Introduction

The methodology of assessing and evaluating the workplace is essential for the management to know what is going on in the workplace. The company assessment is a crucial tool for measuring the effectiveness of the workplace and identify the areas of potential development in the workplace. The evaluation of a company’s workplace will evaluate the conditions of regions which are necessary for growth and expansion in the company. The need for assessing the workplace is also to expand the production of goods and services. This is evident firms of different sizes and composition are seeking to expand their operations. For the companies to effectively develop their output of products and services, thorough assessment of the workplace has to be made accordingly to the company standards. A critical assessment and evaluation of a company’s workplace is an essential element towards ensuring that a firm achieves profitability in the long term and be successful in its operations. The workplace assessment provides a realizing focus on the alignment of companies operations with the needs of loyal customers and their prospective customers.

Sustainable business performance is not achievable without a critical assessment, evaluating the rank of the firm in terms of the workplace. Successful assessment, evaluation, and level of the workplace in the business company entail six necessary procedures.

• Assessing the current state: It is essential to generate a detailed analysis of the workplace capabilities in terms of financial model, expertise, and technology. The essence of this is to focus on how o useful upgrade the operations in the workplace.
• Survey the stakeholders of the company. It is essential to understand the desires and wants of the loyal and prospective customers. This, therefore, makes one analyze the customer base to identify its composition. It also outlines the customer’s view of the operations of the company.
• Define the desired state: The development of the planned workplace that will satisfy the customer needs is vital in the assessment, evaluation, and rank of a company
• Identify and fill gaps: The outcomes of the SWOT examination is the basis for the formation of the workplace action plan into reality
• Create a priority map. The last step of assessing the workplace is to focus on the priorities regarding the assessment. The creation of a priority map will outline how all the actions that will be implemented in the workplace.

Literature Review

Three parameters influence the ranking of the companies’ work places parameters.

Size of the company.

According to the findings by(Marsick & Watkins, 2015), there are three sizes of companies which include the small firms, medium business, and large businesses. The size of the company will significantly influence the type of workplace that produces goods and services. The enterprises are classified into sizes due to many factors. Small firms earn less income and do not enjoy the economies of scale. The small firms, therefore, realize little input and employ a few employees which ranges from I to 99 employees in the workplace. The small businesses tend to operate locally since their products are the only seed for subsistence purposes.  The workplaces of small firms do not meet the required performance index. Many companies with small scale operations do not comply with useful workplace desires for Maximum production. The small firms’ also do not have adequate resources to better their workplaces. However, the assessment of the small firm involved detailed methodological steps for a complete analysis of the conditions of the workplaces due to the small size of the companies.

Medium companies employ staff from 100 to 499 employees. However, the companies have a clear track record which ensures that stakeholders contribute decisions regarding the work placeseholders. This is because the medium-sized companies are usually family-owned thus ownership of its premises is typically different from the management. The revenues in the medium companies are generally articulated in that it only covers for short term flows.(Barak, 2016)Argues that most of the medium-sized company base their products in the local markets. The medium companies have good workplaces since they have a lot of funds such as the bank overdrafts. The workplaces in medium-sized companies are improvised hence better workplaces to ensure maximum production. According to findings by (Ashkanasy, Zerbe & Hartel, 2016), the medium-sized companies due to a large number of employees and complex business operations will require an orderly methodology for assessment of the workplaces in the medium-sized companies.

Large companies on the other side have huge inflows of finances into their premises. The large companies employ more than 500 employees within their premises. Most of the operations in large companies are integrated to top-notch levels; thus the goods and services from large companies are sold both to the local markets and to the global markets. The large companies enjoy the economies of scale hence realize maximum outputs compared to the input. This reflects into very great workplaces. According to research by (Galsworth, 2017), great workplaces are the core reason behind the success of the large companies in dominating both the local and global markets. The assessment of the workplace in large companies involves complex methodological procedures for useful analysis and ranking. This is due to the many business operations and a full scope of business transactions in the company. The number of employees is also too high; thus the methodology of assessing the workplaces in the large firm will be complicated due to the many formalities that have to be undergone in the large companies.

