In fact, many companies have reported increased productivity. A McKinsey analysis found that more than 20 percent of the workforce  could work remotely three to five days a week as effectively as from an office.

However, remote employees complain that it is difficult to feel connected to colleagues and manage work-life boundaries . Some companies are adamant about the value of remote work while also being concerned about its effect on employee well-being. One online retailer, for example, is addressing these concerns  and is acquiring over 900,000 square feet of new office space across six U.S. cities. The gradual return of in-person work alongside the newfound importance of virtual workspaces means organizations need to figure out ways to increase connectivity and a sense of belonging, regardless of where employees are.

The relationship between employees and the workplace has changed in ways that require organizations to invest seriously in helping people navigate through their vision for the hybrid workplace and any changes to the physical workspace. Doing so can help employees balance productivity, well-being, and a sense of connection in the evolving future of work.

This blog post is part of a series on the future of work post-pandemic, exploring three symbiotic elements of work , the workforce , and the workplace .

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Time’s Up for Toxic Workplaces

• Manuela Priesemuth

Three ways to create an environment that doesn’t tolerate abuse.

Direct interactions with “bad bosses” can be traumatic, but the problem often goes further than a single individual. Research has shown that abusive behavior, especially when displayed by leaders, can spread throughout the organization, creating entire climates of abuse. But organizations also can also structure work environments that combat abuse by: 1) educating managers about all costs associated with abusive conduct; 2) strengthening anonymous feedback channels where employees can report their experience without fear of retribution; and 3) upholding and enforcing fair and equitable norms throughout the organization.

Millions of people face abusive supervisors and bullies at work . These employees are targets of ridicule, threats, or demeaning comments by their manager on a daily basis, which results in decreased satisfaction, productivity, and commitment to the job as well as the organization at large.

• MP Manuela Priesemuth is the Megan ’07 and Matthew ’06 Baldwin Assistant Professor of Management at Villanova University. Her research focuses on destructive leadership, workplace aggression, organizational fairness, and behavioral ethics.

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11 Best ‘What is Your Ideal Working Environment’ Answers

What does the question “What is your ideal working environment” mean? This common job interview question can trip up anyone if they are not ready for it. Thankfully, we have composed the 11 best sample answers to this stressful question so you can land your dream job.

5 Tips for Your Answer

• Be flexible and neutral, so you do not pin yourself down to only one type of environment.
• Let your personality shine and show the prospective employer how you will fit with its company culture.
• Consider what answer the company is looking for and craft it accordingly.
• Research and prepare your response so you are not at a loss for words.
• Use some detail but do not make your answer too complex either by rambling on.

5 Mistakes to Avoid

• Do not mention job perks, like the vacation days you want.
• Avoid using the job descriptions verbatim for an answer.
• Leave out vague answers with broad terms that do not directly respond to the question.
• Do not use this question to complain about past workplace environments with a negative attitude.
• Avoid being dishonest in your answer, so you do not end up with a job offer that you are unhappy with taking.

After crafting the perfect resume and cover letter for an open position, you will go through the dreaded interview. This next step in the hiring process often makes job seekers nervous and hesitant. Many people stumble when it comes to answering common interview questions. We are here to help you prepare so you can wow your interviewer with good answers.

Here is the 11 best answers for anyone, regardless of industry, for the “What is your ideal working environment?” question.

11 Best Answers for the Ideal Work Environment Question

1. show them that you did your homework.

Example Answer: My ideal type of work environment enforces a positive work culture. While researching your organization on your company’s website, I found that your corporate values strongly align with how I have built my own career. A place where I feel comfortable using my skills and learning from others is a good fit to do my best work.

Key Takeaways: The start of your answer lets your professional interviewers know that you have dug deep into their organization, and your personality will integrate well with current employees. It also mentions your drive to continue learning on the job.

2. Be Flexible Without Being Vague

Example Answer: I do not have an ideal work environment since I can be relatively flexible. I have in the past worked in remote offices as well as close-knit project groups. I find that any environment where the employees use effective communication and help each other do their best work is ideal for productivity.

Key Takeaways: This response is a great way to tell the hiring manager that you are flexible in opposing circumstances, but you are still productive. It showcases that you prefer communication and accountability in a workplace.

