Work Environment Happiness and Employee Leadership

Paper Info
Page count 7
Word count 2025
Read time 9 min
Subject Business
Type Essay
Language 🇺🇸 US


A significant function of employee productivity is played by the working environment. The workplace has an enormous impact on employee productivity, either on negative results or positive results (Lee et al., 2017). International organizations around the world discuss employee rights. There are global organizations. The majorities spend 50% of their lifetimes indoors, and their mental condition, actions, ability, and productivity have a major influence (Shuck et al., 2018). The outcome of a healthier working environment is assumed to have better results and productivity improvements. A better physical working environment will increase employees’ productivity inevitably. Various literature has shown that variables such as discontent, cluttered jobs, and the immediate environment play an important role in losing worker productivity in the study of several offices and office premises. Employees’ ability to become high-level managers is directly influenced by their level of happiness at work.

Leadership has drawn attention in the recent past when organizations strive to manage tough competition in the domestic and international markets. The physical aspect of the workplace is space, noise, physical layout, instruments, materials, and relations between colleagues. The value of all these aspects impacts significantly and positively on the quality of work performance (Alameeri et al., 2020). A workplace environment is where employees conduct their activities so that employees can achieve their outcomes positively and negatively (Buil et al., 2019). A favorable working environment will have a good effect on job continuity, and a less favorable working environment will have an adverse impact on the sustainability of your work. Most executives link the workers’ movement from one job to another to improved service conditions (Hersona & Sidharta, 2017). Nevertheless, employees leave due to poor work practices or toxic culture. The cavernous discrepancy between faith and reality prevents organizations from tackling the costly issues of staff exemption and unfortunate turnover with targeted solutions. Thus, the officials entrusted must create an excellent work atmosphere to guarantee that the employees diligently fulfill their obligations.

Presentation of the Variables, Sources, and Time Frame Used

Alameeri et al. (2020) consider both the independent and dependent variables to help respond to the specific research questions established for the study. Employee engagement, job satisfaction, workplace safety, valued social locus, as well as work-life conciliation and friends’ support, are the independent variables. On the other hand, the enlightened authors consider female employee leadership as the dependent variable. Qualified and experienced researchers argue that any manipulations on the independent variables will influence the dependent variable.

The Independent Variables

Employee Engagement

Your company is able to boost productivity, and work quality and improve top talent through investments in employee involvement. The commitment of employees quickly becomes a measure of the most significant measurement of employee motivation (Alameeri et al., 2020). Individuals who want to participate in their work must be passionate about everything related to the organization for which they work and committed to their coworkers. Although employees’ commitment is seen as positive throughout the company, a majority of workers are not involved at work.

The low commitment of management teams, poor company information exchange, and non-binding on the company’s mission may be the consequence of multiple determinants, including lack of knowledge. It is clear that the leaders of companies must begin to see employee participation as a business development aim because the commitment of employees leads to long-term retention of employees, improved efficiency, and improved working quality. Encouraging personal growth is one way of promoting employee engagement. A company should create a culture in which individuals can grow at work. It is also essential to make sure that the company is happy (Alameeri et al., 2020). The entrusted stakeholder needs to eliminate factors that may lead to confrontation or unwanted workers’ arguments. The framework depicts the embassy as an alternative approach to employee involvement. When all of the associated factors are addressed in an entity, the staff members are pleased with the job and inevitably enhance their effectiveness (Mann, & Harter, 2016). These surroundings will also help women to increase their careers and the organization’s short and long-term goals.

Job Satisfaction

If you are happy with your work, you always want to report a higher performance because you feel that they get as much as they do. Satisfaction of the job for any entity is enormous because it is associated with many variables such as productivity, turnover, and absenteeism (Semedo et al., 2019). Their mindset and presumptions can influence the behavior of a person. Beliefs and attitudes can make it harder for a person to achieve, or, on the contrary, they can be less active (Alameeri et al., 2020). Thus, if an individual is unhappy about their task, it can result in unhappiness elsewhere. To keep people happy enables a business to be strengthened in many respects. One element in the high satisfaction level has been the improving economy, as business owners were able and more willing to improve wages and benefits for their employees (Bakotić, 2016). Moreover, as the job market recovered, job seekers seized new possibilities to fit their talents and experiences best. Most organizations, but not all, are committed to employee satisfaction. Therefore, it is crucial for human resources professionals to learn much more about aspects, which can improve employee satisfactoriness or how it is integrated into the larger success of an enterprise.

Workplace Safety

Safety in the workplace is essential irrespective of company size or sector. A company places its staff, customers, brand image, and revenue streams in danger without appropriate safety precautions at the place of work (Nielsen et al., 2016). In addition, if employees are not taught how to create a consistent workplace environment, injuries on the job, illnesses, and, worse still, casualties may be caused. Whereas injuries, conditions, and deaths in relation to work are expensive for everybody, a healthy and safe working environment ends up paying more. Workplace safety affects many companies’ KPIs significantly (Alameeri et al., 2020). This means that safe workplaces gain from fewer crashes, leading to lower health costs, better retention and satisfaction for employees, fewer downtimes for employees, and fewer retraining times. People who feel safe in their workplace, for example, are often more productive than those who have previously been injured; hence, they develop some level of fear and anxiety.