Influence of The type of industry in the assessment of the sustainable workplace

The analysis of industries is a central tool for assessing businesses in terms of competitive dynamics. David (2015) illustrates that operations in industries including the demand-supply statistics, competition levels and expected prospects of sectors. There are four types of industries in business operations. These include the primary areas, secondary industries, quaternary and tertiary sectors. The types of industries are essential in influencing how the methodological practice of assessing the workplace is carried out.

The primary industries entail activities which convert raw materials into finished products ready for sale to customers. Activities in primary sectors involve mining and agriculture. The assessment of primary industries consists of an analysis of the fields where the production occurs. Secondary industries refer to companies which obtain raw materials from the primary sector and convert them into final commodities ready for consumption. Example of secondary industries includes the processing of food and energy production. This influences the methodology used in assessing the workplaces in the companies. Various aspects of the organization such as the level of technological advancement and past actions of employees ensure that positivity in the workplace is enhanced and attained. The financial tools used in workplace sustainability is vital in assessing the various aspects of the organization. This is crucial toward ensuring that all participants in an organization play their roles effectively. The stakeholders are responsible for providing that they fill in the survey forms with the correct information. The survey forms filled by the relevant parties are useful in the evaluation of the services produced by an organization and outlines the relevant stakeholder’s views on the validity of a sustainable workplace.

This is because the plants in which the production occurs have to be analyzed and assessed keenly. The method of determining workplace in the secondary industries is different from primary industries by the goods produced by each sector(Carmeli, Brammer, Gomes& Tarba, 2017).

However, tertiary industries involve firms which deal with the provision of services. Example of tertiary sectors involves tourism, doctors, and hospitalists. The assessment of these tertiary industries is based on the assumption of how the services are provided to the customers. Finally, quaternary industries apply modern technological advancement to enlighten and train the other sectors. These industries include financial planning, information technologies, and designing. The assessment of the workplace in these companies involves definite methodological plans to evaluate the workplaces in the sectors.

Various stakeholders

The stakeholders in the companies are essential in obtaining the desired information regarding the assessment of the workplaces. Companies which have many stakeholders in their operations tend to have easy access to the knowledge of the workplace hence leading to accurate and reliable information regarding the working environment in the company. In many companies, shareholders have different rates of percentages in the ownership of inputs in the company premises. These shareholders include: employers who control 60% of the company inputs, senior management controls only 15%, the external advisors control 10% while the media controls only 6%.

The employees are given many powers in the control of inputs as they are the owners of the companies. The company assessment is a crucial tool for measuring the effectiveness of the workplace and identify the areas of potential development in the workplace. The evaluation of a company’s workplace will evaluate the conditions of regions which are necessary for growth and expansion in the company. The need for assessing the workplace is also to expand the production of goods and services. The employees hence own a high percentage of assets in the company. However, the external advisors are only allocated 10% as they play secondary roles in the running of the company. They are crucial during the determination of main decisions regarding production in the firm. The senior management is allowed to own 15% as they are essential in assigning duties to the junior staff hence ensuring a smooth flow of operations in the company. Survey the stakeholders of the company. It is necessary to understand the desires and wants of the loyal and prospective customers. This, therefore, makes one analyze the customer base to identify its composition. It also outlines the customer’s view of the operations of the company.

In most cases, media is the lowest stakeholders. This is because of their role in only to broadcast the company’s products on air with the essence of creating awareness of the product.

The stakeholders make the information collection easier. The employees’ significantly influence the assessment outcome. The employees of companies are usually easily found on the company premises, and they give information about how the workplace operates in business operations. The senior management is generally in charge of ensuring that there is a smooth flow of operations. In a study by(Blok, Wesselink, Studynka& Kemp, 2015), for the steady stream of services to be realized, the workplace has to be useful for maximum production. The senior management thus plays a more significant role in the assessment of the workplace as they are responsible for running the workplace in the business entity. External advisors on the hand contain information regarding how the workplace might be improvised for higher production. However, the media covers every operation in the business enterprise. The information provided by the press is also helpful in the assessment and evaluation of workplaces.

Methodology for assessment of the Workplace

The size of the company is a vital consideration of the methods applied for the evaluation of a successful workplace(Carmeli, Brammer, Gomes& Tarba, 2017),in the small companies, the work sites were assessed, evaluated and ranked through a survey in the way the places of work operated. The study was emailed to the management of the small firms to get feedback from them regarding the workplace of the small companies.