3. Reinforce Teamwork and Collaboration

Example Answer: I find that a collaborative environment includes a place where team members can count on one another and possess a strong work ethic. I strive to do my best for all my business activities and feel it is my responsibility not to let my team down with incomplete work.

Key Takeaways: For jobs where you will be working as a team player, this great answer highlights your comradery for other employees and exceptional work ethic. It also reveals how you incorporate a strong sense of responsibility for all your work duties.

4. Focus on Some Company Elements

Example Answer: I think a positive work environment is one where I have an opportunity to develop my skills continually. I noticed on your company website that you offer a continuous learning program for long-term employees. A company that invests in their staff knows how valuable they can be to the business’ success and is the best way for employee retention.

Key Takeaways: This example answer is terrific for organizations that provide on-the-job training programs or continuous learning for their employees. It shows a true interest in the company and the desire to grow and stay with them long-term, rather than working there as a stepping stone to a better position elsewhere.

5. Let Your Needs and Wants Be Known

Example Answer: My perfect work environment is flexible and allows for adequate work-life balance. I was excited to see in your job description that this company offers its employee remote work 50% of the scheduled work hours. This balance fits well into my current career goals and how I can better help your organization.

Key Takeaways: Do not be afraid to let your excitement show when the position has perks that you like. It is a good idea to focus on how you use these positive attributes in a work environment rather than your work preferences.

6. Be Honest and Open

Example Answer: If I had to choose an ideal job, I believe it will be a place where I can be honest and open with my colleagues and management. Communication is critical for me and allows me to build the trust of the other individuals I work with regularly. Whether it is for questions about policies or procedures or who to go to for information, effective communication ensures that everyone can complete their tasks correctly and efficiently.

Key Takeaways: This effective response enforces effective communication in the workplace, so there is no confusion when completing group or individual tasks. You come across as a trustworthy individual who takes responsibility for your duties to get the best results possible.

7. Be Direct with Your Desires

Example Answer: I prefer a working environment that will suit the various needs of its new employees. If I need a day to lock myself in my own office and bury my head in my paperwork for the entire morning, I will have the space to do that. On the other hand, if I prefer to choose a day to collaborate with my coworkers on a current project, I will not be limited and will have the flexibility to complete my job within the deadlines.

Key Takeaways: When you answer with separate scenarios, it gives the employer an idea of how you work and what kind of work environment you will find comfortable. These two examples show that your days may differ, depending on the workload or job requirements, showing that you can adapt.

8. Try to Include Your Accountability

Example Answer: My idea of a good work environment is when the employees have the flexibility to complete their work, to check in with any questions or concerns, and then to come back later to collaborate with all parties involved. I find that taking responsibility for my duties and bringing my work together with others helps ensure I did not miss anything or misunderstand the task.

Key Takeaways: By answering this question with your desire to check in and collaborate with others during tasks, you show that you take responsibility for ensuring you complete the job correctly. Many employers prefer to have staff check in with questions or concerns rather than go in the wrong direction when completing a project.

9. Do Not Be Afraid to Namedrop

Example Answer: Well, my acquaintance, Gerry, works in your accounting department and is the one who referred me to the job posting. He told me how your company goes the extra mile for their employees to ensure that they are set up for success right from the start. So naturally, I would love to work in an environment with its employees’ best interests at heart.

Key Takeaways: This answer shows you have a personal connection with a current employee who enjoys their job and wants their friends to work in the same environment. Many new hires are acquaintances of content staff members since individuals who are not happy at their job will not tell their friends to work in the same place.

10. Showcase Your Adaptability

Example Answer: I have worked in many different work environments, from easy-going, laid-back offices to high productivity ones with rigid project deadlines. When necessary, I can adapt to both extremes well, and do not prefer one company’s environment over the other as a designated situation. Instead, I like a little variety. I enjoy days that go by quickly with constant workloads and the ability to take my time on larger, more complex projects as required.

Key Takeaways: This is the best answer to show extreme scenarios of busy workdays and laid-back environments. An employer can see that you will be productive in any situation. It also shows them that you will be content in a place where the daily or weekly job requirements are changing, showcasing your adaptability.