Valued Social Position

Many entrepreneurs are primarily concerned with running a company that makes significant profits. A company can also encourage social principles that positively impact others in relation to it being a form of income. Values and beliefs can be integrated into the business strategy of everyday life, or they can drive the start of a company (Bacq & Alt, 2018). Social values play a significant role in society’s culture. People conduct themselves in many ways through values like civil liberties, patriotism, human dignity, rationality, sacrifices, individuality, inclusiveness, and democracy, among others (Alameeri et al., 2020). Principles are the metrics that people use to evaluate their everyday lives, prioritize, and choose between alternative ways. People are usually obligated to maintain those with whom they work. It is also vital to guarantee that the social position is valued based on the time and performance of the organization.

Work-Life Conciliation and Friends’ Support

The support you get from your friends and colleagues also defines your work fulfillment and your ability to lead your organization. Current companies gradually emphasize the importance of workers and employers maintaining a work-life balance. Small and medium-sized enterprises need to shift their thoughts about support and effort in 2018 with the new generations in the workforce, such as millennia (Johari et al., 2018). This reconciliation between family and work is crucial. To continue thinking, employees must give up their personal lives to lead poor-quality lifestyles. More young adults, the future workforce, are important to note, rather than give whatever they engage in, a well-balanced working family life (Alameeri et al., 2020). Thus, employers have become increasingly conscious of the increasing workforce expectations regarding the balance between work and life. Firms are now looking at how a work-life equilibrium can be achieved, and specific measures are implemented to promote it. The objective is not really to start making people more efficient, but also happier and equilibrated.

Dependent Variable

Female Employee Leadership

Due to the changing socio-economic as well as the political environment, this type of leadership has earned the respect of rulers over the past couple of decades. Leadership approaches used before the 21st century have ceased to work. Women also play a key role in managing organizations, regardless of size, which has become evident (Alameeri et al., 2020). Several attributes specific to humans, like empathy and the capacity to execute many tasks are good leaders, particularly when dealing with young people. Currently, corporations are designed to promote their employees to higher managers, regardless of gender (Flabbi et al., 2019). The ability of women to soar to the status of senior management positions is seen as the study’s dependent variable.

Presentation of the Methodology Used

Primary data was obtained by means of semicircular interviews. Secondary data has been obtained from 21 academic articles, including publications and journal papers, and the influence of the work environment has been further analyzed using mixed quantitative and qualitative techniques to answer seven pre-defined study questions. The systemic examination results have shown that worksite happiness has a direct influence on workers’ ability to move up to top leadership roles. According to the scientists’ knowledge, the mixed method would have been the right strategy for this survey (Alameeri et al., 2020). The research scientist will concentrate on collecting primary data from a sample of participants after discussing the findings. The main data helps to answer the set of questions for research.

It is essential to determine the criteria used during the selection of participants when making plans to obtain preliminary information from individuals. The inclusion/exclusion requirements help make sure that those chosen to participate in the research have the proper ability to gather data from a researcher. A questionnaire will be designed by the researcher to retrieve information from selected respondents rather than by means of a judgmental sampling method for determining respondents (Richter et al., 2016). A face-to-face interview to gather the information is conducted with the participants. When data is collected, the investigator uses a mixed-method for analyzing the data.

Presentation of Alternative (Quantitative) Approaches Used

Alternatively, the internet, commercial information sources, and educational institutes are secondary quantitative research approaches that help the researchers identify the existing statistical data to inform the subsequent research studies. For instance, the internet contains a large amount of information about every field. Several internet sites express their survey and the results of the analysis carried out by individuals. An investigator can use this data to carry out their research (Johnston, 2017). Newspapers, newspapers, radio, journal articles, and TVs are vital information resources, and a considerable quantity of data can indeed be collected from these resources for secondary research purposes. These sources provide new information on economic advancements, market analysis, political narrative and demographics, and other issues. Finally, educational institutions are another source of information. Institutes of education undertake independent research and post their results on a range of topics. The findings of the study can be validated by reports from academic institutions (Williams & Shepherd, 2017). Thus, considering the secondary quantitative research methods will help understand the complex nature of the research questions.

Presentation of the Novelty of the Selected Study

In this article, the investigator seeks to analyze the effect of contentment on employee productivity and achievement in the working environment and their correlation with leadership, particularly among women. The publishers apply a mixture of quantitative and qualitative research tactics to establish the relationships between the six variables they select to assist them in responding to the research questions. Establishing the connections between the elements makes it possible for the study to meet its desired outcome (Ponting, 2020). However, although the research study informed readers about the complex relationship between the selected variables, the analysts identify limitations such as the disparaging sampling and the failure to integrate cultural sensitivity and other socio-economic variables (Alameeri et al., 2020). Thus, it is wise for researchers to conduct further research studies addressing the perceived biases.


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EduRaven. (2022, September 3). Work Environment Happiness and Employee Leadership. Retrieved from


EduRaven. (2022, September 3). Work Environment Happiness and Employee Leadership.

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"Work Environment Happiness and Employee Leadership." EduRaven, 3 Sept. 2022,


EduRaven. (2022) 'Work Environment Happiness and Employee Leadership'. 3 September.


EduRaven. 2022. "Work Environment Happiness and Employee Leadership." September 3, 2022.

1. EduRaven. "Work Environment Happiness and Employee Leadership." September 3, 2022.


EduRaven. "Work Environment Happiness and Employee Leadership." September 3, 2022.


EduRaven. 2022. "Work Environment Happiness and Employee Leadership." September 3, 2022.

1. EduRaven. "Work Environment Happiness and Employee Leadership." September 3, 2022.


EduRaven. "Work Environment Happiness and Employee Leadership." September 3, 2022.