The view of the management is usually the final point of the assessment of the workplace. When the administration approves of the workplace being in good condition is final. The managers were saying that the workplace is in a poor state then it is usually a final say to follow. The small firms are easily assessed as a collection of data concerning the state of the working place is easily obtained. The surveys carried out are essential to the assessment report as they act as interviews with the employers working I the working site. However, the email to be answered by the employees is vital towards the assessment state of the working state. This is because, in any company, it is the employees who control every operation thus they know the state of all their premises in the company(Carmeli, Brammer, Gomes& Tarba, (2017).

This Executive Summary was based on the findings from SHRM’s Effective Workplace Index. National Study of the Changing Workforce data was collected Oct. 1-Nov. 5, 2015, via online and phone interviews by the Data Recognition Corporation (DRC), Inc. DRC initially drew the national sample, developed the computer-assisted telephone interviewing (CATI) program and online questionnaire, and conducted telephone interviews via random digit dialing (RDD). When it became clear that the RDD methodology did not result in a nationally representative sample of employees, Families and Work Institute turned to NORC and the probability panel. The results were weighted to the U.S. Census estimates of the population. The 2016 NSCW response rate was 16%, with the industry standard for similar studies at 5%-15%. To construct the composite index of SHRM’s Effective Workplace Index, we started with the 2008 six-component measure of effective workplaces and tested, through confirmatory factor analysis and reliability analysis, the effect of adding and removing various items and dimensions. We followed a few general principles: • New items were considered for inclusion

Corporative responsibilities in the workplace are based on two elements: the physical aspect and human sects of the employee’s organization set outs its fundamental rights to the employees to ensure a swift flow of work operations. Corporate responsibilities in the workplace are essential to describe the efforts of the organization in the essence of enhancing workplace sustainability. The organization has improved job-specific duties to the employees in the workplace. The assessment of a company’s workplace will evaluate the conditions of areas which are necessary for growth and expansion in the company. The need for assessing the workplace is also to expand the production of goods and services. The organization has ensured that it assigns job responsibilities to the employees to perform the roles in the set way possible. However, the job descriptions are done while the organizational policies and rules adhere. The employees should report to the workplace in the set time to maximize production in the firm

Methodological Approach

In the findings of the survey, after every stakeholder was given a survey form to fill regarding the sustainability of the workplace in the organization. In the result, the following was found out:

• Many workplaces that had a capable system that supports operations of the business had most chances of succeeding in the turn of business transactions.
• More than 50% of business success relies on the state of the workplace. A refurbished workplace will mean that the business will thrive. However, companies that are not well sustainable in the workplace will fail thus minimal production(Ashkanasy, Zerbe & Hartel, 2016).
• The strategies laid out by employers should benefit workers in their places of work so that to promote increased production.

No one size sits all here.  However, generally, a practical assessment will involve some form of a survey, augmented by in-person interviews either in a group or one of one.  Interviews can be conducted by people who come forward on their initiative and rounded out by interviews with individuals who the assessor identifies.  A review of documents might also supplement this – i.e., workplace investigation reports from the workgroup in question, existing exit interviews and any other “metadata” that exists about the group.
For all organizations need to do this, but in our view, it should be in the toolkit of HR professionals.  In addition to the prompts identified above, HR professionals should be alive to departments or groups in which there have been many formal complaints, groups that are under stress or in transition, as well as frequent anonymous complaints(Ciocirlan, 2017).  These events are often indicative of the presence of problematic behavior and absent a formal complaint; this behavior may have gone undetected by the employer

Many aspects of the organization such as the extent of technological advancement and employee experience are key towards ensuring that positivity in the workplace attained. The financial elements used in workplace sustainability is vital in assessing the various aspects of the organization. This is key toward ensuring that all participants in an organization play their roles effectively. The stakeholders are responsible for providing that they fill in the survey forms with the correct information. The survey forms filled by the relevant parties are useful in the evaluation of the services produced by an organization and outlines the relevant stakeholder’s views on the validity of a sustainable workplace.