11. Show Your Excitement for Their Organization

Example Answer: After working for both a large corporation and a small company throughout my career, I have realized that my ideal working environment is similar to your company’s culture. After researching your organization and talking to others in the industry, I found that your small business model aligns well with my career goals. Your company can provide the best place for me to utilize my background skills and knowledge to help establish your brand within the market.

Key Takeaways: This answer shows the recruiter that you have dug deep into the corporation’s business model and its presence in the industry. A prospective employer likes to see the excitement from eager employees who want to be part of a successful company and are a good cultural fit.

It helps to prepare for answering these important questions. Then, once you get to the interview process, use this face-to-face time to show off your personality and willingness to join their organization. Ample preparedness can give you the edge you need over other job candidates competing for the same position. Good luck!

Essay on Environment for Students and Children

500+ words essay on environment.

Essay on Environment – All living things that live on this earth comes under the environment. Whether they live on land or water they are part of the environment. The environment also includes air, water, sunlight, plants, animals, etc.

Moreover, the earth is considered the only planet in the universe that supports life. The environment can be understood as a blanket that keeps life on the planet sage and sound.

Importance of Environment

We truly cannot understand the real worth of the environment. But we can estimate some of its importance that can help us understand its importance. It plays a vital role in keeping living things healthy in the environment.

Likewise, it maintains the ecological balance that will keep check of life on earth. It provides food, shelter, air, and fulfills all the human needs whether big or small.

Moreover, the entire life support of humans depends wholly on the environmental factors. In addition, it also helps in maintaining various life cycles on earth.

Most importantly, our environment is the source of natural beauty and is necessary for maintaining physical and mental health.

Get the huge list of more than 500 Essay Topics and Ideas

Benefits of the Environment

The environment gives us countless benefits that we can’t repay our entire life. As they are connected with the forest, trees, animals, water, and air. The forest and trees filter the air and absorb harmful gases. Plants purify water, reduce the chances of flood maintain natural balance and many others.

Moreover, the environment keeps a close check on the environment and its functioning, It regulates the vital systems that are essential for the ecosystem. Besides, it maintains the culture and quality of life on earth.

The environment regulates various natural cycles that happen daily. These cycles help in maintaining the natural balance between living things and the environment. Disturbance of these things can ultimately affect the life cycle of humans and other living beings.

The environment has helped us and other living beings to flourish and grow from thousands of years. The environment provides us fertile land, water, air, livestock and many essential things for survival.

Cause of Environmental Degradation

Human activities are the major cause of environmental degradation because most of the activities humans do harm the environment in some way. The activities of humans that causes environmental degradation is pollution, defective environmental policies, chemicals, greenhouse gases, global warming, ozone depletion, etc.

All these affect the environment badly. Besides, these the overuse of natural resources will create a situation in the future there will be no resources for consumption. And the most basic necessity of living air will get so polluted that humans have to use bottled oxygen for breathing.

Above all, increasing human activity is exerting more pressure on the surface of the earth which is causing many disasters in an unnatural form. Also, we are using the natural resources at a pace that within a few years they will vanish from the earth. To conclude, we can say that it is the environment that is keeping us alive. Without the blanket of environment, we won’t be able to survive.

Moreover, the environment’s contribution to life cannot be repaid. Besides, still what the environment has done for us, in return we only have damaged and degraded it.

FAQs about Essay on Environment

Q.1 What is the true meaning of the environment?

A.1 The ecosystem that includes all the plants, animals, birds, reptiles, insects, water bodies, fishes, human beings, trees, microorganisms and many more are part of the environment. Besides, all these constitute the environment.

Q.2 What is the three types of the environment?

A.2 The three types of environment includes the physical, social, and cultural environment. Besides, various scientists have defined different types and numbers of environment.

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Work Environment and Colleagues Relationships Essay

Introduction.

It is not a secret that people spend the most part of their life at work. That is why the work environment and the relationships with colleagues are the vital aspects of any job. In the modern globalized world, we have the opportunity to work with people from different countries. However, the work in the diverse environment can be a challenge and it is a task of the management to ensure that the working atmosphere is bias-free.

The Support of the Comfortable Work Environment

Our job is the place where we have to communicate with different people every day. Every one of us has our own temper, strengths and weaknesses. It goes without saying, that we cannot support the comfortable and friendly work environment without the respect for each other. In managing the diverse group, you will, undoubtedly, meet with some difficulties. From my experience, I should say that the communication with the representatives of other ethnic groups requires the understanding of their manner of behavior and gestures. The cross-cultural communication is the urgent problem nowadays. In addition, it is the topic of research of many scholars.

I think the establishment of the mentor relationships is one of the most important initiatives, which can be undertaken in order to support the diverse and bias-free work environment. The mentor is the person who coordinates the work of employees. They can assist in solving the problems with cross-cultural communication. Besides, I agree with the statement that the work in multicultural teams is essential for the effective cross-cultural communication.

In summary, it should be said that the support of the diverse and bias-free work environment is the actual problem nowadays. We live in a highly globalized world and have to cooperate with the representatives of other nations. The management should be responsible for establishment of the mentor relationships and the multicultural team building.

• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2023, November 30). Work Environment and Colleagues Relationships. https://ivypanda.com/essays/work-environment-and-colleagues-relationships/

"Work Environment and Colleagues Relationships." IvyPanda , 30 Nov. 2023, ivypanda.com/essays/work-environment-and-colleagues-relationships/.

IvyPanda . (2023) 'Work Environment and Colleagues Relationships'. 30 November.

IvyPanda . 2023. "Work Environment and Colleagues Relationships." November 30, 2023. https://ivypanda.com/essays/work-environment-and-colleagues-relationships/.

1. IvyPanda . "Work Environment and Colleagues Relationships." November 30, 2023. https://ivypanda.com/essays/work-environment-and-colleagues-relationships/.

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IvyPanda . "Work Environment and Colleagues Relationships." November 30, 2023. https://ivypanda.com/essays/work-environment-and-colleagues-relationships/.

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Where do you fit in the political typology?

Are you a faith and flag conservative progressive left or somewhere in between.

Take our quiz to find out which one of our nine political typology groups is your best match, compared with a nationally representative survey of more than 10,000 U.S. adults by Pew Research Center. You may find some of these questions are difficult to answer. That’s OK. In those cases, pick the answer that comes closest to your view, even if it isn’t exactly right.

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Cloud computing.

Meeting Time: 09:45 AM‑11:00 AM TTh  Instructor: Ali Anwar Course Description: Cloud computing serves many large-scale applications ranging from search engines like Google to social networking websites like Facebook to online stores like Amazon. More recently, cloud computing has emerged as an essential technology to enable emerging fields such as Artificial Intelligence (AI), the Internet of Things (IoT), and Machine Learning. The exponential growth of data availability and demands for security and speed has made the cloud computing paradigm necessary for reliable, financially economical, and scalable computation. The dynamicity and flexibility of Cloud computing have opened up many new forms of deploying applications on infrastructure that cloud service providers offer, such as renting of computation resources and serverless computing.    This course will cover the fundamentals of cloud services management and cloud software development, including but not limited to design patterns, application programming interfaces, and underlying middleware technologies. More specifically, we will cover the topics of cloud computing service models, data centers resource management, task scheduling, resource virtualization, SLAs, cloud security, software defined networks and storage, cloud storage, and programming models. We will also discuss data center design and management strategies, which enable the economic and technological benefits of cloud computing. Lastly, we will study cloud storage concepts like data distribution, durability, consistency, and redundancy. Registration Prerequisites: CS upper div, CompE upper div., EE upper div., EE grad, ITI upper div., Univ. honors student, or dept. permission; no cr for grads in CSci. Complete the following Google form to request a permission number from the instructor ( https://forms.gle/6BvbUwEkBK41tPJ17 ).

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Machine learning for healthcare: concepts and applications.

Meeting Time: 11:15 AM‑12:30 PM TTh  Instructor: Yogatheesan Varatharajah Course Description: Machine Learning is transforming healthcare. This course will introduce students to a range of healthcare problems that can be tackled using machine learning, different health data modalities, relevant machine learning paradigms, and the unique challenges presented by healthcare applications. Applications we will cover include risk stratification, disease progression modeling, precision medicine, diagnosis, prognosis, subtype discovery, and improving clinical workflows. We will also cover research topics such as explainability, causality, trust, robustness, and fairness.