The surveys should incorporate information such as the level of assessments used in the workplace. The forms should include information should consider the individual assessment in the company basis on the services offered in the effectiveness of the engagement of employees in the organization. The view of the management is usually the final point of the assessment of the workplace. When the administration approves of the workplace being in good condition is final. The managers are saying that the workplace is in a poor state then it is usually a final say to follow. The small firms are easily assessed as a collection of data concerning the state of the working place is easily obtained. The surveys carried out are essential to the assessment report as they act as interviews with the employers working I the working site(Staddon, Cycil, Goulden, Leygue, & Spence, 2016). However, the email to be answered by the employees is vital towards the assessment state of the working state. The essence of assessments is to come up with the relevant principles guiding the workplace. This is governed by the concept that precise knowledge of everything entailing the organizational structure. A critical review should be done to find out the position required in the workplace.

Excellent workplaces are the core reason behind the success of the large companies in dominating both the local and global markets. The assessment of the workplace in large companies involves complex methodological procedures for effective analysis and ranking. This is due to the many business operations and a broad scope of business transactions in the company(Paillé, Amara & Halilem, 2018). The number of employees is also too high; thus the methodology of assessing the workplaces in the large firm will be complicated due to the many formalities that have to be undergone in the large companies.

Findings

Employees in highly effective workplaces are more than twice more likely to be highly engaged, satisfied with their jobs, and likely to remain with their employers than employees in workplaces with moderate or low levels of effectiveness. This reflects into very great workplaces. According to research by (Galsworth, 2017), great workplaces are the core reason behind the success of the large companies in dominating both the local and global markets.

The assessment of the workplace in large companies involves complex methodological procedures for useful analysis and ranking. Companies which have many stakeholders in their operations tend to have easy access to the information of the workplace hence leading to accurate and reliable information regarding the working environment in the company. According to(Yun, Aziz, Scupelli, Lasternas, Zhang & Loftness, 2015, in many companies, shareholders have different rates of percentages in the ownership of inputs in the company premises.

Employees in highly effective workplaces are more likely to be highly engaged than employees in workplaces with moderate or low levels of effectiveness: • 55% of employees in highly effective workplaces are highly engaged, compared with 20% of employees in moderately active workplaces and 7% of employees in the least effective workplaces. There are similar differences in job satisfaction. Concerning retention, employees in more effective workplaces have a much higher probability of remaining with their employer: It is advised to ensure that workplaces are efficient are fully operational hence maximizing productivity.

References

Ashkanasy, N. M., Zerbe, W. J., & Hartel, C. E. (2016). Managing emotions in the workplace. Routledge.

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Blok, V., Wesselink, R., Studynka, O., & Kemp, R. (2015). Encouraging sustainability in the workplace: a survey on the pro-environmental behavior of university employees. Journal of cleaner production, 106, 55-67.

Blok, V., Wesselink, R., Studynka, O., & Kemp, R. (2015). Encouraging sustainability in the workplace: a survey on the pro-environmental behavior of university employees. Journal of cleaner production, 106, 55-67.

Carmeli, A., Brammer, S., Gomes, E., & Tarba, S. Y. (2017). An organizational ethic of care and employee involvement in sustainability‐related behaviors: A social identity perspective. Journal of Organizational Behavior, 38(9), 1380-1395.

Ciocirlan, C. E. (2017). Environmental workplace behaviors: Definition matters. Organization & Environment, 30(1), 51-70.

Coskun, A., Zimmerman, J., & Erbug, C. (2015). Promoting sustainability through behavior change: A review. Design Studies, 41, 183-204.

David, H. (2015). Why are there still so many jobs? The history and future of workplace automation. Journal of economic perspectives, 29(3), 3-30.

Galsworth, G. D. (2017). Visual workplace: visual thinking. CRC Press.

Marsick, V., & Watkins, K. (2015). Informal and Incidental Learning in the Workplace (Routledge Revivals). Routledge.

Paillé, P., Amara, N., & Halilem, N. (2018). Greening the workplace through social sustainability among co-workers. Journal of Business Research, 89, 305-312.

Staddon, S. C., Cycil, C., Goulden, M., Leygue, C., & Spence, A. (2016). Intervening to change behavior and save energy in the workplace: A systematic review of available evidence. Energy Research & Social Science, 17, 30-51.

Yun, R., Aziz, A., Scupelli, P., Lasternas, B., Zhang, C., & Loftness, V. (2015, April). Beyond eco-feedback: adding online manual and automated controls to promote workplace sustainability. In Proceedings of the 33rd Annual ACM Conference on Human Factors in Computing Systems (pp. 1989-1992). ACM.

 
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