Registration Prerequisites: CSCI 5521 or equivalent. Complete the following Google form to request a permission number from the instructor ( https://forms.gle/z8X9pVZfCWMpQQ6o6  ).

Visualization with AI

Meeting Time: 04:00 PM‑05:15 PM TTh  Instructor: Qianwen Wang Course Description: This course aims to investigate how visualization techniques and AI technologies work together to enhance understanding, insights, or outcomes.

This is a seminar style course consisting of lectures, paper presentation, and interactive discussion of the selected papers. Students will also work on a group project where they propose a research idea, survey related studies, and present initial results.

This course will cover the application of visualization to better understand AI models and data, and the use of AI to improve visualization processes. Readings for the course cover papers from the top venues of AI, Visualization, and HCI, topics including AI explainability, reliability, and Human-AI collaboration.    This course is designed for PhD students, Masters students, and advanced undergraduates who want to dig into research.

Registration Prerequisites: Complete the following Google form to request a permission number from the instructor ( https://forms.gle/YTF5EZFUbQRJhHBYA  ). Although the class is primarily intended for PhD students, motivated juniors/seniors and MS students who are interested in this topic are welcome to apply, ensuring they detail their qualifications for the course.

Visualizations for Intelligent AR Systems

Meeting Time: 04:00 PM‑05:15 PM MW  Instructor: Zhu-Tian Chen Course Description: This course aims to explore the role of Data Visualization as a pivotal interface for enhancing human-data and human-AI interactions within Augmented Reality (AR) systems, thereby transforming a broad spectrum of activities in both professional and daily contexts. Structured as a seminar, the course consists of two main components: the theoretical and conceptual foundations delivered through lectures, paper readings, and discussions; and the hands-on experience gained through small assignments and group projects. This class is designed to be highly interactive, and AR devices will be provided to facilitate hands-on learning.    Participants will have the opportunity to experience AR systems, develop cutting-edge AR interfaces, explore AI integration, and apply human-centric design principles. The course is designed to advance students' technical skills in AR and AI, as well as their understanding of how these technologies can be leveraged to enrich human experiences across various domains. Students will be encouraged to create innovative projects with the potential for submission to research conferences.

Registration Prerequisites: Complete the following Google form to request a permission number from the instructor ( https://forms.gle/Y81FGaJivoqMQYtq5 ). Students are expected to have a solid foundation in either data visualization, computer graphics, computer vision, or HCI. Having expertise in all would be perfect! However, a robust interest and eagerness to delve into these subjects can be equally valuable, even though it means you need to learn some basic concepts independently.

Sustainable Computing: A Systems View

Meeting Time: 09:45 AM‑11:00 AM  Instructor: Abhishek Chandra Course Description: In recent years, there has been a dramatic increase in the pervasiveness, scale, and distribution of computing infrastructure: ranging from cloud, HPC systems, and data centers to edge computing and pervasive computing in the form of micro-data centers, mobile phones, sensors, and IoT devices embedded in the environment around us. The growing amount of computing, storage, and networking demand leads to increased energy usage, carbon emissions, and natural resource consumption. To reduce their environmental impact, there is a growing need to make computing systems sustainable. In this course, we will examine sustainable computing from a systems perspective. We will examine a number of questions:   • How can we design and build sustainable computing systems?   • How can we manage resources efficiently?   • What system software and algorithms can reduce computational needs?    Topics of interest would include:   • Sustainable system design and architectures   • Sustainability-aware systems software and management   • Sustainability in large-scale distributed computing (clouds, data centers, HPC)   • Sustainability in dispersed computing (edge, mobile computing, sensors/IoT)

Registration Prerequisites: This course is targeted towards students with a strong interest in computer systems (Operating Systems, Distributed Systems, Networking, Databases, etc.). Background in Operating Systems (Equivalent of CSCI 5103) and basic understanding of Computer Networking (Equivalent of CSCI 4211) is required.

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